Master Compliation of Memoranda of Understanding

Master Compilation of RNEA and Rockwood BOE
Memoranda of Understanding 1989-2008

2006-2008: The starting salary for the 2006-2007 school year is $34,000. The top of the salary schedule at the Master's +30 is $64,650. See Appendix A for 2006-2007 Salary Schedule.

The starting salary for the 2007-2008 school year is $35,000. The top of the salary schedule at the Master's +30 is $65,500. See Appendix B for the 2007-2008 Salary Schedule.

2004-2006: The starting salary for the 2004-05 school year is $31,500. The top of the salary schedule at the Master's +30 is $70,686. See Appendix A for 2004-05 Salary Schedule.

The salary schedule is in effect for 1 year and will be renegotiated prior to the 2005-06 school year.

2002-2003: Teachers previously on the last step will now receive a “longevity pay” increase in 2002-03 and in future years.

1992-1994: All certified teachers hired for the 1992-93 school year and thereafter will not advance beyond Step 7 on the Bachelor's channel.

1992-1994: For all certified teachers hired for the 1992 -93 school year and thereafter, the BA/150 channel will be defined as BA+15.

2006-2008: Teachers seeking a channel change to a BA/BS +15, MA/MS, MA/MS + 15 or MA/MS+ 30 or PhD must submit a Request for Channel Change on Salary Schedule form to the Assistant Superintendent of Human Resources /designee, illustrating the relevancy of the coursework in terms of enhanced classroom instruction, student achievement, certification in a critical teaching area or administrative certification.

Channel changes will not be approved that present a random pattern or selection without a focus or relevancy that can be explained by the applicant to the district. Selection of courses should result in additional teaching, counseling, librarian or administration certifications; be related or expand upon the knowledge base of a current certification, or be demonstrably related to enhanced classroom instruction or student achievement.

Beginning with the fall 2006 semester, this statement must accompany any request for a channel change.

2002-04: Channel changes have been expanded to include credit for National Board Certification (NBC) as stipulated below:

Any teacher obtaining a National Board Certification (NBC) will be allowed to move one channel. A master’s degree in education is required to pursue an NBC. The channel change will occur at the next scheduled update (currently twice annually per school year).

Each teacher must maintain his/her NBC in order to remain on the additional channel. Failure to do so will result in the loss of one channel (as long as graduate hours have not been independently obtained to justify the teacher’s current placement) and will be effective on the next scheduled update.

All teachers under regular contracts are encouraged to continue their education by earning advanced academic credit hours in an appropriate subject area or specialty. In order for a teacher to advance on the salary schedule or move across salary channels, the course work must be earned through an accredited institution approved by the Missouri State Department of Education for graduate credit hours. Classes completed or degrees conferred after August 16, 1999, must be in a related academic area or to obtain an additional state teacher certification.

(1999-2000): Channel changes have been expanded to include academic credit hours in a related academic area or to obtain an additional state teacher certification. The related academic area and the state teacher certification apply only to classes completed or degrees conferred after August 16, 1999.

(1994-95): The following will amend Regulation 4505 in the Board Policy Manual:

“Channel Change Request Forms are due September 1 for fall channel changes and January 5 for second semester changes. A copy of the letter sent to the college or university requesting that an official transcript be sent to the Human Resources Office must be attached to the Channel Change Application Form. Official transcripts must be received by October 15 and February 28, respectively.

In order for a fall channel change to be processed and reflected on the first paycheck of the school year, the channel change application and official transcripts must be received by August 1 in the Human Resources Department. The closing dates for channel changes will remain October 15 of the respective years. Completed official transcripts and Channel Change Request Forms received between August 15 and October 15 will result in the channel change increase being distributed over the remaining pay periods. Official transcripts must be received by October 15 in order for the change to be effective for the full contract term.

For second semester channel changes, completed channel change applications and all transcripts received on or before December 23 will be reflected in the January 31 paycheck. Completed transcripts received between December 24 and February 28 will result in the channel change increase being distributed over the remaining pay periods. Official transcripts must be received by February 28 in order for the change to be effective for the second semester.

In the event of extenuating circumstances, a teacher may appeal the official transcript deadline to the Assistant Superintendent of Human Resources.”

(2004-2006): Teachers will be paid on the 15 th and the last calendar day of the month except when such calendar date falls upon a Saturday, Sunday, or other legal holiday. In such case, teachers will be paid on the preceding date. Superintendent’s Forum will review and approve the payroll schedule including dates and methods of distribution of checks in May, prior to the beginning of each school year. Effective January 1, 2005, all teachers will be required to be paid either by direct deposit or through a payment card.

(1997-99): The first paycheck of the new school year will be issued on the last working day in August. (Revised Forum 2/99)

(1996-97): In the event a teacher incurs five or more uncompensated contractual days, any salary adjustment will be distributed over the remaining contractual pay periods.

(1994-95): An on-going, collaborative salary committee will be formed with administration representatives appointed by the Superintendent and teacher representatives appointed by the President of the RNEA. The charge of this committee will be to gather, review, and report information regarding salaries, salary schedules, channel changes, and cost control strategies. This information will be shared with the Superintendent and the RNEA President and will serve as a basis for nontraditio nal discussions.

Effective with the 2004 Summer School Programs, the following salaries will be paid to teachers:

Teacher contracts for summer employment will be reviewed by the Superintendent’s Forum and will provide expectations for time requirements for teachers outside the scheduled instructional time.

Summer Workshop Stipends (1994-95): Effective beginning June 1994, stipends for the summer staff development program will be paid only to those teachers who are not taking such workshops for graduate credit.

Substituting for Another Teacher (1991-92): Payment will be the hourly rate of current substitute teacher pay.

Curriculum Writing. The rate of curriculum writing compensation will be reviewed annually and set at a competitive rate.

Summer Workshop Stipend. The rate of summer workshop stipend will be reviewed annually and set at a competitive rate.

