Faculty Handbook 2013-2014 - Mission Hill · PDF file · 2014-05-12Faculty...

Mission Hill School K-8 Faculty Handbook

2013-2014

Table of Contents: Mission Statement-‐Statement of Purpose…2

Breakfast Program…3 Lunch and Recess Schedule…3 General School Procedures…3 Lunch and Recess…3 Habits of Work…4 Habits of Mind…5 Homeroom Teachers and Specialists…6 Visiting Procedures…7 Cafeteria Expectations…8 Bus Dismissal Procedure…9 Early Dismissal Schedule…9 Bus Safety Expectations…10 Staff Attendance…11 Calling In Sick…11 Personal Days…11 Staff Lateness…11-‐12 Appendix How Does MHS Hire?…12 How Much Are We Paid?…12 What are the Benefits at MHS…13 Do We Get Vacation and Sick Days?…13 Can I Spend My Personal Money on the School?…14 How Do We Get Evaluated?...14 What Happens if There is a Problem?...14 Does Anyone Ever Leave?...14 How Do We Treat Each Other?...15 Mission Hill School-‐Rules of Engagement…15 How Do We Dress at School?...16 Reporting of Child Abuse or Bullying…16 Sample letters of election-‐to-‐work agreements…18 Election –to –work Agreement between Mission Hill and Student Teacher…18 School Year Calendar…19

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Mission Statement

The task of public education is to help parents raise youngsters who will maintain and nurture the best habits of a democratic society—be smart, caring, strong, resilient, imaginative, and thoughtful. It aims at producing youngsters who can live productive, socially useful, and personally satisfying lives, while also respecting the rights of all others. The school, as we see it, will help strengthen our commitment to diversity, equity, and mutual respect.

Democracy requires citizens with the capacity to step into the shoes of others, even those we most dislike, to sift evidence and weigh alternatives, to listen respectfully to other viewpoints with the possibility in mind that we each have something to learn from others. It requires us to be prepared to defend intelligently that which we believe to be true, and that which we believe best meets our individual needs and those of our and broader public—to not be easily conned. It requires also the skills and competencies to be well informed and persuasive—to read well, to write and speak effectively and persuasively, and to handle numbers and calculations with competence and confidence.

Democracy requires citizens who are themselves artists and inventors—knowledgeable about the accomplishments, performances, products, and inventions of others but also capable of producing, performing, and inventing their own art. Without art we are all deprived.

Such habits of mind and such competence are sustained by our enthusiasms, as well as our love for others and our respect for ourselves, and our willingness to persevere, deal with frustration, and develop reliable habits of work. Our mission is to create a community in which our children and their families can best maintain and nurture such democratic habits. Toward these ends, our community must be prepared to spend time–even when it might seem wasteful–hearing each other out. We must deal with each other in ways that lead us to feel stronger and more loved, not weaker and less lovable. We must expect the most from everyone, hold all to the highest standards, but also respect our different ways of exhibiting excellence. We must together build a reasonable set of standards for our graduates so that they can demonstrate to us their capacity to meet this mission.

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Breakfast Program

v Students enter the cafeteria for breakfast (9:00-‐9:15 am.). After eating breakfast, the

children go to classrooms.

General School Procedures v Before School Program (8:00-‐9:00 a.m.) v Students eat breakfast in the cafeteria (9:00-‐9:10 a.m.) v Teachers sign-‐in 8:30 a.m. MWF 8:00 a.m. v After School Program begins in Rm. 102 at 3:35 p.m

Mission Hill K-‐8 Lunch and Recess

Monday Tuesday Wednesday Thursday Friday

12:30 Elementary and middle school recess and lunch

Elementary and middle school recess and lunch




1:00 Elementary and middle school recess and

Elementary and middle school recess and


Elementary and middle school recess and


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lunch lunch lunch

Habits of Mind The Mission Hill Habits of Mind are an approach to both the traditional academic disciplines (math, science, literature and history) and the interdisciplinary stuff of ordinary life. They are what lead us to ask good questions and seek solid answers. We believe that they define a well-‐educated person.

1. Evidence: How do we know what’s true and false? What evidence counts? How sure can we be? What makes it credible?

2. Viewpoint: How else might this look if we stepped into other shoes? If we were looking at it from a different direction? If we had different history or expectations? This requires the exercise of informed “empathy” and imagination. It requires flexibility of mind.

