Perkins PEA Contract 2018 through 2021

______________________________________________________________________________

COLLECTIVE BARGAINING AGREEMENT

______________________________________________________________________________

between the

PERKINS EDUCATION ASSOCIATION

and the

PERKINS BOARD OF EDUCATION

July 1, 2018 through June 30, 2021

08-28-2018

0645-01

17-MED-09-0995

K37075

TABLE OF CONTENTS

Article Page

I RECOGNITION ......................................................................................................1

II NEGOTIATIONS ................................................................................................ 1-2

III STRIKE CLAUSE ...................................................................................................2

IV GRIEVANCE PROCEDURE .............................................................................. 2-5

4.01 Purpose .........................................................................................................2

4.02 Definitions................................................................................................ 2-3

4.03 Procedure .....................................................................................................3

4.04 Level One – Informal ...................................................................................3

4.05 Level Two – Formal.....................................................................................3

4.06 Level Three .............................................................................................. 3-4

4.07 Level Four ....................................................................................................4

4.08 Rights of Parties ....................................................................................... 4-5

V LEAVE PROVISIONS ...................................................................................... 5-14

5.01 Assault Leave ...............................................................................................5

5.02 Association Leave ........................................................................................5

5.03 Jury Duty/Court Leave .................................................................................5

5.04 Military Leave ..............................................................................................6

5.05 Personal Leave ......................................................................................... 6-7

5.06 A. Leave of Absence (Unpaid) ............................................................... 7-8

B. Parental Leave .................................................................................... 8-9

5.07 Professional Leave ................................................................................. 9-11

5.08 Sabbatical Leave ........................................................................................11

5.09 Sick Leave ............................................................................................ 11-12

5.10 Family and Medical Unpaid Leave ...................................................... 13-14

5.11 Bereavement Clause...................................................................................14

VI CONTRACTS .................................................................................................. 14-16

VII TEACHER EMPLOYMENT .......................................................................... 16-17

VIII ORIENTATION & MENTORING ................................................................. 17-22

8.03 Teacher Mentor Program ..................................................................... 18-22

Purpose .......................................................................................................18

Program Definitions…………………. ......................................................18

Mentoring Qualifications ..................................................................... 18-19

Training ......................................................................................................19

Assignment of Mentors ..............................................................................19

Review of Assignment ...............................................................................19

Article Page

Definitions............................................................................................ 19-20

Job Descriptions ................................................................................... 20-22

Compensation ............................................................................................22

IX PERSONNEL FILES ....................................................................................... 22-23

X VACANCIES ................................................................................................... 23-25

10.01 Administrative Transfers ...........................................................................23

10.02 Postings ......................................................................................................24

10.03 Employment Procedures ...................................................................... 24-25

10.04 Assignment ................................................................................................25

XI NON-RENEWAL ............................................................................................ 25-26

XII REDUCTION IN FORCE ............................................................................... 26-30

XIII TEACHER EVALUATION GUIDELINES ................................................... 30-33

13.01 Evaluation Cycles ................................................................................ 30-32

13.02 Evaluation Procedures for Head Coach Supplemental Contract ...............33

XIV SALARY & INSURANCE.............................................................................. 33-37

14.01 Base Salary Effective 7-1-18 ............................................................... 33-34

14.02 Retirement Pick-up for IRS .......................................................................34

14.03 Insurance Plan ............................................................................................34

14.04 Insurance Benefits ................................................................................ 34-35

14.05 Premium Holiday ......................................................................................35

14.06 Spousal Exclusion ................................................................................ 35-36

14.07 Dental Benefits...........................................................................................36

14.08 Section 125 Flexible Benefit Plan..............................................................37

14.09 Health Fair .................................................................................................37

14.10 Election of Medical Benefits .....................................................................37

XV SUPPLEMENTAL .......................................................................................... 38-39

15.01 Extended Time Positions ...........................................................................38

15.02 Extended Time Wage .................................................................................38

15.03 Building Leadership Teams .......................................................................38

15.05 Supplemental Positions – Hourly Rate ......................................................39

15.06 Supplemental Salary Schedule ...................................................................39

15.07 Supplemental Re-hire.................................................................................39

15.08 Pay For Athletics........................................................................................39

iii

Article Page

XVI TRANSPORTATION REIMBURSEMENT FOR TRAVELING TEACHERS .... 39-40

XVII PAY CHECKS .......................................................................................................40

XVIII AUTHORIZED PAYROLL DEDUCTIONS OF PROFESSIONAL

DUES AND/OR FEES ..........................................................................................41

XIX LIABILITY PROTECTION ............................................................................ 41-43

XX TEACHING ENVIRONMENT .............................................................................43

XXI SUBSTITUTING DURING PLANNING TIME ..................................................43

XXII ASSOCIATION RIGHTS AND RESPONSIBILITES ................................... 44-45

XXIII CURRICULUM DEVELOPMENT PROCESS ....................................................45

XXIV LENGTH OF SCHOOL YEAR AND DAY ................................................... 45-47

24.01 Duty-Free Lunch ........................................................................................45

24.02 Length of School Day ................................................................................45

24.07 Calendar Committee ..................................................................................46

24.08 Staff Days...................................................................................................46

24.09 Leaving School Building ...........................................................................46

24.10 Excused from Staff Meetings.....................................................................46

24.11 Planning Periods .................................................................................. 46-47

24.12 Additional Work Days ...............................................................................47

24.13 Common Planning ....................................................................................47

XXV MANAGEMENT RIGHTS ...................................................................................47

XXVI ACADEMIC FREEDOM ................................................................................ 47-48

XXVII TUITION REIMBURSEMENT ...................................................................... 48-49

XXVIII SEVERANCE PAY ...............................................................................................49

XXIX CLASS SIZE AND LOAD .............................................................................. 49-51

29.08 Preparations (Elementary Non-departmentalized) .....................................50

XXX NONTEACHING DUTIES ...................................................................................51

XXXI INDIVIDUAL RIGHTS ........................................................................................51

Article Page

XXXII EQUAL RIGHTS CLAUSE ..................................................................................51

XXXIII SEVERABILITY ............................................................................................. 51-52

XXXIV COST OF MASTER AGREEMENT ....................................................................52

XXXV LABOR MANAGEMENT RELATIONS COMMITTEE ....................................52

XXXVI FAIR SHARE FEE .......................................................................................... 52-54

XXXVII A DRUG FREE WORKPLACE ...................................................................... 54-55

XXXVIII STUDENTS OF BARGAINING MEMBERS ......................................................55

XXXIX RETIREMENT BONUS ........................................................................................56

XL OSHA SAFETY REQUIREMENT (DISCIPLINE) PROCEDURE ............... 56-58

XLI TEACHER ASSISTANTS ADVISORY COMMITTEE ......................................58

XLII INNOVATIVE PROGRAMS .......................................................................... 58-59

XLIII SCHOOL BONUS .................................................................................................59

XLIV LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE ............................59

XLV PROGRESSIVE DISCIPLINE ........................................................................ 60-61

XLVI COMPLETE AGREEMENT .................................................................................62

XLVII BLENDED LEARNING ................................................................................. 62-63

XLVIII DURATION OF CONTRACT ..............................................................................63

APPENDICES

A GRIEVANCE REPORT FORM ............................................................................64

B OTES EVALUATION FORMS ...................................................................... 65-84

C HEAD COACH SUPPLEMENTAL

CONTRACT EVALUATION FORM ............................................................. 85-88

APPENDICES (continued)

D 2014-2015 & 2015-16 SALARY SCHEDULE ............................................... 89-92

E SUPPLEMENTAL SALARY SCHEDULE 2014-2016 ................................. 93-95

F 403.B ANNUITY PLAN .......................................................................................96

G LPDC GUIDELINES..................................................................................... 97-102

H SUMMARY OF HEALTH INSURANCE BENEFITS .............................. 103-108

I EXPENSE REIMBURSEMENTS – TRAVEL POLICY ........................... 109-111

ARTICLE I – RECOGNITION

1.01 The Perkins Board of Education, hereinafter the “Board”, hereby recognizes the Perkins

Education Association (OEA/NEA-Local) hereafter the “Association” as the sole and

exclusive bargaining representative, for the purposes of and as defined in Chapter 4117

Ohio Revised Code, for all professional, non-supervisory personnel, as employed by the

Perkins Board of Education, (as certified by the State Employment Relations Board),

classroom teachers (K-12, full-time and part-time, vocational), guidance counselors,

librarians, and department heads. The Association recognizes that the Superintendent,

Assistant Superintendent, Principals, and other Administrative personnel as defined in

Chapter 4117 Ohio Revised Code are excluded from the bargaining unit. Also excluded

would be the athletic director. The Employer recognizes that Association representation

will include any newly created position unless employment into the position is governed

by Section 3319.02 of the Ohio Revised Code.

ARTICLE II – NEGOTIATIONS

2.01 Either the Association or the Board of Education may initiate negotiations in the year of

contract expiration by letter of submission forwarded to the other party by February 1,

outlining their intent to bargain as defined in Chapter 4117, O.R.C.

2.02 A. Within twenty (20) working days of transmittal of said submission letter, the

parties shall hold their first negotiation session. At any negotiation session, either

party may be represented by no more than five (5) representatives.

B. All issues for negotiations by the Association and the Board shall be submitted in

writing at the first meeting. No additional issues shall be submitted by either

party, unless agreed to by both parties. This language shall not be interpreted by

either party as limiting the right of one party or another to present counter

proposals.

C. Each party shall pay its own expenses pertinent to any representations or

witnesses, and any expenses incurred in preparation for negotiating.

D. Resource persons or observer may be present by mutual consent of both parties.

E. The following shall be determined at the commencement of each meeting prior to

proceeding to negotiating items:

1) the time, date, and place of the next meeting;

2) the agenda for the meeting in session;

3) the time of the meetings should be approximately three (3) hours unless

otherwise agreed.

F. As negotiated items are tentatively agreed upon, each shall be initialed by each

party.

G. When a contract has been reached by both parties, the tentative contract will be

submitted to the Association for ratification. The ratified contract must be

returned to the Board by the Association. The Board will at its next meeting

approve or disapprove the contract by appropriate motion.

2.03 If after thirty (30) calendar days from the first negotiation session, agreement has not

been reached on all items under negotiation, either party may call for the services of the

Federal Mediation and Conciliation Services to assist in negotiations. If a party calls for

Mediation involvement, the other party shall join in a joint request.

2.04 The Board of Education agrees that the aforementioned Federal Mediation shall

supersede all other dispute settlement procedures contained in Chapter 4117.14 O.R.C.

2.05 The Association and the Board of Education may by mutual consent agree to enter into

nontraditional negotiations.

ARTICLE III – STRIKE CLAUSE

3.01 The Board of Education agrees that the members of the bargaining unit have the right to

strike under Chapter 4117.14 of the Ohio Revised Code at the expiration of the contract,

provided that the employee organization representing the employees has given a ten-day

prior written notice of an intent to strike to the public employer and to the State

Employment Relations Board.

ARTICLE IV – GRIEVANCE PROCEDURE

4.01 PURPOSE

The primary purpose of this procedure shall be to obtain at the lowest level and in the

shortest period of time, equitable solutions to grievances which may arise from time to

time.

4.02 DEFINITIONS

A. A “grievance” is a claim by a member of the bargaining unit, that there has been a

violation, misapplication, or misinterpretation of one (1) or more of the provisions

of this agreement. In the event that such a violation, misapplication, or

misinterpretation of the agreement affects a group of teachers, the Association

may file a grievance on behalf of the group, in which case the Association shall be

the grievant.

B. An “aggrieved person” is a member of the bargaining unit having a grievance.

The Association shall designate one or more representatives for grievance

procedures in each school building. Any teacher may consult a representative for

assistance.

C. A “day” in this section where not stated, shall mean a working day. The number

of days indicated at each level shall be considered as maximum and should be

adhered to in expediting the procedure. A working day is a day other than

Saturday, Sunday, any day in July and the following holidays: Christmas Eve,

Christmas Day, New Years Eve, New Years Day, President’s Day, Martin Luther

King Day, Good Friday, Memorial Day, Labor Day, Thanksgiving Day and the

day after.

4.03 PROCEDURE

Time limits stipulated herein are considered maximums to ensure rapid resolution to

problems. Time limits may be extended only by mutual agreement of all parties

concerned. Failure of Administration to adhere to the time limits will affirm the

grievance. Failure of the grievant to adhere to the time limits will result in a nullification

of the grievance.

4.04 LEVEL ONE – INFORMAL

Within twenty (20) working days of an event or condition that an individual considers a

grievance, he/she shall discuss the problem with his/her immediate supervisor, or with the

member of the administration whose action or inaction created the situation in an attempt

to resolve the problem without filing a formal grievance and meet with the aggrieved

within seven (7) work days of the request. The administration will respond in writing

within five (5) work days of the meeting. He/she may do this alone or with his/her

official Association representative.

4.05 LEVEL TWO – FORMAL

A. In the event the aggrieved person is not satisfied with the disposition at Level

One, within seven (7) working days after the receipt of the written response,

he/she may inaugurate the formal proceedings and a hearing shall be arranged

between the aggrieved, the immediate supervisor, or aggrieved administrator, and

Association Representative, and other parties who may be needed to give

information relative to the claim. The disposition by the Supervisor shall be

added to the Grievance Report Form within seven (7) working days unless

mutually agreed upon.

B. In all levels of the formal proceedings, official Grievance Report Forms shall be

made in triplicate; one (1) for the aggrieved; one (1) for the administration; and

one (1) for the Association. (See Appendix A)

4.06 LEVEL THREE

A. In the event the aggrieved person is not satisfied with the disposition at Level

Two, within seven (7) working days after the receipt of the written response,

he/she may inaugurate the formal proceedings and a hearing shall be arranged

between the aggrieved, the Superintendent/Designee, or aggrieved administrator,

and Association Representative, and other parties who may be needed to give

information relative to the claim. The disposition by the Superintendent/Designee

shall be added to the Grievance Report Form within seven (7) working days

unless mutually agreed upon.

B. In the event that the Level Two, or Formal Step, of this procedure was with the

Superintendent, the next step would be Level Four.

4.07 LEVEL FOUR

A. If the aggrieved person and the Association are not satisfied with the disposition

in Level Three, the Association may demand that the issue be submitted to

arbitration within seven (7) work days after the Level Three hearing.

B. Notwithstanding the language of Section 4.07 A., the parties may request the

grievance to be mediated by a mediator chosen by the parties from the American

Arbitration Association before the issue is submitted to arbitration. Such request

shall be made by mutual agreement of the parties.

C. The arbitration shall be conducted in compliance with the American Arbitration

Association’s voluntary rules and regulations.

D. The arbitrator shall be appointed pursuant to the American Arbitration

Association’s Labor Arbitration Rules. Either party shall have the right to request

an additional list if it is not possible to appoint an arbitrator from the first list

supplied to the parties.

E. The arbitrator will render the written decision and award no later than thirty (30)

days following the closing of the record on the case. His/her decision shall be

final and binding on the Association, its members, the employee or employees

involved, the Board of Education, the Superintendent, and all other agents of the

Board of Education. Cost of the arbitrator’s services shall be shared by the

parties.

4.08 RIGHTS OF PARTIES

A. Both parties agree that grievance proceedings should be handled in a confidential

manner.

B. No teacher may be represented by any teacher organization other than the

Association in any grievance procedure initiated pursuant to this procedure.

C. No teacher shall be denied the right to legal advice and/or counsel in any of the

levels listed above.

D. Copies of all written decisions of grievances shall be sent to all parties involved,

the Association president, the aggrieved, and the appropriate administrator.

E. No records, documents, or communications concerning a grievance shall be

placed in the personnel file of any of the participants in the procedures described

in this agreement.

F. Forms for processing grievances shall be made available through all

administrative offices in each building, the central administration office, and

designated officials of the Association including Building Representatives and

members of the Association Grievance Committee.

G. Records of the grievance proceedings shall be kept in a separate file, called

grievance file, by the Treasurer of the Board. All records of proceedings will be

kept until it is permissible to destroy them in accordance with the local “Records

of Retention Policy”.

ARTICLE V – LEAVE PROVISIONS

5.01 ASSAULT LEAVE

In the event of a physical assault on a teacher in the performance of his/her duties by a

student of the district, which results in the teacher being absent, such absence will not be

charged to sick leave.

Such assault leave shall be granted upon certification of the attending physician and shall

not exceed one hundred twenty (120) days.

For purposes of this Article, to be entitled to assault leave, the assaulted teacher shall file

formal charges with the appropriate law enforcement agency.

Assault leave shall not be granted if it is found by a court of competent jurisdiction that

the teacher committed a criminal assault against the student causing the injury.

5.02 ASSOCIATION LEAVE

The Association will be granted for each OEA Representative Assembly not to exceed

two (2) meetings annually, a maximum of two (2) days for three (3) delegates.

5.03 JURY DUTY/COURT LEAVE

When it becomes necessary for a teacher to accept jury duty, the teacher shall be paid

his/her regular salary for the number of service days involved. Such leave shall not be

deducted from any other type of leave. No bargaining unit member shall have any

obligation to reimburse the school district for any jury duty service compensation

received from the courts.

5.04 MILITARY LEAVE

Military leave shall be granted to teachers pursuant to Ohio Revised Code.

5.05 PERSONAL LEAVE

1. All instructional staff members shall be allowed unlimited personal leave days.

2. Personal leave shall be for the purpose of conducting personal business which

cannot be conducted at times other than regular school hours.

3. A. A bargaining unit member shall be allowed to take one (1) personal leave

day per child, per year, to accompany their child(ren) on school related

activities. A bargaining unit member shall be allowed to take personal

leave days to attend or to travel to school related athletic events that occur

during the work day in which their child(ren) are participating. The right

to use personal leave days for school related athletic events shall be

limited to that level of competition prior to the state event and the

competition at the state level. Additional reasons a bargaining unit

member shall be allowed to take personal leave include: appearing as a

litigant or a subpoenaed witness in court where Perkins Local Schools is

not a party to the litigation; signing business papers; transporting a child to

or from college (two days per school year); emergency transportation

difficulties between home and school; observing a religious holiday (four

days per school year); attending graduation or military recognition

ceremony of self, spouse, or child; accident involving family property;

attending marriage ceremony of son, daughter, brother, sister, mother or

father (one day if event is within 200 miles of Sandusky, two days if event

is between 201 to 400 miles from Sandusky, three days if event is over

401 miles from Sandusky); being a member of a wedding party (one day if

event is within 200 miles of Sandusky, two days if event is between 201 to

400 miles from Sandusky, three days if event is over 401 miles from

Sandusky); attending to personal legal matters where the Board is not a

party; and other reasons as approved by the Superintendent.

B. A bargaining unit member who wants personal leave for a short period of

time (i.e. two (2) hrs. or less) may avoid taking personal leave by making

arrangements with another bargaining unit member to cover his/her

assignment. The bargaining unit member covering for a fellow bargaining

unit member shall not be entitled to additional compensation under

Article XXI. The bargaining unit member shall inform his/her immediate

administrative supervisor of the time of the leave, the duration of the

leave, and the fellow bargaining unit member that is covering the duty

assignment.

4. Personal business would NOT include such activities as vacation, extending a

vacation or holiday period, social or recreational activities, shopping trips, hobby

activities, secondary employment, accompanying spouse on a trip, job hunting,

and sick leave, etc. If a question arises as to the appropriateness of a reason, it

should be reviewed with the immediate supervisor before taking the leave.

5. If the Administration has reasonable grounds to believe that a bargaining unit

member has applied for and used personal leave in violation of #4, above, the

Administration may request the bargaining unit member to verify his/her use of

personal leave. Any bargaining unit member found to have used personal leave

for any of the activities cited in #4, shall be reprimanded and have his/her salary

docked for the day in question and/or face criminal prosecution.

6. Written request for personal leave shall be submitted at least three (3) days in

advance of the date for which leave is requested. If three (3) days’ notice is not

possible the staff member shall notify the building principal or immediate

supervisor as soon as possible. In such situations, the personal leave form shall be

submitted during the first workday after conclusion of the leave.

7. When a member requests personal leave in Kiosk or similar software system the

member is not required to list specific reasons. There will not be a deduction in

salary or sick leave when personal leave is used in accordance with this provision.

8. Personal leave shall only be used in increments of one (1) or one-half (1/2) days.

5.06 A. LEAVE OF ABSENCE (UNPAID)

A leave of absence for up to one (1) year shall be granted by the Board of

Education to members of the teaching staff for the following purposes:

1. Personal illness

2. Physical or mental disability

3. Pregnancy

The Board of Education may, but shall not be obligated to do so, grant an unpaid

leave for the following purpose if so recommended by the Superintendent:

1. Election to political office

An employee desiring such leaves, shall present in writing, a request stating

clearly the reason and purposes of the leave to the Superintendent. When the

reason for the leave is personal illness, physical or mental disability, or

pregnancy, an employee shall also attach a doctor’s statement.

The Superintendent shall report the request to the Board at the next regular

meeting. Without request, the Board may grant a leave of absence because of

physical or mental disability.

If a leave of absence is granted for personal illness, physical or mental disability,

or pregnancy, it may be extended for a second year by written request presented

to the Superintendent and with the approval of the Board.

Any employee who is on leave of absence and who wishes to return to his/her

duties at the beginning of the following school year shall notify the

Superintendent of such intention no later than May 1st.

Upon return from a leave of absence, a teacher shall resume the contract status

held prior to such leave and will be returned to a position for which he/she is

qualified. Teachers using any Board approved leave of absence shall not lose

seniority held prior to the leave, nor shall they gain additional seniority for the

time on leave.

Teacher(s) on an unpaid leave(s) of absence as stated herein shall not be eligible

to receive any of the following benefits:

1. The accrual of sick leave

2. Payment for calamity day(s)

Contingent upon the procedures established by the insurance company(ies)

providing the specific coverage, an employee shall be eligible to have any and all

of his/her insurance coverage continued during an unpaid leave of absence,

provided the employee pays the premium(s) for said coverage no later than the

first day of each month.

B. PARENTAL LEAVE

A non-paid parental leave shall be granted to a teacher for the purpose of child

bearing or adoption of a child less than six (6) years of age or upon request and on

the conditions set forth below.

A teacher who is expecting or adopting a child will be entitled to a leave of

absence without pay for paternity reasons to begin at any time between the

commencement of pregnancy, or in the case of adoption, the receipt of custody,

and up to one (1) year after the child is born or adopted. Such leave may be for a

one (1) year period and may be extended up to two (2) years.

1. Application for Leave

Application for parental leave shall be in writing and shall contain a

statement of the expected date of birth, or in the case of adoption, the date

of obtaining custody and the date on which parental leave is to commence.

Except in situations as per written doctor’s orders, application for parental

leave shall be made at least thirty (30) days before the beginning date of

the leave and shall state the expected date of return.

2. Reinstatement Rights

Upon return from leave, the teacher shall be reinstated to an equivalent

position for which he/she is certified. An attempt will be made to return

the teacher to the same position held prior to the leave.

3. Limited Contracts for Replacements

a. Upon being hired by the Board, as a replacement for a teacher on

parental leave, a teacher shall be given a one (1) year limited

contract.

b. This contract will automatically expire at the conclusion of the last

contracted teacher day or the date indicated as the teacher’s return

date without prior written notice of nonrenewal.

c. The provisions of O.R.C. 3319.11 and 3319.111 shall not apply to

a teacher employed under this provision but any teacher who is

employed the following year under a regular teaching contract

shall receive seniority for the time spent as a replacement teacher.

4. Insurance Coverage While on Leave

Insurance coverage(s) shall be continued for a bargaining unit member on

such leave upon his/her payment of premium. Said premiums will be

payable at the beginning of each month at the office of the Treasurer.

5. Exclusions

Teacher(s) on parental leave shall not be eligible to receive any of the

following benefits:

a. the accrual of sick leave

b. payment for calamity days.

5.07 PROFESSIONAL LEAVE

The Board of Education and the Perkins Education Association agree to the following

guidelines or definitions of Professional Leave, which shall be applied for on the

Professional Leave Form.

A. Professional Leave is a leave from a teacher’s position to attend a conference,

seminar, or workshop which has a direct bearing and immediate benefit to the

teacher in the performance of his/her duties and is consistent with building,

district and subject goals. Professional Leave is also understood to include visits

to selected schools or school districts that would yield a direct benefit to the

teacher.

B. The Professional Leave Fund, excluding funds for mandated meetings, will be

allocated per building on a professional staff per capita basis. The school to

which the teachers report first to on Monday will be their designated home school

building. Funds will be appropriated for each building on July 1st for use during

that contract year. The total amount for each building shall be based on the

number of bargaining unit positions in that building as of September 1 x $300.

Unused building funds shall be carried over for the length of this contract. Each

teacher shall normally be limited to three (3) contract days of teacher-initiated

professional leave per school year for non-supplemental leave reasons.

Additional days may be approved by the building’s Professional Leave

Committee. By August 1

, the Treasurer will notify PEA president of fund

balances for each building

C. With the approval of the principal and/or athletic director, three (3) days of

professional leave may be taken per year without the loss of pay to attend a

clinic(s), workshop(s), seminar(s), or an event of state level competition. This

leave shall be considered supplemental leave. This restriction does not include

professional days off for district, regional, or state competition in which the team,

individual team members, or the organization is competing.

D. There shall be a professional leave committee established in each building made

up of the building principal and members selected by PEA. The director of

curriculum and PEA president shall be ad hoc members of each committee. The

committee shall review, approve and authorize professional leave funds based on

their building and individual bargaining unit member’s needs. The procedures for

approval and reimbursement shall be consistent district wide and in accordance

with the PEA professional guidelines (Appendix I). Changes in IRS allowance

rates will be emailed to the PEA president.

E. Items considered for reimbursement shall include receipt and verification for all

expenditures. No expenditures shall exceed amounts approved by the committee.

Failure to submit form 5.07b within twenty-one (21) calendar days following the

end date of the leave shall result in forfeiture of all reimbursable expenses. The

following items will be considered reimbursable:

1. Lodging, where conferences require overnight accommodations.

2. Registration and direct expense costs for the conference the teacher is

attending.

3. Mileage as per Article 16.01 of this Agreement.

4. Reimbursement will not be granted for any alcoholic beverages.

F. Professional leave is contingent upon a recommendation by the building

professional leave committee and approval by the Board of Education.

G. The building’s professional leave fund will be credited up to fifty dollars ($50) for

each professional leave taken on a non-contractual day.

H. In collaboration with the building administrator, Intervention Specialist’s will be

given 2 professional days for the purposes of writing Individualized Education

Plans at their discretion.

I. The District will make Public School Works available as of July 1st. Every

bargaining unit member that completes their Public School Works requirements

by the first student instruction day will be paid $75 by the first pay in September.

Any bargaining unit member who does not complete the Public School Works

requirements by the first student instruction day will not receive compensation,

but must complete the Public School Works by the end of the first quarter.

5.08 SABBATICAL LEAVE

The Board of Education may provide sabbatical leave in keeping with the provisions of

the Ohio Revised Code 3319.131.

5.09 SICK LEAVE

A. Each full-time certified employee shall receive one and one-quarter (1¼) days

sick leave per month.

B. Each part-time certified employee shall accumulate pro-rated sick leave as

provided in the Ohio Revised Code.

C. All new employees shall be advanced five (5) days of sick leave credit after the

first day of work.

D. Sick leave shall be accumulated to two hundred fifty (250) days. After two

hundred fifty (250) days of sick leave have been accumulated, a bargaining unit

member will accumulate one and one-quarter (1¼) days per month (fifteen (15)

per year) to be used only in the year of accumulation. Sick leave will be deducted

from those accumulated days the year before they are taken from the two hundred

fifty (250) previously accumulated days. The unused days above two hundred

fifty (250) are erased at the end of the school year, July 31 each year. This

addition does not affect the severance pay article.

E. New employees shall receive credit for sick leave accumulated up to two hundred

fifty (250) days in any elementary or secondary school chartered by a State

Department of Education or public agencies in Ohio. It will be the responsibility

of the new employee to supply the Treasurer with the address of the former

employer to secure a certified record of the accumulated sick leave from the

former employer.