Recognizing the various needs and time constraints of teachers,teachers participating in-depth studies of curriculum writing may be given four options for completing tasks:

The District will set time and dollar parameters as to how long a task should take. Any committee which exceeds the allotted time frame must appeal to the Assistant Superintendent in charge of Curriculum for an extension. Each member of the committee will vote as to how they would like to undertake the task at the onset of their undertaking.

“Part-time teachers shall be compensated by computing the time scheduled for actual teaching divided by the total scheduled teaching time at a particular level (minutes at elementary; class periods at middle and high school levels). Part-time teachers will be required to work their contractual proportion in all other duties required of full-time teachers (i.e., planning and conference, arrival and departure times).

The Assistant Superintendent of Human Resources or designee will explain to part-time teachers during employment orientations work time requirements and how compensation is computed.”

403(b) Vendors: New 403(b) providers will not be added to the district’s list unless a minimum of five employees confirms their intention to contribute to such new provider. In addition, current providers with three or fewer participants will not be able to accept new participants unless there is an aggregate number of employees desiring to participate totaling five.

457(b) Vendors: Three additional 457(b) vendors will be added to our existing vendor (Vantage). These three vendors will be selected based upon the three 403(b) vendors with the greatest number of employee participants that offer 457(b) investment options consistent with appropriate procedures and rules.

2006-2008: Any compensation tied to the evaluation process would be agreed upon through the negotiation process.

Insurance

2006-2010 : The Rockwood Insurance Committee will be co-chaired by a Rockwood school district appointee and an RNEA appointee. RNEA will appoint 50% of the committee membership. The composition of the committee shall include teachers, administrators and support staff. The purpose of the committee shall be to regularly review problems, procedures and the economic impact of any changes.

The Insurance Committee will study the design and structure of Rockwood's medical, dental and vision insurances and develop recommendations which shall be submitted to the Board of Education through the Board Operations Committee by March 15, 2007 , with insurance premiums determined by July 1, 2007 . If the recommendations are approved, the changes will become effective at the beginning of the plan year, November 1, 2007 .

The Insurance Committee will annually research and determine the average national medical, dental and vision insurance increases over the previous year. This review will compare national increases to the Rockwood School District increases. The annual increase of the district's contribution to the insurance program will be at least one-half (50%) of the average national increase plus one- half of one percent (.5%). The district contribution level will be determined annually for the plan years beginning November 1, 2007 , 2008, and 2009, respectively.

(1997-99): The Rockwood Insurance Committee will meet on a regular basis to review problems and procedures and to make recommendation for changes. When carriers change, the District and the Association will work together to educate staff about insurance coverage. Yearly meetings will be set up to review benefits and procedures, and to answer employee questions.

(1989-91): The District will implement a Long-Term Disability Insurance plan which will provide a monthly payment to an employee who suffers a total disability that prohibits an employee from performing his responsibilities. The basic provisions of the plan are:

(1997-99): Insurance for Part-Time Teachers. The District will continue to investigate options for insurance for part-time teachers. This investigation shall be for informational purposes.

(1994-95): Insurance Advisory Committee. An on-going, collaborative insurance advisory committee will be formed with administration representatives appointed by the Superintendent and teacher representatives appointed by the President of the RNEA. The Superintendent may elect to expand the committee to include representatives of other employee job classifications. The charge of this committee will be to gather, review, and report information regarding insurance benefits and cost control strategies. This information will be shared with the Superintendent and the RNEA President and will serve as a basis for Nontraditional discussions.

A full-time teacher who separates employment with the District during the contractual period shall continue District insurance benefits through the end of the last month of employment.

Providing contracts are fulfilled, insurance will be covered through August for one-year only contracts, retirees, and resignations.

(2000-02): The District will provide a vision insurance plan for employees eligible under the current health insurance plan.

The District will pay 100% of individual premiums for employees and 50% of the premiums for the dependents.

Employee Wellness initiatives will be endorsed as a goal by both the district and RNEA.

(2004-2006): Provision is made for sick leave during the course of the contract period.

Sick leave may be utilized for absence due to personal illness, injury, or accident; illness, injury or accident of a dependent, spouse, parents or children; the quarantine laws of the state; or a medical disability which prevents the employee from performing contractual duties. (Note: This does not include parents-in-law).

In the case of illness of a dependent, spouse, parents or children, up to fifteen (15) days sick leave per year will be allowed. These days may be taken in whatever daily increments are needed. (Note: This does not include parents-in-law).

In the case of a catastrophic or life threatening illness of a spouse, dependent or parent, the employee may be granted, upon approval of the Assistant Superintendent of Human Resources, additional days from the teacher’s accumulated sick leave. The district reserves the right to request medical documentation if the length of the requested sick leave exceeds fifteen days.

Personnel in full-time certified positions, upon retirement from the District, withverification of PSRS retirement eligibility, will receive the following Sick Leave Award:

There continues to be no cap on the total number of sick-leave days which can be accumulated.

Retirees Eligible In 2005-2006 through 2011-12:

In 2005-2006 and subsequent years, pay out amounts will be calculated by using an index. The index will be determined by dividing the reimbursement amounts by the starting salary for 2004-2005. Such index will then be multiplied by succeeding years’ starting salaries. This formula may not be altered for seven years or before the end of the 2011-12 school year.

This provision will not require a minimum number of years in Rockwood provided the employee is in a full-time certified position and eligible for full, modified or disability retirement through Public School Retirement System (PSRS).

At the time of retirement, eligible employees may elect to receive this sick leave award over a period of either three, four or five years. The employee must indicate which option he/she chooses at the time of retirement. Equal payments will be made beginning in the January following retirement and mailed by the last workday in the month.

(1994-95): The following paragraph will replace Paragraph (1) in the Board Policy Manual under Regulation 4320, Sick Leave - Professional Staff:

a) “At the beginning of the contractual year, probationary and permanent teachers will be granted ten (10) days sick leave per year with unlimited accumulation.”