3. Connections/Cause and Effect: Is there a pattern? Have we seen something like this before? What re the possible consequences?

4. Conjecture: Could it have been otherwise? Supposing that? What if? This habit requires use of imagination as well as knowledge of alternative possibilities.

5. Relevance: Does it matter? Who cares? None of these five habits stand separately. The way we use such habits differ; if we are studying a mathematical proof, a scientific hypothesis, an historical dispute, a debate over economics, the appreciation of a piece of art, a critique of a novel, the telling of a myth or a narrative, or the settling of a playground dispute.

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Mission Hill School Habits of Work

Forethought -‐ Think ahead, planning. What will the work look like? How might this affect others? How will I complete this task with the resources available to me?

Perseverance -‐ Stick to the task even when it is challenging. When is my work due? What do I need to complete my task? What models, tools or strategies will help me complete my work? Who will I work with?

Production-‐ Create something that demonstrates what you know or learned. What can I create with my hands, my body or my voice that shows my application or learning through practice of a skill or concept? What can I create with my hands, my body or my voice that shows what I can accomplish? Who will I work with?

Reflection-‐ Think about the work, ponder. What did I learn? What skill did I practice or improve? What am I proud of? What will change about my work next time? What will I seek help in for improvement? Who will I ask for feedback?

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Homeroom Teachers and Specialists It is often difficult for Homeroom Teachers and Specialists to communicate frequently. With this in mind here are a few courtesies, which will make transitions smoother. Homeroom Teachers:

v Please provide the specialist with a class list on the first day of his/her meeting with your class. In the event of transfers in or out of your class or building, please notify the specialist.

v If your class will not be present for a scheduled period (guest speaker, field trips, etc.) please notify the specialist prior to the class period.

v Please return to your classroom on time, or pick your class up on time from the specialist.

Specialists:

v Please work closely with Classroom Teachers to support curriculum subject areas that Teachers may be working on. Children learn material thoroughly when they hear it several times in different ways and from more than one instructor.

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Visiting Procedures for Parents, Guardians, Repair persons and Visitors

v All visitors entering the building should immediately check-‐in at the office. v The custodian or Principal will be called when any repairperson is in the building. v Any parent or guardian wishing to speak with a teacher should check in at the office.

The secretary will check to see if the teacher is available. If this time is inconvenient, the parent can leave their telephone number and the teacher and parent can/or work out a mutually convenient time for a meeting.

v Parents coming to pick-‐up children should report to the main office when they arrive in the building. Emergency information will be checked. The child’s class will be contacted. The child will be sent down to the main office for dismissal. Parents are to sign out their child in the Early Dismissal Book in the main office.

v Badges will be issued to all visitors, including volunteers and repair people. v If you see a stranger in our building, please ask if you can help them and refer them to

the office.

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Cafeteria Guidelines

1. Hang up your coat and/or store outdoor gear away from tabletop 2. Wait in line patiently to buy food 3. Sit in your designated seat 4. Stay seated during lunch 5. Raise your hand if you need something 6. Ask permission and sign out if you leave early 7. Be silent and listen when lights go out 8. Clean up: food in trash, recycle trays and plastic 9. Line up quickly and quietly when called.

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Bus Dismissal Procedure

v Dismissal begins at 3:15 p.m. Students not taking the bus should remain in the classroom until parent/guardians pick them up or until escorted to after school program.

v Please speak with your class on the first days of school about walking quietly to the bus line.

v A bus is called by person on duty, classroom by classroom via the intercom. v Children are escorted to the bus by a teacher or student leader.

Early Dismissal Schedule

Early Dismissal Dates: November 27, 2013 June 18, 2014 June 19, 2014 9:15-‐9:30 Homerooms

11:30-‐12:00 1st Lunch

12:00-‐12:30 2nd Lunch

1:05 Bus Dismissal Begins

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Bus Safety Expectations

Listed below are the rules of safety and conduct that are to be followed by students who ride a school bus. Students may be suspended from school and/or bus for violation of the Code of Conduct or repeated violations of the rules listed below.

1. Students must keep hands, feet and head inside the bus. Students shall not open windows or the emergency door except when told to by the bus driver.

2. Students must obey the bus driver at all times while under their supervision. Students shall take their seats promptly after boarding the bus and remain seated while the bus is in motion.