F. Any employee of the Perkins Board of Education who is absent from school duty

because of illness or other medical condition in his/her immediate family (spouse,

father, mother, children, sisters, brothers, father-in-law, mother-in-law, brothers-

in-law, sisters-in-law, grandparents, grandchildren or any person who is a member

of the immediate household) shall be entitled to full pay for such absences.

G. For personal illness or immediate family illness, the employee may be required to

furnish a statement of attending physician after an absence of more than five (5)

days.

H. MATERNITY LEAVE

1. A bargaining unit member may use sick leave for illness and/or injury

arising out of pregnancy, or illness and/or injury of the member, the

member’s spouse, or child as a result of the birth of a child. There is no

limit on the number of sick days that may be used, as long as the

bargaining unit member’s doctor certifies that the bargaining unit

member/spouse is ill or injured and unable to return to work, or that the

child is ill or injured.

2. The use of sick leave days because of an illness or injury due to pregnancy

or birth is not to be construed as a means that an otherwise healthy

bargaining unit member may stay home with pay solely to be with a new

born child.

I. SICK LEAVE BANK

1. If a bargaining unit member exhausts his/her sick leave accumulation

because of a current or past long- term illness or injury of the employee or

an immediate family member, as certified by a doctor, another bargaining

unit member may donate up to five (5) days of his/her accumulated sick

leave to the donee bargaining unit member requesting the donation of sick

days, if the donating bargaining unit member has a minimum of 75 days.

2. No bargaining unit member may receive more than an aggregate of ninety

(90) donated sick leave days in any one school year. Donation of sick

days shall be initiated by the requesting bargaining unit member. It is the

requestor’s responsibility and/or liaison to seek out needed sick leave

days. Donated sick days shall be added to the accumulated sick leave of

the donee bargaining unit member requesting the donation and deducted

from the donor bargaining unit member’s accumulated sick leave.

3. To qualify for the use of this donated sick days provision, the bargaining

unit member must submit a doctor’s statement to the Treasurer certifying

the current medical need.

4. Donated sick leave may not be used for severance pay, nor may it be used

to pay the bargaining unit member who goes on disability retirement.

5. Any donated but unused sick leave days will not be returned to the

bargaining unit member who donated the days but will remain with the

requestor.

5.10 FAMILY AND MEDICAL UNPAID LEAVE

All accrued paid sick days, including any possible medical leave bank**, must be used

up before taking unpaid leave pursuant to the Family and Medical Leave Act. An

employee employed no less than half-time with at least twelve (12) months of service in

the Perkins Local Schools shall be granted up to twelve (12) weeks, unpaid family

medical leave (during each fiscal period) for:

1) the birth and the first-year care of a child;

2) the adoption or foster placement of a child;

3) the serious illness of a member of the employee’s immediate family as

defined in Section 5.09 of this Article; and

4) the employee’s own serious health condition that keeps the employee from

performing the essential functions of his or her job in accordance with the

following specification:

A. The employee shall apply in writing to the Superintendent or his/her designated

representative not later than thirty (30) days prior to the beginning date of the

requested leave of absence, if leave request was foreseeable. The written

application, requiring Superintendent’s approval, shall specify the proposed dates

the leave is to commence and terminate, with every attempt being made to select

those dates least disruptive to the educational process and district operations. The

Board may require the employee to provide certification from a health care

provider containing verification in accordance with the Family Medical Leave Act

if he or she requests a medical leave. Pursuant to the act the employer may at its

expense require a second medical certification by a medical provider of its choice.

B. While on family medical leave, the employee will continue to receive the same

group health coverage that he/she had while employed. The Board will pay for

this continued group health coverage to the same extent that the Board paid for

the coverage that each employee had before beginning his/her leave.

C. Serious health condition is defined as an illness, injury, impairment, or mental

condition that involves: a) in-patient care in a hospital, hospice, or residential

medical facility; or b) continuing treatment by a health care provider.

D. If a husband and wife eligible for leave are employed by the district, their

combined amount of leave for birth, adoption, foster care placement, and parental

illness is limited to twelve (12) weeks.

E. Once the leave is approved by the Superintendent and the Board, it may be altered

or cancelled with the approval of the Superintendent, the Board, and the applicant.

F. Upon returning from leave, the Board will restore the employee to the same or an

equivalent position. If an employee on family leave decides not to return to work,

then the Board will charge the employee for the amount of the insurance

premiums that the Board paid for that employee’s health care coverage during

his/her leave, unless there is a continuation, recurrence or onset of a serious health

condition, or other circumstances beyond the employee’s control.

G. The taking of intermittent leave, leave on a reduced leave schedule, and leave

near the end of an academic term shall be governed by the Act.

5.11 BEREAVEMENT CLAUSE

All bargaining unit members shall be entitled to the use of the following bereavement

leave:

A. Death of an immediate family member as defined in 5.09(F). Bargaining unit

members shall be entitled to three (3) days of bereavement leave with an

additional four (4) days of personal leave, if necessary. Upon request, a

bargaining unit member shall be entitled to sick leave in addition to the

bereavement and personal days, if the immediate family member is a spouse,

parent, or child. Requests for sick leave are subject to the approval of the

Superintendent for immediate family other than spouse, parent, or child.

B. For deaths of those outside the immediate family, bargaining unit members shall

be entitled to one (1) day per year of personal leave. Subsequent days may be

deducted from sick leave.

C. Form should be completed within one (1) day of returning to work.

ARTICLE VI – CONTRACTS

6.01 The Board of Education shall provide each member of the instructional staff individually

written contracts in keeping with the provisions of the Ohio Revised Code and Board of

Education adopted policies.

A. In consideration of the services rendered by the teacher, the Board of Education

agrees to pay said teacher a base annual salary as prescribed by the salary

schedule of the school district, whether existing or hereafter adopted, according to

degree and years’ experience. The initial compensation to be paid under a

contract shall be according to the existing salary schedule and that amount shall

appear on the contract with the step and column. All other bargaining members

will receive a salary notice by July 1.

B. In performing his/her professional duties, the teacher agrees to abide by and

maintain the applicable laws and existing rules and regulations of the Board of

Education. The teacher also agrees to abide by the negotiated agreement between

the Board of Education and PEA.

C. Teachers shall be recommended for 1, 1, 2, and 3 year contracts until they qualify

for a continuing contract.

D. Members of the bargaining unit who qualify shall be considered for a continuing

contract as prescribed by current law. 3319.08(B) A continuing contract is a

contract that remains in effect until the teacher resigns, elects to retire, or is retired

pursuant to former section 3307.37 of the Revised Code, or until it is terminated

and shall be granted only to the following:

(1) Any teacher holding a professional, permanent, or life teacher’s

certificate;

(2) Any teacher holding a professional educator license who has completed

the applicable one of the following:

(a) If the teacher did not hold a master’s degree at the time of initially

receiving a teacher’s certificate under former law or an educator

license, thirty semester hours of coursework in the area of

licensure or in an area related to the teaching field since the initial

issuance of such certificate or license, as specified in rules which

the state board of education shall adopt;

(b) If the teacher held a master’s degree at the time of initially

receiving a teacher’s certificate under former law or an educator

license, six semester hours of graduate coursework in the area of

licensure or in an area related to the teaching field since the initial

issuance of such certificate or license, as specified in rules which

the state board of education shall adopt.

E. A bargaining unit member must notify the Superintendent in writing (via email or

hand delivered letter) no later than December 15 of any year he/she may be

eligible for a continuing contract. On request by March 15

, following the second

evaluation by either the employee or the Superintendent, there will be a face to

face meeting prior to the regularly scheduled April Board of Education meeting

with the Superintendent and PEA Executive Council Member to discuss the

bargaining unit member application for continuing contract. A member may

withdraw his/her continuing contract application after the meeting. To be eligible

for consideration for continuing contract, a teacher must have notified and/or filed

a valid professional, permanent or life certificate or professional license with the

Local Superintendent on or before on or before June 1

. Upon receipt of a

professional or permanent certificate or professional license on the date specified

above, the teacher’s multi-year limited contract shall be considered as having an

expiration date of the end of the school year in which the request was made. Such

member shall be treated as having the same status as any other teacher eligible

under this article and this negotiated agreement.

F. If the superintendent recommends that a teacher eligible for continuing service

status not be reemployed, the board may declare its intention not to reemploy the

teacher by giving the teacher written notice on or before the June 1

of its

intention not to reemploy the teacher. If the board does not give the teacher

written notice on or before the June 1

of its intention not to reemploy the teacher,

the teacher is deemed reemployed under an extended limited contract for a term

not to exceed one year at the same salary plus any increment provided by the

salary schedule. The teacher is presumed to have accepted employment under the

extended limited contract for a term not to exceed one year unless such teacher

notifies the board in writing to the contrary on or before the first day of June, and

an extended limited contract for a term not to exceed one year shall be executed

accordingly. Upon any subsequent reemployment of a teacher only a continuing

contract may be entered into.

ARTICLE VII – TEACHER EMPLOYMENT

7.01 The Board agrees to offer only two (2) types of teaching contracts, full-time or half-time.

The Board may hire half-time employees as full-time employees. All half-time

employees will receive all benefits on a pro-rated basis if requested.

A. All teachers will be placed on the proper step of the salary schedule according to

their experience and education.

B. Credit on the teacher’s salary schedule will be given for previous teaching

experience in a duly accredited school upon initial employment. For purposes of

this Article administrative experience within or outside the school district shall

not count as “teaching experience”. Previous PEA bargaining unit members

returning to the bargaining unit from an administrative assignment shall be placed

on the salary schedule pursuant to his/her total years of PEA bargaining unit

experience only.

If an administrator intends to return to a bargaining unit position he/she shall give

written notice to the PEA president and the Superintendent on or before July 1st.

The failure to give said written notice shall constitute a waiver of his/her right to a

bargaining unit position. The Administrator will be placed in a position for which

they are certified/licensed. If there is a vacancy, the Administrator shall be placed

in the vacant position. If no vacancy exists, they shall be placed on a recall list in

accordance with Article XII until a vacancy occurs which the Superintendent

intends to fill.

C. Regular substitute teachers who are appointed regular teachers will be given

credit for one (1) year on the salary schedule for each one hundred twenty (120)

days taught in one (1) school year as a regular substitute teacher in the Perkins

School System.

7.02 Termination of a teacher’s contract shall be according to Section 3319.16 and related

provisions of the Ohio Revised Code.

7.03 Every effort will be made to employ bargaining unit members who hold at least a

Bachelor’s degree from an accredited college or university. Employment of bargaining

unit members holding “temporary” certification will be avoided, if possible.

7.04 Consistent with federal and state law, the Board and PEA will not discriminate on the

basis of race, color, national origin, sex, age, handicap, or religion.

7.05 The Board shall endeavor to provide educational facilities that conform to local and state

health and safety codes.

7.06 All building personnel shall be advised of their respective general responsibilities and

limitations. These shall be made known to all building personnel through a building

handbook.

7.07 Those personal rights as guaranteed to every individual by the Constitution of the United

States and as interpreted by the U.S. Supreme Court and Ohio Supreme Court shall be

adhered to by the Board, the Administration, and the Perkins Education Association.

7.08 The Association and Board are committed to providing a consistent and continuous

program for students under the IDEA (Individuals with Disabilities Education Act).

7.09 Upon receiving a new or renewed certificate or licensure, a copy must be forwarded to

the Superintendent’s Office for placement in the employee’s personnel file.

7.10. PHYSICAL EXAMINATION

The Board of Education reserves the right to require any employee to have a

physical examination at its discretion and at the Board’s expense.

ARTICLE VIII – ORIENTATION & MENTORING

8.01 New teachers will receive orientation by the Administration and PEA.

A. Before employment, candidates for teaching positions in the Perkins Schools shall

be given, when possible, the opportunity to visit the schools, meet with the staff

members, observe children in classrooms and visit the community.

B. After employment, an orientation day will be held preceding the opening of

school when they may be in the classrooms and meet the principal.

C. At the onset of the school year, new teachers will be assigned to a trained mentor.

D. New teachers will be encouraged to attend instructional conferences in their

subject areas.

E. Professional assistance will be provided by the principals, teachers, supervisors,

and administrators to new teachers.

F. Nothing herein shall be construed as limiting the authority of school officials to

provide assistance without the teacher’s request.

8.02 An experienced faculty member may be requested to assist and advise in orienting each

new teacher during the first grading period. An effort will be made to appoint a faculty

member of the same building, grade, and subject assignment to a new teacher.

8.03 TEACHER MENTOR PROGRAM

A. PURPOSE

The purpose of the Mentoring Program is to provide a program of positive formal

support including mentoring to foster professional growth of all new teachers to

the district, and assessment of the performance of Entry-Year teachers who

require a license. The Mentoring Program and assessment evaluation

(Pathwise/Ohio First) does not replace the district employment evaluation.

B. PROGRAM DEFINITIONS

Entry-Year Program: The Entry-Year mentoring experience includes a formal

program of mentoring support, increases retention of high quality educators, and

enhances student achievement.

Associate Program: The Associate mentoring experience is for teachers who are

new to the district, have previous teaching experience, and are licensed. The

program includes mentoring support to promote successful transition to the

district and establish a solid foundation of professional practice to enhance

student learning.

C. MENTORING QUALIFICATIONS

Resident Educator Program Mentor

1. Mentor establishes high-level skill in planning lessons, establishing a learning

environment, instructional strategies, communication skills, and professional

reflection.

2. Mentor has at least five (5) years of successful teaching experience and at least

three (3) years within the district, has demonstrated ability to support and coach an

entry-year teacher, and may be a bargaining unit member or a retired teacher.

3. Mentor must be trained in the Ohio Resident Educator program to be used as a

formal program of mentoring support.

4. Mentor will maintain confidentiality in all interactions, written or verbal, with the

Resident Educator. No mentor may be compelled to release information regarding

neither the Resident Educator’s progress nor make recommendations regarding the

Resident Educator’s employment.

5. If the mentor is a bargaining unit member, the mentor will be granted a minimum of

one day per grading period professional leave to meet with the Resident Educator.

Additional time may be requested through the building principal as needed.

Associate Program Mentor

1. Mentor establishes high-level skill in planning lessons, establishing a learning

environment, instructional strategies, communication skills, and professional

reflection.

2. Mentor has at least five (5) years of successful teaching experience and at least

three (3) years within the district and has demonstrated ability to support and coach

an entry-year teacher.

3. Mentor will maintain confidentiality in all interactions, written or verbal, with the

Resident Educator or associate teacher. No mentor may be compelled to release

information regarding neither the Resident Educator’s or Associate teacher’s

progress nor make recommendations regarding the Resident Educator’s or

Associate teacher’s employment.

A. TRAINING

Training sessions in the Resident Educator program will be offered. Resident Educator

Mentors are required to attend state mentor training (Instructional Mentoring - IM and

Resident Educator - 1 - RE). Current state certified mentors may attend optional

advanced mentor training. The district will reimburse mentors for the cost of training and

mileage.

B. ASSIGNMENT OF MENTORS

Building administrators are responsible for assigning Resident Educator and Associate

Mentor partnerships with Resident Educator and Associate teachers. A Resident

Educator must be assigned a mentor who has been trained in the Resident Educator

program. Preferably, mentors should be from the same subject area and/or grade level as

the Resident Educator/Associate teacher. No mentor will work with more than one (1)

Resident Educator/Associate teacher unless the mentor is a retired teacher working as a

Resident Educator mentor.

C. REVIEW OF ASSIGNMENT

No later than nine (9) weeks after the initiation of the mentor program, the Resident

Educator/Associate teacher may exercise the option to review the assignment with the

Program Coordinator, Resident Educator/Associate mentor, and building principal. If a

new mentor is assigned, he/she will receive a pro-rated share of the former mentor’s

supplemental salary.

D. DEFINITIONS

Ohio Resident Educator Program Mentor: A bargaining unit member or a retired teacher

who will provide formative assistance with years 1, 2, 3 of the Resident Educator

program to prepare the Resident Educator for the Resident Educator Summative

Assessment (RESA) and licensure, and who may work with a Resident Educator in year

4 if the RESA was not completed in year 3.

Associate Program Mentor: A bargaining unit member who will provide formative

assistance to the Resident Educator who is new to the district and to the Associate teacher

to foster a successful transition to the district.

Resident Educator: A teacher employed who holds a 4-year resident educator license and

is working in his/her area of licensure in a school, district, educational service center or

pre-school licensed by the Ohio Department of Education or Ohio Department of Job and

Family Services.

Associate Teacher: A teacher employed who is new to the district working under a

professional teaching license or educational personnel certificate who has previous

experience in another district.

Ohio Resident Educator Program: The Ohio Resident Educator Program is a four-year

induction system of support and mentoring for new teachers; successful completion of the

residency program is required to qualify for a five-year professional educator license.

Resident Educator Summative Assessment (RESA): An online tool used to assess the

skills developed within the Ohio Resident Educator Program as measured by proficiency

on the Ohio Standards for the Teaching profession.

Resident Educator Program Coordinator: A bargaining unit member with a minimum of

five (5) years teaching experience who will manage the Ohio Resident Educator Program

for the district and offer assistance to Resident Educators in year 4 of the program who

completed the RESA in year 3.

E. JOB DESCRIPTIONS

Resident Educator Program Mentor

The mentor shall take an active role by providing on-going assistance, support, and

opportunities for the Resident Educator and will:

•

Lead and facilitate professional development with the Resident Educator using

state-designed formative assessment tools, protocols, and processes, and

document the Resident Educator’s on-going progress

•

In year 1, work 1:1 with the assigned Resident Educator and follow the Year 1

Timeline of Best Practices

•

In year 2, work with the assigned Resident Educator in a 1:1, cohort, co-teaching,

or combination relationship and follow the Year 2 Timeline of Best Practices

•

In years 3 and 4, serve as a Resident Educator Summative Assessment (RESA)

facilitator, or work with the assigned Resident Educator in a 1:1, cohort, co-

teaching, or combination relationship and follow the Year 3 Timeline of Best

Practices

•

Meet regularly with the Resident Educator

•

Communicate and work with the Program Coordinator

•

Complete all forms and return them to the Program Coordinator by the dates

indicated in the district mentor handbook

•

Serve as a positive role-model, exemplifying professionalism and commitment to

professional development

Associate Program Mentor

The mentor shall take an active role by providing on-going assistance, support, and

opportunities for the Resident Educator or Associate teacher and will:

•

Meet with the Resident Educator or Associate teacher prior to the opening of

school

•

Assist in creating a positive classroom learning environment

•

Provide information relative to district initiatives, technology, state testing, etc.

•

Assist in implementing the curriculum

•

Provide instructional and emotional support; help resolve concerns

•

Assist with classroom discipline/management tasks

•

Ensure confidentiality

•

Meet as needed with Resident Educator or Associate teacher

•

Promote the socialization of the Resident Educator/Associate teacher into the

school setting

•

Serve as a positive role-model, exemplifying professionalism and commitment to

professional development

•

Provide professional development support to Resident Educator/Associate teacher

in preparing their Individual Professional Development Plan (IPDP)

•

Communicate and work with the Program Coordinator

•

Complete all forms and give them to the Program Coordinator by the dates

indicated in the district mentor handbook

Program Coordinator

In conjunction with the district, the Program Coordinator shall oversee and monitor the

Resident Educator/Associate Programs and will:

•

Demonstrate commitment to professional growth

•

Distribute, facilitate, and maintain mentor handbook

•

Support Resident Educators and Associates on-going progress

•

Support ongoing professional development to Resident Educators, Associates, and

mentors

•

Identify/assign Coordinator-Resident Educator role in the Ohio Educational

Directory System (OEDS)

•

Identify implementation team

•

Complete Ohio Resident Educator Program Standards Planning Tool in CORE.

•

Work with principals to select and assign mentors

•

Ensure new mentors complete state training (Instructional Mentoring and

Resident Educator-1)

•

Provide orientation to Resident Educator/Associate Program for Resident

Educators, mentors, and building leaders

•

Determine Resident Educator eligibility, register Resident Educators, and identify

mentors in CORE by November 15

•

Complete end-of -year program requirements in CORE by June 30, including

completion of RESA (if applicable)

•

Support Resident Educators and mentor in completing Year 1, 2, and 3 Formative

Progress Review as applicable

•

Offer assistance to Resident Educators in Year 4 of the program who completed

the RESA in Year 3

•

Collect, compile, and utilize Resident Educator/Associate Needs Assessment

Survey for program planning and adjustments

•

Assist in the evaluation of the mentoring program, not the individual mentors

•

Participate in state and regional networking activities

•

Serve as a liaison between administrators and the teacher organization

•

Provide a smooth transition for Program Coordinator replacement (documentation

and resources)

•

Serve as a mentor only if necessary

•

Receive release time as needed to complete mentoring duties

F. COMPENSATION per mentee

Resident Educator Mentor

(Years 1, 2, 3, and 4 - if RESA was not completed in year 3): $2000

Associate Mentor: $1000

Program Coordinator: $2500

ARTICLE IX – PERSONNEL FILES

9.01 A. The Board of Education agrees to maintain only one (1) personnel file to be

housed in the Superintendent’s Office. Building principals may maintain copies

of materials placed in personnel file.

B. Any information being added to said employee’s personnel file will require the

notification of said employee. The Superintendent or his/her designee may place

information in said file. Notwithstanding the foregoing, no notice is required for

placement of the following items in the personnel file: payroll information,

contracts, salary notices, and annual evaluations.

C. If the employee disputes the accuracy, relevance, timeliness, or completeness of

information on him or her maintained in said file, he or she may request that the

Board investigate the current status of the information within a reasonable time of

receiving the request. The Board or its designee must make a reasonable

investigation to determine if the disputed information applies with the provisions

of law. Disputes under this provision shall solely be subject to the grievance

procedure.

D. Any member of the bargaining unit may place pertinent documentation in his/her

file by requesting the Superintendent to do so as stipulated in 9.01B.

E. A member of the bargaining unit may respond in writing to material placed in the

member’s personnel file. The response shall be attached to the identifiable

material.

F. Anonymous letters or materials shall not be placed in a teacher’s file or become a

matter of record.

G. The Board of Education agrees to notify all professional employees of any records

being kept on said employee. This notification will cover the personnel file, those

kept by immediate supervisor, principal, Superintendent, or Board of Education.

H. A member of the bargaining unit may review the contents of his/her file upon

request. A PEA representative may, at the member’s option, accompany the

member in such review.

I. No data may be physically removed from a teacher’s file. Any material subject to

inspection may be copied at the teacher’s expense.

9.02 A. A member of the bargaining unit may have counsel of their choice at any

meeting/hearing that might become a matter of record.

B. All meetings/hearings that might become a matter of record will be scheduled at a

mutually agreed time during the normal working day. A meeting/hearing may

only be continued twice.

C. The Administration will notify a member of the bargaining unit in advance of

their right to counsel before any hearing/meeting which the Administration

intends to become a matter of record.

ARTICLE X – VACANCIES

10.01 ADMINISTRATIVE TRANSFERS

A. The Principal and/or Superintendent shall identify the reason for recommending

the teacher’s transfer in writing and discuss the reasons with the staff member

involved. A copy of the written transfer will be given to the PEA president.

Management initiated transfers shall not be arbitrary or capricious.

B. Elementary teachers (K-8) who have been involuntarily transferred between

buildings and/or grade levels in accordance with this provision shall not be

subject to another management-initiated transfer for two (2) consecutive school

years.

10.02 POSTINGS

A. All bargaining unit positions which occur shall be posted for a period of seven (7)

calendar days.

B. All curricular and supplemental positions which occur shall be posted separately.

C. Vacancies will be posted on the school website by 11:00 AM which will

constitute the first day of posting. Postings will also be sent to PEA members

through school district email.

D. All postings will be sent to the PEA President.

10.03 EMPLOYMENT PROCEDURES

A. Candidates for a vacant position shall be interviewed by a committee comprised

of the Administration and PEA representation:

1. Building interview committee shall be comprised of between five to seven

(5-7) members. The building administrator shall chair the committee.

Members shall include building administrator(s), two (2) department/grade

level representatives, and representative(s) from different departments

and/or grade levels. Department head(s) and counselors may be included

at the request of the building administrator. Central Office Personnel may

be included in the committee as ad hoc member(s).

2. A rubric consisting of five (5) domains reflective of best educational

practices shall be used during the interview process as a part of the

assessment of each candidate. Previous teaching experience at Perkins

shall be factored in the final score.

3. There shall be a new committee formed for each posted vacancy. If more

than one (1) vacancy should occur at the same time for a particular grade

level or department, the same committee may serve to fill both positions.

4. Should posted vacancies occur that should involve two (2) or more

buildings, a committee may be formed with committee representation

from both buildings. The administration from those buildings shall

collaboratively determine the committee make-up.

5. There shall be an interview file kept in the Board office to which PEA will

have access.

B. Vacancies will be filled on the basis of certification/licensure and qualifications.

When qualifications are equal, the position shall be awarded to the candidate with

the most seniority.

C. If there is a question of qualifications, the issue shall be submitted to expedited

arbitration.

D. Posted vacancies created by elementary (K-8) enrollment shifts will be filled by

currently employed elementary (K-8) staff on the basis of certification/licensure,

qualifications and seniority.

10.04 ASSIGNMENT

On July 15, each teacher will receive a written salary notice and his/her tentative building

and/or grade level assignment.

ARTICLE XI – NON-RENEWAL

11.01 A. Reasons based on cause for non-renewal of a teacher’s contract shall be clearly

stated and given to the teacher by the Principal or Superintendent in writing as to

why said Principal or Superintendent intends to recommend the teacher’s contract

not be renewed.

B. The Superintendent or his/her designee shall discuss the reason(s) for a

recommendation for non-renewal with the teacher prior to official action of the

Board of Education not to renew a limited contract. At the meeting where such

discussions are held, the teacher shall have the right to have the Association

representative of his/her choice present. The Superintendent shall have the right

to have a representative of his/her choice present.

C. If, after the conference the Superintendent recommends non-renewal, the teacher

shall have the right to request a hearing before the Board of Education.

D. The hearing shall be arranged upon the written request of the teacher within five

(5) work days of such request and shall take place within ten (10) work days after

the Board of Education receives such request. The teacher involved in such a

hearing before the Board of Education shall have the right to have the Association

representative and O.E.A. representative at said hearing if he/she so desires. The

Board may be represented by an attorney at said hearing.

E. The hearing shall be private unless mutually agreed to by the parties.

F. Within five (5) work days after the hearing with the Board of Education, the

teacher will be apprised of his/her status.

G. Failure to observe the provisions of this agreement shall deem such teacher to be

re-employed for the succeeding year.

H. All other limited contracts entered into by the Board of Education and governed

by the Collective Bargaining Agreement shall continue to be acted upon by the

Board of Education for the purposes of non-renewal and the affected employee

notified no later than April 30th of any given year.

I. The provisions of O.R.C. 3319.11 and 3319.111 shall not apply to a non-renewal

of a limited contract pursuant to O.R.C. 4117.10(A).

ARTICLE XII – REDUCTION IN FORCE

12.01 The Board shall accomplish any necessary reductions in teaching staff through attrition

(i.e. retirement, voluntary resignation, etc.) before any suspension of contracts. Reduction

in force for the reason of finances, decreased enrollment, return to teachers from leaves of

absence, suspension of schools or territorial change in the district affecting teachers

holding continuing contracts or teachers holding limited teacher contracts at the time of

the reduction in force, shall be made within affected teaching areas giving preference to

the teachers on continuing contracts within teaching field affected and teachers with

greater seniority with comparable evaluations. For purposes of this article, “comparable”

is defined as Accomplished, Skilled and Developing. For purposes of reduction in force,

a continuing contract becomes effective the first day of the school year immediately

following the school year in which the continuing contract is approved by the Board of

Education.