Sick leave is also prorated for a leave of absence that extends beyond one full semester.

A teacher who becomes ill and requests to be relieved will be provided coverage, and the teacher will be allowed to leave the premises if the teacher deems it necessary

(2004-2006): Personal leave will only be granted for circumstances which are unusual and urgent and could not be performed at a time other than during the time school is in session. Personal Leave may not be used or construed to facilitate any organized type of work stoppage. Personal leave may not be used the day prior to winter break or spring break. An appeal for either the day prior to winter break or spring break may be granted upon approval of the Assistant Superintendent of Human Resources.

To use a personal day, the appropriate form must be completed and approved. The teacher must phone RASCAL to report an absence for personal leave. If these days are not used, they are accrued as sick days.

(1996-97): Teachers will receive twelve days -- ten sick days and two personal/ emergency days per year. If the two personal/emergency days are not used, they will accumulate as sick days.

(1994-95): A stipend of the current daily rate for substitute teachers will be granted for teachers who elect to receive compensation for their perfect attendance day.

(1994-95): The following will replace Regulation 4320 (a) and (b) in the District Policy Manual:

“A day of excused absence with pay will be granted to each teacher who is not absent from work any day of a semester contract period. Up to three (3) perfect attendance days may be accumulated and used singly or in any combination. No additional perfect attendance days may be earned until one (1) of the three (3) perfect attendance days is utilized.

The request for the excused absence leave with pay must be submitted to the Human Resources Office for approval three (3) days prior to the leave. The leave may not be approved during the first five (5) or the last five (5) days of the school year.

The number of perfect attendance days approved District-wide will be limited on the following days: Any day before or after the Thanksgiving Holiday, Winter Holiday, Spring Break; all Fridays in May, and the First Friday in June. Up to five (5) requests for perfect attendance will be approved. The perfect attendance requests will be on a first-come, first-served basis. The order of approval will be determined by the Human Resources Office according to the date and time of the principal’s signatures on the Perfect Attendance Application Forms.”

Scheduled perfect attendance days will not be charged against a teacher in the event school is canceled.

Personal leave days used for religious holidays will not affect the ability to qualify for perfect attendance days

If the District does not compensate a substitute for the absence of a certified staff member on a day school is cancelled, no leave will be charged against the teacher.

(1999-2000): An eligible, full-time certificated employee may use up to six (6) weeks of the employee’s accumulated paid sick leave for purposes of caring for a well child immediately following the adoption of the child. Eligibility for paid leave under this “Adoption Leave” policy shall be limited to the child’s primary care giver. Employees who are not the primary care giver will not be eligible to use paid sick leave to care for a well child following adoption of the child, even if the primary care giver is not employed by the District.

Nothing in this policy is intended to limit an employee’s ability (1) to use paid sick leave for the care of a dependent with an illness, as prescribed by generally applicable Board policy, or (2) to use unpaid leave in connection with the adoption of a child, in accordance with the Family and Medical Leave Act (FMLA) and Board of Education policy attendance thereto. Any and all paid leave taken under this “Adoption Leave” policy will be deducted from the employee’s entitlement to adoption leave under the FMLA.

(2004-2006): Teachers may use 3 days of leave for a death in the immediate family. The immediate family is defined as husbands, wives, parents, parents-in-law, children, brothers, brothers-in-law, sisters, sisters-in-law, grandchildren, grandparents, grandparents-in-law, sons-in-law, daughters-in-law, aunts, uncles, nephews, nieces, step relationships of those previously defined, or any person who is wholly dependent upon the employee. These 3 days are not charged to sick or personal leave. Any additional days after the initial 3 may be charged to sick or personal leave.

Teachers with accumulated sick leave may be excused, without loss of pay, for the time necessary to attend funeral services of relatives others than those listed above, and/or friends. Maximum time allowed for funerals will be 1 day and will be charged to accumulated sick leave. It is the responsibility of the teacher to phone RASCAL to report the absence.

Section A: Professional Staff Responsibilities

(2002-04): Teachers who call RASCAL before 6 a.m. on the day of their absence will need to report their absence only to RASCAL. Teachers who call their absence into RASCAL after 6 a.m. on the day of the absence may be required by their principal to make an additional call to the principal or his/her designee.

Principals will be reminded to the types of queries they can run, at any time on the RASCAL system so that absences can be monitored.

Teachers when calling absences into RASCAL will be reminded to wait until they have received a job number before hanging up on the RASCAL system. Otherwise, a substitute will not respond to the absence.

(1994-95): In case of absence, the professional staff employee shall notify the individual designated by the building principal at the earliest possible time so that a substitute may be provided.

(1994-95): All teachers must maintain adequate lesson plans and updated seating charts to enable a substitute to take over a class with a minimum amount of time lost. These materials will be readily available at the teaching site.

(1995-96): When a teacher is out of the classroom for multiple days, as much as possible, the same substitute will be used.

(1995-96): When all library staff are out of the building, a substitute will be provided.

(1995-96): Specialty Substitutes: The Human Resources Department will recruit substitutes with appropriate background in the areas of computers, music, library, and industrial technology. Efforts will be made to identify and provide appropriate training when the teaching area requires special orientation to District programs.

(1995-96): A quarterly update of the available substitutes will be provided to each building.

(1994-95): Whenever possible, the substitute’s backgroundand preference will be matched with subject matter.

(1994-95): Staff Development will develop a one-day training session to be offered substitutes.

(1995-96): Principals will seek suggestions from teachers to provide equitable preparation/duty time, while ensuring the safety and security of students.

(1992-94): Instructional time at the elementary level for band and string students shall be clarified with regard to classroom activities while students are absent.

