Collective Bargaining Agreement - sheltonschools.org€¦ · 17.0 Conformity to Law ... the Association shall be required prior to allowing outside labor organizations to use

Collective Bargaining

Agreement

between the

Shelton Certificated Administrators

and

Shelton School District No. 309

July 1, 2016 – June 30, 2017

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THE SHELTON CERTIFICATED ADMINISTRATORS

AND

THE SHELTON SCHOOL DISTRICT

SHELTON SCHOOL DISTRICT NO. 309

SHELTON, WASHINGTON

INDEX

1.0 Length of Agreement………………………………………………………...page 3

2.0 Definitions..........................................................................………………….page 3

3.0 Association Rights…………………………………………………………...page 3

4.0 Status of Agreement.........................................................…………………...page 3

5.0 Personnel Files.................................................................…………................page 4

6.0 Leaves................................................................................…………………..page 4

7.0 Insurance Benefits..............................................................………………….page 5

8.0 Personal Property Reimbursement...................................…………...............page 5

9.0 Salary and Compensation................................................……………………page 5

10.0 Professional Development..................................................………………….page 7

11.0 Work Schedule................................................................................................page 8

12.0 Travel Reimbursement.......................................................………………….page 8

13.0 Sick Leave Buy Back.........................................................…………………..page 8

14.0 Administrative Transfers...................................................………..................page 8

14.5 Director Evaluations…………………………………………………………page 8

15.0 Non-Renewal…………………………….…………………………………..page 9

16.0 Reopener Clause................................................................…………………..page 9

17.0 Conformity to Law...............................................................………………...page 9

APPENDIX A - Administrative Salary Schedule 7/1/16-8/31/16.………… page 10

Administrative Salary Schedule 9/1/16-6/30/17.………… page 11

APPENDIX B - National Conference Attendance Rotation…………………page 12

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December 13, 2016 2016-2017 Shelton Certificated Administrators Agreement

1.0 LENGTH OF AGREEMENT

1.1 This agreement will be for a period of one (1) year from July 1, 2016 through

June 30, 2017.

2.0 DEFINITIONS

2.1 For purposes of this agreement, an "employee" shall be a building administrator,

Director of Special Education, Director of State and Federal Programs, Career and

Technical Education Director, or Director of Athletics to whom the District issues a

certificated administrative contract.

The District reserves the right to post the position of Director of Athletics as either

classified or certificated. If the Director of Athletics is certificated, they will be a

member of the Association.

2.2 An "administrator" is the same as an "employee."

3.0 ASSOCIATION RIGHTS

3.1 Duly authorized representatives of the Shelton Certificated Administrators

Association and their respective affiliates, in accordance with building and district

security procedures, shall be permitted to transact official Association business on

school property at all reasonable times, provided there is no interference with or

interruption to employee responsibilities or normal school operations.

3.2 The Shelton Certificated Administrators Association shall have the right to use

District communication systems (i.e. phones, mailboxes, e-mail, and bulletin boards)

to circulate information to bargaining unit members. Permission of the District and

the Association shall be required prior to allowing outside labor organizations to use

District communication systems for the purpose of communicating with bargaining

unit members.

4.0 STATUS OF AGREEMENT

4.1 This agreement shall supersede any rules, regulations, policies, resolutions, or

practices of the District which are contrary to or inconsistent with its terms.

This agreement may be reopened on any item(s) during the term of the contract by

mutual consent of the parties. During the life of the contract the following specific

areas will be discussed to determine if mutually agreed to changes are needed: (1)

administrative staffing levels; (2) make up of the comparison districts used in the

yearly salary survey; and (3) length of administrative contracts.

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If an employee's individual contract contains any language inconsistent with this

Agreement, the Agreement shall be controlling.

5.0 PERSONNEL FILES

5.1 Access to administrators' personnel files should be limited to the Superintendent, the

Human Resource Director, the Board of Directors, the District's attorney, the

administrator involved, the administrator's immediate supervisor, and exempt

classified employees.

5.2 All administrators will have the right to review all materials in their file.

Administrators have the right to attach, for inclusion in their file, written comment

upon any materials contained within their files, provided that such comment must be

attached within 20 days after the administrator's first knowledge of the material.

6.0 LEAVES

6.1 Sick Leave. An administrator under contract for a full school year will be entitled to

12 days of annual leave for illness or injury. Sick leave not taken will be

accumulated from year to year to the maximum allowable by law.

Disability due to pregnancy, childbirth, and recovery therefrom shall be considered as

sick leave.

6.2 Personal Leave. 6 days of personal leave shall be allowed annually. 4 days of leave

shall be deducted from sick leave and 2 days shall not be deducted from sick leave.

6.3 Bereavement Leave. Each administrator shall be eligible for 5 days bereavement

leave per need with no loss of pay or benefits. Such leave shall not be deducted from

sick leave.