Teachers whose contracts are suspended shall be placed on a recall list for a period of at

least two (2) full school years and shall have the right to restoration to service status in

the order of district wide seniority when teacher positions become available and before

the jobs are posted for any other applicants for which they are qualified. Teachers with

continuing contracts shall be given preference over limited contract teachers on the recall

list.

12.02 If the Board of Education is contemplating the layoff of any teachers, it will so notify the

Association at least thirty (30) days before the proposed effective date of layoff. Such

notice will be in writing and will include the specific positions to be affected, the

proposed time schedule, and the reasons for the proposed action. The Association shall

contact the Superintendent to schedule a meeting to discuss the proposed reduction. The

Administration will make available to the Association, at Board of Education’s expense,

all relevant data. Any teacher who is to be laid off will be so notified in writing at least

fifteen (15) days before the effective date of the layoff. Such notice will include the

proposed time schedule and the reasons for the proposed action.

12.03 For purposes of this Article, seniority will be computed from a teacher’s most recent date

of continuous hire and will begin to accrue as of his/her first day of actual service in a

negotiating unit position. Seniority will continue to accrue during all paid leaves of

absence. Seniority shall be determined by the length of continuous service in a PEA

position in the Perkins Local School District. Seniority shall be as follows:

A. SENIORITY DEFINED

Seniority shall mean the length of continuous employment in a PEA-position as

follows:

1. Seniority shall begin to accrue from the first day worked in a bargaining

unit position.

2. Seniority shall accrue from all time an employee is on active pay status or

is receiving workers’ compensation benefits.

3. Time spent on inactive pay status (unpaid leave and/or layoff) shall not

contribute to the accrual of seniority but shall not constitute a break in

seniority.

4. Full-time employees shall accrue one (1) year of seniority for each year

worked as determined by the minimal full-time standard as defined by this

Agreement.

5. No employee shall accrue more than one (1) year of seniority in any work

year.

B. EQUAL SENIORITY

1. A tie in seniority shall occur when two (2) or more employees have the

same amount of seniority credit as determined by the seniority list.

2. Ties in seniority shall be broken by the following method to determine the

most senior employee:

a. The employee with the first day worked; then

b. The employee with the earliest day of employment (date of hire);

then

c. The employee whose signed contract has the earliest date as

received by the Treasurer’s Office; then

d. The employee who has the most years of service credit in STRS;

then

e. By lottery, with the most senior employee being the one whose

name is drawn first, etc. This procedure shall be implemented in

the presence of the designated representative assigned by the

Association.

f. Seniority previously established by the draw (2004) will not be

affected by this language.

C. SUPERSENIORITY

For layoff purposes only, employees employed under continuing contract shall

have greater seniority than employees employed under limited contract.

D. LOSS OF SENIORITY

Seniority shall be lost when an employee retires or resigns; is employed in a full-

time non-bargaining unit position; is non-renewed, terminated or on an unpaid

leave of absence; or otherwise leave the employment of the Board.

E. POSTING OF SENIORITY LIST

1. The seniority list shall be posted twice annually by the PEA, November 1

and June 1 of each work year. No later than October 15 and May 7 of

each year, the Superintendent shall provide the Association President or

his/her designee all information on each member of the bargaining unit

relevant to his/her certification, first day worked, and unpaid leaves of

absence or layoff. The PEA shall prepare and post on the designated

bulletin board in each building/work site a seniority list indicating, by area

of certification, license, or entry-level requirement, the first day worked,

the date of Board resolution to hire, and the contract status (limited or

continuing) of each employee. Said list shall be provided by the

Association President on or before the date of posting.

a. The names of employees on the seniority list shall appear in

seniority rank order within areas of certification, license, or entry-

level requirements, with the name of the most senior employee

appearing at the top of the listing and the name of the least senior

employee appearing at the bottom of the listing.

b. The names of employees who are certified, licensed or otherwise

minimally qualified in more than one (1) area shall be included on

the listing for all areas of certification, license, or entry-level

requirement.

c. The names of part-time employees shall appear on the seniority list

but shall be listed separately from the name of the full-time

employees.

2. The seniority list developed by the PEA shall be consistent and accurate

with the Board of Education’s personnel records as to certification, length

of service and experience.

F. CORRECTION OF INACCURACIES

Each employee and Administration shall have a period of thirty (30) work days

after posting of the seniority list in which to advise the PEA or its agents in

writing of any inaccuracies which affect seniority. The PEA or its agents shall

investigate all reported inaccuracies and make such adjustments as may be in

order and post the updated list immediately. No protest shall be considered after

thirty (30) work days of the posting of the seniority list and the list shall be

considered as final until the next posting.

12.05 A. Teachers will be recalled in reverse order of layoff. If properly certified, the

teacher with the most seniority and comparable evaluations as defined in Article

12.03 shall be recalled first and then in descending order.

B. Notice of recall will be given by certified and regular mail to the last address

given by the teacher to the Superintendent’s Office. A copy of the notice of recall

will be given to the Association. If a teacher fails to respond within ten (10) days,

excluding Saturdays, Sundays, and Holidays, after posting of the above notice of

recall, he/she will be deemed to have refused the position offered, resigned and

have no further expectation of continued or future employment.

C. A teacher who is laid-off will remain on the recall list for twenty-four (24) months

after the effective date of his/her layoff unless he/she:

1. waives his/her recall rights in writing,

2. resigns,

3. fails to accept recall to the position he/she held immediately prior to layoff

or to an equivalent position; fails to respond timely to a notice of recall or

fails to report timely after notification,

4. fails to report to work in a position that he/she has accepted within ten (10)

days after receipt of the notice of recall unless such employee is sick or

injured. If a teacher has secured temporary employment elsewhere, he/she

will be allowed ten (10) work days additional time before being required

to report to work.

D. While on layoff, a teacher will have the option to remain an active participant in

health and medical benefit programs through COBRA by contributing thereto the

amount necessary to maintain such benefits.

12.06 All benefits to which a teacher was entitled at the time of his/her layoff, including unused

accumulated sick leave, will be restored to him/her upon return to active employment and

he/she will be placed on the proper step of the salary schedule for his/her experience and

education. A teacher will not receive increment credits for time spent on layoff nor will

such time count toward the fulfillment of time requirements for acquiring tenure.

12.07 For any reduction in force the Board will pay its portion of the reduced-in-force

employee’s health insurance premium through August 31 in the year they were reduced

in force.

12.08 Any teacher who was transferred to a different teaching assignment because of a

Reduction In Force will be transferred into any posted teaching position for which they

are properly certified and have requested the transfer. A teacher forfeits their right to this

type of transfer when they teach in a requested assignment or three (3) full school years

have been completed since the initial teaching reassignment.

A. If two (2) or more teachers, who meet the requirements, request transfer to the

same teaching position, the teacher with the greater position on the recall list, as

described in 12.04 A, will be granted the transfer.

ARTICLE XIII – TEACHER EVALUATION GUIDELINES

13.01 A. Perkins will make reasonable efforts within the cost-constraints of the school

district to evaluation teachers in accordance with an evaluation system that

conforms to evaluation system mandated by Ohio Revised Code Section

3319.111.

B. The parties expressly agree that the procedures set forth in this Article XIII

instead of the provisions of the Ohio Revised Code shall, to the fullest extent

permitted by law, govern the evaluation of teachers in the Perkins Local School

District. The parties intend this evaluation procedure to supersede the

requirements of O.R.C. §§3319.11 and 3319.111.

C. The evaluations of guidance counselors and speech therapists shall not be by

provisions in this Article XIII. Instead a committee comprised equally of

administration officials and PEA members shall, no later than October 1, 2014

develop an evaluation form to use in evaluation of such professionals.

D. Each evaluation shall be conducted by one or more of the following:

superintendent, assistant superintendent, principal, or directors of student services,

except that directors of student services shall only be used to evaluate teachers

within the knowledge area of the directors or in the event of a shortage of

administrators available to complete evaluations of teachers. No audio/visual

recordings shall be used in the evaluation process.

E. Teachers will be given at least 24 hours notice prior to each observation in the

evaluation process. Once given this notice, a teacher may request in writing a

pre-observation conference.

F. Teachers being evaluated shall be observed not less than twice for at least thirty

minutes each time and, in addition, the evaluator should conduct two classroom

walkthroughs (which shall not exceed ten minutes each time). Teachers on

limited contracts or extended limited contracts may be observed three times.

There shall be at least three (3) weeks between observations wherever practicable.

G. EVALUATION CYCLES:

• A committee will be formed to recommend any changes in the percentage of

the teacher’s evaluation that is allocated to the student growth measure.

• Bargaining unit members rated “Accomplished” may be fully evaluated once

every three (3) years, so long as the teacher’s student academic growth

measure for the most recent school year that data is available is average or

higher. However, at least one observation and at least one conference with the

teacher must be held each in off years.

• Bargaining unit members who are rated “Skilled” may be fully evaluated once

every two years, so long as the teacher’s student academic growth measure for

the most recent year that data is available is average or higher. However, at

least one observation and at least one conference with the teacher must be

held in off years.

• A bargaining unit member who was on leave from the district for fifty percent

(50%) or more of the school year will not be evaluated during the school year

the leave takes place.

• A bargaining unit member who has submitted a notice of retirement and that

notice has been accepted by the Board not later than the first day of December

will not be evaluated during the bargaining unit member’s final year.

• All other bargaining unit members will be evaluated every year.

H. So long as required by law, one-half of each teacher’s evaluation shall be based

on an objective measure of student growth. Student growth measures will be

based on student learning objectives developed by the teacher, approved by a

student learning objectives committee (comprised of equal numbers of teachers

and administrators) (hereinafter, “SLOs”) whenever permitted, and by approved

Vendor Assessments or value-added data when required by law. A student who

has forty-five (45) or more absences for the school year will not be included in the

determination of student academic growth. For purposes of this paragraph, the

measures of student growth to be used for each grade level and subject matter are

attached hereto and incorporated herein as Exhibit ___. SLO Committees will be

formed in each building. Members participating in the SLO Committee will be

provided release time and/or compensation through “blue slips” for their time

committed to the SLO process.

I. The other one-half of each teacher’s evaluation shall be based on the Ohio

Standards for the Teaching Profession. The evaluator may consider data from

information obtained from the professional growth or improvement plans,

observations, walkthroughs, and conferences with the teacher being evaluated to

determine the teacher performance rating.

J. Observations generally should not occur during the day prior to or immediately

after winter break, spring break, or summer break. Prior to being observed, a

teacher may request an alternate time or date for the observation, which will be

mutually agreed upon by the teacher and administrator.

K. The evaluator shall provide a written report of the evaluation to the teacher that

was evaluated within twenty (20) days of the final observation.

L. For teachers rated “ineffective,” the school district may require the teacher to take

or follow one or more professional development courses (via self-study, online, or

live) or observations of other teachers rated accomplished. The school district

shall fund the cost of these professional development measures.

M. Unless mutually agreed differently, the Ohio Department of Education OTES

forms will be used throughout the evaluation process. The evaluators agree to use

eTPES (Option 3) to report only the summary sheet through eTPES.

N. A teacher may file a written response/rebuttal to an evaluation within twenty (20)

working days of receipt of the evaluation. This written response/rebuttal will be

attached to the original evaluation in the employee’s personnel file.

O. Professional Growth

All teachers, with the exception of those holding permanent teaching

certificates/licenses, must follow LPDC guidelines (See Appendix G

Professional Growth activities include, but are not limited to, the following

options:

College

Professional Conference/Workshop/Institute/Academy, or

Inservice Credit

Peer Observation

Publication of Original Work

Teaching Portfolio

National Board of Professional Teaching Standards

Certification

Mentoring

Cooperating Teacher

Teaching a College Course

Teaching an Adult Vocational or Technical Course

Professional Presentation

Educational Project which applies educational skills and knowledge

towards the development of a final project

Curriculum Development or Curriculum Mapping

Professional Committees

Grant Writing

Field Trips for Students

Self-Directed Educational Development: Professional Reading,

Research, Educational Travel

Related Work Experience or Externship

Every teacher will maintain a professional growth record for each year.

Reimbursement as per negotiated contract.

Traveling teachers will be evaluated in the building of majority

instruction, but may be evaluated in all buildings. If there is no majority

building of instruction, the administrative team will designate an

appropriate evaluator and notify the traveling teacher at the beginning

of the school year.

13.02 EVALUATION PROCEDURES FOR HEAD COACH SUPPLEMENTAL

CONTRACT

1. The contract employee will receive a Supplemental Contract Description on or

before the first day of coaching, as defined by the OHSAA, for athletic positions.

2. The contract employee will be given the Supplemental Contract Evaluation form

by the athletic administrator before the conclusion of the athletic season. (See

Appendix C)

3. The contract employee will complete the self-evaluation (SE) column of the form,

write comments, if desired; and circle the appropriate overall self-evaluation.

This form must be returned to the athletic administrator within five (5) working

days after completion of the awards program.

4. Upon return of the Supplemental Contract Evaluation form, the athletic

administrator will complete the Administrator Evaluation (AE) column of the

form, write comments, if desired; and circle the appropriate overall administration

evaluation.

5. The contract employee and the athletic administrator will use the following

symbols to complete the evaluation columns:

“S” if the item was Satisfactorily completed

“NI” if the item Needs Improvement to be satisfactory

“U” if the item was Unsatisfactorily completed or not completed

“NA” if the item does Not Apply to your assignment

6. A conference between the contract employee and the athletic administrator is to

be held within fifteen (15) working days of the receipt of the Supplemental

Contract Evaluation (self-evaluation form) from the contract employee.

Differences in evaluations and methods of improvement, if necessary, will be

discussed at this conference.

7. The contract employee will sign the evaluation form at this time to signify that the

conference was held and the evaluation was discussed and methods of

improvement, if necessary, were suggested by the administrator.

ARTICLE XIV – SALARY & INSURANCE

14.01 Salary schedules for 2018-19, 2019-20, and 2021-22 school years are attached at

Appendix D-1 (these schedules reflect a three percent (3%) raise for the 2018-2019

school year, a three percent (3%) raise for the 2019-2020 school year, and a two and one-

half percent (2.5%) raise for the 2020-2021 school year.

Base Salary Effective 7/1/2018 BA 0 $37,379.75 (185 days) Appendix D-1

Base Salary Effective 7/1/2019 BA 0 $38,501.14 (185 days) Appendix D-2

Base Salary Effective 7/1/2020 BA 0 $39,463.67 (185 Days) Appendix D-3

Commencing with the 2018-2019 school year, newly hired employees and current

employees with four years or less than four years of experience shall be placed on the Salary

Schedule at Step 4 and shall remain on that step until they have sufficient years of teaching

experience to rise to Salary Schedule Step 5 at which point they shall be placed on Step 5 of the

applicable year’s Salary Schedule.

A $50,000 wage reopener bonus shall be divided equally among all teachers of the

district employed in the 2017-2018 school year and paid prior to the 1

day of October 2018.

14.02 Board currently shelters the employee’s total share of the employee’s contribution to

STRS from gross salary for purpose of Federal Income Taxes.

14.03 For school year 2018-2019, the Board shall pay eighty-seven percent (87%) and the

employee shall pay thirteen percent (13%) of the cost of the monthly premium for the

family and single major medical insurance and prescription drug insurance plans set forth

in Section 14.04 below. For school year 2019-2020, the Board shall pay eighty-six

percent (86%) and the employee shall pay fourteen percent (14%) of the cost of the

monthly premium for the family and single major medical insurance and prescription

drug insurance plans set forth in Section 14.04 below. For school year 2020-2021, the

Board shall pay eighty-five percent (85%) and the employee shall pay fifteen percent

(15%) of the cost of the monthly premium for the family and single major medical

insurance and prescription drug insurance plans set forth in Section 14.04 below. The

Board and Association mutually agree to the following:

1. The employee shall have a $750 single/$1500 family member medical deductible

In Network and Out of Network. Any penalties incurred for non-compliance of

HUR and SOS will be the responsibility of the bargaining unit member.

2. Any pre-existing condition waiting period will not be applicable for conditions

related to pregnancy, newborns, or for an adopted child under the age of eighteen

(18) or a child placed for adoption under the age of eighteen (18).

3. Participants who have been declined coverage may later enroll into the plan of the

Board like a new employee, if any of the following criteria apply: (A) There has

been a marriage or divorce; (B) There has been a birth, adoption, or placement for

adoption of a child; (C) There has been the death of a spouse or a child; (D) There

has been a change in the spouse’s employment status; (E) There has been a

change in the employee’s employment status; (F) There has been a change in the

dependent’s eligibility; (G) There has been an unpaid leave of absence taken by

the employee or the spouse; and (H) There has been a loss of other health

insurance.

4. The PEA and Board pledge to maintain the plan in a non-discriminatory manner

and consistent with Federal Law.

5. COBRA coverage shall be extended to twenty-nine (29) months for those

participants who become disabled within the first sixty (60) days of coverage. A

newborn, an adopted child, or a child placed for adoption may be enrolled.

COBRA benefits may be terminated for a participant who becomes covered by a

group health plan, even if the other plan contained a pre-existing clause, if the

clause does not apply to the participant because of HIPAA regulations.

6. The Board’s plan will accept certificates of coverage from new employees and

apply the creditable coverage to the pre-existing condition clause. The pre-

existing condition waiting period will be reduced by the number of days of

credible coverage provided by the employee for new participants who were fully

covered under another plan within sixty-three (63) days before enrollment in this

plan.

7. The Board’s plan hereby incorporates the terms and conditions of the newborns’

and mothers’ health protection act and court issued child support orders. The plan

will cover children who have been placed for adoption with a covered person.

14.04 The Board shall provide the IDEAL Wellness Plan major medical insurance program as

set forth in Appendix I and may be offered by the Huron-Erie School Employee

Insurance Association (“HESE”), the IDEAL Wellness Plan prescription drug insurance

offered by HESE, and according to the cost-sharing and deductibles described in Section

14.03 above.

14.05 If HESE issues a premium holiday:

1. PEA president will be notified in writing of occurrence of premium holidays.

2. PEA members shall NOT be subject to paying the negotiated portion of the

insurance premiums during the month of premium holiday, but PEA members

declining insurance coverage will not receive the cost of their waiver payment

during the month of premium holiday.

14.06 SPOUSAL EXCLUSION

If an employee’s spouse is eligible to participate, as a current employee, in a business or

organization (e.g., partner, member), or retiree in group health insurance sponsored by

his/her employer, business, organization, or any retirement plan, the spouse must enroll

for coverage in such employer, business organization, or retirement plan sponsored group

insurance coverage(s) no later than January 1

of the current school year.

This requirement does not apply to any spouse who:

•

Works less than twenty (20) hours per week and is required to pay more than fifty

percent (50%) of the single premium to participate in his/her employer’s,

business’s, organization’s, or retirement plan’s group health insurance coverage.

•

Is employed by another HESE district, provided the spouse does not receive any

available payment (or any other form of remuneration) from that HESE district for

waiving health insurance coverage.

Upon the spouse's enrollment in any such employer, business, organization, or retirement

plan sponsored group insurance coverage, that coverage will become the primary payor

of benefits and the coverage sponsored by the district will become the secondary payor of

benefits according to the primary plan’s Coordination of Benefits and participation rules.

Any spouse who fails to enroll in any group insurance coverage sponsored by his/her

employer, business, organization, or any retirement plan, as required by this Section,

shall be ineligible for benefits under such group insurance coverage sponsored by the

district.

It is the member’s responsibility to advise the district’s treasurer not later than thirty (30)

days after the member has been notified of any change in eligibility that causes the

member’s spouse to become eligible to participate in group health insurance sponsored

by his/her employer, business, organization, or retirement plan after January 1

of the

current school year. Upon becoming eligible, the employee’s spouse must enroll in any

group health insurance sponsored by his/her employer, business, organization, or

retirement plan unless he/she is exempted from this requirement in accordance with the

exemptions stated in this Section.

Every employee whose spouse participates in the district’s group health insurance

coverage shall complete and submit to the district’s treasurer, upon a provided, justified

request, a written certification verifying whether his/her spouse is eligible to participate

in group health insurance coverage sponsored by the spouse’s employer, business,

organization, or any retirement plan. If any employee fails to complete and submit the

certification by the required date, the district’s treasurer will notify the member, by

certified mail or obtain from the member a signed receipt of personal notification, and

that such employee’s spouse will be removed at least thirty (30) after the treasurer has

notified the member and has not received the certification from all group health insurance

and/or prescription drug insurance coverages sponsored by the district. Additional

documentation may be required if the member is provided valid justification for that

documentation.

14.07 DENTAL BENEFITS

Deductible $25 – Individual

$50 – Family

Lifetime Maximum for Orthodontic Services

Per Person

$1,500

Benefit Per Calendar Year Per Person for

Preventive, Basic Restorative Services

$1,000

Carrier Pays for Basic Restorative Services

80% of U.C.R.

Carrier pays for Major Restorative and

Orthodontic Services

60% of U.C.R.

14.08 SECTION 125 FLEXIBLE BENEFIT PLAN

Bargaining unit members have the option of setting aside monies through payroll

deductions to be used for medical expenses (dental, eye, major medical, prescription,

etc.) and/or childcare currently through American Fidelity Assurance Company.

Members will meet individually with a representative of American Fidelity to set up an

individual plan that meets their needs.

The Flexible Benefit Plan year will run from July 1 to June 30.

Members may elect an amount they wish to have set aside for the Benefit Plan Year.

This amount will be deducted equally from the first two (2) pays of each month through

June 30

from the member’s checks on a pre-taxed basis. Monies not used by the

member will not be reimbursed to the member. Monies not used will be reimbursed to

the Board’s general fund according to IRS Regulations.

14.09 HEALTH FAIR

The Board has committed to a health fair. Details will be established by the health

committee, which will consist of three (3) Board of Education representatives, three (3)

PEA representatives, and three (3) OAPSE representatives.

14.10 A bargaining unit member, who voluntarily elects not to receive some or all of the

medical benefits (health insurance, dental, or prescription drug) shall be entitled to a

payment equal to $1,200.00 each year. Members must notify the Treasurer in writing

by September 1

to receive compensation. Reimbursement will be made in monthly

increments in the employee’s check. A member may reinstate their insurance and not

receive the remaining compensation in the case that the spouse, whose insurance was

originally taken, was revoked for some reason (i.e. loss of job, etc.).

A. For any member whose spouse works for the district, the Board, beginning on

January 1, 2014, will provided coverage at one hundred percent (100%) of the

insurance premiums cost. Neither employee would be eligible for a waiver of

insurance premium from the district.

B. If a member’s spouse works for another school district participating in the HESE

insurance plans, the Board, beginning on January 1, 2014, will provide one

hundred percent (100%) of the insurance premiums cost. Neither employee

would be eligible for a waiver of insurance premium from the Perkins district.

ARTICLE XV – SUPPLEMENTAL

15.01 Extended Time positions are as follows:

High School Guidance Counselors

fifteen (*15) days*

Middle School Guidance Counselors

six (6) days*

Director Instrumental Music

fifteen (15) days

Asst. Dir. Instrumental Music

fifteen (15) days

Librarian

ten (10) days (5 days before; 5 days after)

*Additional days may be approved by the Superintendent.

Days before and after are mutually agreed upon by building principal and employee.

15.02 Extended contract time shall be paid at the employee’s per diem rate for persons currently

holding these positions. Current Guidance Counselors and Instrumental Music Teachers

will be paid at their per diem rate if they are hired to fill these positions. Any other

employee hired for these positions after June 30, 2008 will be paid at the BA+15 0 step

hourly rate.

15.03 A building level leadership team (BLT) will exist in each school:

1. The Board will allocate $10,000 per building for stipends to be shared equally

among the members of the BLT at each building.

2. Each building BLT will determine the number of members for their building.

3. Existing BLT members are permitted to stay on their current BLT.

4. Upon departure of any current BLT member, the BLT position will be posted and

the building BLT will recommend a replacement to the Superintendent.

Any mid-year change in BLT membership will result in stipend for new member being

prorated.

15.04 Staff may choose to participate in regular staff professional development, in-services

opportunities and meetings, as directed by the Administration, except as in Article 24.11

for monthly staff meetings. Staff development and in-service sessions lasting two (2)

hours or less can occur subsequent to the student day. For those staff development, in-

service opportunities, and meetings longer than two (2) hours, the District will secure the

service of a substitute so that the teacher may attend such opportunities during the student

workday. Staff will be compensated at the BA+15 0 step of the negotiated salary

schedule for such hours of staff development, in-service opportunities, and meetings

occurring outside of the normal workday for every hour of staff development performed

by a staff member except as in Article 24.11 for monthly staff meetings.

15.05 The hourly rate for the following shall be calculated from the BA+15 0 step

, of the

negotiated salary schedule.

Home Instruction

High School Students Extended Day Program

Middle School Students Extended Day Program

Intervention

Progress Book

GradeQuick

Standards Builder

IEP Conferences outside of the regular school day

Other district approved initiatives and staff development programs

15.06 The Supplemental Salary Schedule will be based on the negotiated BA-0 base salary plus

five percent (5%). It is agreed that all bargaining unit members will sign all supplemental

contracts and return signed contracts to the office of the Superintendent prior to receiving

compensation. (See Appendix E)

15.07 All supplementals shall expire at the end of the current school year. Any bargaining unit

member who will not be re-hired shall receive written notification thirty (30) days prior

to April (June spring supplements) Board meeting. A copy shall be sent to the PEA

President. The member shall have the right to request an informal hearing within fifteen

(15) days of said notice. The hearing shall be done before the Superintendent or his/her

designate, Athletic Director and/or Principal. The bargaining unit member shall have the

right to bring an Association representative of their choice.

15.08 Pay for athletics covered by the OHSAA will be made starting at the beginning of the

season and end at the end of the season as defined by the OHSAA.

Pay for non-OHSAA activities will begin as soon as the activity advisor notifies the

Treasurer’s office that duties have begun for the activity and will end at the conclusion of

the student school year.

ARTICLE XVI – TRANSPORTATION REIMBURSEMENT FOR TRAVELING

TEACHERS

16.01 Teachers who have regular assignments in more than one (1) building or by nature of

their assignment require travel during their regular day shall be reimbursed at the IRS rate

in effect on July 1 of each year. Mileage will be measured daily from the first school to

the final school. Teachers will submit travel vouchers monthly and will be paid in a

separate check within two (2) weeks of submitting said voucher.

16.02 Teacher(s) who have multiple building assignments shall be assigned, by the

Administration, to one (1) building for purposes of sick leave, professional leave, and/or

personal leave.

16.03 Teachers will not travel to another building for non-teaching duties.

16.04 If a teacher(s) has to attend more than one (1) open house, said teacher(s) shall be

compensated for each hour of additional open house at the substitute during planning

period rate. (Refer to Article 21.01A)

ARTICLE XVII – PAY CHECKS

17.01 The Board shall provide the teacher with a twenty-four (24) equal pay plan for all

contracts or, if the contract is not enacted before the school year, by the remaining pay

periods for the school year. (This clause supersedes 15.08 for those employed under

teacher contracts.)

17.02 Teachers shall have their pay electronically transferred to financial institutions of their

choice.

17.03 Accurate notifications of electronically transferred funds shall be made to the teacher

confidentially and securely on or before the date of the transfers and shall include a

listing and explanation of all individual payment and deduction amounts for that pay.

These notifications should also include the number of personal days used, the number of

days of sick leave used, and the total days of sick leave accrued. Notifications to the

teacher should be made in a manner so they are received on or before the date of the

transfers even when school is not in session or the teacher is on a prearranged leave.

17.04 Teachers’ funds will be posted to their accounts in their selected financial institutions on

the 15th and final day of each month.

A. If funds cannot be posted on the 15th and/or final day of a month, funds are to be

posted into teachers’ accounts on the closest date preceding these dates when

transfers can be posted into accounts.

B. Funds shall be posted on the Wednesday before Thanksgiving if a scheduled

transfer date occurs during Thanksgiving break.

C. The Treasurer shall provide all members an accurate list of all transfer dates for the

school year with or before notification of the first transfer of the school year. The

Treasurer shall notify members at least two (2) weeks before a transfer date is

changed, the new date the transfers will be made, and the reason for the change.