These students are expected to complete independent work such as reading, study guides, worksheets, etc., which may have been done during class time while they were absent. Teachers will continue to reinforce previously introduced material. This information shall be standardized and distributed to the parents of each student considering enrollment in band/strings classes.

It is essential that each teacher establish a system which enables the students to gather assignments easily upon return to the regular classroom.

Preparation/duty time does not include planning time defined as the minimum 250 minutes per week as mandated by the state.

(2000-02): When applicable, ALA’s will be field-tested prior to implementation by the curriculum writing team. Teachers will report class progress in a narrative format including quantitative data (using appropriate scoring guide to give data about descriptors). The curriculum coordinators will then meet/contact the curriculum writing team to monitor and adjust the reporting procedure yearly.

(2000-02): All curriculum documents that have had formal School Board approval prior to the end of the school year will be distributed to teachers in hard copy or electronically by the last contract day of the school year.

(1994-95): The Assistant Superintendent of Curriculum will ensure that all District curricula are developed and implemented according to District policy. The District will adhere to the practice of adopting curriculum as outlined in the Curriculum Advisory Council guidelines.

(1992-94):All linstructional programs must come before the Curriculum Advisory Council before they can be implemented. The CAC members will then report back to their respective buildings regarding all proposed programs and return to the following CAC meeting with input from their buildings. The CAC minutes will be posted in each faculty conference area.

Curriculum committees are encouraged to survey the staff before making decisions on pilot programs.

Curriculum committees will be encouraged to issue interim reports on progress of pilot programs to all schools.

The District, through the Inside Rockwood publication, will solicit and publish information regarding the availability of grants and the process for seeking/securing same.

The District will publish articles as often as space permits in future issues of Inside Rockwood which explain how teachers can participate in pilot programs at their schools.

Instructional expectations between the home school and the TAG Center and resource teachers should be defined and published in each home school handbook for teachers and parents/students.

These instructional expectations, developed through a committee process with Association and teacher representatives, will be standardized for the District and distributed by the Superintendent of Schools.

(2004-2006): If teaching assistants are assigned to individual elementary classrooms to meet and maintain desirable standards, then they must be used in those classrooms.

After discussing other aspects of this issue, it was deemed unnecessary to add new language to the Master Compilation on the following recommendations:

Consensus was reached to establish a Rockwood Model for CWC classrooms by forming three committees at the elementary, middle, and high school levels.

Multiple workshops will be provided during the summer of 2005 to address special needs students in the regular classroom.

Summer workshop opportunities will be provided for paid work time for SSD and regular classroom teachers to collaborate.

(1994-95): To meet the needs of voluntary transfer and at-risk students, support will be provided for classroom teachers.

(2002-04): Along with the overall planning process, The Board of Education is committed to reducing class sizes within the financial constraints of the District.

(2002-04):A teacher who experiences difficulties with student/teacher ratio, equity of student distribution, and/or whose class(es) has exceeded the MSIP minimum standards should notify the counselor and principal. If the matter remains unresolved, then the principal will involve the appropriate school staff to brainstorm all possible options. If unable to resolve the problem at the building level, the teacher may discuss the problem with the Superintendent or designee to insure that all appropriate steps have been taken to address the issue.

(1996-97): Class sizes should be maintained at a student/teacher ratio that is conducive to student learning and success and that does not exceed the MSIP minimum standards.

Recognizing the need to support the District’s Mission Statement which focuses on results-oriented learning for students, the RNEA and Board agree to work collaboratively to develop multiple instruments for student assessment that will assist the District in evaluating instructional programs as well as developing public information that adequately gives an accounting of the District’s instructional program in relation to student results. RNEA representatives participating in this collaborative process will be appointed by the RNEA President.

The Crisis Intervention Planning Committee will develop a communications plan each year to update all schools regarding the Crisis Intervention Manual.

Distribution of the condensed version of the Crisis Intervention Planning Manual will be included in the faculty handbook in each school.

The issue of non-participating students will be a priority in the District’s planning process.

Principals will seek suggestions from teachers for the design and implementation of strategies to support the development of appropriate student behavior.

Principals are encouraged through participatory management to develop procedures regarding the supervision of students before school.
In addition to the regular hours of duty, attendance at meetings called by the principal’s office or Central Office is considered a part of each teacher’s professional responsibility. It is expected that adequate notice is given and that such meetings are held at reasonable times. Work on District-wide professional committees outside the regular school day will be voluntary.
Teachers will have a duty-free planning period except as required by the principal in special cases.

Regulation 4220 - Contracts and Salaries, Professional Staff - School Day Defined, Duty-Free Lunch.

The following statement will amend current policy in the Board Policy Manual: “Teachers/librarians/counselors will be provided a minimum of 25 minutes of uninterrupted duty-free lunch excluding passing time.”

2006-2008: The ECA Committee will be re-organized into three subcommittees: elementary, middle school and high school, with teacher and administrative representatives from each of these levels. During 2006-07 the elementary and middle school subcommittees will begin researching extra-curricular duties of benchmark school districts with the purpose of recommending a model of duties and compensation to the full ECA Committee. It will be the responsibility of the ECA subcommittees to annually report to the full ECA Committee, and the full ECA Committee to annually make recommendations through a Board governance committee to the Board of Education in February.

2004-06: ECA rates will be developed through the recommendati ons of the ECA Committee. Since the ECA rates to be developed will be based on market comparison data, previously negotiated language that references indexing will no longer be applicable.

Members of the faculty serving as ticket takers, ticket sellers, gamesupervisors, dance supervisors, pep bus sponsors, etc., shall be compensated. The rate for supervisor compensation will be reviewed annually and set at a competitive rate. The following activities shall be compensated at differentiated rates:
Activities that occur after school
For night events.
For Saturday events.
Pay for selected positions such as scorers and timers at athletic events will be reviewed by the administrator and athletic directors to establish an appropriate rate of pay for these responsibilities.