6.4 Maternity/Parental Leave. Maternity/parental leave may be granted to administrators

due to pregnancy or complications arising from pregnancy. Such leave may be

requested through the Superintendent and must be approved by the Board of

Directors.

6.5 Long-Term Leave. A certificated administrator shall be eligible for a one-year leave

of absence following six years of continuous employment by the District. The leave,

if approved, shall be at no pay and be based upon the availability of a satisfactory

replacement for the period of absence.

The purpose of the leave shall be to provide professional improvement for the

administrator. A plan detailing the goals and objectives shall be developed by the

administrator and approved by the Superintendent.

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The administrator agrees to return to the District for a one-year period following the

approved leave. The administrator shall not be eligible for a second such leave until

they have served an additional six years of continuous employment within the

District.

Administrators who are granted this leave shall retain all accumulated sick leave.

7.0 INSURANCE BENEFITS

7.1 Employees will be enrolled in dental, orthodontia, vision, term life, and long-term

disability insurance programs. Employees may also enroll in a medical insurance

program available through the district. Employees will be provided the state

allocation amount during the term of this agreement. If an employee does not utilize

the full amount available, the remaining amount may be distributed on a pro-rata

basis to the other employees in the bargaining unit.

8.0 PERSONAL PROPERTY REIMBURSEMENT

8.1 The District shall reimburse an administrator for loss or damage to personal property

under the provisions of RCW 28A.58.425 up to a maximum of $500 per employee

per claim.

8.2 Acts of damage that are clearly recognizable as vandalism while an employee's

vehicle in the school setting and while the employee is acting within the scope of

his/her assigned employment obligations to the district shall be covered by the

employee's insurance policy, with the district reimbursing the amount of the

deductible to a maximum of $200.00.

9.0 SALARY AND COMPENSATION

9.1 An administrator shall be paid his/her current per diem rate for extra days worked

outside the normal contract upon request and/or approval by the Superintendent.

9.2 A salary survey shall be planned and conducted the first year of the negotiated

agreement, by the District Office staff in collaboration with the representatives of the

administrators. The following standards shall govern the survey: (1) Districts to be

included in the survey are those within the enrollment band of 3,000 to 5,000, which

includes Shelton, and which have free/reduced participation rates within 10 percent

of the Shelton School District participation rate except (a) when Shelton is within

500 students of the top of the enrollment band, data from the smallest 1/3 of the

districts in the next larger enrollment band shall be included, and (b) when Shelton is

within 500 students of the bottom of the enrollment band, then the largest 1/3 of the

districts in the next smaller enrollment band shall be included. (2) The maximum

salary for each building administrator position in those other districts shall be

determined in accordance with their current salary

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schedules. (3) The maximum scheduled salaries across all the comparison districts,

excluding Shelton, shall be averaged for each type of position.

9.3 The average top salary for each building principal and the high school assistant

principal, as determined by the survey, will become step four (4) on the salary

schedule for each position. Step three (3) will be established by subtracting 2% (.02)

from the maximum salary for each position. Step two (2) will be established by

subtracting 4% (.04) from the maximum salary for each position. Step one (1) will

be established by subtracting 6% (.06) from the maximum salary for each position.

Step five (5) will be established by adding 2% (.02) to step 4.

The Director of State and Federal Programs position will have the same salary

schedule as the junior high school assistant principal position. The CHOICE High

School principal position and the Director of Special Education position will have

the same salary schedule as the junior high school principal position. The middle

school principal will be the same salary schedule as the elementary principals. The

junior high assistant principal salary schedule will be 92% of the junior high

principal salary schedule. The middle school assistant principal salary schedule will

be 92% of the middle school principal salary schedule.

9.4 The contract for the middle school assistant principal and the elementary assistant

principals will be 204 days. Contracts will be 207 days for Director of State and

Federal Programs, junior high school assistant principal, and the Dean of Students.

Contracts will be 210 days for elementary principals and the middle school principal.

They will be 215 days for the Director of Special Education, the CHOICE principal,

the junior high school principal, the Shelton High School assistant principals, the

Director of Career and Technical Education, and the Director of Athletics. It will be

220 days for the Shelton High School principal. Superintendent's Office will develop

a projected work schedule for each year by the previous June 1.

9.5 Administrators new in a position will be placed on the schedule in accordance with

the superintendent's judgment of related experience.

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10.0 PROFESSIONAL DEVELOPMENT

10.1 The District will provide payment in full for membership dues and fees for

professional and community service organizations up to a maximum of $850.

Membership dues and fees must be approved by the Superintendent.

10.2 The District will provide in the budget $1,500 for ongoing professional development

for each administrator. This money may be used for institutes, workshops, classes,

books, travel, etc., that align with the administrator’s and the District’s current goals.