17.05 The Treasurer shall provide each member a listing of the pay amounts for each contract

individually and for each deduction individually for each pay period with the first pay of

the school year. The Treasurer will provide the teacher a new accurate listing if there are

any changes in payments or deductions.

ARTICLE XVIII – AUTHORIZED PAYROLL DEDUCTIONS OF PROFESSIONAL

DUES AND/OR FEES

18.01 Deduction of yearly dues shall be authorized for payroll deduction to the Treasurer by the

teacher for the following:

The length of deduction shall be unlimited.

A. Perkins Education Association

B. Ohio Education Association

C. National Education Association

D. Income Protection

E. Departments of the Ohio Education Association as found on their yearly

enrollment form

F. Savings Bonds

G. Annuities

H. Credit Union

I. FCPE

J. United Way

K. 125 Plan

L. 529 Plan

18.02 Upon filing the proper forms with the Treasurer, Association dues, fees and assessments

shall be deducted annually unless and until the Treasurer is notified in writing by the

Association prior to September 15 of any year that the teacher revokes his/her

authorization.

ARTICLE XIX – LIABILITY PROTECTION

19.01 The Perkins Education Association and the Perkins Board of Education in an effort to

deal with liabilities placed on the Board of Education by Amended Substitute House Bill

176 (Sovereign Immunity) agree to the following stipulations:

A. The Board of Education shall provide for the defense of a member of the

bargaining unit in any civil action or proceeding in any state or federal court

arising out of any alleged act or omission in connection with a governmental or

proprietary function which occurs or is alleged to have occurred while the

employee was acting in good faith and not manifestly outside the scope of his

employment or duty. The duty to provide for an employee’s defense required by

this section shall not arise when the civil action or proceedings is brought by or on

behalf of the Perkins Board of Education.

B. The Perkins Board of Education shall indemnify and hold harmless all members

of the bargaining unit in the amount of any judgment, other than punitive

damages, obtained against any such employees in any state court, federal court, or

as a result of a law of a foreign jurisdiction, provided that the act or omission

connected with either a governmental or proprietary function from which such

judgment arose occurred while the employee was acting in good faith within the

scope of his employment or duty. This duty to indemnify and hold harmless or

pay prescribed by this subdivision shall not arise if the injury or damage resulted

from the employee acting or failing to act with malice of purpose, in bad faith, or

in a wanton and reckless manner, and/or if a statute specifically imposes liability.

C. The Board of Education further agrees not to enter into any consent judgment or

settlement of claim unless the member of the bargaining unit has given express

written consent to the same. Nothing herein shall be construed as limiting the

Board’s authority as a party defendant to settle, compromise, and dismiss claims

filed against the Board of Education.

D. The Board of Education further agrees that should there be any claim or liability

or damages against any member of the bargaining unit pursuant to Amended

Substitute House Bill 176 that said employee shall have the right to employ co-

counsel, at the employee’s cost, in any and all actions to defend his or her

interests.

E. The Board further agrees that any member of the bargaining unit shall have the

right to be represented by an attorney of his or her choice and expense at any

meeting between the Board Attorney, the Insurance Company Representatives,

the Attorney representing the Insurance Company and/or the Board of Education,

any deposition relevant to the claim of liability or damages, any meeting between

the Board of Education and the person claiming any alleged act or omission in

connection with any liability suit.

F. The Board further agrees that none of the materials, excluding incident reports

developed by the Administration, relevant to any claim or damages, or allegation

or admission of wrongdoing will be placed in the employee’s personnel file and

further that no records of relevancy to any employee’s alleged culpability in any

liability claim may be made part of any employee personnel records or utilized in

any way that will adversely impact on the employee’s wages, hours, or terms and

conditions of employment at the time the complaint is filed or at some future date

after the complaint has been filed.

G. The Board further agrees that there will be no media release regarding any

liability suit which involves the alleged act or omission of a member of the

bargaining unit and that any publicity or media release will require the express

written concurrence of the member of the bargaining unit involved.

H. The Board of Education agrees to provide any member of the bargaining unit with

sufficient time to secure professional advice before he or she is required to file a

written accident report or to give an oral account to the employer or anyone else

of the incident that could result in a claim of liability.

I. The Board further agrees that the employee shall have the right to representation

of his/her choice at any meeting involving any such complaint or incident that

could result in a claim or liability.

J. The Board of Education should provide adequate release time for any employee

who is required to attend any deposition, any pre-trial hearing, and any or all state

and federal court hearings involving any and/or claims of liability. The Board of

Education agrees that such release time will not result in the employee’s loss of

wages or deduction from any Board approved leave.

K. The Perkins Education Association will encourage all members of the bargaining

unit to cooperate with the Board of Education in any defense to all claims of

liability.

L. The Perkins Education Association agrees to allow the Perkins Board of

Education to purchase liability coverage in the amount of at least $1,000,000 per

occurrence/$5,000,000 aggregate from an approved insurance carrier. The

Association and the Board further agree that if it becomes necessary for the Board

to change carriers, the Board shall notify the Association and provide a copy of

any and all new policies to the Association.

ARTICLE XX – TEACHING ENVIRONMENT

20.01 All buildings, grounds, materials, and equipment are to be safe, clean, and as attractive as

possible, adequate in quantity and quality, and be in as good operative and/or functional

condition.

20.02 The Perkins Board of Education and Perkins Education Association recognize the need

for security for the protection of students, staff and property in Perkins Local Schools.

Therefore, a committee will review security needs and develop, according to Board

policy, a Crisis Management Plan.

ARTICLE XXI – SUBSTITUTING DURING PLANNING TIME

21.01 Every reasonable effort will be made to secure a regular substitute before a regular

teacher is asked to serve as a substitute.

A. (Exclusive of those bargaining unit members on supervisory assignments, study

hall, hall duty, etc.). In those cases where substitutes are not available, any

member(s) of the bargaining unit who agree, may be used as substitutes to cover

the class (in whole or part) of the absent teacher(s). He/She will be compensated

at the teacher’s hourly rate.

Daily rate: 1/184 times individual teacher’s base salary

Hourly rate: daily rate divided by seven (7) hours

B. The salary of a teacher who agrees to teach a course during his/her planning

period for a semester or more will be increased by the teacher’s proportioned base

rate.

ARTICLE XXII – ASSOCIATION RIGHTS AND RESPONSIBILITIES

22.01 The Board authorizes the Association the following sole and exclusive rights:

A. To use the facilities of any building for meetings, without fee, upon notification of the

administrator in charge of such building. Permission to use such facilities shall be

given as long as it does not interfere with any previously authorized and scheduled

activity (ex. student contact time) in said building. The Association shall be

responsible for any additional custodian cost involved in the use of the building (i.e.:

cleanup, overtime).

B. To use Board of Education-owned equipment. Building Administrator shall be

notified prior to the use of Board-owned equipment. Any expendable supplies

such as duplication and typing paper, envelopes, duplicating masters and stencils,

will be supplied by the Association.

C. To use the email and/or internet in the schools’ offices to distribute Association

bulletins, newsletters, or other circulars.

D. To use bulletin boards in teacher lounges or workrooms to disseminate

information to members. Bulletin boards, email and/or internet service shall not

be used for the distribution of campaign materials for individuals seeking public

office.

E. To use telephones in any building to carry out Association business. Any fees or

toll call charges shall be reimbursed to the Board by the Association. These calls

are not to be made at a time that interferes with duties assigned by the Board of

Education and Administration.

F. To allow representatives to call meetings of Association members within the

building outside the school day.

G. To allow the President of the Association or his/her designated official to visit

schools. Upon his/her arrival he/she shall notify the Principal of his/her presence.

Visits that are made to discuss special problems to teachers must be arranged

mutually in advance with the Principal. The visits to the schools must not

interfere with duties assigned by the Board of Education and Administration.

22.02 The Association will be provided with:

A. Copies of all Board of Education agenda, minutes and financial reports upon

specific request to the Superintendent by the President of the Association and at

public’s cost.

B. Copies of the following forms: appropriations, budget, and training and

experience grids. Such copies shall be given to the President of the Association

upon specific request to the Superintendent and at the public’s cost.

C. Upon request to the Superintendent, a place on the agenda of all regular Board of

Education meetings to be used by the Association to communicate with the

Board.

22.03 NEOEA day will be one (1) of the in-service days and all members of the bargaining unit

may attend NEOEA Programs or attend a mutually agreed upon local program.

ARTICLE XXIII – CURRICULUM DEVELOPMENT PROCESS

23.01 The Board of Education and the Association agree that all teachers shall participate

cooperatively in the development, implementation, evaluation, and improvement of

curriculum. All teachers will be responsible for curriculum development.

23.02 On a yearly basis, timelines will be established cooperatively between Administration

and staff on both a building and district level to achieve the Administration’s goals.

23.03 Curriculum development may occur during the teacher work day. For curriculum

development work done outside of the regular teacher day, members will be compensated

at the BA+15 0 step hourly rate.

23.04 Those teachers requesting, or if no one requests, will be selected at their grade level or

department for textbook selection and review. Any textbook selection work done outside

of the school day will be compensated at the BA+15 0 step hourly rate.

ARTICLE XXIV – LENGTH OF SCHOOL YEAR AND DAY

24.01 Each teacher shall have a thirty (30) minute duty-free lunch period each day.

24.02 The length of the school day in the Perkins School District shall not exceed seven (7) and

a half (1/2) hours inclusive of the thirty (30) minute lunch period.

24.03 Time may be reduced from the original adopted school calendar by the decision of the

Superintendent or Board of Education when it is necessary to close the schools due to

hazardous weather conditions, law enforcement emergencies, inoperability of school

buses or other equipment necessary to the school's operation, damages to a school

building, or other temporary circumstances due to utility failure rendering a school

building unfit for school use, except that, in no circumstances shall the total number of

hours of attendance for students in half day kindergarten be less than 455 hours and full

day kindergarten be less than 910 hours, the total number of hours of attendance for

students in grades one through six be less than 910 hours, and the total number of hours

of attendance for students in grades seven through twelve be less than 1001 hours.

24.04 Subject to the limitations in 24.03, the Board of Education agrees that up to five (5)

calamity days per year will be excused without make up for both students and staff. If

more than five (5) calamity days are declared by the Superintendent or Board during any

single school year, all students and staff will make up those days beyond five (5). The

first three make up calamity days will be made up through the use of “blizzard bags” as

defined in Ohio Revised Code Section 3313.482(B). Any calamity days needed to be

made up after use of three days of “blizzard bags” will be made up at the end of the

school year.

24.05 Pursuant to Ohio Revised Code Sections 3313.482(C) and 3317.01(B) to reduce the risk

that additional hours will have to be added to the end of the school year to make up for

hours lost for the reasons set forth in this paragraph, each classroom teacher shall, before

November 1 of each year, develop a sufficient number of lessons for each course taught

to cover the equivalent of three days of classroom hours and the Board shall cause such

lessons to be posted on the website or web portal accessible to students and shall cause

such plans to be copied on paper and provided to students in the form of statutory

"blizzard bags" pursuant to Ohio Revised Code Section 3313.482(B). These lessons shall

be graded in the same manner as other lessons.

24.06 The District agrees to schedule two full days annually for professional development and

on such days the District shall not have students in attendance. On each of these two full

days, there would be allocated 50% for time for the teacher to have personal professional

development and 50% for time for group sessions for professional development. The

allocation of the time between morning and afternoon shall rotate from one such day to

the next.

24.07 There shall be a Calendar Committee for the purpose of developing school calendars two

(2) years in advance. The committee will be comprised of one (1) administrator, four (4)

teacher representatives and four (4) non-academic employees. The committee will meet

in January and prepare three (3) calendars to be voted on by the certified/licensed and

non-academic staffs. The vote totals regarding the calendar selection will be submitted to

the Board of Education for their review and consideration.

24.08 There will be a staff day the Wednesday before Thanksgiving and there will be a staff

day the Friday before President’s Day weekend.

24.09 A teacher may leave the school building during his/her lunch period or conference period

for personal business after notifying the building principal.

24.10 A teacher may be excused from a staff meeting because of a reasonable unavoidable

commitment, with the approval of the building principal.

24.11 The length of the school day shall be seven (7) hours plus thirty (30) minutes for lunch.

High school teacher(s) shall have a daily conference period during pupil contact time

which will be the equivalent of one (1) regular (non-lab) class period. High school

science teachers shall have two hundred twenty-five (225) minutes conference time per

week during pupil contact time. Elementary and middle school teachers shall have two

hundred (200) minutes conference time per week during pupil contact time. Elementary

and middle school conference time will not exceed forty-five (45) minutes nor will any

conference period be less than forty (40) minutes in length. The length of day may be

extended forty (40) minutes per month for the purpose of building staff meetings. For

those teachers who work half-time, they will receive fifty percent (50%) of the

conference time allotted to full-time employees.

24.12 ADDITIONAL WORK DAYS – 185

DAY

A. The annual school calendar shall include one (1) closed day at the end of the first

semester for the purpose of completing grades, student records and department or

grade level meetings. Grades shall not be due until the end of this day. Teachers

shall report and leave at their regularly scheduled times.

Note: unlike years prior to the 2018-2019 school year, the 185

day is now

imbedded into the salary schedule.

B. Days in addition to the regular school year, or days in addition to the regular

school week, will be compensated at the individual teacher’s salary per diem rate

of pay calculated as follows: Member’s annual salary/185 days=daily rate.

C. All other duties will be covered under separate supplemental contracts.

24.13 Each teacher shall be allocated one additional collaboration/planning period of not less

than forty minutes daily. The purpose of these collaboration/planning periods is for

collaboration of staff teaching similar ages and subjects and, from time to time,

collaboration between and among teachers and administration officials. This

collaboration/planning period may be before or after student contact time, but remain

within the seven hour and thirty minute contracted time for teachers. The district shall

be permitted to utilize two of the five collaboration periods, and the building level team

shall be permitted to utilize the other three of the five collaboration periods.

ARTICLE XXV – MANAGEMENT RIGHTS

25.01 The Board hereby retains and reserves unto itself, without limitations, all the powers,

rights, authority, duties, and responsibilities conferred upon and vested in it by the laws

and the Constitution of the State of Ohio and of the United States, except as expressly

limited by the terms of this contract. All management rights not specifically abridged by

this Agreement are retained by the Board.

ARTICLE XXVI – ACADEMIC FREEDOM

26.01 Teachers shall be directed by and held responsible for the adopted course of study.

26.02 Each teacher has the final authority to grade students in his/her charge according to the

system devised by the Administration which has been adopted by the Board. Change of a

student’s grade without the teacher’s consent will occur only if it has been demonstrated

the grade was not given in a professional and intellectual basis. Notice of any such

change will be given to the teacher (along with notice of the teacher’s right to grievance),

the student’s parent, and the teacher’s immediate supervisor.

26.03 Any prescribed method of teaching and lesson planning shall be cooperatively developed

between the teacher and the immediate supervisor.

26.04 Academic freedom shall be guaranteed to teachers within the confines of the Constitution

of the United States.

ARTICLE XXVII – TUITION REIMBURSEMENT

27.01 A. In the first ten years of teaching experience, each certified employee who has less

than a Master’s Degree shall be eligible to receive reimbursement for graduate

level courses approved by the Ohio Department of Education of up to two

thousand dollars ($2,000) per fiscal year. Reimbursement qualifications will be

based on the completion date of the course taken. (Fiscal year commencing July

1 and ending June 30) The District will not reimburse for Internet courses from

non-accredited institutions, unless approved by the Superintendent. The

$2,000.00 limit shall not apply to teachers who are taking such coursework, if it

has been pre-approved by the Administration as a necessary College Credit Plus

course/certification, in which case such tuition would be paid in full by the

district.

B. In the first ten years of teaching experience, each certified employee who has a

Master’s Degree shall be eligible to receive reimbursement for graduate level

courses approved by the Ohio Department of Education of up to one thousand

dollars ($1,000) per fiscal year. Reimbursement qualifications will be based on

the completion date of the course taken. (Fiscal year commencing July 1 and

ending June 30).

C. Tuition reimbursement fund shall be included in the approved appropriations of

the Board of Education. The annual tuition reimbursement fund shall be Thirty-

Eight Thousand Dollars ($38,000). This fund will be used for bargaining unit

members only.

27.02 Parking fees, lab fees, books and other miscellaneous fees are not considered actual

instruction costs and will not be reimbursed.

27.03 Graduate level courses taken shall be in the teaching field of certification/licensure. If a

request is made for courses other than in the field of certification/licensure of the

employee, specific reasons and goals must be stipulated on the application for course

approval. All applications must be approved by the Superintendent prior to the start of

any course work in order to be eligible for reimbursement.

27.04 A certificated/licensed employee must be employed in the Perkins Local School District

the year following receiving credit for courses completed during the summer months to

receive reimbursement.

27.05 In all cases, the employee must present proof of successfully completing the course taken

and earning the proper credits to be eligible for reimbursement. Employees are

responsible for documentation of the actual instruction costs incurred and verification of

successful completion for each course taken and will be reimbursed after the Treasurer’s

Office has received the proper documentation, i.e., letter from instructor or successful

completion.

27.06 All graduate level courses which are reimbursed to a Perkins employee by any other

agency are not eligible for reimbursement for those same hours by the Perkins Board of

Education.

ARTICLE XXVIII – SEVERANCE PAY

28.01 Retirement severance will be paid to each employee retiring into STRS from the Perkins

School System at a per diem rate of the annual salary at the time of employment

termination.

28.02 Severance pay shall be paid at thirty percent (30%) of the accumulative sick leave up to a

maximum of fifty-five (55) days. The employee must apply and be eligible for

retirement benefits with STRS within ninety (90) days. The employee must have five (5)

years of employment with the Perkins Schools to be eligible.

28.03 If a staff member submits in writing their intention to retire into STRS by March 1,

he/she will be eligible for an additional four (4) days of severance pay.

28.04 In the event a bargaining unit member dies while still in the employ of the Board, his/her

beneficiary will receive any severance pay earned and/or accumulated up to the

maximum of fifty-five (55) days by that member. If no beneficiary is named, the

severance will be paid to the member’s estate.

28.05 Severance pay shall not be subject to STRS withholdings either by the employee or the

Board. Severance pay will be paid in one (1) or two (2) payments. Payment may be

spread over a two-year period. At the time of retirement, the employee shall make

arrangements with the Treasurer.

ARTICLE XXIX – CLASS SIZE AND LOAD

29.01 It is recognized by the Association and the Board of Education that pupil-teacher ratio is

an important aspect of an effective educational program.

29.02 A. Teachers of self-contained classrooms for grades K-3 shall have a maximum of

twenty-three (23) students per class, for grades 4-5 shall have a maximum of

twenty-six (26), and for grades 6-12 max of twenty-eight (28), with no more than

four (4) students being assigned to any one classroom above the stated

maximums.

B. If maximum levels are exceeded, the affected bargaining unit member will receive

an amount equal to two hundred and fifty dollars ($250) per student per semester,

to a maximum of five hundred dollars ($500) per year per student.

C. When class size maximums are impacted by physical space limitations, the matter

will be referred to the LMRC.

29.03 Teachers of self-contained music and physical education classrooms (grades 6-12) with

fifty (50) or more students in a class will be provided with one additional adult for the

purpose of supervision of students, or the class will be split into two sections starting with

the 2015-16 school year. Second semester high school band classes will be excluded

from this limitation. The above reference stipends do not apply to this paragraph.

29.04 Teachers of departmentalized classes in grades four (4) through twelve (12) shall not

have a daily class load that exceeds thirty (30) pupils times number of classes per day

taught.

29.05 Payment of stipends for oversize classes will be made on the second pay period following

the end of the semester. For the purpose of computing stipend, payment will be pro-rated

on the length of time the class size limits were exceeded.

29.06 The above class size maximums and stipends shall not apply to homeroom, and study

hall.

29.07 Subject preparations are set at a maximum of four (4). Any teacher scheduled for more

than four (4) preparations as listed hereto shall receive a stipend of five hundred dollars

($500) for each preparation above four (4).

29.08 PREPARATIONS (Elementary Non-departmentalized)

1. Language Arts - Handwriting

Reading (*3 levels)

Spelling

Grammar

Written Composition

2. Math

3. Science/Health & Safety

4. Social Studies – History, Geography

5. Music, Physical Education & Art

*different texts, different students, & often different grade levels.

29.09 Employees whose duties (as identified at that time) would be impacted by an IEP, shall

be provided the opportunity to participate in the development, review and revision of the

IEP and be present at the IEP meetings. Employees who are working with special

education students to achieve the goals and objectives of an IEP shall have access to

personally identifiable information of the student.

29.10 Qualified nurses and/or other qualified persons shall be the only employees to provide

and conduct prescribed medical procedures. Employees, other than the qualified school

nurse and/or other qualified persons shall not be required to perform any medical

procedure on a student.

29.11 The Board will provide the necessary personnel as identified in the IEP to perform any

developmental, corrective, and other supportive services which may be required by any

student in his/her IEP. A bargaining unit member shall be qualified to perform any

developmental directive and/or other supportive services identified in an IEP.

29.12 Any PHS or Briar teacher assigned to teach more than six (6) classes, during the

contractual day, will be compensated an additional two-and-a-half percent (2.5%) of

his/her annual teaching wage per semester for each class beyond six (6). It is understood

that the Skills Application time at Perkins High School and the Study Skill time at Briar

do not constitute a class for the purposes of this article.

ARTICLE XXX – NONTEACHING DUTIES

30.01 Bargaining unit members shall be assigned the following duties in a uniform and

equitable manner:

A. Supervision of playgrounds, cafeterias, corridors, sidewalks, buses, study halls,

restroom duty, and hall duty.

B. Elementary school teachers will not be responsible for the collection of lunch

money.

C. Bargaining unit members will not be responsible for collecting activity fee.

ARTICLE XXXI – INDIVIDUAL RIGHTS

31.01 Those personal rights as guaranteed to every individual by the Constitution of the United

State shall be adhered to by the Board, the Administration, the members of the Perkins

Education Association and representatives of the Perkins Education Association.

ARTICLE XXXII – EQUAL RIGHTS CLAUSE

32.01 The parties to this Agreement jointly pledge that provisions of this Agreement shall be

applied uniformly to all members of the bargaining unit without regard to race, color,

religion, sex, sexual orientation, national origin, handicap, age, and/or disability.

ARTICLE XXXIII – SEVERABILITY

33.01 In the event there is a conflict between a provision of this Agreement and any applicable

state or federal law, or valid rule or regulation adopted by a federal agency or a state

agency pursuant thereto, the applicable state or federal law or valid rule or regulation

adopted by a federal or a state agency pursuant thereto, shall continue in full force and

effect in accordance with their terms.

33.02 If, during the terms of this Agreement, there is a change in any applicable state or federal

law, or valid rule or regulation adopted by a federal agency or a state agency pursuant

thereto, which would invalidate any provision of this Agreement, the parties will meet to

negotiate any necessary change in the Agreement relative to the affected provision within

sixty (60) days by demand of either party.

33.03 If, during the term of this Agreement, there is a change in any applicable state or federal

law, or valid rule or regulation adopted by a federal or a state agency pursuant thereto,

which requires the Board of Education to develop policies that affect the term(s),

condition(s) of employment, or working condition(s), then the parties will meet to

negotiate the additional term, condition of employment or working condition within sixty

(60) days by demand of either party.

ARTICLE XXXIV – COST OF MASTER AGREEMENT

34.01 The Perkins Board of Education and the Perkins Education Association shall share

equally the cost of having the Master Agreement printed. The Association, after

consultation with the Administration, shall arrange for the printing of the Agreement.

ARTICLE XXXV – LABOR MANAGEMENT RELATIONS COMMITTEE

35.01 A Labor Management Relations Committee shall be maintained following the guidelines

of the Federal Mediation and Conciliation Services.

A. Events (including Awards Recognition Ceremony but not limited to) may be

collaboratively organized by the Perkins Education Association and the Perkins Local

School District.

ARTICLE XXXVI – FAIR SHARE FEE

The parties understand that the following provisions of this article are now unenforceable

because of the United States Supreme Court’s decision in Janus v. AFSCME, Case No. 16-1466,

June 27, 2018. But, if that decision should be subsequently reversed or changed by way of a

federal constitutional amendment, then the following provisions shall again apply.

36.01 The Board shall deduct from the pay of members of the bargaining unit who elect not to

become or to remain members of the Perkins Education Association, a fair share fee for

the Association’s representation of such non-members during the term of this Contract.

No non-member filing a timely demand shall be required to subsidize partisan political or

ideological causes not germane to the Association’s work in the realm of collective

bargaining.

36.02 Notice of the amount of the annual fair share fee, which shall not be more than one

hundred percent (100%) of the unified dues of the Association, shall be transmitted by

the Association to the Treasurer of the Board on or about September 15 of each year

during the term of this Contract for the purpose of determining amounts to be payroll-

deducted, and the Board agrees to promptly transmit all amounts deducted to the

Association.

36.03 Payroll deduction of such fair share fees shall begin at the second payroll period in

January except that no fair share fee deductions shall be made for bargaining unit

members employed after October 31 until the second paycheck, which period shall be the

required probationary period of newly employed bargaining unit members.

36.04 The Treasurer of the Board shall, upon notification from the Association that a member

has terminated membership, commence the deduction of the fair share fee with respect to

the former member, and the amount of the fee yet to be deducted shall be the annual fair

share fee less the amount previously paid through payroll deduction.

36.05 The Board further agrees to accompany each such transmittal with a list of the names of

the bargaining unit members for whom all such fair share fee deductions were made, the

period covered, and the amounts deducted for each.

36.06 The Association represents to the Board that an internal rebate procedure has been

established in accordance with Section 4117.09(C) of the Revised Code and that a

procedure for challenging the amount of the representation fee has been established and

will be given to each member of the bargaining unit who does not joint the Association

and that such procedure and notice shall be in compliance with all applicable state and

federal laws and the Constitutions of the United States and the State of Ohio.

36.07 Upon timely demand, non-members may apply to the Association for an advance

reduction/rebate of the fair share fee pursuant to the internal procedure adopted by the

Association.

36.08 The Association on behalf of itself and the OEA and NEA agrees to indemnify the Board

for any cost or liability incurred as a result of the implementation and enforcement of this

provision provided that:

A. The Board shall give a ten (10) day written notice of any claim made or action

filed against the employer by a non-member for which indemnification may be

claimed;

B. The Association shall reserve the right to designate counsel to represent and

defend the employer;

C. The Board agrees to: (1) give full and complete cooperation and assistance to the

Association and its counsel at all levels of the proceeding, (2) permit the

Association or its affiliates to intervene as a part if it so desires, and/or (3) to not

oppose the Association or its affiliates’ application to file briefs amicus curiae in

the action;

D. The Board acted in good faith compliance with the fair share fee provision of this

Agreement; however, there shall be no indemnification of the Board if the Board

intentionally or willfully fails to apply (except due to court order) or misapplies

such fair share fee provision herein.

ARTICLE XXXVII – A DRUG FREE WORKPLACE

37.01 The parties are in agreement that in accordance with the Drug Abuse Act, PL 100-690,

that it is their intent to maintain a drug-free workplace and said act is incorporated by

reference.

37.02 No employee of the Perkins Local Schools while on school premises or as part of any of

his/her workplace activities shall unlawfully possess, use, be under the influence of, or

distribute illicit drugs, marijuana, controlled substances, or alcohol.

37.03 This article does not replace the requirement to report child endangering (O.R.C.

2151.421) and any employee who admits to, pleads guilty, or is convicted of child

endangering acts or sale or dispensing drugs or alcohol to minors shall be exempt from

this article and shall waive rights under all applicable articles of the negotiated

agreement.

37.04 “Workplace” is defined to mean the site for the performance of work done in connection

with employment. The workplace includes any school building, school property, school-

owned vehicles, or school-approved vehicle used to transport students to and from school

or school activities; off school property during any school-sponsored or school-related

activity, event or function, such as a field trip or athletic event where students are under

the jurisdiction of the school district.