(1992-94): When a teacher is hired, he/she shall be informed that the extra-curricular commitment is considered part of the contract. (Revised Forum 11/99)

(1992-94): The sponsoring activity for teachers should be voluntary. However, this is not always possible. Should a teacher request a release from extra-curricular activities, the principal will make every reasonable effort to find a replacement. (Revised Forum 11/99)

The teacher is encouraged to put in writing to the building principal the request to be relieved of the extra-curricular activity. A copy of this request will be forwarded by the building principal to the Assistant Superintendent for Human Resources.

2006-2008: Teachers seeking tuition reimbursement for graduate credit hours earned as part of a BA/BS +15, MA/MS, MA/MS + 15 or MA/MS+ 30, PhD must submit a form Application for Course Approval and Tuition Reimbursement - Certified to the Assistant Superintendent of Human Resources /designee, illustrating the relevancy of the coursework in terms of enhanced classroom instruction, student achievement, certification in a critical teaching area, counseling, librarian, or administrative certification.

Courses will not be approved that present a random pattern or selection without a focus or relevancy that can be explained by the applicant to the district. Selection of courses should result in additional teaching or administration certifications, be related or expand upon the knowledge base of a current certification, or be demonstrably related to enhanced classroom instruction or student achievement.

The need for a statement to request tuition reimbursement will apply to teachers earning credit toward a BA/BS +15, MA/MS, MA/MS + 15 or MA/MS+ 30 and PhD beginning with college coursework in the fall 2006 semester.

2002-04: Teachers are eligible for tuition reimbursement up to $582.30 each fiscal year. The amount is based upon the current UMSL rate for three (3) graduate credit hours, which is currently $194.10 per graduate credit hour. This rate will be adjusted annually as the UMSL rate changes and will be established on July 1 of each fiscal year.

The school District is encouraged to continue the level of support that currently exists for professional development.

1996-97: Principals will be asked to monitor staff development so that there is a continuity of instruction for the students.

1995-96: 1. Under certain circumstances where administration has identified the need

for technical training, tuition reimbursement will be available for undergraduate courses when approved by the Deputy Superintendent for Curriculum and School Leadership. This provision does not apply to the Tuition Reimbursement Fund. Credit hours earned cannot be applied for channel changes on the salary schedule.

1995-96: 2. Pre-approval will be added to professional growth Regulation 4440.

“Teachers may submit form for pre-approval which will be processed within 21 days. This pre-approval will guarantee payment on successful completion of course work.”

1995-96: 3. The PDC is encouraged to continue to evaluate the quality and the kinds of training required of teachers.

• Administration will develop a flow chart to define the process for applying for tuition reimbursement funds.

• (1999-2000): The tuition reimbursement level for an individual teacher per fiscal year will be increased from $350 to $500 as it applies to the Tuition Reimbursement Fund up to the budgeted amount.

1995-96: 5. The District will coordinate in-service so as to minimize multiple teacher

absences in a school. Building principals will be provided a quarterly report of leave activity related to staff development/conference days.

1994-95: In order to facilitate communication regarding staff development programs, the following actions will be taken:

The minutes of each Professional Development Committee meeting will be distributed and posted for faculty review in a timely manner in each building.

1992-94: 1. The Rockwood School District will recognize the importance of its teaching staff attending conferences and seminars to promote teacher's professional growth. The Rockwood School District will publish information pertaining to local, state, and national conferences and meetings in the bimonthly publication Inside Rockwood . There will be contact information included in a special form or box in the Inside Rockwood . The principal of each building will post information regarding the Network in a location where staff regularly confers. District coordinators will encourage interested teachers to attend worthwhile workshops and help the teachers find funding to attend.

1992-94: 2. The Rockwood administration and the RNEA will work together as a team to provide teachers the opportunity to attend the state NEA professional meetings when held in the St. Louis area.

(1994-95): In order to facilitate communication regarding staff development programs, the following actions will be taken:

The minutes of each Professional Development Committee meeting will be distributed and posted for faculty review in a timely manner in each building.

(1992-94): The Rockwood School District will recognize the importance of its teaching staff attending conferences and seminars to promote teacher’s professional growth. The Rockwood School District will publish information pertaining to local, state, and national conferences and meetings in the bimonthly publication Inside Rockwood. There will be contact information included in a special form or box in the Inside Rockwood. The principal of each building will post information regarding the Network in a location where staff regularly confers. District coordinators will encourage interested teachers to attend worthwhile workshops and help the teachers find funding to attend.

(1992-94): The Rockwood administration and the RNEA will work together as a team to provide teachers the opportunity to attend the state NEA professional meetings when held in the St. Louis area.

2006-2008: The teacher summative evaluation report will be revised through a collaborative committee of teachers and administrators.

(1994-95): On the Probationary Teacher Summative Evaluation Form, the recommendation regarding future employment will be marked to reflect the principal’s recommendation based on teacher performance. In the event the probationary teacher is or could be recommended for non-renewal for a reason other than a performance-related issue, the teacher will receive notification on a separate document.

(1995-96): The following statements will amend current Regulation 4210 - Professional Staff Assignments and transfers:

To implement the transfer process for regular teaching vacancies, certificated employees interested in a vacancy will be placed in the following groups:

(2000-02): Employees who are interested in a posted position must submit a Request for Transfer Consideration Form to the Human Resources Office within the posting guidelines.

Current teachers employed with full-time contracts and tenured, part-time teachers. One-year only contracts (180+ days) will be eligible to be interviewed in Round I at the discretion of the building principal.