All out-of-state travel will be recommended to the Board for approval.

10.3 Administrators will be allowed to attend one national conference every three (3)

years. The administrators will give the superintendent a list every year showing the

planned attendees by name and position for the succeeding three (3) years. The

intent of the schedule is to have as few people from any given building attending a

conference during a year as possible. New administrators will first attend a national

conference in their third year in the District, although it may be necessary

occasionally for a person to attend in the second year so that approximately one-third

of the administrators are scheduled to attend each year.

In the event the administrator determines not to participate in some year, whether

because of personal situations, lack of an interesting conference, the presence of

special issues at work that year, or whatever, the administrator will be allowed to

attend a national conference during the year succeeding his/her normal schedule,

provided that no more than 1/2 of the administrators will attend a national conference

in any given year. Administrators may exchange their scheduled trip year with

another Administrator with the approval of the superintendent. Doing so may not

increase the number of administrators attending in any given year. No two

principals/assistant principals may be gone from the same building at the same time.

The District will pay reimbursable expenses for a national conference up to $3,000.

Attendance at national professional conferences is in addition to use of professional

development funds described in Section 10.2. The Shelton Certificated

Administrators Association will work with the district to limit cost of expenses.

10.4 TPEP training may be available for principals. If training is recommended by the

district and administrators attend the recommended training outside their regular day,

they would be paid at their per diem for time spent in training during the 2013-2014

school year only.

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11.0 WORK SCHEDULE

11.1 For the safety of personnel, administrators may work from home on days when

school is cancelled because of weather or other issues with approval of the

immediate supervisor, and may count those days as part of their contracted days.

Administrators must also work, as a minimum, until the last day with staff and

students.

12.0 TRAVEL REIMBURSEMENT

12.1 It is mutually acknowledged that administrators will need to use their personal

vehicle for job-related travel in the District and immediate area. Meals and travel

costs will be reimbursed by the District as provided in Board policy. Travel

reimbursement will be at the established state government rate for mileage.

13.0 SICK LEAVE BUY BACK

13.1 Sick leave buy back will be made available as provided in Chapter 275 of the Laws

of 1983.

14.0 ADMINISTRATIVE TRANSFERS

14.1 The employees believe that administrators new to the District should receive a

minimum of five extra per diem days and an administrator transferred to a new

position should receive a minimum of three extra per diem days so these new

administrators may learn about the new position. These days are at the discretion of

the Superintendent and the Board and may be more as required by them.

14.2 Administrators will be notified of assignment changes in accordance with statute.

14.3 In the case of an administrative position being lost in a reduction in force situation,

the administrator may apply for any open positions within the district.

14.5 DIRECTOR EVALUATIONS

14.5.1 SCAA Directors will be comprehensively evaluated based on the June 2013 WASA

framework for central office staff, rather than the AWSP Principal Evaluation

framework.

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15.0 NON-RENEWAL

15.1 The date for notification of non-renewal of the employee’s contract is on or before

May 1st. If the omnibus appropriations act has not passed the legislature by May 15th,

then notification shall be no later than June 1st.

16.0 REOPENER CLAUSE

16.1 Each party may bring a maximum of one non-salary topic for bargaining prior to the

interim annual anniversary dates of this agreement. Salary issues may be opened by

mutual agreement between the District and the certificated administrators.

17.0 CONFORMITY TO LAW

17.1 If any provisions of this agreement or any applications of these provisions to any

administrator is found contrary to law, then such provision or application shall not be

deemed valid except to the extent permitted by law; but all other provisions or

applications shall continue in full force and effect.

17.2 No change, revision, alteration, or modification of this agreement, in whole or in

part, shall be valid unless the same is ratified by both the Board and the

administrators and endorsed in writing hereon.

Approved and agreed to this _____ day of _______________, 2016.

FOR THE ASSOCIATION: FOR THE DISTRICT:

Secretary to the Board

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APPENDIX A

2016-17 Administrative Salary Schedule

Effective 7-1-2016

DAYS POSITION 1 2 3 4 5

220 High School Principal 1.183 1.203 1.223 1.243 1.263

215 High School Asst Principal 1.038 1.058 1.078 1.098 1.118

207 High School Dean of Students 1.001 1.021 1.041 1.061 1.081

220 High School Associate Principal 1.080 1.100 1.120 1.140 1.160

215 Junior High Principal 1.105 1.125 1.145 1.165 1.185

207 Junior High Asst. Principal 1.012 1.032 1.052 1.072 1.092

210 Middle School Principal 1.057 1.077 1.097 1.117 1.137

204 Middle School Asst. Principal 0.967 0.987 1.007 1.027 1.047

210 Elementary Principal 1.057 1.077 1.097 1.117 1.137

204 Asst. Elementary Principal 0.967 0.988 1.009 1.031 1.052

215 Dir of Special Education 1.105 1.125 1.145 1.165 1.185

207 Dir of State & Federal Programs 1.012 1.032 1.052 1.072 1.092

215 Choice Principal 1.105 1.125 1.145 1.165 1.185

215 Director of Career & Tech Ed 0.997 1.016 1.036 1.055 1.096

215 District Athletic Director 0.959 0.978 0.996 1.016 1.055

Base Salary = $93,085

220 High School Principal $110,120 $111,981 $113,843 $115,705 $117,566

215 High School Asst Principal $96,622 $98,484 $100,346 $102,207 $104,069

207 High School Dean of Students $93,178 $95,040 $96,901 $98,763 $100,625

220 High School Associate Principal $100,532 $102,394 $104,255 $106,117 $107,979

215 Junior High Principal $102,859 $104,721 $106,582 $108,444 $110,306

207 Junior High Asst. Principal $94,202 $96,064 $97,925 $99,787 $101,649

210 Middle School Principal $98,391 $100,253 $102,114 $103,976 $105,838

204 Middle School Asst. Principal $90,013 $91,875 $93,737 $95,598 $97,460

210 Elementary Principal $98,391 $100,253 $102,114 $103,976 $105,838

204 Asst. Elementary Principal $90,013 $91,968 $93,923 $95,971 $97,925

215 Director of Special Education $102,859 $104,721 $106,582 $108,444 $110,306

207

Director of State & Federal Programs $94,202 $96,064 $97,925 $99,787 $101,649

215 Choice Principal $102,859 $104,721 $106,582 $108,444 $110,306

215 Director of Career & Tech Ed $92,806 $94,574 $96,436 $98,205 $102,021

215 District Athletic Director $89,269 $91,037 $92,713 $94,574 $98,205

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APPENDIX A

2016-17 Administrative Salary Schedule

Effective 9-1-2016

220 High School Principal $113,167 $115,051 $116,935 $118,818 $120,702

215 High School Asst Principal $99,511 $101,395 $103,278 $105,162 $107,046

207 High School Dean of Students $96,026 $97,910 $99,794 $101,677 $103,561

215 Junior High Principal $105,821 $107,705 $109,589 $111,472 $113,356

207 Junior High Asst. Principal $97,062 $98,946 $100,830 $102,713 $104,597

210 Middle School Principal $102,801 $104,713 $106,625 $108,537 $110,449

204 Middle School Asst. Principal $93,740 $95,643 $97,546 $99,448 $101,351

210 Elementary Principal $101,301 $103,184 $105,068 $106,951 $108,835

204 Asst. Elementary Principal $92,824 $94,802 $96,780 $98,852 $100,830

215 Director of Special Education $105,821 $107,705 $109,589 $111,472 $113,356

207 Director of State & Federal Programs $97,062 $98,946 $100,830 $102,713 $104,597

215 Choice Principal $105,821 $107,705 $109,589 $111,472 $113,356

215 Director of Career & Tech Ed $95,650 $97,439 $99,323 $101,112 $104,974

215 District Athletic Director $92,071 $93,860 $95,555 $97,439 $101,112

220 SHS Associate Principal 103,467 105,629 107,234 109,117 111,001

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National Conference Attendance Rotation

Position Name 11-12 12-13 13-14 14-15 15-16 16-17 17-18 18-19

Shelton HS Principal Jennifer Deyette X X

CHOICE HS Principal Stacey Anderson X X X

Shelton HS Assistant Principal Deena Alley X X X

Shelton HS Assistant Principal Ed Stewart X X X

Shelton HS Dean of Students OPEN

Oakland Bay JHS Principal Gina Franchini X X X

Oakland Bay JHS Assistant Principal John Bryz-Gornia X X X

Olympic MS Principal Eric Barkman X X X

Olympic MS Assistant Principal Fran Stevens X X

Mt. View Elementary Principal Carol Lake X X X

Mt. View Elementary Asst. Principal Mindy Watson X

Evergreen Asst. Principal Donna Morris X

Bordeaux Elementary Principal Carey Murray X X X

Bordeaux Assistant Principal Maryann Marshall X

Evergreen Elementary Principal Adina Brito X X

Director of Special Education Tami Stoutnar X X

Director of State & Federal Programs Wanda Berndtson X X X

Director of Career & Technical Ed Pat Cusack X X X

Director of Athletics Jim Judson X X X

*Carey and Adina switched years in 2013-14 because it was Adina's first year in the district. Carey attending in 2013-14 and Adina in 2014-15.)

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Collective Bargaining Agreement - sheltonschools.org€¦ · 17.0 Conformity to Law ... the Association shall be required prior to allowing outside labor organizations to use