37.05 Any employee who admits to, pleads guilty, or is convicted in any court of law for a first

alcohol or drug abuse offense which is a misdemeanor and which involves use in the

workplace shall be suspended for one (1) to five (5) days unpaid and shall be referred to

and satisfactorily complete a drug/alcohol rehabilitation and intervention program.

Rehabilitation and intervention shall be at the employee’s expense, except as may be

covered by applicable group health plan terms, sick leave policies, and other leaves of

absence policies. The employee shall not return to his/her employment assignment until

intervention or treatment is completed as deemed necessary by a physician who consults

with the Superintendent. The employee shall not return to his/her employment

assignment and shall waive all rights under all applicable articles of the negotiated

agreement, should the employee fail to comply with the provisions of this section.

37.06 Any employee who admits to, pleads guilty, or is convicted in any court of law for a

second alcohol or drug abuse offense which is a misdemeanor and which involves use in

the workplace shall waive all rights under all applicable articles of the negotiated

agreement and the Board will act upon the Superintendent’s personnel action

recommendation.

37.07 Any employee who pleads guilty, or is convicted in any court of law for an alcohol or

drug abuse offense which is a felony, or a misdemeanor resulting in withdrawal of proper

certification, shall waive all rights under all applicable articles of the negotiated

agreement.

37.08 Employees convicted of violating any federal, state, or local criminal drug/alcohol

statute, where the violation occurred within the “workplace” definition of Section 37.04,

must report the conviction to the Superintendent within five (5) working days of the

conviction.

37.09 Pursuant to O.R.C. Section 4117.10(a) this Article shall take precedence and supersede

the provisions of O.R.C. Sections 3319.11, 3319.16 and 3319.161.

ARTICLE XXXVIII – STUDENTS OF BARGAINING MEMBERS

38.01 Members of the bargaining unit who do not live in the Perkins School District have the

opportunity to have their children enrolled in the Perkins Local School District.

38.02 The following guidelines shall be in effect regarding the enrollment of members’

children:

A. Children of employees who do not live within the Perkins School District and

who wish to enroll must first enroll through open enrollment. If open enrollment

is not available, the board agrees to waive all tuition costs for the children

(including adopted and/or foster) of an employee who resides outside of the

Perkins Local School District in accordance with O.R.C. 3313.64

B. No transportation will be furnished unless the child is brought to a regular pick-up

point within the Perkins District.

C. Students will not be accepted if classroom capacities are met (class size caps are

reached and/or no new sections will be created). Once a student is accepted,

he/she will not be excluded due to large class size.

D. The employee requesting this waiver must have the legal right to enroll the

child(ren) in school.

E. When an employee receives custody of children during the school year, the time

requirement in Paragraph A may be waived.

F. Tuition students are always subject to their enrollment being denied if their

attendance and performance are not satisfactory.

G. The employee must be full-time.

38.03 Member dependent children may be counted as participants in a district Open Enrollment

Plan

ARTICLE XXXIX – RETIREMENT BONUS

39.01 RETIREMENT BONUS

The Board of Education will pay a bargaining unit member who retires from the Perkins

Local School District a retirement bonus based on the following phase out plan:

Retirement bonus is contingent upon employee completing their full contracted year.

A. The retirement bonus is generated by a co-contributing 403.B Annuity Plan

according to the following plan. There shall be a 403.B retirement/investment

program for which the Board matches up to five hundred dollars ($500.00) for all

Perkins Education Association Members with the exceptions for employees

according to Appendix F.

Employees with fifteen (15) to twenty-six (26) years of documented service in the

retirement system as of (June 30, 1999), will be eligible to receive an additional

twenty-five dollars ($25.00) of matching funds for each year of completed service

from fifteen (15) to eighteen (18) years, an additional fifty dollars ($50.00) of

matching funds for each year of service from nineteen (19) to twenty-two (22)

years, an additional one hundred dollars ($100.00) of matching funds for each

year of service from twenty-three (23) to twenty-four (24) years, an additional

two hundred dollars ($200.00) for the twenty-fifth (25

) year of service and an

additional three hundred dollars ($300.00) for the twenty-sixth (26

) year of

service. This additional amount will be matched until the employee reaches thirty

(30) years of service. Once thirty (30) years of service has been reached, the

employee is eligible for matching funds of five hundred dollars ($500.00).

All employees with zero (0) to fourteen (14) years of service and those with

twenty-seven (27) or more years of service as of (June 30, 1999) are eligible to

receive five hundred dollars ($500.00) per year matching funds until they are no

longer employed by the Perkins Local School District.

To ensure that our records are properly documented, we are requesting that each

member supply the Treasurer’s office with documentation from STRS regarding

credited years of service as of June 30th of every year.

B. Should this 403.B Plan not be in compliance with IRS Regulations or not meet the

minimum level of teacher participation, the Board and Perkins Education

Association agree to reopen negotiations on this issue under Article II.

ARTICLE XL – OSHA SAFETY REQUIREMENT (DISCIPLINE) PROCEDURE

40.01 Teachers employed by the Perkins School District shall be provided training, annually,

regarding safety rules, policies, and regulations set forth by OSHA which must be

followed in the public schools, and shall be applied in accordance with the following and

the IAQ:

A. Uses safe work procedures as provided by the Board of Education.

B. Informs his or her supervisor immediately of hazards, unsafe equipment and acts,

and, when possible, recommends solutions to correct deficiencies which will be

acted on by the Board and Administration.

C. Takes proper precautions to assure personal and student safety.

D. Attends inservice training on safety as provided by the Board.

E. Follows Board procedures in reporting accidents and injuries to his/her

supervisor.

40.02 The overall goal of this section is to insure a safe and healthy school environment for

both the teacher and the students attending Perkins Schools. Teachers should be aware of

the safety rules, policies and regulations set forth by OSHA and any teacher who

knowingly violates such rules, policies and regulations will be subject to the appropriate

discipline as follows:

A. A teacher shall only receive a reprimand for cause in a private meeting with a

Perkins School District Administrator. Prior to any meeting the teacher shall be

informed of the area of concern by the administrator and the teacher shall be

provided the opportunity to be accompanied by a representative of his/her choice.

If the teacher is unable to secure representation for a reprimand meeting

scheduled for the same day, such meeting will not take place until the teacher is

given sufficient time to secure representation. In no case will the meeting be

continued beyond two (2) working days from the original date scheduled, unless

mutually agreed.

B. The first violation of any safety rules, policies, etc., after the Board has provided

training, shall result in a verbal warning by the Administration which shall

include notice that if that violation is repeated within twelve (12) months a written

reprimand will be placed in the teacher’s personnel file.

C. If, within twelve (12) months from the date that the teacher was verbally warned,

he/she commits the same violation, the Administration may give a written

reprimand to the teacher. Said written reprimand shall be placed in the OSHA

Safety File and the employee’s personnel file.

D. If the teacher commits a violation of the same nature within twelve (12) months of

receiving a written reprimand, then that teacher may be suspended for one (1) day

without pay by the Superintendent of Schools.

E. Written reprimands and suspensions shall be subject to immediate and automatic

appeal to expedited arbitration by an independent arbitrator under the grievance

article, unless the grievant and Association agree in writing to waive the appeal.

40.03 If the teacher has not violated the same rule, policy, etc., all records of suspension

without pay shall be automatically removed from the personnel file twelve (12) months

after being placed there. Records of discipline shall be maintained in the OSHA Safety

File in accordance with Federal Law.

40.04 The appropriate administrator shall investigate and respond in writing to any employee

who has acted in good faith to inform his/her immediate supervisor of a condition which

he/she feels is hazardous to his/her health or the health of students or other employees.

He/She shall have this concern referred to the IAQ Committee within five (5) working

days by the appropriate administrator. The IAQ Committee will investigate and provide

the teacher with a copy of its findings.

40.05 Any teacher who feels that the Board’s action does not address the hazardous condition

and that an OSHA violation is occurring may file a complaint with the Division of

Occupational Safety and Health either as an individual or by requesting the Association

to file the complaint. Any such action shall in no way cause a teacher to be reprimanded

or disciplined.

40.06 The IAQ Committee will include employee and employer representatives.

ARTICLE XLI – TEACHER ASSISTANTS ADVISORY COMMITTEE

41.01 A Teacher Assistant Advisory Committee, chaired by the Director of Curriculum will be

established to develop guidelines and assessments for the program. Guidelines will be

submitted to the LMRC for approval. The committee will include the Curriculum

Director, at least one (1) teacher representative from each building appointed by the PEA

Executive Committee and at least one (1) teacher assistant.

ARTICLE XLII –INNOVATIVE PROGRAMS

42.01 All proposed innovative programs which directly affect at least a grade level or

department must be reviewed by a PEA Advisory Committee established for that

purpose.

The PEA Advisory Committee for Innovative Programs (ACIP) will:

A. Be selected by the PEA Executive Council;

B. Be comprised of no more than 15 teachers including the LMRC;

C. Be representative of various grade bands and content areas;

D. Meet as soon as possible when requested by the administration and no later than 30

days from the time of the request to review the proposed innovation initiative;

E. Within 60 days from the date of their first meeting to examine the proposal, review

the proposed program and provide a written report to the administration concerning,

but not limited to, the following:

1. Impact on work load of those projected to be affected, especially planning time

and professional development

2. Consideration of additional staffing to meet the requirements of the proposed

program;

3. Consider the impact on their buildings including, but not limited to, job security;

4. The need for any additional compensation;

5. Review of any possible compliance issues within the existing CBA, board policy,

etc.;

6. And any other matter that the ACIP believes should be brought to the

attention of the Administration.

F. Upon receipt of the written report from the ACIP, the Administration will meet with

the ACIP and provide a decision to all issues presented in the report.

G. Upon request, the ACIP may present the report to the Board of Education in writing

and/or in person.

ARTICLE XLIII – SCHOOL BONUS

43.01 A two-hundred fifty dollar ($250) bonus will be paid for an “A” in Value Added (Growth

Measure) per building. Furry Elementary School’s eligibility for a bonus shall be

dependent on Meadowlawn Intermediate School’s eligibility. Every employee, who was

contracted during the year when the rating was achieved, who was working in the

applicable building will be eligible for this bonus. Payable July 15th.

ARTICLE XLIV – LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE

44.01 There shall be a Local Professional Development Committee, herein referred to as the

LPDC as described in Appendix G. Appeals under the LPDC shall be governed by the

appeals procedure found in the LPDC Guidelines. Disputes arising out of the LPDC

process shall not be subject to the grievance procedure under Article IV of the Collective

Bargaining Agreement.

ARTICLE XLV – PROGRESSIVE DISCIPLINE

45.01 No teacher shall be disciplined without just cause. Bargaining unit members will proceed

through the progressive steps based on infractions of a continuing and related nature.

Disciplinary action shall commensurate with the teacher’s offense and normally shall be

progressive in nature. However, the parties recognize that some more serious offenses

may be dealt with on a more serious basis, with appropriate disciplinary action, including

the possibility of termination for the first offense, considering the offense and its severity.

Informal verbal warnings and written reprimands at Steps 1 and 2 may be issued by any

appropriate administrator. Suspensions with or without pay and termination proceedings

at Steps 3, 4, and 5 can only be instituted by the Superintendent. Normally, discipline

shall be imposed in the following progression:

1. Informal Verbal Warning – It is expected that most cases will be disposed of by

an informal verbal warning, without further disciplinary action.

2. Written Reprimand(s)

3. Suspension With Pay

4. Suspension Without Pay

5. Termination – Only the Superintendent may recommend termination to the Board,

which may only terminate in accordance with the procedures of Ohio Revised

Code Section 3319.16 and 3319.161.

45.02 In addition to the action taken at Steps 1-4, discipline may include, but is not limited to,

restitution, mediation, counseling, or specific training to address the problematic

behavior.

45.03 All disciplinary dispositions will be kept in a confidential discipline file at the Perkins

Board of Education. Disciplinary actions taken against a bargaining unit member shall be

expunged in accordance with the local “Records Retention Policy”.

45.04 Any disciplinary action other than the informal verbal warning and termination

proceedings will be subject to the grievance procedure according to Article IV.

45.05 Except in cases requiring immediate suspension or initiation of termination proceedings,

teachers shall be disciplined only after due process in accordance with the following

procedures:

A. Notice of Allegation and Conference

A written notice setting forth the allegations which if substantiated could result in

disciplinary action shall be provided to the teacher by personal delivery or by

mail.

The notice shall include the time and place of a conference to discuss the

allegations; a copy shall be provided to the Association President.

B. Conference

A conference to discuss the allegations shall be offered to the teacher. The

teacher shall have the right to have two (2) Association representatives at this

conference. The teacher shall have the choice of one (1) Association

representative and one (1) other representative of his/her choice. No conference

shall take place unless the representative(s) are present. If the teacher chooses not

to have Association representatives, one (1) Association representative may still

attend the meeting. At the conference, the teacher or his/her representative shall

have the right to cross-examine any witnesses making statements contrary to

his/her interests and present testimony and witnesses which help his/her case. If

the witness is a minor, court-approved protocol for interviewing minors may be

utilized. Unless the exigencies of the matter require otherwise, the conference

normally will be scheduled at least two (2) days following the teacher’s receipt of

the notice set forth in Paragraph One (1) above.

C. Notification of Disposition

The teacher and Association President shall be notified in writing by hand

delivery or certified mail of the disposition following conduct of the conference or

three (3) work days after the Paragraph One (1) notice if the teacher fails to attend

the conference. If it is determined to take disciplinary action, the disposition

notice shall include a statement of the administrator’s conclusion and the

disciplinary action to be taken.

D. In case of immediate suspension or initiation of contract termination proceedings,

the written notice of allegations shall be presented to the teacher and PEA

representative. Normally, the teacher and representative shall be afforded a

preliminary conference prior to the imposition of the suspension or initiation of

termination proceedings, with the conference preceded by a sharing, by the

Administration, of the evidence which might support the determination to suspend

or to initiate contract termination proceedings.

E. Privacy of Proceedings

Exclusive of the Association President or other designated PEA representatives,

no teacher shall be reprimanded or otherwise disciplined in the presence of other

employees or in a public setting.

ARTICLE XLVI – COMPLETE AGREEMENT

46.01 This agreement constitutes the entire agreement between the parties, and supersedes and

cancels all prior contemporaneous memoranda of understanding and any other

agreements, written or verbal.

ARTICLE XLVII – BLENDED LEARNING

47.01 Blended learning is an integrated instructional approach that combines traditional face-to-

face instruction with computer-based activities. Blended learning classes usually do not

meet every instructional day. Students are expected to facilitate their learning outside of

a traditional classroom by a variety of computer activities and assessments. Blended

Learning classes will consist of no more than five (5) periods per week of face-to-face

instruction with at least one (1) of those periods being a non-instructional office hours for

student intervention, enrichment, and support.

47.02 Assignment of a teacher to develop or teach a blended learning course is by mutual

agreement between the teacher and the district. A teacher may not involuntarily be

assigned to teach a blended learning course assignment.

1. A teacher who agrees to develop a blended learning course must be willing to teach

that course the two (2) years it is offered unless the teacher is reassigned or resigns

from the district.

2. The Teacher who developed a blended learning course will be assigned to teach that

course the first two (2) years it is offered unless by mutual agreement.

3. Any teacher of an established blended learning course who voluntarily decides not

to teach the class the next school year must notify their building administrator of

their decision by December 15

of the current school year.

47.03 Teachers who are developing a blended learning course will receive, a four thousand

dollar ($4,000) stipend; two thousand dollars ($2,000) to be paid upon a draft completion

of the course regardless if the course is taught, one thousand dollars ($1,000) to be paid

upon the halfway point of teaching the course for the first time, and the final one

thousand dollars ($1,000) to be paid upon completion of teaching the course for the first

time and providing a digital copy of all course materials to district administration.

47.04 Blended learning courses scheduled to meet during the same instructional time period,

one section meeting any combination of the days of the week, are to be regarded as one

class.

47.05 Student enrollment in Blended Learning class shall not exceed twenty-eight (28),

allowing for normal overload procedures as specified in Article 29.02B.

47.06 Teachers who agree to teach more than six (6) classes, during the contractual day, will be

compensated an additional five percent (5%)

their wage for each group

fifteen (15)

or fewer students enrolled in a blended learning class.

47.07 Teachers may agree to teach a scheduled Blended Learning class beyond the times

their contractual day. A class may begin no more than forty-five (45) minutes before the

contractual day or end no more than forty-five (45) minutes after the contractual day

unless by mutual agreement between the district and the association. Teachers who teach

Blended Learning classes beyond the times

the contractual day will be compensated an

additional five percent (5%)

their wage for each group

ten (10) or fewer students

enrolled

a blended learning class.

4 7.08 The

Perkins Board

Education and the PEA agree to protect the copyrights

the

district and the author(s)

any Blended Learning Course and that the income from any

Blended Learning Course be shared by the district and the author(s). The Board and the

Association will enter into a Memorandum

Understanding defining each other's

copyrights and share

income. Either the Board or the Association may request binding

arbitration to settle these issues

a Memorandum

Understanding

not

place by

January, 2014.

the intention

the Board and the Association that this Memorandum

Understanding will replace this clause (47.08)

this contract.

ARTICLE

XLVII-

DURATION OF CONTRACT

48.01 This contract shall be effective from the 1st day

July, 2018 to the 30th day

June,

2021. For the purpose

this contract, a school year shall be defined as the time between

July 1 and June

30 inclusive.

IN WITNESS WHEREOF, the parties have caused their names to be hereunto subscribed on this

-..t...

...::2.

7 day

August, 2018.

THE

PERKINS LOCAL SCHOOLS

BOARD OF EDUCATION

L).

z.,os4

Superintendent,

Perkins Board

Education

Treasurer,

Perkins Board

Education

THE

PERKINS EDUCATION

ASSOCIATION

or,

Perkins Education Association

APPENDIX A

Date Filed

GRIEVANCE REPORT FORM

(to be filed in triplicate)

Level

Name of Aggrieved Assignment

Article of Contract Grieved

Relief Sought

Signature of Aggrieved Date

Disposition by Supervisor

Signature of Supervisor Date

APPENDIX B

Ohio Teacher Evaluation System

Self-Assessment

Self-Assessment Summary Tool – Optional for OTES.

Directions: Teachers should record evidence to indicate strengths and areas for growth for each standard. Then, look across

all of the standards holistically and identify two priorities for the upcoming year. Note these two priorities with check marks

in the far-right column.

Standard

Strengths

Areas for Growth

Priorities (Check 2)

Standard 1: Students

• Knowledge of how students learn and of student development

• Understanding of what students know and are able to do

• High expectations for all students

• Respect for all students

• Identification, instruction and intervention for special populations

Standard 2: Content

• Knowledge of content

• Use of content-specific instructional strategies to teach concepts and skills

• Knowledge of school and district curriculum priorities and Ohio academic content standards

• Relationship of knowledge within the discipline to other content areas

• Connection of content to life experiences and career opportunities

Standard 3: Assessment

• Knowledge of assessment types

• Use of varied diagnostic, formative and summative assessments

• Analysis of data to monitor student progress and to plan, differentiate, and modify instruction

• Communication of results

• Inclusion of student self-assessment and goal-setting

Name

Date

Standard

Strengths

Areas for Growth

Priorities (Check 2)

Standard 4:

Instruction

• Alignment to school and district priorities and Ohio academic content standards

• Use of student information to plan and deliver instruction

• Communication of clear learning goals

• Application of knowledge of how students learn to instructional design and delivery

• Differentiation of instruction to support learning needs of all students

• Use of activities to promote independence and problem-solving

• Use of varied resources to support learner needs

Standard 5: Learning

Environment

• Fair and equitable treatment of all students

• Creation of a safe learning environment

• Use of strategies to motivate students to work productively and assume responsibility for learning

• Creation of learning situations for independent and collaborative work

• Maintenance of an environment that is conducive to learning for all students

Standard 6:

Collaboration &

Communi

cation

• Clear and effective communication

• Shared responsibility with parents/caregivers to support student learning

• Collaboration with other teachers, administrators, school and district staff

• Collaboration with local community agencies

Standard 7:

Professional

Responsibility and

Growth

• Understanding of and adherence to professional ethics, policies and legal codes

• Engagement in continuous, purposeful professional development

• Desire to serve as an agent of change, seeking positive impact on teaching quality and student

achievement

APPENDIX B

Ohio Teacher Evaluation System

Professional Growth Plan

As a result of the evaluation process, teachers and evaluators should focus on accelerating and continuing teacher growth through professional development. Professional development

should be individualized to the needs of the teacher, and specifically relate to his/her areas of refinement as identified in the teacher’s evaluation. The evaluator should recommend

professional development opportunities, and support the teacher by providing resources (e.g., time, financial).

Self-Directed (those with above expected growth only)

Collaborative Teacher __________________________ Evaluator _______________________________

Annual Focus

These are addressed by the evaluator as appropriate for this teacher.

Date

Record

dates

when

discussed

Areas for Professional Growth

supports needed, resources, professional development

Comments during conference with teacher and evaluator are made

appropriate to the needs of the teacher.

Goal 1: Student Achievement/Outcomes for Students

Goal Statement:

Evidence Indicators:

Goal 2 : Teacher Performance on the Ohio Standards for the Teaching Profession

Goal Statement:

Evidence Indicators:

Evaluator Signature _______________

Date ____________

Teacher Signature _________________

Date ____________

The signatures above verify that the teacher and evaluator have discussed and agreed upon this Professional Growth Plan.

APPENDIX B

Ohio Teacher Evaluation System

Improvement Plan

Teacher Name:

Grade Level/ Subject:

School year:

Building:

Date of Improvement Plan Conference:

Written improvement plans are to be developed in the circumstances when an educator makes below expected academic growth with his/her students AND/OR receives

an overall ineffective rating or an ineffective rating on any of the components of the OTES system. The purpose of the improvement plan is to identify specific deficiencies

in performance and foster growth through professional development and targeted support. If corrective actions are not made within the time as specified in the

improvement plan, a recommendation may be made for dismissal or to continue on the plan.

Section 1: Improvement Statement - List specific areas for improvement as related to the Ohio Standards for the Teaching Profession. Attach documentation.

Performance Standard(s) Addressed in this Plan

Date(s) Improvement Area or Concern

Observed

Specific Statement of the Concern: Areas of Improvement

Section 2: Desired Level of Performance – List specific measurable goals to improve performance. Indicate what will be measured for each goal.

Beginning Date

Ending Date

Level of Performance

Specifically Describe Successful Improvement Target(s)

APPENDIX B

Ohio Teacher Evaluation System

Improvement Plan

Improvement Plan (continued)

Section 3: Specific Plan of Action

Describe in detail specific plans of action that must be taken by the teacher to improve his/her performance. Indicate the sources of evidence that will be used to

document the completion of the improvement plan.

Actions to be Taken

Sources of Evidence that Will Be Examined

Section 4: Assistance and Professional Development

Describe in detail specific supports that will be provided as well as opportunities for professional development.

Date for this Improvement Plan to Be Evaluated:

Teacher’s Signature: Date:

Evaluator’s Signature: Date:

The evaluator’s signature on this form verifies that the proper procedures as detailed in the local contract have been followed.

APPENDIX B

Ohio Teacher Evaluation System

Improvement Plan

Improvement Plan: Evaluation of Plan

Teacher Name:

Grade Level/ Subject:

School year:

Building:

Date of Evaluation:

The improvement plan will be evaluated at the end of the time specified in the plan. Outcomes from the improvement plan demonstrate the following action to be taken:

Improvement is demonstrated and performance standards are met to a satisfactory level of performance.*

The Improvement Plan should continue for time specified: ___________________________

Dismissal is recommended.

Comments: Provide justification for recommendation indicated above and attach evidence to support recommended course of action.

I have reviewed this evaluation and discussed it with my evaluator. My signature indicates that I have been advised of my performance status; it does not necessarily imply

that I agree with this evaluation.

Teacher’s Signature:

Date:

Evaluator’s Signature:

Date:

The evaluator’s signature on this form verifies that the proper procedures as detailed in the local contract have been followed.

*The acceptable level of performance varies depending on the teacher’s years of experience. Teachers in residency—specifically in Years 1 through 4—are expected to

perform at the Developing level or above. Experienced teachers—with five or more years of experience—are expected to meet the Skilled level or above.

APPENDIX B

Ohio Teacher Evaluation System

Pre- and Post-Conference Questions

Pre-Observation Planning and Lesson Reflection Resource Questions

The questions provided are intended to guide thinking and conversation; every question may not be answered or relevant for every observation.

INSTRUCTIONAL PLANNING

FOCUS FOR LEARNING (Standard 4: Instruction)

• What is the focus for the lesson?

• What content will students know/understand? What skills will they demonstrate?

• What standards are addressed in the planned instruction?

• Why is this learning important?

ASSESSMENT DATA (Standard 3: Assessment)

• What assessment data was examined to inform this lesson planning?

• What does pre-assessment data indicate about student learning needs?

PRIOR CONTENT KNOWLEDGE/ SEQUENCE/CONNECTIONS

(Standard 1: Students / Standard 2: Content / Standard 4: Instruction)

• What prior knowledge do students need?

• What are the connections to previous and future learning?

• How does this lesson connect to students’ real-life experiences and/or possible

careers?

• How does it connect to other disciplines?

KNOWLEDGE OF STUDENTS (Standard 1: Students)

• What should the evaluator know about the student population? (See Data Measures

Inventory for the Classroom)

• How is this a developmentally appropriate learning activity?

INSTRUCTION AND ASSESSMENT

LESSON DELIVERY (Standard 2: Content / Standard 4: Instruction)

• How will the goals for learning be communicated to students?

• What instructional strategies and methods will be used to engage students and

promote independent learning and problem solving?

• What strategies will be used to make sure all students achieve lesson goals?

• How will content-specific concepts, assumptions, and skills be taught?

DIFFERENTIATION (Standard 1: Students / Standard 4: Instruction)

• How will the instructional strategies address all students’ learning needs?

• How will the lesson engage and challenge students of all levels?

• How will developmental gaps be addressed?

RESOURCES (Standard 2: Content / Standard 4: Instruction)

• What resources/materials will be used in instruction?

• How will technology be integrated into lesson delivery?

CLASSROOM ENVIRONMENT

(Standard 1: Students / Standard 5: Learning Environment)

• How will the environment support all students?

• How will different grouping strategies be used?

• How will safety in the classroom be ensured?

• How will respect for all be modeled and taught?

ASSESSMENT OF STUDENT LEARNING

(Standard 3: Assessment)

• How will you check for understanding during the lesson?

• What specific products or demonstrations will assess student learning/achievement

of goals for instruction?

• How will you ensure that students understand how they are doing and support

students’ self-assessment?

• How will you use assessment data to inform your next steps?

PROFESSIONAL RESPONSIBILITIES

COLLABORATION AND COMMUNICATION (Standard 6)

• How do you cooperate with colleagues?

• How do you work with others when there is a problem?

• What is your communication style with students? With families? With colleagues?

• In what ways do you seek the perspectives of others? Give an example.

PROFESSIONAL RESPONSIBILITY AND GROWTH (Standard 7)

• How do you apply knowledge gained from other experiences into your teaching?

• Discuss ways you reflect and analyze your teaching.

• What are some proactive ways you further your own professional growth?

Ohio Teacher Evaluation System

Assessment of Teacher Performance

Teacher Performance Evaluation Rubric

The Teacher Performance Evaluation Rubric is intended to be scored holistically. This means that evaluators will assess which level provides the best overall description of

the teacher. The scoring process is expected to occur upon completion of each thirty (30) minute observation and post-conference. The evaluator is to consider evidence

gathered during the pre-observation conference, the observation, the post-observation conference, and classroom walkthroughs (if applicable). When completing the

performance rubric, please note that evaluators are not expected to gather evidence on all indicators for each observation cycle. Likewise, teachers should not be required

to submit additional pieces of evidence to address all indicators. The professionalism section of the rubric may use evidence collected during the pre-observation and post-

observation conferences as well as information from the Professional Growth and/or Improvement Plan (if applicable).