Prior to Round I transfer interviews, an interview team is selected by the building principal (barring extenuating circumstances) which can have representation from different constituencies and/or job classifications (i.e., administrators, teachers, support staff, or parents). Following the review of Request for Transfer Consideration Forms from interested teachers in Round I by the Assistant Superintendent for Human Resources, the supervising administrator (in most cases the principal) will schedule interviews for his/her interview team according to the following procedures:

After the interview team has completed interviews with all Round I candidates, a decision will be made and the principal/administrator will recommend a candidate to the Assistant Superintendent for Human Resources. The Assistant Superintendent for Human Resources will review the recommendation with the administrator. If interviews progress to Round II, the administrator will advise the Assistant Superintendent of Human Resources to proceed. If one of the regular teachers interviewed is recommended by the principal/administrator to fill the vacant position, the Assistant Superintendent shall submit the name of this teacher to the Superintendent for final approval.

Following the approval, it is the responsibility of the administrator at the building level to notify the other candidates who were interviewed but not selected.

Current teachers employed with part-time contracts or one-year only contracts, appropriately certificated employees, including substitutes and other certificated employees, including substitutes and other certificated employees in support staff positions, plus other regular applicants from within the subject/position of the vacancy.

Rockwood employees considered Round II applicants should call to affirm their interest in a given position.

Candidates do not submit a Request for Transfer Consideration Form but are selected for interviews through the regular hiring process. Therefore, it is important for interested Round II applicants to keep their applications current in the Human Resources Office.

The Assistant Superintendent for Human Resources will evaluate applicants and determine those candidates who will be interviewed in Round II.

Employees that have served two continuous one-year only contracts, (and are applying for a position their 3 rd year), will be eligible to be interviewed in Round I.

• Current teachers who have served two consecutive, full time, one-year only contracts (180+ days for both years)

Employees on one-year only contracts, (who have not served two consecutive one-year only contracts), and current teachers with non-tenured part-time contracts (180 days) will be eligible to be interviewed in Round I at the discretion of the building principal.

Positions will be posted for three days until three weeks before new teacher orientation. Thereafter, postings will be ASAP and guidelines for interviewing under Round I will be suspended.

All applicants who are interviewed for a specific position in Round I will receive notification in a timely manner that the position has been filled following the Superintendent’s approval of the final recommendation.

The administrators and interview teams will exercise the highest of professional standards in the process of interviewing and selecting candidates to fill positions. Candidates should also understand that the final selection is very competitive and there will be applicants with a wide variety of qualifications and experiences.

If a candidate not selected wishes to discuss his/her application or interview, the candidate may contact the administrator or principal.

Questions or concerns about the interview process or selection procedures should be addressed to the Assistant Superintendent for Human Resources.

Certificated employees applying for a regular teaching vacancy in Round I will be notified of qualifications for a posted vacancy. After reviewing the requests, if it seems evident that a transfer applicant lacks the appropriate certification or minimum qualifications for the position, the Assistant Superintendent for Human Resources will discuss this matter with the applicant to confirm the problem or determine if it has been alleviated. If confirmed, the candidate would not continue with the interview process.

If an eligible teacher should decide not to pursue a vacancy after having submitted the Request for Transfer Consideration Form, the applicant must notify the Assistant Superintendent for Human Resources of his/her decision promptly, in writing, and the interview process will be canceled.

When teaching vacancies occur during the school year, the major interest of the Board and administration is to attempt to fill the vacancy promptly with the best qualified replacement, maintain continuity of learning in the classroom, and provide for the least amount of disruption in the District’s educational program in other classes. Unless there are extenuating circumstances whereby the Superintendent determines it is for the welfare of all students to approve a transfer, vacancies occurring during the school term will normally be filled by appointing qualified substitutes or other regular applicants for these positions. These appointments will be considered temporary for the remainder of the school year only.

As a general rule, shorter-term vacancies and extenuating circumstances occurring during the school year, such as maternity leaves, sick leave, and other absences of indefinite duration, may be filled directly by the Assistant Superintendent for Human Resources and the supervising administrator.

Vacancies which are filled temporarily during the year will then be posted as vacancies for the next school year, and teachers may submit Request for Transfer Consideration Forms and will be interviewed according to the provisions of Round I interviews.

Following the transfer procedures outlined, if it is determined that the proposed transfer is necessary, the Assistant Superintendent for Human Resources will notify the teacher in writing.

(1995-96): The following will be added as policy within the existing Board Policy Manual:

“When an employee transfers to another building and/or assignment, or terminates employment with the District, the employee may request and be granted an exit interview with the building principal and/or Assistant Superintendent for Human Resources or his/her designee, if agreed to by all parties involved.

The District endorses the concept of exit interviews and believes valuable information can be gathered to benefit employees and the District. However, should there be extenuating circumstances, a request for an exit interview can be denied by the Assistant Superintendent for Human Resources.”

(1996-97): For transfer purposes, Round I candidates may apply for all openings; and, if qualified, will be guaranteed the opportunity for a maximum of six interviews for a school year.

XIII. Traveling Teachers

(1995-96): The District will develop a system in which traveling teachers will be placed in schools within close proximity to one another, when possible, allowing for planning time and lunch time. Emphasis will be placed on planned communications among the building principals, subject area coordinators, and the Human Resources Office on the utilization of traveling teachers.

(1994-95): Traveling teachers will be assigned a home base school where they are paid and receive their summative evaluations. Traveling teachers will be expected to attend faculty meetings at the school where they end the day, except by mutual agreement between the traveling teacher and the principals.

(1995-96): The District will encourage building principals to use staff input in considering the allocation of points at the building level and inform the staff of decisions based on that input.

Non-standing building-level committees/sub-committees that require extensive work beyond the contract day, should be completed by teachers who volunteer for these tasks.

(1994-95): Participatory management will be used to assist in defining teacher responsibilities for before and after school activities and duties.

(1994-95): Through a participatory management process, teachers will be provided the opportunity for input regarding utilization of non-District funds raised at the building level. These funds do not include moneys associated with parent or student groups.

(1994-95): It is recommended that teachers appointed by the RNEA President be a part of a District Budget Advisory Committee.

XV. Calendar Committee

The Calendar Committee will consist of representatives of parents, community, teachers, support staff, and administrators. No fewer than four (4) members of the RNEA as submitted by the President of the Association will sit on the committee.
Rockwood staff will be notified of names of committee members, meeting dates, and any calendar information. (Revised Forum 1/98)
If the Committee deems necessary, a survey requesting suggestions and date preferences will be sent to all Rockwood staff. (This is not a vote on a particular calendar, instead, this survey will gather data regarding employee preferences for starting/ending dates, grade recording days, holiday breaks, etc.). (Revised Forum 1/98)
The Calendar Committee shall meet each winter to create a calendar using survey information, cooperating school district calendars, and legal obligations. Blank calendars will be available to facilitate the process of creating a school calendar.
The selection of the calendar to be presented to the Board shall be based on a consensus of the Calendar Committee.

A teacher seeking to join the association after the initial enrollment period of September 10 must submit a dues deduction authorization by the 10th day of the month, which shall be at the regular monthly dues rate. To meet the deduction deadline for summer payroll, the authorization must be submitted no later than May 10.

(2002-04): The RNEA will reimburse the district $54,000 annually (based approximately upon 2001-02 average Rockwood teacher salary + benefits + PSRS contributions with the amount expiring 6/30/2004. This amount will be divided into quarterly payments. The district will pay the RNEA president’s contract salary, benefits and PSRS contributions.

The Association will notify the District and reimburse quarterly based upon one of the following options:

The District will pay the benefits including the District's portion of the retirement.

The Association will notify the District and reimburse quarterly based upon one of the following options. The RNEA Board of Directors will determine the decision regarding which option will be selected at the beginning of each president’s term.

The president of the Rockwood National Education Association will be granted half or full-time release from all teaching and other District assigned duties during the two-year term of his/her office. The plan will be submitted to the Human Resources Department for review. The decision for full or part-time must be made by the RNEA by March 1 st of each year.
If half-time release is utilized, the president and supervising administrator will develop a teaching schedule that is mutually beneficial.

(1996-97): The RNEA will be given the opportunity to be consistently represented on all District-wide committees.

2.(1996-97): A committee will be formed consisting of the RNEA President, the RNEA Vice-President, the RNEA current or immediate past Bargaining Chair(s), the Superintendent of Schools, the Assistant Superintendent of Human Resources, and other Assistant Superintendents who work closely with teacher working condition issues. The focus of this committee shall be to discuss and come to resolution on issues of concern regarding the memorandum or related items. This committee shall meet monthly. The RNEA and administration may each add one additional member who is designated as working closely with the teacher working condition issues. Membership should not exceed a total of eight (8).(Revised Forum 8/03)

Page 2, Opening Discussions. Delete current language and replace with the following: “Based on the ground rules, both parties will meet in the collaborative process. Ground rules will be included in the Board Manual annually.”

Page 2, Discussion Procedures. “Designated representatives of the Board shall meet at such mutually agreed upon times with representatives of the Association for the purpose of effecting a free exchange of facts, opinions, and possible solutions in an effort to attempt to reach mutual understanding and agreement.”

The Association will be provided up to fifteen (15) professional leave days annually. These days will be used for Association business which supports and elevates the goals of the Rockwood School District. Under extenuating circumstances, this number may be increased with the approval of the Superintendent of Schools. Charges for those days defined as being used for District-supportive business may be waived by the Superintendent; for those not so defined, the Association will reimburse the District for the cost of the substitute. The Association will not be charged for attendance of the elected delegates to the Representatives’ Assembly.

(1997-99): The RNEA shall have uncensored use of mailboxes and e-mail for distribution of official association business. The RNEA shall exercise good judgment, professionalism, and ethical conduct in the nature of the material distributed.

(2004-2006): With the 2004-2006 Agreement, the original memorandum will be maintained and added to or altered after each bargaining year. This will provide a framework for noting the progression of agreed upon issues. It will be referred to as the “Master Compilation”. This will be kept as a reference and will be held as a document for RNEA and the Rockwood School District but not produced for individual teachers. A “Current Agreement” will only contain the language that is in effect at present. The “Current Agreement” will be provided to RNEA members and administrators.

(1992-94): Throughout the term of this Memorandum, the RNEA and Board commit to the on-going utilization of the collaborative process of Nontraditional Bargaining. A communications lab or similar orientation to Nontraditional Bargaining and related protocols should be held in the fall of 1994.

Section H. Regulation 4835 - General Policies, Professional Staff Association Rights

(1996-97): If the Association has concerns or complaints related to any written agreements reached between the Board of Education and the Association pertaining to the rights of the Association, that complaint shall be registered in writing with the Superintendent of Schools.

The Superintendent or designee within five (5) working days shall meet with a representative of the Association in an attempt to resolve the matter to the mutual satisfaction of the parties.

The association may appeal within five (5) working days the Superintendent’s decision to the Board of Education. Within five (5) working days following the appeal, the Board shall provide the association with a written response.

Within five (5) working days following the conference, the Superintendent shall provide the Association with a written response. (September, 1975)

XVII. Teachers’ Rights and Responsibilities

(1992-94): The RNEA and Board will examine and propose programs to reduce stress and promote high staff morale. It is recommended that this issue be a major agenda item for the monthly RNEA/Board collaborative meetings.

(1992-94): The RNEA and Board agree to research and publish a statement to all certified personnel which provides guidelines for those occasions when District personnel should/should not transport students. The statement will also include an explanation of the District’s liability insurance coverage applicable to District personnel transporting students. The statement will be included in the handbook to be published.

It is in the interest of the District to establish procedures to assist teachers who are experiencing job-related problems they consider significant, but which they are unable to resolve through their own resources.

Teachers may request a meeting with the building principal and select a non-participating observer to attend a conference to discuss the problems as perceived by the teacher. The non-participating observer may listen and take notes, but may not participate in the discussion of the issues. The observer may be a teacher from the same or another building within the District.