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

INSTRUCTIONAL PLANNING

FOCUS FOR LEARNING

(Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

The teacher does not demonstrate a clear

focus for student learning. Learning

objectives are too general to guide lesson

planning and are inappropriate for the

students, and/or do not reference the Ohio

standards.

The teacher communicates a focus for

student learning, develops learning

objectives that are appropriate for

students and reference the Ohio standards

but do not include measurable goals.

The teacher demonstrates a focus for

student learning, with appropriate learning

objectives that include measurable goal(s)

for student learning aligned with the Ohio

standards. The teacher demonstrates the

importance of the goal and its

appropriateness for students.

The teacher establishes challenging and

measurable goal(s) for student learning

that aligns with the Ohio standards and

reflect a range of student learner needs.

The teacher demonstrates how the goal(s)

fit into the broader unit, course, and

school goals for content learning and skills.

Evidence

ASSESSMENT DATA

(Standard 3: Assessment)

Sources of Evidence:

Pre-Conference

The teacher does not plan for the

assessment of student learning or does not

analyze student learning data to inform

lesson plans.

The teacher explains the characteristics,

uses, and limitations of various diagnostic,

formative, and summative assessments

but does not consistently incorporate this

knowledge into lesson planning.

The teacher demonstrates an

understanding that assessment is a means

of evaluating and supporting student

learning through effectively incorporating

diagnostic, formative, and/or summative

assessments into lesson planning.

The teacher purposefully plans

assessments and differentiates assessment

choices to match the full range of student

needs, abilities, and learning styles,

incorporating a range of appropriate

diagnostic, formative, and summative

assessments into lesson plans.

The teacher does not use or only uses one

measure of student performance.

The teacher uses more than one measure

of student performance but does not

appropriately vary assessment approaches,

or the teacher may have difficulty

analyzing data to effectively inform

instructional planning and delivery.

The teacher employs a variety of formal

and informal assessment techniques to

collect evidence of students’ knowledge

and skills and analyzes data to effectively

inform instructional planning and delivery.

Student learning needs are accurately

identified through an analysis of student

data; the teacher uses assessment data to

identify student strengths and areas for

student growth.

Evidence

APPENDIX B

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

INSTRUCTIONAL PLANNING

PRIOR CONTENT

KNOWLEDGE / SEQUENCE /

CONNECTIONS

(Standard 1: Students;

Standard 2: Content;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

The teacher’s lesson does not build on or

connect to students’ prior knowledge, or

the teacher may give an explanation that is

illogical or inaccurate as to how the

content connects to previous and future

learning.

The teacher makes an attempt to connect

the lesson to students’ prior knowledge, to

previous lessons or future learning but is

not completely successful.

The teacher makes clear and coherent

connections with students’ prior

knowledge and future learning—both

explicitly to students and within the lesson.

The teacher uses the input and

contributions of families, colleagues, and

other professionals in understanding each

learner’s prior knowledge and supporting

their development. The teacher makes

meaningful and relevant connections

between lesson content and other

disciplines and real-world experiences and

careers as well as prepares opportunities

for students to apply learning from

different content areas to solve problems.

The teacher plans and sequences

instruction to include the important

content, concepts, and processes in school

and district curriculum priorities and in

state standards.

The teacher plans and sequences

instruction that reflects an understanding

of the prerequisite relationships among

the important content, concepts, and

processes in school and district curriculum

priorities and in state standards as well as

multiple pathways for learning depending

on student needs. The teacher accurately

explains how the lesson fits within the

structure of the discipline.

Evidence

APPENDIX B

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

INSTRUCTIONAL PLANNING

KNOWLEDGE OF STUDENTS

(Standard 1: Students)

Sources of Evidence:

Analysis of Student Data

Pre-Conference

The teacher demonstrates a lack of

familiarity with students’ backgrounds and

has made no attempts to find this

information.

The teacher demonstrates some familiarity

with students’ background knowledge and

experiences and describes one procedure

used to obtain this information.

The teacher demonstrates familiarity with

students’ background knowledge and

experiences and describes multiple

procedures used to obtain this

information.

The teacher demonstrates an

understanding of the purpose and value of

learning about students’ background

experiences, demonstrates familiarity with

each student’s background knowledge and

experiences, and describes multiple

procedures used to obtain this

information.

The teacher’s plan for instruction does not

demonstrate an understanding of

students’ development, preferred learning

styles, and/or student backgrounds/prior

experiences.

The teacher’s instructional plan draws

upon a partial analysis of students’

development, readiness for learning,

preferred learning styles, or backgrounds

and prior experiences and/or the plan is

inappropriately tailored to the specific

population of students in the classroom.

The teacher’s instructional plan draws

upon an accurate analysis of the students’

development, readiness for learning,

preferred learning styles, and backgrounds

and prior experiences.

The teacher’s analysis of student data

(student development, student learning

and preferred learning styles, and student

backgrounds/prior experiences) accurately

connects the data to specific instructional

strategies and plans.

The teacher plans for and can articulate

specific strategies, content, and delivery

that will meet the needs of individual

students and groups of students.

Evidence

APPENDIX B

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

LESSON DELIVERY

(Standard 2: Content;

Standard 4: Instruction;

Standard 6: Collaboration

and Communication)

Sources of Evidence:

Formal Observation

Classroom Walkthroughs/

Informal Observations

A teacher’s explanations are unclear,

incoherent, or inaccurate, and are

generally ineffective in building student

understanding. The teacher uses language

that fails to engage students, is

inappropriate to the content, and/or

discourages independent or creative

thinking.

Teacher explanations are accurate and

generally clear but the teacher may not

fully clarify information based on students’

questions about content or instructions for

learning activities or the teacher may use

some language that is developmentally

inappropriate, leading to confusion or

limiting discussion.

Teacher explanations are clear and

accurate. The teacher uses

developmentally appropriate strategies

and language designed to actively

encourage independent, creative, and

critical thinking.

Teacher explanations are clear, coherent,

and precise. The teacher uses well-timed,

individualized, developmentally

appropriate strategies and language

designed to actively encourage

independent, creative, and critical

thinking, including the appropriate use of

questions and discussion techniques.

The teacher fails to address student

confusion or frustration and does not use

effective questioning techniques during

the lesson. The lesson is almost entirely

teacher-directed.

The teacher re-explains topics when

students show confusion, but is not always

able to provide an effective alternative

explanation. The teacher attempts to

employ purposeful questioning

techniques, but may confuse students with

the phrasing or timing of questions. The

lesson is primarily teacher-directed.

The teacher effectively addresses

confusion by re-explaining topics when

asked and ensuring understanding. The

teacher employs effective, purposeful

questioning techniques during instruction.

The lesson is a balance of teacher-directed

instruction and student-led learning.

The teacher accurately anticipates

confusion by presenting information in

multiple formats and clarifying content

before students ask questions. The

teacher develops high-level understanding

through effective uses of varied levels of

questions. The lesson is student-led, with

the teacher in the role of facilitator.

Evidence

DIFFERENTIATION

(Standard 1: Students;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

The teacher does not attempt to make the

lesson accessible and challenging for most

students, or attempts are developmentally

inappropriate.

The teacher relies on a single strategy or

alternate set of materials to make the

lesson accessible to most students though

some students may not be able to access

certain parts of the lesson and/or some

may not be challenged.

The teacher supports the learning needs of

students through a variety of strategies,

materials, and/or pacing that make

learning accessible and challenging for the

group.

The teacher matches strategies, materials,

and/or pacing to students’ individual

needs, to make learning accessible and

challenging for all students in the

classroom . The teacher effectively uses

independent, collaborative and whole-

class instruction to support individual

learning goals and provides varied options

for how students will demonstrate

mastery.

Evidence

RESOURCES

(Standard 2: Content;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

Instructional materials and resources used

for instruction are not relevant to the

lesson or are inappropriate for students.

The teacher uses appropriate instructional

materials to support learning goals, but

may not meet individual student’s learning

styles/needs or actively engage them in

learning.

Instructional materials and resources are

aligned to the instructional purposes and

are appropriate for students’ learning

styles and needs, actively engaging

students.

Instructional materials and resources are

aligned to instructional purposes, are

varied and appropriate to ability levels of

students, and actively engage them in

ownership of their learning.

Evidence

APPENDIX B

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

CLASSROOM

ENVIRONMENT

(Standard 1: Students;

Standard 5: Learning

Environment; Standard 6:

Collaboration and

Communication)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

There is little or no evidence of a positive

rapport between the teacher and

students. For example, the teacher may

respond disrespectfully or ignore their

questions or comments.

The teacher is fair in the treatment of

students and establishes a basic rapport

with them. For example, the teacher

addresses students’ questions or

comments but does not inquire about

their overall well-being.

The teacher has positive rapport with

students and demonstrates respect for

and interest in all students. For example,

the teacher makes eye contact and

connects with individual students.

The teacher has positive rapport with

students and demonstrates respect for

and interest in individual student’s

experiences, thoughts and opinions. For

example, the teacher responds quietly,

individually, and sensitively to student

confusion or distress.

There are no evident routines or

procedures; students seem unclear about

what they should be doing or are idle.

Routines and procedures are in place, but

the teacher may inappropriately prompt or

direct students when they are unclear or

idle.

Routines and procedures run smoothly

throughout the lesson, and students

assume age-appropriate levels of

responsibility for the efficient operation of

the classroom.

Routines are well-established and orderly

and students initiate responsibility for the

efficient operation of the classroom.

Transitions are inefficient with

considerable instructional time lost.

Lessons progress too slowly or quickly so

students are frequently disengaged.

The teacher transitions between learning

activities, but occasionally loses some

instructional time in the process.

Transitions are efficient and occur

smoothly. There is evidence of varied

learning situations (whole class,

cooperative learning, small group and

independent work).

Transitions are seamless as the teacher

effectively maximizes instructional time

and combines independent, collaborative,

and whole-class learning situations.

The teacher creates a learning

environment that allows for little or no

communication or engagement with

families.

The teacher welcomes communication

from families and replies in a timely

manner.

The teacher engages in two-way

communication and offers a variety of

volunteer opportunities and activities for

families to support student learning.

The teacher engages in two-way, ongoing

communication with families that results

in active volunteer, community, and family

partnerships which contribute to student

learning and development.

Expectations for behavior are not

established or are inappropriate and/or no

monitoring of behaviors occurs. The

teacher responds to misbehavior

inappropriately.

Appropriate expectations for behavior are

established, but some expectations are

unclear or do not address the needs of

individual students. The teacher

inconsistently monitors behavior.

A classroom management system has been

implemented that is appropriate and

responsive to classroom and individual

needs of students. Clear expectations for

student behavior are evident. Monitoring

of student behavior is consistent,

appropriate, and effective.

A classroom management system has been

designed, implemented, and adjusted with

student input and is appropriate for the

classroom and individual student needs.

Students are actively encouraged to take

responsibility for their behavior. The

teacher uses research-based strategies to

lessen disruptive behaviors and reinforce

positive behaviors.

Evidence

APPENDIX B

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

ASSESSMENT OF

STUDENT LEARNING

(Standard 3: Assessment)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

Post-Conference

The teacher does not routinely use

assessments to measure student mastery.

The teacher uses assessments to measure

student mastery, but may not differentiate

instruction based on this information.

The teacher uses assessment data to

identify students’ strengths and needs,

and modifies and differentiates instruction

accordingly, although the teacher may not

be able to anticipate learning obstacles.

The teacher uses assessment data to

identify students’ strengths and needs,

and modifies and differentiates instruction

accordingly, as well as examines classroom

assessment results to reveal trends and

patterns in individual and group progress

and to anticipate learning obstacles.

The teacher rarely or never checks the

students’ understanding of content. The

teacher fails to make adjustments in

response to student confusion.

The teacher checks for student

understanding and makes attempts to

adjust instruction accordingly, but these

adjustments may cause some additional

confusion.

The teacher checks for understanding at

key moments and makes adjustments to

instruction (whole-class or individual

students). The teacher responds to

student misunderstandings by providing

additional clarification.

The teacher continually checks for

understanding and makes adjustments

accordingly (whole-class or individual

students). When an explanation is not

effectively leading students to understand

the content, the teacher adjusts quickly

and seamlessly within the lesson and uses

an alternative way to explain the concept.

The teacher persists in using a particular

strategy for responding to

misunderstandings, even when data

suggest the approach is not succeeding.

The teacher gathers and uses student data

from a few sources to choose appropriate

instructional strategies for groups of

students.

The teacher gathers and uses student data

from a variety of sources to choose and

implement appropriate instructional

strategies for groups of students.

By using student data from a variety of

sources, the teacher appropriately adapts

instructional methods and materials and

paces learning activities to meet the needs

of individual students as well as the whole

class.

The teacher does not provide students

with feedback about their learning.

Students receive occasional or limited

feedback about their performance from

the teacher.

The teacher provides substantive, specific,

and timely feedback of student progress to

students, families, and other school

personnel while maintaining

confidentiality.

The teacher provides substantive, specific,

and timely feedback to students, families,

and other school personnel while

maintaining confidentiality. The teacher

provides the opportunity for students to

engage in self-assessment and show

awareness of their own strengths and

weaknesses. The teacher uses student

assessment results to reflect on his or her

own teaching and to monitor teaching

strategies and behaviors in relation to

student success.

Evidence

APPENDIX B

Professionalism

Ineffective

Developing

Skilled

Accomplished

PROFESSIONALISM

PROFESSIONAL

RESPONSIBILITIES

(Standard 6: Collaboration

and Communication;

Standard 7: Professional

Responsibility and

Growth)

Sources of Evidence:

Professional Development

Plan or Improvement Plan;

Pre-conference;

Post-conference;

daily interaction with

others

The teacher fails to communicate clearly

with students and families or collaborate

effectively with professional colleagues.

The teacher uses a variety of strategies to

communicate with students and families

and collaborate with colleagues, but these

approaches may not always be

appropriate for a particular situation or

achieve the intended outcome.

The teacher uses effective communication

strategies with students and families and

works effectively with colleagues to

examine problems of practice, analyze

student work, and identify targeted

strategies.

The teacher communicates effectively

with students, families, and colleagues.

The teacher collaborates with colleagues

to improve personal and team practices by

facilitating professional dialogue, peer

observation and feedback, peer coaching

and other collegial learning activities.

The teacher fails to understand and follow

regulations, policies, and agreements.

The teacher understands and follows

district policies and state and federal

regulations at a minimal level.

The teacher meets ethical and

professional responsibilities with integrity

and honesty. The teacher models and

upholds district policies and state and

federal regulations.

The teacher meets ethical and

professional responsibilities and helps

colleagues access and interpret laws and

policies and understand their implications

in the classroom.

The teacher fails to demonstrate evidence

of an ability to accurately self-assess

performance and to appropriately identify

areas for professional development.

The teacher identifies strengths and areas

for growth to develop and implement

targeted goals for professional growth.

The teacher sets data-based short- and

long-term professional goals and takes

action to meet these goals.

The teacher sets and regularly modifies

short- and long-term professional goals

based on self-assessment and analysis of

student learning evidence.

Evidence

APPENDIX B

Off Year OTES Teacher Performance Evaluation Rubric

*This tool is used for teachers who have been rated Accomplished or Skilled and have maintained average or above average student growth measures. Teachers in their final year of a limited contract must participate in the OTES evaluation model

regardless of their rating.

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

KNOWLEDGE OF

STUDENTS

(Standard 1: Students)

Sources of Evidence:

Analysis of Student

Data

Pre-Conference

The teacher demonstrates a lack of

familiarity with students’ backgrounds and

has made no attempts to find this

information.

The teacher’s plan for instruction does not

demonstrate an understanding of

students’ development, preferred learning

styles, and/or student backgrounds/prior

experiences.

The teacher demonstrates some

familiarity with students’ background

knowledge and experiences and describes

one procedure used to obtain this

information.

The teacher’s instructional plan draws

upon a partial analysis of students’

development, readiness for learning,

preferred learning styles, or backgrounds

and prior experiences and/or the plan is

inappropriately tailored to the specific

population of students in the classroom.

The teacher demonstrates familiarity with

students’ background knowledge and

experiences and describes multiple

procedures used to obtain this

information.

The teacher’s instructional plan draws

upon an accurate analysis of the students’

development, readiness for learning,

preferred learning styles, and backgrounds

and prior experiences.

The teacher demonstrates an understanding of

the purpose and value of learning about

students’ background experiences,

demonstrates familiarity with each student’s

background knowledge and experiences, and

describes multiple procedures used to obtain

this information.

The teacher’s analysis of student data

(student development, student learning and

preferred learning styles, and student

backgrounds/prior experiences) accurately

connects the data to specific instructional

strategies and plans.

The teacher plans for and can articulate

specific strategies, content, and delivery that will

meet the needs of individual students and

groups of students.

Evidence

APPENDIX B

INSTRUCTION AND ASSESSMENT

Ineffective

Developing

Skilled

Accomplished

ASSESSMENT OF

STUDENT LEARNING

(Standard 3:

Assessment)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom

Walkthroughs/

Informal Observations

Post-Conference

The teacher does not routinely use

assessments to measure student

mastery.

The teacher rarely or never checks the

students’ understanding of content.

The teacher fails to make adjustments

in response to student confusion.

The teacher persists in using a

particular strategy for responding to

misunderstandings, even when data

suggest the approach is not

succeeding.

The teacher does not provide students

with feedback about their learning.

The teacher uses assessments to

measure student mastery, but may

not differentiate instruction based on

this information.

The teacher checks for student

understanding and makes attempts to

adjust instruction accordingly, but

these adjustments may cause some

additional confusion

The teacher gathers and uses student

data from a few sources to choose

appropriate instructional strategies for

groups of students.

Students receive occasional or limited

feedback about their performance

from the teacher.

The teacher uses assessment data to

identify students’ strengths and needs,

and modifies and differentiates

instruction accordingly, although the

teacher may not be able to anticipate

learning obstacles.

The teacher checks for

understanding at key moments and

makes adjustments to instruction

(whole-class or individual students).The

teacher responds to student

misunderstandings by providing

additional clarification.

The teacher gathers and uses

student data from a variety of sources to

choose and implement appropriate

instructional strategies for groups of

students.

The teacher provides substantive,

specific, and timely feedback of student

progress to students, families, and other

school personnel while maintaining

confidentiality.

The teacher uses assessment data to identify students’

strengths and needs, and modifies and differentiates

instruction accordingly, as well as examines classroom

assessment results to reveal trends and patterns in

individual and group progress and to anticipate learning

obstacles.

The teacher continually checks for understanding and

makes adjustments accordingly (whole-class or individual

students). When an explanation is not effectively leading

students to understand the content, the teacher adjusts

quickly and seamlessly within the lesson and uses an

alternative way to explain the concept.

By using student data from a variety of sources, the

teacher appropriately adapts instructional methods and

materials and paces learning activities to meet the needs of

individual students as well as the whole class.

The teacher provides substantive, specific, and timely

feedback to students, families, and other school personnel

while maintaining confidentiality. The teacher provides the

opportunity for students to engage in self-assessment and

show awareness of their own strengths and weaknesses.

The teacher uses student assessment results to reflect on

his or her own teaching and to monitor teaching strategies

and behaviors in relation to student success.

Evidence

Observation Date:__________

Conference Date:___________

Evaluator Signature:_______________________________________________

Educator Signature:________________________________________________

APPENDIX B

Walk-through Name

Template

Walk-through

Observer

Subject

Start Date/Time

End Date/Time

Grade

APPENDIX B

Page 1

1.1

Rubric

Criteria

Not Observed

Instruction is

developmentally

appropriate.

A teacher's

explanations are

unclear, incoherent,

or inaccurate, and

are generally

ineffective in

building student

understanding. The

teacher uses

language that fails

to engage students,

is inappropriate to

the content, and/or

discourages

independent or

creative thinking.

Teacher explanations

are accurate and

generally clear but

the teacher may not

fully clarify

information based on

students' questions

about content or

instructions for

learning activities or

the teacher may use

some language that is

developmentally

inappropriate, leading

to confusion or

limiting discussion.

Teacher

explanations are

clear and accurate.

The teacher uses

developmentally

appropriate

strategies and

language designed

to actively

encourage

independent,

creative, and critical

thinking.

Teacher explanations

are clear, coherent,

and precise. The

teacher uses well-

timed, individualized/

differentiated,

developmentally

appropriate strategies

and language

designed to actively

encourage

independent, creative,

and critical thinking,

including the

appropriate use of

questions and

discussion

techniques.

Varied instructional

tools and strategies

reflect student needs

and learning

objectives. (Examples:

technology, grouping,

etc.)

The teacher does

not attempt to make

the lesson

accessible and

challenging for

most students, or

attempts are

developmentally

inappropriate.

The teacher relies on

a single strategy or

alternate set of

materials to make the

lesson accessible to

most students though

some students may

not be able to access

certain parts of the

lesson and/or some

may not be

challenged.

The teacher

supports the

learning needs of

students through a

variety of strategies,

materials, and/or

pacing that make

learning accessible

and challenging for

the group.

The teacher matches

strategies, materials,

and/or pacing to

students' individual

needs, to make

learning accessible

and challenging for

all students in the

classroom. The

teacher effectively

uses independent,

collaborative and

whole-class

instruction to support

individual learning

goals and provides

varied options for

how students will

demonstrate mastery.

Content presented is

accurate and grade

appropriate.

A teacher's

explanations are

unclear, incoherent,

or inaccurate, and

are generally

ineffective in

building student

understanding. The

teacher uses

language that fails

to engage students,

is inappropriate to

the content, and/or

discourages

independent or

creative thinking.

Teacher explanations

are accurate and

generally clear but

the teacher may not

fully clarify

information based on

students' questions

about content or

instructions for

learning activities or

the teacher may use

some language that is

developmentally

inappropriate, leading

to confusion or

limiting discussion.

Teacher

explanations are

clear and accurate.

The teacher uses

developmentally

appropriate

strategies and

language designed

to actively

encourage

independent,

creative, and critical

thinking.

Teacher explanations

are clear, coherent,

and precise. The

teacher uses well-

timed, individualized/

differentiated,

developmentally

appropriate strategies

and language

designed to actively

encourage

independent, creative,

and critical thinking,

including the

appropriate use of

questions and

discussion

techniques.

Page 1

Criteria

Not Observed

Classroom learning

environment is safe

and conducive to

learning.

Expectations for

behavior are not

established or are

inappropriate and/

or no monitoring of

behaviors occurs.

The teacher

responds to

misbehavior

inappropriately.

Appropriate

expectations for

behavior are

established, but some

expectations are

unclear or do not

address the needs of

individual students.

The teacher

inconsistently

monitors behavior.

A classroom

management system

has been

implemented that is

appropriate and

responsive to

classroom and

individual needs of

students. Clear

expectations for

student behavior are

evident. Monitoring

of student behavior

is consistent,

appropriate, and

effective.

A classroom

management system

has been designed,

implemented, and

adjusted with student

input and is

appropriate for the

classroom and

individual student

needs. Students are

actively encouraged

to take responsibility

for their behavior.

The teacher uses

research-based

strategies to lessen

disruptive behaviors

and reinforce positive

behaviors.

Teacher provides

students with timely

and responsive

feedback.

The teacher does

not provide students

with feedback about

their learning.

Students receive

occasional or limited

feedback about their

performance from the

teacher.

The teacher

provides

substantive,

specific, and timely

feedback of student

progress to students,

families, and other

school personnel

while maintaining

confidentiality.

The teacher provides

substantive, specific,

and timely feedback

to students, families,

and other school

personnel while

maintaining

confidentiality. The

teacher provides the

opportunity for

students to engage in

self-assessment and

show awareness of

their own strengths

and weaknesses. The

teacher uses student

assessment results to

reflect on his or her

own teaching and to

monitor teaching

strategies and

behaviors in

relation to student

success.

Instructional time is

used effectively.

Instructional

materials and

resources used for

instruction are not

relevant to the

lesson or are

inappropriate for

students.

The teacher uses

appropriate

instructional

materials to support

learning goals, but

may not meet

individual student’s

learning styles/needs

or actively engage

them in learning.

Instructional

materials and

resources are

aligned to the

instructional

purposes and are

appropriate for

students' learning

styles and needs,

actively engaging

students.

Instructional

materials and

resources are aligned

to instructional

purposes, are varied

and appropriate to

ability levels of

students, and actively

engage them in

ownership of their

learning.

Scoring

__ / 24 (___ %)

APPENDIX B

Page 2

2.1 Routines support learning goals and activities.

- Select Value -

Yes

Not Observed

2.2 Multiple methods of assessment of student learning are utilized to guide instruction.

- Select Value -

Yes

Not Observed

2.3 Learning outcomes and goals are clearly communicated to students.

- Select Value -

Yes

Not Observed

2.4 Teacher connects lesson to real-life applications.

- Select Value -

Yes

Not Observed

2.5 Instruction and lesson activities are accessible and challenging for students.

- Select Value -

Yes

Not Observed

2.6 Lesson content is linked to previous and future learning.

- Select Value -

Yes

Not Observed

2.7 Remarks from Observer:

Note :

APPENDIX C

PERKINS HEAD COACH

SUPPLEMENTAL CONTRACT EVALUATION

Name:

Assignment: Date:

Number of years in this assignment:

Do you wish reemployment in this assignment: YES NO UNCERTAIN

I. Professional Responsibilities:

SE AE

__________ __________ 1. Follows state and federal law, Board of Education

policy, administrative procedure, and the negotiated

contract.

__________ __________ 2. Cooperates with the athletic dept. regarding the

following lists or reports before the designated

deadlines:

a. preseason checklist

b. roster

c. bus/van times

d. year-end reports (inventory, budget requests,

awards list, won/lost record)

__________ __________ 3. Provides training rules to team members and

follows due process procedures.

__________ __________ 4. Maintains open communication within the athletic

coaching staff.

__________ __________ 5. Attends coaches and rules interpretation meetings.

__________ __________ 6. Cooperates with the media and reports contest

results.

__________ __________ 7. Follows the rules and regulations set by all

governing agencies (OHSAA, SBC, Perkins Board

of Education).

__________ __________ 8. Participates in Parent’s Night, Awards Programs,

and Pep assemblies.

__________ __________ 9. Dresses in a professional and appropriate manner

for contests and practices.

__________ __________ 10. Maintains a suitable bench conduct at contests

towards players, officials, and contest workers.

__________ __________ 11. Maintains open communication with teachers,

administrators, and support staff.

__________ __________ 12. Cooperates with the Middle School coaches/advisors in

developing a coordinated program.

__________ __________ 13. Promotes all sports in the athletic program

attempting to foster school spirit.

__________ __________ 14. Communicates with parents throughout the entire

year.

__________ __________ 15. Makes college recommendations in cooperation

with the guidance department.

__________ __________ 16. Attends in-service meetings, coaches’ clinics, and

other activities to improve coaching knowledge and

performance.

II. Coaching Performance:

__________ __________ 17. Leads by example in appearance, manners,

behavior, language, and conduct during a contest.

__________ __________ 18. Provides supervision of coaches, training, and

dressing rooms and on bus trips.

__________ __________ 19. Has individual and team discipline and control.

__________ __________ 20. Disciplines individuals and the team according to

training rules.

__________ __________ 21. Develops an organized practice schedule which

utilizes the coaching staff members.

__________ __________ 22. Utilizes practice time for both individual and team

development.

__________ __________ 23. Establishes the fundamental philosophy, skills, and

techniques to be taught by the assistant coaching

staff.

__________ __________ 24. Conducts staff meetings, including middle school

coaches, as needed.

__________ __________ 25. Is prompt in meeting the team and staff for practices

and contests.

__________ __________ 26. Shows an interest in athletics through off-season

activities.

__________ __________ 27. Provides leadership and develops an attitude that

produces positive efforts by the student-athletes.

__________ __________ 28. Knows the medical aspects of the positions

including first aid, injury policies, and working with

the athletic trainer, team doctor and/or family

physician.

__________ __________ 29. Delegates authority among assistant coaches, but

remains accountable.

__________ __________ 30. Uses ethical means of motivation, emphasizing

values of competitive athletics and acceptable

personal behavior and decision making.