This procedure does not apply to the formal teacher evaluation conference(s) held by the principal or any follow up to the formal evaluation which may occur.

When an administrator schedules a conference with a teacher, the teacher will be informed of the nature/purpose of the meeting. The teacher has the right to have an observer present. The teacher can request time and have the opportunity to obtain an observer. The observer may be an Association member or a Rockwood School District employee. The observer will not have a speaking role, but will serve as an observer/recorder. The conference may be extended beyond the normal contract day if the situation requires immediate resolution. This policy does not apply to the formative and summative evaluation conferences as per Policy/Regulation 4610.

2006-2008: When an administrator schedules a conference with a teacher, the teacher will be informed of the nature/purpose of the meeting. The teacher may request an observer to be present. Provided the issue to be discussed does not involve safety or security of district students, personnel or property, sufficient time will be given to the teacher to obtain an observer if requested. The observer may be an association member and/or a Rockwood School District teacher. The observer will not have a speaking role, but will serve as an observer/recorder. The conference may be extended beyond the normal contract day if the situation requires immediate resolution. This policy does not apply to the formative and summative evaluation conferences as per Policy/Regulation 4610.

(1995-96): Informal problem resolution should begin with direct communication between the parties involved and follow a reasonable procedure beginning at the lowest possible administrative level necessary to reach solution. This process should not be violated.

(1995-96): Informal Problem Resolution: In the spirit of teamwork, cooperation, and respect for others it is important that the professional staff shall not participate in activities that can be interpreted as harassment. Problems should be solved through informal problem resolution.

(1995-96): The Board and the RNEA agree that the word “voluntary” should be used with discretion. No teacher will be required to serve on a voluntary committee or participate in a voluntary activity.

(1995-96): Prior to responding to policy-based concerns or disseminating policy-based information, the RNEA leadership will verify the accuracy of that information. Sufficient numbers of policy manuals will be available in every school for staff use. Two policy manuals will be issued to the RNEA President.

(1994-95): The Board and the RNEA agree that the best means for solving problems at the building level is through informal problem resolution using open and honest, face-to-face communication between teachers and administrators. When there is a failure to resolve problems on an informal basis, teachers have the right and the responsibility to seek assistance from the Rockwood NEA and the Assistant Superintendent of Instruction.

(1995-96): Educators have the professional responsibility to be involved in school activities, and their participation is valuable. Educators also have personal/family responsibilities requiring their attention. Acknowledging these two areas of responsibility, the Board and the RNEA will promote a balance between professional and personal/family obligations.

Section F: Certification

All contracted instructional employees and administrators must be legally qualified and properly certified in accordance with the laws and requirements of the State of Missouri and North Central Association where applicable.

Employees must possess a valid Missouri certificate in their teaching subject and grade level at all times in order to be in compliance with the terms and conditions of employment set forth in their contract.

All certificated employees are required to forward the Superintendent’s copy of their certificate to the Assistant Superintendent - Human Resources. This copy shall be maintained in the individual’s personnel file. The original certificate will be returned, if requested, to the employee when leaving the District.

It is each individual’s responsibility to maintain current certification and meet all the requirements for renewal as determined by the Missouri Department of Elementary and Secondary Education.

Should a teacher be employed prior to receiving a certificate and subsequently fail to have a State approved certification awarded, that teacher’s contract shall immediately be deemed null and void. This provision applies to all teachers presently under contract with the District. Should any current teacher fail to renew their certificate or fail to meet some other standard necessary to maintain their certificate, that teacher’s contract shall be immediately deemed null and void if the issue cannot be successfully resolved and certification renewed.”

Approximately two months prior to the expiration date of a teacher’s certificate, Central Office sends a written notification to the teacher. The specific expiration date is listed on the memo. The teacher is requested to contact Human Resources regarding the progress on their renewal process. Teachers with summer expiration dates receive a written notice as well as a reminder sticker on their contract.

If a teacher has not responded to the memo, Human Resources contacts the teacher by phone to get a progress report.

Human Resources works closely with teachers who have concerns regarding their ability to meet the renewal requirements.

The District will accept resignations for the succeeding school year without restriction, if tendered prior to June 2. Resignations tendered after June 1 will be accepted subject to the availability of a suitable replacement for employment by the District.

In addition, if a teacher resigns after July 1, a penalty of $500 may be assessed. Extenuating circumstances should be reviewed with Human Resources.

(2002-04): he administration and the RNEA will work cooperatively to communicate to staff members the importance of regular attendance during April and May. It is important that the following be done in a professional, positive manner:

The RASCAL office will send out messages to substitutes concerning the bonus for working extra days in April/May and stressing the importance of substitutes being available to meet the demands.

Section I: Communication

2006-2008: The RNEA and administration agree that pro-active, on going, two-way communication is essential in ensuring that administrators, teachers, parents and students work together as a team. By building a strong partnership with parents, we increase our ability to assist all students in achieving academic success. Because good communication is vital to this partnership, the revised teacher evaluation instrument will clearly define expectations for school/home communication.

Section J: New Teachers

2006-2008: Upon hiring, new employees will receive a Welcome to Rockwood packet from human resources that will include the following:

• School calendar and daily school schedule

• Summer workshop booklet with registration instructions

• Welcome to the building letter with principal contact information, counselor information, school colors and mascot, etc.

• Welcome letter or packet from RNEA President.

XVIII. Facilities and Resources

(1992-94): A schedule will be created to begin the process of providing phones in every classroom. The Director of Facilities Planning and Construction will devise a plan for implementation. This plan will be developed and presented to the Board by the spring of 1993.

(1995-96): Time will be allocated in staff meetings in each of the buildings throughout the year in which the Director of Facilities Services will be available to listen to concerns and provide responses to questions asked regarding custodial and maintenance services.

1999-2000: The Rockwood School grant writer will pursue corporate sponsorships and grants for hardware and/or software on a yearly basis.