__________ __________ 31. Team performance is consistent with the quality of

athletes available.

III. Related Coaching Responsibilities:

__________ __________ 32. Cares for all equipment (issuance, collection,

inventory, and storage).

__________ __________ 33. Cooperates in sharing of facilities by scheduling

activities with the Athletic Administrator.

__________ __________ 34. Shows self-control and poise in areas related to

coaching responsibilities.

__________ __________ 35. Displays enthusiasm and exhibits interest in

coaching.

__________ __________ 36. Keeps the Athletic Administrator informed of all

unusual events.

__________ __________ 37. Cooperates with service clubs, athletic booster club,

and other organizations in their projects which relate

to the athletic program.

__________ __________ 38. Encourages potential athletes to participate in a

sport provided they are not involved in another sport

at the same time.

__________ __________ 39. Advises the Athletic Administrator in the preparation

of future schedules.

__________ __________ 40. Follows the prescribed procedures for the purchase

of supplies and uniforms.

__________ __________ 41. Operates the program within the established budget.

__________ __________ 42. Assists the Athletic Administrator in the preparation

of the next year’s budget.

Contract Employee’s Comments: (Attach an additional sheet if needed)

Overall Self-Evaluation: (Circle your performance rating)

Satisfactory Improvement Needed Unsatisfactory

Contract Employee’s Signature:

Athletic Administrator’s Comments: (Attach an additional sheet if needed)

Overall Athletic Administrator’s Evaluation: (Circle employee’s performance rating)

Satisfactory Improvement Needed Unsatisfactory

Athletic Administrator’s Signature:

APPENDIX D

Attached are Salary Schedules for the Following School Years:

2018-2019

2019-2020

2020-2021

Appendix D-1

Step

1 37,379.75$ 1.05 39,248.74$ 1.15 42,986.71$ 1.2 44,855.70$

203.15$ 213.31$ 233.62$ 243.78$

1.045 39,061.84$ 1.096 40,968.20$ 1.197 44,743.56$ 1.248 46,649.93$

212.29$ 222.65$ 243.17$ 253.53$

1.09 40,743.93$ 1.142 42,687.67$ 1.244 46,500.41$ 1.296 48,444.15$

221.43$ 232.00$ 252.72$ 263.28$

1.135 42,426.01$ 1.188 44,407.14$ 1.291 48,257.25$ 1.344 50,238.38$

230.58$ 241.34$ 262.27$ 273.03$

1.18 44,108.10$ 1.234 46,126.61$ 1.338 50,014.10$ 1.392 52,032.61$

239.72$ 250.69$ 271.82$ 282.79$

1.225 45,790.19$ 1.28 47,846.08$ 1.385 51,770.95$ 1.44 53,826.84$

248.86$ 260.03$ 281.36$ 292.54$

1.27 47,472.28$ 1.326 49,565.55$ 1.432 53,527.80$ 1.488 55,621.07$

258.00$ 269.38$ 290.91$ 302.29$

1.315 49,154.37$ 1.372 51,285.01$ 1.479 55,284.65$ 1.536 57,415.29$

267.14$ 278.72$ 300.46$ 312.04$

1.36 50,836.46$ 1.418 53,004.48$ 1.526 57,041.50$ 1.584 59,209.52$

276.29$ 288.07$ 310.01$ 321.79$

1.405 52,518.55$ 1.464 54,723.95$ 1.573 58,798.34$ 1.632 61,003.75$

285.43$ 297.41$ 319.56$ 331.54$

1.45 54,200.63$ 1.51 56,443.42$ 1.62 60,555.19$ 1.68 62,797.98$

294.57$ 306.76$ 329.10$ 341.29$

1.495 55,882.72$ 1.556 58,162.89$ 1.667 62,312.04$ 1.728 64,592.20$

303.71$ 316.10$ 338.65$ 351.04$

1.54 57,564.81$ 1.602 59,882.36$ 1.714 64,068.89$ 1.776 66,386.43$

312.85$ 325.45$ 348.20$ 360.80$

1.585 59,246.90$ 1.648 61,601.83$ 1.761 65,825.74$ 1.824 68,180.66$

321.99$ 334.79$ 357.75$ 370.55$

1.63 60,928.99$ 1.694 63,321.29$ 1.808 67,582.58$ 1.872 69,974.89$

331.14$ 344.14$ 367.30$ 380.30$

1.675 62,611.08$ 1.74 65,040.76$ 1.855 69,339.43$ 1.92 71,769.12$

340.28$ 353.48$ 376.84$ 390.05$

1.72 64,293.17$ 1.786 66,760.23$ 1.902 71,096.28$ 1.968 73,563.34$

349.42$ 362.83$ 386.39$ 399.80$

1.765 65,975.26$ 1.832 68,479.70$ 1.949 72,853.13$ 2.016 75,357.57$

358.56$ 372.17$ 395.94$ 409.55$

1.81 67,657.34$ 1.878 70,199.17$ 1.996 74,609.98$ 2.064 77,151.80$

367.70$ 381.52$ 405.49$ 419.30$

1.85 69,152.53$ 1.919 71,731.74$ 2.038 76,179.93$ 2.107 78,759.13$

375.83$ 389.85$ 414.02$ 428.04$

1.87 69,900.13$ 1.939 72,479.33$ 2.058 76,927.52$ 2.127 79,506.72$

379.89$ 393.91$ 418.08$ 432.10$

1.92 71,769.12$ 1.989 74,348.32$ 2.108 78,796.51$ 2.177 81,375.71$

390.05$ 404.07$ 428.24$ 442.26$

Perkins Local School District

Teacher Salary Schedule

Effective July 1, 2018

Bachelor

Bachelor + 15

Masters

Masters + 15

Appendix D-2

Step

1 38,501.14$ 1.05 40,426.20$ 1.15 44,276.31$ 1.2 46,201.37$

209.25$ 219.71$ 240.63$ 251.09$

1.045 40,233.69$ 1.096 42,197.25$ 1.197 46,085.87$ 1.248 48,049.42$

218.66$ 229.33$ 250.47$ 261.14$

1.09 41,966.24$ 1.142 43,968.30$ 1.244 47,895.42$ 1.296 49,897.48$

228.08$ 238.96$ 260.30$ 271.18$

1.135 43,698.79$ 1.188 45,739.36$ 1.291 49,704.97$ 1.344 51,745.53$

237.49$ 248.58$ 270.14$ 281.23$

1.18 45,431.35$ 1.234 47,510.41$ 1.338 51,514.53$ 1.392 53,593.59$

246.91$ 258.21$ 279.97$ 291.27$

1.225 47,163.90$ 1.28 49,281.46$ 1.385 53,324.08$ 1.44 55,441.64$

256.33$ 267.83$ 289.80$ 301.31$

1.27 48,896.45$ 1.326 51,052.51$ 1.432 55,133.63$ 1.488 57,289.70$

265.74$ 277.46$ 299.64$ 311.36$

1.315 50,629.00$ 1.372 52,823.56$ 1.479 56,943.19$ 1.536 59,137.75$

275.16$ 287.08$ 309.47$ 321.40$

1.36 52,361.55$ 1.418 54,594.62$ 1.526 58,752.74$ 1.584 60,985.81$

284.57$ 296.71$ 319.31$ 331.44$

1.405 54,094.10$ 1.464 56,365.67$ 1.573 60,562.29$ 1.632 62,833.86$

293.99$ 306.34$ 329.14$ 341.49$

1.45 55,826.65$ 1.51 58,136.72$ 1.62 62,371.85$ 1.68 64,681.92$

303.41$ 315.96$ 338.98$ 351.53$

1.495 57,559.21$ 1.556 59,907.77$ 1.667 64,181.40$ 1.728 66,529.97$

312.82$ 325.59$ 348.81$ 361.58$

1.54 59,291.76$ 1.602 61,678.83$ 1.714 65,990.96$ 1.776 68,378.03$

322.24$ 335.21$ 358.65$ 371.62$

1.585 61,024.31$ 1.648 63,449.88$ 1.761 67,800.51$ 1.824 70,226.08$

331.65$ 344.84$ 368.48$ 381.66$

1.63 62,756.86$ 1.694 65,220.93$ 1.808 69,610.06$ 1.872 72,074.14$

341.07$ 354.46$ 378.32$ 391.71$

1.675 64,489.41$ 1.74 66,991.98$ 1.855 71,419.62$ 1.92 73,922.19$

350.49$ 364.09$ 388.15$ 401.75$

1.72 66,221.96$ 1.786 68,763.04$ 1.902 73,229.17$ 1.968 75,770.24$

359.90$ 373.71$ 397.98$ 411.79$

1.765 67,954.51$ 1.832 70,534.09$ 1.949 75,038.72$ 2.016 77,618.30$

369.32$ 383.34$ 407.82$ 421.84$

1.81 69,687.06$ 1.878 72,305.14$ 1.996 76,848.28$ 2.064 79,466.35$

378.73$ 392.96$ 417.65$ 431.88$

1.85 71,227.11$ 1.919 73,883.69$ 2.038 78,465.32$ 2.107 81,121.90$

387.10$ 401.54$ 426.44$ 440.88$

1.87 71,997.13$ 1.939 74,653.71$ 2.058 79,235.35$ 2.127 81,891.93$

391.29$ 405.73$ 430.63$ 445.06$

1.92 73,922.19$ 1.989 76,578.77$ 2.108 81,160.40$ 2.177 83,816.98$

401.75$ 416.19$ 441.09$ 455.53$

Perkins Local School District

Teacher Salary Schedule

Effective July 1, 2019

Bachelor

Bachelor + 15

Masters

Masters + 15

Appendix D-3

Step

1 39,463.67$ 1.05 41,436.85$ 1.15 45,383.22$ 1.2 47,356.40$

214.48$ 225.20$ 246.65$ 257.37$

1.045 41,239.53$ 1.096 43,252.18$ 1.197 47,238.01$ 1.248 49,250.66$

224.13$ 235.07$ 256.73$ 267.67$

1.09 43,015.40$ 1.142 45,067.51$ 1.244 49,092.80$ 1.296 51,144.92$

233.78$ 244.93$ 266.81$ 277.96$

1.135 44,791.26$ 1.188 46,882.84$ 1.291 50,947.60$ 1.344 53,039.17$

243.43$ 254.80$ 276.89$ 288.26$

1.18 46,567.13$ 1.234 48,698.17$ 1.338 52,802.39$ 1.392 54,933.43$

253.08$ 264.66$ 286.97$ 298.55$

1.225 48,342.99$ 1.28 50,513.50$ 1.385 54,657.18$ 1.44 56,827.68$

262.73$ 274.53$ 297.05$ 308.85$

1.27 50,118.86$ 1.326 52,328.83$ 1.432 56,511.97$ 1.488 58,721.94$

272.39$ 284.40$ 307.13$ 319.14$

1.315 51,894.72$ 1.372 54,144.15$ 1.479 58,366.77$ 1.536 60,616.20$

282.04$ 294.26$ 317.21$ 329.44$

1.36 53,670.59$ 1.418 55,959.48$ 1.526 60,221.56$ 1.584 62,510.45$

291.69$ 304.13$ 327.29$ 339.73$

1.405 55,446.46$ 1.464 57,774.81$ 1.573 62,076.35$ 1.632 64,404.71$

301.34$ 313.99$ 337.37$ 350.03$

1.45 57,222.32$ 1.51 59,590.14$ 1.62 63,931.14$ 1.68 66,298.96$

310.99$ 323.86$ 347.45$ 360.32$

1.495 58,998.19$ 1.556 61,405.47$ 1.667 65,785.94$ 1.728 68,193.22$

320.64$ 333.73$ 357.53$ 370.62$

1.54 60,774.05$ 1.602 63,220.80$ 1.714 67,640.73$ 1.776 70,087.48$

330.29$ 343.59$ 367.61$ 380.91$

1.585 62,549.92$ 1.648 65,036.13$ 1.761 69,495.52$ 1.824 71,981.73$

339.95$ 353.46$ 377.69$ 391.21$

1.63 64,325.78$ 1.694 66,851.46$ 1.808 71,350.31$ 1.872 73,875.99$

349.60$ 363.32$ 387.77$ 401.50$

1.675 66,101.65$ 1.74 68,666.78$ 1.855 73,205.11$ 1.92 75,770.24$

359.25$ 373.19$ 397.85$ 411.79$

1.72 67,877.51$ 1.786 70,482.11$ 1.902 75,059.90$ 1.968 77,664.50$

368.90$ 383.05$ 407.93$ 422.09$

1.765 69,653.38$ 1.832 72,297.44$ 1.949 76,914.69$ 2.016 79,558.76$

378.55$ 392.92$ 418.01$ 432.38$

1.81 71,429.24$ 1.878 74,112.77$ 1.996 78,769.48$ 2.064 81,453.01$

388.20$ 402.79$ 428.10$ 442.68$

1.85 73,007.79$ 1.919 75,730.78$ 2.038 80,426.96$ 2.107 83,149.95$

396.78$ 411.58$ 437.10$ 451.90$

1.87 73,797.06$ 1.939 76,520.05$ 2.058 81,216.23$ 2.127 83,939.22$

401.07$ 415.87$ 441.39$ 456.19$

1.92 75,770.24$ 1.989 78,493.24$ 2.108 83,189.41$ 2.177 85,912.41$

411.79$ 426.59$ 452.12$ 466.92$

Perkins Local School District

Effective July 1, 2020

Bachelor

Bachelor + 15

Masters

Masters + 15

Teacher Salary Schedule

APPENDIX E-1 SUPPLEMENTAL SALARY SCHEDULE 2018-2019

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Level 1

0.160 6,245.85 0.165 6,441.04 0.170 6,636.22 0.175 6,831.40 0.180 7,026.58 0.185 7,221.77 0.190 7,416.95

Head Basketball

Head Football

Level 2

0.120 4,684.39 0.125 4,879.57 0.130 5,074.76 0.135 5,269.94 0.140 5,465.12 0.145 5,660.30 0.150 5,855.49

Head Wrestling

HS Faculty Manager

Level 3

0.100 3,903.66 0.105 4,098.84 0.110 4,294.02 0.115 4,489.21 0.120 4,684.39 0.125 4,879.57 0.130 5,074.76

Head Baseball

Head Softball

Head Swim/Diving

Head Track

Head Volleyball

Marching, Stage, & Pep Band

Level 4

0.090 3,513.29 0.095 3,708.48 0.100 3,903.66 0.105 4,098.84 0.110 4,294.02 0.115 4,489.21 0.120 4,684.39

Asst. Basketball

Asst. Football

Head Cross Country

Head Golf

Head Soccer

Head Tennis

Level 5

0.070 2,732.56 0.075 2,927.74 0.080 3,122.93 0.085 3,318.11 0.090 3,513.29 0.095 3,708.48 0.100 3,903.66

Community Schools Dir

Department Head

MS Faculty Manager

Level 6

0.060 2,342.19 0.065 2,537.38 0.070 2,732.56 0.075 2,927.74 0.080 3,122.93 0.085 3,318.11 0.090 3,513.29

Asst. Cross Country

Asst. Golf

Asst. HS Swimming/Diving

Asst. HS Tennis

Asst. HS Track

Asst. HS Volleyball

Asst. HS Wrestling

Asst. Marching, Stage, & Pep Band

Asst. Soccer

Asst. Softball

Auditorium Manager

HS Intramural Director

Level 7

0.055 2,147.01 0.060 2,342.19 0.065 2,537.38 0.070 2,732.56 0.075 2,927.74 0.080 3,122.93 0.090 3,513.29

7th Gr Football Coordinator

8th Gr Football Coordinator

$39,036.58

APPENDIX E-1 SUPPLEMENTAL SALARY SCHEDULE 2018-2019

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$39,036.58

Level 8

0.050 1,951.83 0.055 2,147.01 0.060 2,342.19 0.065 2,537.38 0.070 2,732.56 0.075 2,927.74 0.080 3,122.93

Concert Band & Pit Orchestra

Wind Ensemble & Pit Orchestra

Level 9

0.045 1,756.65 0.050 1,951.83 0.055 2,147.01 0.060 2,342.19 0.065 2,537.38 0.070 2,732.56 0.080 3,122.93

MS Basketball

MS Cross Country

MS Football

MS Swimming

MS Track

MS Volleyball

MS Wrestling

Varsity Cheerleading Advisor

Level 10

0.040 1,561.46 0.045 1,756.65 0.050 1,951.83 0.055 2,147.01 0.060 2,342.19 0.065 2,537.38 0.070 2,732.56

Biddy Athletics

Elementary Intramural Advisor

Fall Play Advisor

Flag Corp Advisor

HS Vocal Music

Jr. Class Advisor

Musical

National Honor Society

Level 11

0.035 1,366.28 0.040 1,561.46 0.045 1,756.65 0.050 1,951.83 0.055 2,147.01 0.060 2,342.19 0.070 2,732.56

JV Cheerleading Advisor

Sr. Class Advisor

Level 12

0.030 1,171.10 0.035 1,366.28 0.040 1,561.46 0.045 1,756.65 0.050 1,951.83 0.055 2,147.01 0.060 2,342.19

Asst HS IM Advisor

Freshman/Sophomore Class Advisor

HS Student Council Advisor

MS Band

MS Vocal Music

Newspaper

Ski Club Advisor

Thespian Advisor

APPENDIX E-1 SUPPLEMENTAL SALARY SCHEDULE 2018-2019

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$39,036.58

Level 13

0.025 975.91 0.030 1,171.10 0.035 1,366.28 0.040 1,561.46 0.045 1,756.65 0.050 1,951.83 0.060 2,342.19

7th Gr Cheerleading Advisor

8th Gr Cheerleading Advisor

Academic Challenge Advisor

Asst. Aquatones

Freshman Cheerleading Advisor

Mat Maid Advisor

Meadowlawn Magic Choir

MS Student Council Advisor

Music Percussion Instructional

Pirette Advisor

Set Construction (Play, Musical, & Aquatones)

Level 14

0.015 585.55 0.020 780.73 0.025 975.91 0.030 1,171.10 0.035 1,366.28 0.040 1,561.46 0.050 1,951.83

CBBS/Diversity Club Advisor

French Club Advisor

HERO (Home Ec. Club) Advisor

HS Social Studies Activities

Latin Club Advisor

LPCD Committee Member

Meadowlawn Student Council Advisor

MS Language Arts Competition

MS Math Competition

MS Science Competition

MS Social Studies Competition

MS Weight Room Supervisor

S.A.D.D. Advisor

Spanish Club Advisor

Varsity "P" Club Advisor

Weight Room Coordinator

Weight Room Supervisor Fall

Weight Room Supervisor Spring

Weight Room Supervisor Summer

Weight Room Supervisor Winter

All other recognized school clubs & future approved activities

APPENDIX E-2 SUPPLEMENTAL SALARY SCHEDULE 2019-2020

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Level 1

0.160 6,433.23 0.165 6,634.27 0.170 6,835.31 0.175 7,036.34 0.180 7,237.38 0.185 7,438.42 0.190 7,639.46

Head Basketball

Head Football

Level 2

0.120 4,824.92 0.125 5,025.96 0.130 5,227.00 0.135 5,428.04 0.140 5,629.07 0.145 5,830.11 0.150 6,031.15

Head Wrestling

HS Faculty Manager

Level 3

0.100 4,020.77 0.105 4,221.81 0.110 4,422.84 0.115 4,623.88 0.120 4,824.92 0.125 5,025.96 0.130 5,227.00

Head Baseball

Head Softball

Head Swim/Diving

Head Track

Head Volleyball

Marching, Stage, & Pep Band

Level 4

0.090 3,618.69 0.095 3,819.73 0.100 4,020.77 0.105 4,221.81 0.110 4,422.84 0.115 4,623.88 0.120 4,824.92

Asst. Basketball

Asst. Football

Head Cross Country

Head Golf

Head Soccer

Head Tennis

Level 5

0.070 2,814.54 0.075 3,015.58 0.080 3,216.61 0.085 3,417.65 0.090 3,618.69 0.095 3,819.73 0.100 4,020.77

Community Schools Dir

Department Head

MS Faculty Manager

Level 6

0.060 2,412.46 0.065 2,613.50 0.070 2,814.54 0.075 3,015.58 0.080 3,216.61 0.085 3,417.65 0.090 3,618.69

Asst. Cross Country

Asst. Golf

Asst. HS Swimming/Diving

Asst. HS Tennis

Asst. HS Track

Asst. HS Volleyball

Asst. HS Wrestling

Asst. Marching, Stage, & Pep Band

Asst. Soccer

Asst. Softball

Auditorium Manager

HS Intramural Director

Level 7

0.055 2,211.42 0.060 2,412.46 0.065 2,613.50 0.070 2,814.54 0.075 3,015.58 0.080 3,216.61 0.090 3,618.69

7th Gr Football Coordinator

8th Gr Football Coordinator

$40,207.68

APPENDIX E-2 SUPPLEMENTAL SALARY SCHEDULE 2019-2020

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$40,207.68

Level 8

0.050 2,010.38 0.055 2,211.42 0.060 2,412.46 0.065 2,613.50 0.070 2,814.54 0.075 3,015.58 0.080 3,216.61

Concert Band & Pit Orchestra

Wind Ensemble & Pit Orchestra

Level 9

0.045 1,809.35 0.050 2,010.38 0.055 2,211.42 0.060 2,412.46 0.065 2,613.50 0.070 2,814.54 0.080 3,216.61

MS Basketball

MS Cross Country

MS Football

MS Swimming

MS Track

MS Volleyball

MS Wrestling

Varsity Cheerleading Advisor

Level 10

0.040 1,608.31 0.045 1,809.35 0.050 2,010.38 0.055 2,211.42 0.060 2,412.46 0.065 2,613.50 0.070 2,814.54

Biddy Athletics

Elementary Intramural Advisor

Fall Play Advisor

Flag Corp Advisor

HS Vocal Music

Jr. Class Advisor

Musical

National Honor Society

Level 11

0.035 1,407.27 0.040 1,608.31 0.045 1,809.35 0.050 2,010.38 0.055 2,211.42 0.060 2,412.46 0.070 2,814.54

JV Cheerleading Advisor

Sr. Class Advisor

Level 12

0.030 1,206.23 0.035 1,407.27 0.040 1,608.31 0.045 1,809.35 0.050 2,010.38 0.055 2,211.42 0.060 2,412.46

Asst HS IM Advisor

Freshman/Sophomore Class Advisor

HS Student Council Advisor

MS Band

MS Vocal Music

Newspaper

Ski Club Advisor

Thespian Advisor

APPENDIX E-2 SUPPLEMENTAL SALARY SCHEDULE 2019-2020

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$40,207.68

Level 13

0.025 1,005.19 0.030 1,206.23 0.035 1,407.27 0.040 1,608.31 0.045 1,809.35 0.050 2,010.38 0.060 2,412.46

7th Gr Cheerleading Advisor

8th Gr Cheerleading Advisor

Academic Challenge Advisor

Asst. Aquatones

Freshman Cheerleading Advisor

Mat Maid Advisor

Meadowlawn Magic Choir

MS Student Council Advisor

Music Percussion Instructional

Pirette Advisor

Set Construction (Play, Musical, & Aquatones)

Level 14

0.015 603.12 0.020 804.15 0.025 1,005.19 0.030 1,206.23 0.035 1,407.27 0.040 1,608.31 0.050 2,010.38

CBBS/Diversity Club Advisor

French Club Advisor

HERO (Home Ec. Club) Advisor

HS Social Studies Activities

Latin Club Advisor

LPCD Committee Member

Meadowlawn Student Council Advisor

MS Language Arts Competition

MS Math Competition

MS Science Competition

MS Social Studies Competition

MS Weight Room Supervisor

S.A.D.D. Advisor

Spanish Club Advisor

Varsity "P" Club Advisor

Weight Room Coordinator

Weight Room Supervisor Fall

Weight Room Supervisor Spring

Weight Room Supervisor Summer

Weight Room Supervisor Winter

All other recognized school clubs & future approved activities

APPENDIX E-3 SUPPLEMENTAL SALARY SCHEDULE 2020-2021

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Level 1

0.160 6,594.06 0.165 6,800.12 0.170 7,006.19 0.175 7,212.25 0.180 7,418.32 0.185 7,624.38 0.190 7,830.45

Head Basketball

Head Football

Level 2

0.120 4,945.54 0.125 5,151.61 0.130 5,357.67 0.135 5,563.74 0.140 5,769.80 0.145 5,975.87 0.150 6,181.93

Head Wrestling

HS Faculty Manager

Level 3

0.100 4,121.29 0.105 4,327.35 0.110 4,533.42 0.115 4,739.48 0.120 4,945.54 0.125 5,151.61 0.130 5,357.67

Head Baseball

Head Softball

Head Swim/Diving

Head Track

Head Volleyball

Marching, Stage, & Pep Band

Level 4

0.090 3,709.16 0.095 3,915.22 0.100 4,121.29 0.105 4,327.35 0.110 4,533.42 0.115 4,739.48 0.120 4,945.54

Asst. Basketball

Asst. Football

Head Cross Country

Head Golf

Head Soccer

Head Tennis

Level 5

0.070 2,884.90 0.075 3,090.97 0.080 3,297.03 0.085 3,503.09 0.090 3,709.16 0.095 3,915.22 0.100 4,121.29

Community Schools Dir

Department Head

MS Faculty Manager

Level 6

0.060 2,472.77 0.065 2,678.84 0.070 2,884.90 0.075 3,090.97 0.080 3,297.03 0.085 3,503.09 0.090 3,709.16

Asst. Cross Country

Asst. Golf

Asst. HS Swimming/Diving

Asst. HS Tennis

Asst. HS Track

Asst. HS Volleyball

Asst. HS Wrestling

Asst. Marching, Stage, & Pep Band

Asst. Soccer

Asst. Softball

Auditorium Manager

HS Intramural Director

Level 7

0.055 2,266.71 0.060 2,472.77 0.065 2,678.84 0.070 2,884.90 0.075 3,090.97 0.080 3,297.03 0.090 3,709.16

7th Gr Football Coordinator

8th Gr Football Coordinator

$41,212.87

APPENDIX E-3 SUPPLEMENTAL SALARY SCHEDULE 2020-2021

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$41,212.87

Level 8

0.050 2,060.64 0.055 2,266.71 0.060 2,472.77 0.065 2,678.84 0.070 2,884.90 0.075 3,090.97 0.080 3,297.03

Concert Band & Pit Orchestra

Wind Ensemble & Pit Orchestra

Level 9

0.045 1,854.58 0.050 2,060.64 0.055 2,266.71 0.060 2,472.77 0.065 2,678.84 0.070 2,884.90 0.080 3,297.03

MS Basketball

MS Cross Country

MS Football

MS Swimming

MS Track

MS Volleyball

MS Wrestling

Varsity Cheerleading Advisor

Level 10

0.040 1,648.51 0.045 1,854.58 0.050 2,060.64 0.055 2,266.71 0.060 2,472.77 0.065 2,678.84 0.070 2,884.90

Biddy Athletics

Elementary Intramural Advisor

Fall Play Advisor

Flag Corp Advisor

HS Vocal Music

Jr. Class Advisor

Musical

National Honor Society

Level 11

0.035 1,442.45 0.040 1,648.51 0.045 1,854.58 0.050 2,060.64 0.055 2,266.71 0.060 2,472.77 0.070 2,884.90

JV Cheerleading Advisor

Sr. Class Advisor

Level 12

0.030 1,236.39 0.035 1,442.45 0.040 1,648.51 0.045 1,854.58 0.050 2,060.64 0.055 2,266.71 0.060 2,472.77

Asst HS IM Advisor

Freshman/Sophomore Class Advisor

HS Student Council Advisor

MS Band

MS Vocal Music

Newspaper

Ski Club Advisor

Thespian Advisor

APPENDIX E-3 SUPPLEMENTAL SALARY SCHEDULE 2020-2021

Base Salary =

Experience

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

Index

Salary

$41,212.87

Level 13

0.025 1,030.32 0.030 1,236.39 0.035 1,442.45 0.040 1,648.51 0.045 1,854.58 0.050 2,060.64 0.060 2,472.77

7th Gr Cheerleading Advisor

8th Gr Cheerleading Advisor

Academic Challenge Advisor

Asst. Aquatones

Freshman Cheerleading Advisor

Mat Maid Advisor

Meadowlawn Magic Choir

MS Student Council Advisor

Music Percussion Instructional

Pirette Advisor

Set Construction (Play, Musical, & Aquatones)

Level 14

0.015 618.19 0.020 824.26 0.025 1,030.32 0.030 1,236.39 0.035 1,442.45 0.040 1,648.51 0.050 2,060.64

CBBS/Diversity Club Advisor

French Club Advisor

HERO (Home Ec. Club) Advisor

HS Social Studies Activities

Latin Club Advisor

LPCD Committee Member

Meadowlawn Student Council Advisor

MS Language Arts Competition

MS Math Competition

MS Science Competition

MS Social Studies Competition

MS Weight Room Supervisor

S.A.D.D. Advisor

Spanish Club Advisor

Varsity "P" Club Advisor

Weight Room Coordinator

Weight Room Supervisor Fall

Weight Room Supervisor Spring

Weight Room Supervisor Summer

Weight Room Supervisor Winter

All other recognized school clubs & future approved activities

APPENDIX F

CO-CONTRIBUTING 403.B ANNUITY PLAN

Current Years of

Service

School Board

Matching Amount

Number of Years

Board’s Total

Contribution

$500

$1,000

$500

$1,500

$6,000

$1,200

$6,000

$1,000

$6,000

$900

$6,300

$900

$6,400

$800

$6,750

$750

$7,000

$700

$7,150

$650

$7,200

$600

$7,475

$575

$7,700

$550

$7,875

$525

$8,000

$500

$8,500

$500

$9,000

$500

$9,500

$500

$10,000

$500

$10,500

$500

$11,000

$500

$11,500

$500

$12,000

$500

$12,500

$500

$13,000

$500

$13,500

$500

$14,000

$500

$14,500

$500

$15,000

Steps 15-29 apply only to bargaining unit members employed as of June 30, 1999 representing

their documented STRS experience.

All bargaining unit members employed after June 30, 1999 shall receive $500 per year.

APPENDIX G

LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE GUIDELINES

The Perkins Public Schools are an integral part of the community and provide for the

intellectual, physical, social, and emotional growth of the people we serve.

Our mission is to:

Provide a safe, positive, learning environment.

Encourage maximum personal growth.

Develop productive and responsible citizens.

A. MEMBERSHIP QUALIFICATIONS

The LPDC shall consist of seven (7) members. A majority shall be teachers (4), two (2)

building administrators, and one (1) administrator appointed by the Superintendent.

Teacher membership shall be representative of primary (K-2), intermediate (3-5), middle

school (6-8), and high school (9-12). For the purpose of identification as an elementary

or secondary, a teacher engaged in both elementary and secondary responsibilities shall

be designated at the level at which the majority of their student contact time dictates.

Any one so elected shall be allowed to finish the duration of their term despite any

transfer, voluntary or involuntary, which takes place prior to the completion of their term.

Committee members who discover they are unable to fulfill their role as an active

committee member may withdraw by notifying the chair in writing and shall receive a

prorated share of their supplemental salary. A new member elected for a resigning

member shall receive a prorated supplemental salary. No reason need be given. Each

committee member must have a minimum of three (3) years of professional experience in

Perkins Schools.

Committee vacancies among teacher members shall be addressed by the bargaining unit,

which shall designate replacement members as necessary. Similarly, the Superintendent

shall address administrative vacancies.

Committee members shall be issued a limited supplemental contract subject to their

election by the bargaining unit. Each building shall nominate teacher candidate(s) to be

elected by the general membership in August or September for teacher committee

vacancies.

B. FREQUENCY OF MEETINGS

Committee members shall be compensated pursuant to the supplemental salary for

service as committee members.

The Perkins Public Schools LPDC members shall determine the frequency, time, and

place of meetings.

Members shall be compensated at Level 14 of the current negotiated agreement.

C. TRAINING

LPDC members shall participate in a maximum of twenty (20) hours of professional

development designed to prepare them for their roles as members of the district’s LPDC.

Training shall include information about Senate Bill 230 requirements, LPDC guidelines,

team building, decision-making, and roles and responsibilities. The training shall include

evaluation training so the committee can monitor its operation. Training shall be

approved by the chairperson.

D. DUTIES

Committee members will serve as staff information contact persons, serve as reviewers of

district educator professional development plans for the certificate/license renewal, and

suggest necessary professional growth needs for educators.

Members shall conduct business during LPDC meetings using the following rules:

The vote to approve a teacher’s renewal of license and/or certificate shall be three (3)

teachers and two (2) administrators.

The vote to approve an administrator’s renewal of license and/or certificate shall be by

three (3) administrators and two (2) teachers.

Committee members may abstain from voting when approving an IPDP or a renewal

request from their building.

Approval of all IPDP’s is by simple majority.

A quorum shall be six (6) of the seven (7) members in order to conduct LPDC business.

Minutes of all meetings shall be maintained.

E. INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN (IPDP)

Beginning with the 1998-1999 school year, all district educators, except those working

under a permanent certificate/license, will prepare an Individual Professional

Development Plan (IPDP) to address their personal, professional, and assigned goal as

they relate to student needs, grade level and assignment, building goals, district goals,

regional and state performance standards.

Professional development included within an IPDP should reflect the needs of the

community, district, building, classroom, and/or individual. The majority of the

professional development indicated in the IPDP should be relevant to current working

assignments.

An IPDP will be submitted to the LPDC by the second Friday of October to begin a five-

year cycle.

Year one:

Step 1 Each educator must complete an informal self-assessment.

Step 2 Each educator may meet with members of a support team (i.e. grade

level team member, department head, mentor, etc.) assisting in the

development of another’s educators IPDP.

Step 3 By the second Friday in October, each teacher will submit their IPDP to

their building administrator for review.

Step 4 Growth Plan submitted.

Years two, three, four, and five will include a yearly building level reflection/update due

by the second Friday in October.

Educators new to the district shall meet with the LPDC committee in late September to

complete or review their IPDP. This is during release time.

F. PROCEDURES

A simple majority, three (3) of the five (5) members of the LPDC, must approve all

decisions affecting the status of IPDP’s, revisions of IPDP’s and/or CEU proposals.

LPDC members shall review each proposal with respect to the Checklist criteria. Each

Checklist item must have 3/5 agreement to be approved. All Checklist items must

indicate “yes” to qualify for IPDP approval.

The educator must maintain a log of professional growth activities for his/her own review

and for later post-approval by the LPDC prior to the time of the educator’s

certificate/license renewal. Any changes to the IPDP must be approved by the LPDC

prior to implementing the change. It is the responsibility of the educator to maintain a

personal record of all locally approved CEU’s and university transcripts.

Coursework must conform to the existing negotiated agreement policy for consideration.

Other courses/classes/workshops may be submitted as equivalent activities.

Every employee of the Perkins Local Schools Board of Education, holding an Ohio

Provisional or Professional certificate(s)/license(s), must have an approved IPDP on file

by the second Friday of October, 1998.

100

Any submitted proposal deemed unreadable by the LPDC shall be returned to the person

submitting the proposal without review. The proposal may be resubmitted in appropriate

form for consideration at the next regularly scheduled LPDC meeting.

IPDP’s are to be returned within five (5) working days after the LPDC has reviewed the

plan.

IPDP’s which are denied may be resubmitted with modifications, or they may be

appealed.

IPDP’s must be submitted on the forms prescribed by the LPDC.

Coursework and Ohio Department of Education (ODE) approved CEU’s must be from

ODE accredited providers and must have been earned during the life of the certificate or

license to be renewed.

Reimbursement for tuition or movement on the salary schedule as part of the district’s

negotiated agreement is not related to LPDC approval of coursework or CEU’s for

renewal purposes.

Coursework, CEU classes/workshops, and/or equivalent activities completed prior to July

1, 1998 shall be accepted if included in the applicant’s IPDP.

G. APPEALS

An appeals process is available for any IPDP or section of an IPDP not approved by the

LPDC. All appeals correspondence must be directed to the LPDC.

The appeals process is as follows:

Step 1: If the IPDP is rejected by the LPDC, the educator shall be given a copy

of the IPDP Review Criteria with the reasons for rejection clearly

indicated. Educators may then submit a revised plan prior to the next

regularly scheduled LPDC meeting.

Step 2: If the plan is rejected following Step 1, the educator may request

reconsideration through a personal explanation to the LPDC within five

(5) working days of the rejection in Step 1.

Step 3: If lack of approval still exists, the educator may request the formation of

a three-person appeals panel consisting of:

1 certificated/licensed educator selected by the educator;

1 certificated/licensed educator selected by the LPDC;

1 certificated/licensed educator mutually agreed upon by the educator

and the LPDC.

101

The appeal’s panel is the final step in local resolution to the appeal. The Ohio

Department of Education as the administrative agency of the Ohio State Board of

Education is the issuing authority for educator certificates and licenses.

H. RECIPROCITY

Previously employed new hires that hold an Ohio Certificate/License and who have had

coursework/activities approved by their prior LPDC during the current renewal cycle

shall have that coursework/activities approved by the Perkins LPDC when accompanied

by supporting documentation.

I. CREDITS

Units may be granted if they support an individual’s Professional Development Plan that

is based on the Ohio Department of Education’s Teacher Education and Licensure

Standards (Administrative Code, Chapter 3301-24). Units may not be granted for what is

part of your job expectation. Balanced professional growth is dependent upon a variety

of experiences, including:

• Courses taken at accredited colleges or universities

• CEU’s

• Workshops

• Building/district projects

• Individual projects

Under the standards for license renewal, eighteen (18) professional development units or

six (6) semester hours are required.

1 semester hour = 3 CEU units

1 quarter hour = 2 CEU units

10 contact hours = 1 CEU unit for workshop/project experiences

To nurture the development of master teachers with expansive liberal arts knowledge, the

LPDC has set limits on the following areas:

• The number of units earned during student attendance days is two (2) units

per year

• The number of units that can be earned from locally developed initiatives

(i.e. summer writing, district workshops) is two (2) units per year

• The number of units that can be earned from individual projects is two (2)

units per year

• Year refers to growth plan year, March-March, overlapping experiences

may be assigned to either year.

Units will be granted according to how they support an individual’s IPDP in one (1) or

more of the following areas, but not limited to:

102

Subject matter

Student learning

Diversity of learners

Planning instruction

Instructional strategies

Learning environment

Communication

Assessment

Student support

103

APPENDIX H

Huron-Erie School Employee

Insurance Association - Wellness Plan

Benefits

Network

Non-Network

Benefit Period

January 1

through December 31

Dependent Age Limit

26 / Removal upon End of Month

Blood Pint Deductible

0 pints

Overall Annual Benefit Period Maximum

Unlimited

Wellness Plan (without buy-down) Deductible -

Single/Family

1**

$750 / $1,500

Wellness Plan (buy-down) Deductible -

Single/Family

$500 / $1,000

Requirements for Wellness Plan Buy-Down

(Deductible change occurs on calendar year basis)

Complete Screening and/or

Physician form and Health

Assessment – November 1

Complete Screening and/or

Physician form and Health

Assessment – November 1

Coinsurance

90%

70%

Coinsurance Out-of-Pocket Maximum

(Excluding Deductible) – Single/Family

$1,000 / $2,000*

$750 / $1,500**

$2,500 / $5,000*

$2,250 / $4,500**

Coinsurance Out-of-Pocket Maximum

(Including Deductible) – Single/Family

$1,500 / $3,000*

$1,500 / $3,000**

$3,000 / $6,000*

$3,000 / $6,000**

Maximum Coinsurance Out-of-Pocket (COOP)

(Medical copays paid once deductible and

coinsurance out-of-pocket maximum have been met)

– Single/Family Effective 01/01/14

$1,500 / $3,000*

$1,500 / $3,000**

$3,000 / $6,000*

$3,000 / $6,000**

Physician/Office Services

Office Visit (Illness/Injury)

2, 7

$25 copay, then 100%

$25 copay, then 70%

Specialist Office Visit

2, 7

$40 copay, then 100%

$40 copay, then 70%

Urgent Care Office Visit

2, 7

$40 copay, then 100%

$40 copay, then 70%

Preventive Services

Preventive Services, in accordance with federal law

100%

70% after deductible

Routine Physical Exams

100%

$25 copay, then 70%

Well Child Care Services including Exam, Routine

Vision, Routine Hearing Exams, Well Child Care

Immunizations and Laboratory Tests

(Birth to age 21- Unlimited)

100%

$25 copay, then 70%

Routine Mammogram (One per benefit period)

100%

70% not subject to deductible

Routine Pap Test (One per benefit period)

100%

70% not subject to deductible

Routine Prostate Specific Antigen (PSA)

100%

70% not subject to deductible

Routine Endoscopies

100%

70% not subject to deductible

All Routine X-rays, Medical Tests and Laboratory

Tests

100%

70% not subject to deductible

Outpatient Services

Surgical Services

90% after deductible

70% after deductible

Diagnostic Services

90% after deductible

70% after deductible

Physical & Occupational Therapy - Facility and

Professional (40 visits combined per benefit period)

90% after deductible

70% after deductible

Chiropractic Therapy – Professional Only

(12 visits per benefit period)

50% after deductible

Speech Therapy – Facility and Professional

(20 visits per benefit period)

90% after deductible

70% after deductible

Cardiac Rehabilitation

90% after deductible

70% after deductible

Emergency use of an Emergency Room

3,7

$100 copay, then 100%

Non-Emergency use of an Emergency Room

4,7

$200 copay, then 90%

$200 copay, then 70%

104

Huron-Erie School Employee

Insurance Association

High Deductible Health Plan

Benefits

Network

Non-Network

Benefit Period

January 1

through December 31

Dependent Age Limit

26 / Removal upon End of Month

Blood Pint Deductible

0 pints

Overall Annual Benefit Period Maximum

Unlimited

High Deductible (without buy-down Health Plan -

Single/Family

1**

$4,000 / $8,000

High Deductible Plan (buy-down) Deductible -

Single/Family

$3,750 / $7,500

Requirements for Buy-Down

(Deductible change occurs on calendar year basis)

Complete Screening and/or

Physician form and Health

Assessment – November 1

Complete Screening and/or

Physician form and Health

Assessment – November 1

Coinsurance

70%

50%

Coinsurance Out-of-Pocket Maximum

(Excluding Deductible) – Single/Family

$2,500 / $5,000*

$2,250 / $4,500**

$6,250 / $12,500*

$6,000 / $12,000**

Coinsurance Out-of-Pocket Maximum

(Including Deductible) – Single/Family

$6,250 / $12,500*

$6,250 / $12,500**

$10,000 / $20,000*

$10,000 / $20,000**

Maximum Coinsurance Out-of-Pocket (COOP)

(Medical copays paid once deductible and coinsurance

out-of-pocket maximum and copays) Single/Family

Effective 01/01/14

$6,250 / $12,500*

$6,250 / $12,500**

$10,000 / $20,000*

$10,000 / $20,000**

Physician/Office Services

Office Visit (Illness/Injury)

2, 7

$50 copay, then 100%

$50 copay, then 50%

Specialist Office Visit

2, 7

$100 copay, then 100%

$100 copay, then 50%

Urgent Care Office Visit

2, 7

$100 copay, then 100%

$100 copay, then 50%

Preventive Services

Preventive Services, in accordance with federal law

100%

50% after deductible

Routine Physical Exams

100%

$50 copay, then 50%

Well Child Care Services including Exam,

Routine Vision, Routine Hearing Exams,

Well Child Care Immunizations and Laboratory Tests

(Birth to age 21- Unlimited)

100%

$50 copay, then 50%

Routine Mammogram (One per benefit period)

100%

50% not subject to deductible

Routine Pap Test (One per benefit period)

100%

50% not subject to deductible

Routine Prostate Specific Antigen (PSA)

100%

50% not subject to deductible

Routine Endoscopies

100%

50% not subject to deductible

All Routine X-rays, Medical Tests and Laboratory

Tests

100%

50% not subject to deductible

Outpatient Services

Surgical Services

70% after deductible

50% after deductible

Diagnostic Services

70% after deductible

50% after deductible

Physical & Occupational Therapy

Facility and Professional (40 visits combined per

benefit period)

70% after deductible

50% after deductible

Chiropractic Therapy – Professional Only

(12 visits per benefit period)

50% after deductible

Speech Therapy – Facility and Professional

(20 visits per benefit period)

70% after deductible

50% after deductible

Cardiac Rehabilitation

70% after deductible

50% after deductible

Emergency use of an Emergency Room

3, 7

$300 copay, then 100%

Non-Emergency use of an Emergency Room

4,7

$300 copay, then 70%

$300 copay, then 50%

105

Huron-Erie School Employee

Insurance Association

Prescription Drug Program

Wellness Plans

Benefits

Copay

Day Supply

Benefit Period

January 1

through December 31

Dependent Age Limit

26 / Removal upon End of Month

Over the Counter Drugs (Retail Only)

Proton Pump Inhibitors (i.e., Prilosec OTC – Omeprazole)

Retail Program

Immunization and Generic Contraceptives

N/A

Generic Copayment

$7.50

Formulary Copayment

$25

Non-Formulary Copayment

$50

Home Delivery Program

Generic Copayment

$15

Formulary Copayment

$50

Non-Formulary Copayment

$100

Note: Benefits will be determined based on Medical Mutual's medical and administrative policies

and procedures.

This document is only a partial listing of benefits. This is not a contract of insurance. No

person other than an officer of Medical Mutual may agree, orally or in writing, to change the

benefits listed here. The contract or certificate will contain the complete listing of covered

services. If there is a conflict between this document and the contract or certificate, the terms

of the contract or certificate will control.

• Diabetic Supplies

o Retail: only needles/syringes are covered

o Home Delivery/Mail Order: all diabetic supplies are covered, including

needles/syringes, blood/urine test strips, lancets, alcohol swabs/wipes

• Coverage Management Programs included – Prior Approval, Step Therapy and

Quantity Duration.

• Mandatory Mail Order Program – when a member chooses to fill a prescription a third

time at a retail Pharmacy, it will be denied and the member will be liable for the full

cost of the prescription drug.

Important Information for Diabetics: you may be able to obtain diabetic supplies at no

cost to you by participating in MMO's Diabetes Advantage program. If you have questions

about the program and/or wish to enroll, please call 1-800-861-4826.

______________________________________________________________________

Proton Pump Inhibitors (PPI's) are a class of drugs that inhibit gastric acid production and are used to

treat a variety of gastrointestinal conditions.

Coverage includes Preventive Medications, in accordance with Federal Law.

HESE / Non-Grandfathered Effective 07/01/2013

106

Huron-Erie School Employee

Insurance Association

Prescription Drug Program

High Deductible Health Plan

Benefits

Copay

Day Supply

Benefit Period

January 1

through December 31

Dependent Age Limit

26 / Removal upon End of Month

Over the Counter Drugs (Retail Only)

Proton Pump Inhibitors (i.e., Prilosec OTC – Omeprazole)

Retail Program

Immunization and Generic Contraceptives

N/A

Generic Copayment

$10

Formulary Copayment

$50

Non-Formulary Copayment

$100

Specialty Copayment

$200

Home Delivery Program

Generic Copayment

$20

Formulary Copayment

$100

Non-Formulary Copayment

$200

Specialty Copayment

$400

Note: Benefits will be determined based on Medical Mutual's medical and administrative policies and

procedures.

This document is only a partial listing of benefits. This is not a contract of insurance. No person other

than an officer of Medical Mutual may agree, orally or in writing, to change the benefits listed here.

The contract or certificate will contain the complete listing of covered services. If there is a conflict

between this document and the contract or certificate, the terms of the contract or certificate will

control.

• Diabetic Supplies

o Retail: only needles/syringes are covered

o Home Delivery/Mail Order: all diabetic supplies are covered, including needles/syringes,

blood/urine test strips, lancets, alcohol swabs/wipes

• Coverage Management Programs included – Prior Approval, Step Therapy and Quantity Duration.

• Mandatory Mail Order Program – when a member chooses to fill a prescription a third time at a retail

Pharmacy, it will be denied and the member will be liable for the full cost of the prescription drug.

Important Information for Diabetics: you may be able to obtain diabetic supplies at no cost to you

by participating in MMO's Diabetes Advantage program. If you have questions about the program

and/or wish to enroll, please call 1-800-861-4826.

________________________________________________________________________

Proton Pump Inhibitors (PPI's) are a class of drugs that inhibit gastric acid production and are used to treat

a variety of gastrointestinal conditions.

Coverage includes Preventive Medications, in accordance with Federal Law.

HESE / Non-Grandfathered Effective 07/01/2013

107

Huron Erie School Employee

Insurance Association

Traditional Dental

With Orthodontia

Benefits

Benefit Period

January 1

through December 31

Dependent Age Limit

23 dependent / 26 student

Removal upon End of Calendar Year

Benefit Period Maximum (per member)

$1,000

Benefit Period Deductible (Single / Family)

$25 / $50

Orthodontic Lifetime Maximum

$1,500

Preventive Services

Oral Exams – two per benefit period

100%

Bite Wing X-Rays – two sets per benefit period

100%

Diagnostic X-Rays – including Full

Mouth/Panorex, which are limited to one

every 36 consecutive months

100%

Prophylaxis (cleaning) – two per benefit period

100%

Fluoride Treatment – one treatment per benefit

period

100%

Sealants – limited to eligible dependents up to

age 14

100%

Tests and Lab

100%

Space Maintainers- limited to eligible

dependents up to age 19

100%

Emergency Palliative Treatment – includes

emergency oral exam

100%

Essential Services

Consultations and Other Exams by Specialist

80% after deductible

Minor Restorative Services

80% after deductible

Endodontics/Pulp Services

80% after deductible

Therapeutic Injections

80% after deductible

Periodontal Services

80% after deductible

Repairs, Relines & Adjustments of Prosthetics

80% after deductible

Simple Extractions

80% after deductible

Impactions

80% after deductible

Minor Oral Surgery Services

80% after deductible

General Anesthesia

80% after deductible

Complex Services

Gold Foil Restoration

60% after deductible

Inlays, Onlays – one every five years

60% after deductible

Crowns – one every five years

60% after deductible

Bridgework (Pontics & Abutments) – one every

five years

60% after deductible

Partial and Complete Dentures – one every five

years

60% after deductible

108

Benefits

Orthodontic Services

Orthodontic Diagnostic Services

60%

Minor Treatment for Tooth Guidance

60%

Minor Treatment for Harmful Habits

60%

Interceptive Orthodontic Treatment

60%

Comprehensive Orthodontic Treatment

60%

Note: Benefits will be determined based on Medical Mutual’s medical and

administrative policies and procedures.

This document is only a partial listing of benefits. This is not a contract of

insurance. No person other than an officer of Medical Mutual may agree, orally

or in writing, to change the benefits listed here. The contract or certificate will

contain the complete listing of covered services.

In certain instances, Medical Mutual’s payment may not equal the percentage

listed above. However, the covered person’s coinsurance will always be based

on the lesser of the provider’s billed charges or Medical Mutual’s negotiated

rate with the provider.

Maximum family deductible. Member deductible is the same as single deductible. 3-month

carryover applies.

109

APPENDIX I

EXPENSE REIMBURSEMENTS

TRAVEL POLICY

1. ELIGIBLE EXPENSES

Activities which justify the reimbursement of travel expenses include the conduct of

District errands, transactions of District business, and attendance at District meetings,

workshops, conferences, or other selected educational/professional functions related to

the Staff member’s job.

2. PERSONAL VEHICLES/MILEAGE REIMBURSEMENT

The District will reimburse a Staff member for the use of personal vehicles for District

business at the current IRS mileage allowance rate adopted by the IRS and effective on

July 1 of each year.

3. CARPOOLING

Carpooling is required whenever feasible.

4. MEALS

Certified employees will be reimbursed up to one hundred ten percent (110%) of the

maximum CONUS (Continental United States) per diem rates for federal travel

customers per day for meals. Certified employees are reimbursed with bona fide

documentation for gratuities for any meals while on professional leave in the

performance of their duties within the limits of prior approved meal reimbursements.

On partial days of a multiple day meeting/workshop/conference (first day of travel and

last day of travel), the District will pro rate the amount of reimbursement.

If a certified employee is attending a one-day meeting and is approved for overnight

lodging, the day prior to the meeting, the employee will be reimbursed for meals the day

of the meeting only.

When a certified employee is attending a workshop/seminar/conference where some

meals are provided as part of the professional development activity, the certified

employee will be reimbursed up to one-half (½) or one hundred ten percent (110%) of the

maximum CONUS (Continental United States) per diem rates for federal travel

customers per day for meals.

110

5. LODGING

Reimbursement is allowable for lodging expenses associated with attendance at out-of-

area conferences or meetings. Reimbursement will not exceed conference lodging rate [if

accommodations are available at conference related lodging establishment].

If conference-related accommodations are not available, reimbursement will not exceed

one hundred ten percent (110%) of conference lodging.

For one-day meetings within a seventy-five (75) mile radius of the District,

reimbursement for lodging will NOT be granted for overnight lodging. For one-day

meetings within a one hundred fifty (150) mile radius of the District, reimbursement for

lodging may be granted if the overnight stay is justified based on early morning or late

hour attendance requirements. The Superintendent must preauthorize such overnight

stay.

For multi-day meetings within a seventy-five (75) mile radius of the District,

reimbursement will be granted for overnight lodging for nights inclusive of the multi-day

meeting. For multi-day meetings within a one hundred fifty (150) mile radius of the

District, reimbursement for lodging will be granted with the inclusion of the night before

or after the workshop/seminar as justified by early morning or late hour attendance

requirements.

6. OTHER TRANSPORATION COSTS

Other transportation costs which may be reimbursed are parking charges, transportation

fares, and tolls. Receipts must be attached to the “Application for Professional Travel

Reimbursement” form #005 for reimbursement.

7. EXPENSE REIMBURSEMENT

Mileage and travel costs must be listed on the “Application for Travel Reimbursement”

form #005. A Staff member will submit all receipts with forms to the Treasurer within

twenty-one (21) calendar days following the end date of the leave. Proof of attendance at

a seminar/workshop must be submitted with the “Application for Travel

Reimbursement”. Under no circumstances will reimbursements be made without a

receipt.

8. CONFERENCE REGISTRATION FEES:

Conference and convention registration fees are reimbursable as a miscellaneous expense

on the travel expense voucher.

9. CANCELLATIONS

A Staff member will be responsible for the costs incurred by unreasonable failures to

cancel conference/seminar, transportation or hotel reservations. If there are extenuating

111

circumstances, a Staff member must provide documentation in writing to the

Superintendent. The Superintendent is the authorized administrator to approve whether

or not the explanation his viable.

10. EXAMPLES OF NON-REIMBURSABLE EXPENSES INCLUDE BUT ARE NOT

LMITED TO:

Gratuities in Excess of fifteen percent (15%)

Personal telephone calls

In-room movie rentals/airline headsets

Alcoholic beverages

Meals for relatives and friends

Fines for automobile violations

Lost or stolen tickets, cash or property

Coat check

Late checkout and room guaranteed charges

Entertainment

Keys locked in personal automobile

Laundry and dry cleaning

Personal automobile accident insurance

Tobacco products

Towing personal automobile

Costs incurred by unreasonable failures to cancel transportation or hotel reservations

Travel accident insurance premiums/travel insurance e.g., baggage insurance, airline

ticket insurance, etc.

Expenses not directly related to the performance of the travel assignment

Excessive costs, such as those caused by circuitous routes or luxury services or

accommodations

Please check with the Treasurer if you are in doubt about reimbursable expenses. The

Superintendent may grant variances in special circumstances.

NOTE: Gratuities in excess of fifteen percent (15%) will be eligible for reimbursement

if dinning establishment automatically includes higher gratuity percentage as standard policy [i.e.

large party standard gratuity of twenty percent (20%)]