3. Students MUST NOT play with any bus equipment. 4. Students must talk in quiet voices so as to not distract the bus driver. 5. Keep books, packages, coats, bookbags, and objects out of the aisles. 6. Only students regularly assigned to the bus shall be allowed to ride in a school bus

unless permission has been given by the principal. 7. Students should be at pick-‐up location at the time designated and prepared to get

on the bus with the least possible delay in order to keep the bus schedule. 8. While at the bus stop, students must conduct themselves in an orderly manner, stay

on the sidewalk, and respect nearby property. 9. Students should ride only the bus to which they are assigned. 10. While on a bus, a student may not disturb the driver, make loud unnecessary noise,

damage the bus, throw objects, litter, eat food or drink beverages. All violations of these rules will be reported to the principal by the bus driver. Students who refuse to obey Mission Hill School and Boston Public Schools bus rules may give up their right to ride on the bus.

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Staff Attendance

Sign-‐In & Sign-‐Out Procedures Please sign in when you arrive at the Mission Hill School. BPS Staff must sign in by 8:30 on regular days and 8:00 a.m. on meeting days. Failure to sign-‐in may result in no pay for the day.

The sign in sheets are on a clipboard located on the counter in the main office. These sheets will be removed promptly after the designated sign-‐in time. Staff members arriving late will sign-‐in with Mrs. Davies, Secretary.

Calling-‐In Sick Whenever you are absent your students and colleagues suffer. Please do not be absent unless it is absolutely necessary. No one can really take your place, and you are essential for the successful operation of the school as well as your classroom and team.

v Prepare a list of where students are to go in advance. v Call the main office and a member of the house or age pair team.

Personal Days Teachers are allotted (4) personal days and paraprofessionals are allotted (3) personal days.

v Personal and Professional days should be noted on the school wide calendar in the main office.

v Joni and other relevant staff of the nature (personal or professional) of your absence.

Staff Lateness Issue: We cannot function properly as a school if we continue to be late. It stresses a system (a project based, democratic and progress school that was not expecting this to happen). What happens if you are late: decisions are made without you; a worksheet is used instead of

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learning, etc. Habitual lateness creates a culture that affects your competency as an educator/staff person. Expectations: We are here at 8:30 am on typical school day (Mon/Wed/Fri) and at 8:00 am on a meeting day (Tues/Thurs).

v An email to staff and a call to the office is required if you are late. Proposal: We agree to arrive on meeting days at 8:00 and non-‐meeting days at 8:30. We will email and call if late. If there is a habitual lateness then a team will discuss this issue with that educator. See details below:

1. Colleagues should address tardiness with each other. 2. When habitual/excessive tardiness is observed, a team (house/age pair/peer review)

will address habitual/excessive tardiness with educator. 3. Peer review team is notified. 4. The educator will develop and monitor a self-‐directed plan. 5. The educator will report back to team on changes to tardiness. 6. If the educator is unable to make changes then the educator will participate in a

directed professional plan.

How Does Mission Hill Hire Staff?

A candidate for a position will be asked to submit a resume, and is responsible for making available to the school facts about him/her with regard to education, experience, interest and health which might affect performance.

v Mission Hill Staff applicants must apply on-‐line to posted positions. v Additional information may be obtained through personal interviews, references and

other sources. All such material then becomes part of an employee’s personnel file. v Resumes are made available to the school community for rating v Hiring committee leaders communicate meet and greet as well as interview process

dates and details. v Candidates are recommended for hire by staff approved by the HR department.

How Much Are We Paid?

All BPS employees are paid as determined through the BPS system. When beginning employment at MHS, the BPS application must be filled out completely. Any delay in returning a completed application will result in your receiving a delay in payment and reduction of salary.

All employees paid through the Center for Collaborative Education (CCE) will be paid on Fridays twice a month—according to the CCE payroll system. CCE will make every effort to transfer salaries to bank accounts prior to a holiday if a payday falls on such a day.

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v If you are paid through BPS you will receive a starting salary that is consistent with your educational background and experience. Raises for you will be determined by the system-‐wide structure for such raises.

v If you are paid through CCE, contracts will be negotiated individually. If you are asked to return for a subsequent year, raises will be discussed at that time. This usually happens in the spring—ideally no later than April 15th.

v If you are working beyond the hours you think you are paid for and expect additional compensation, be sure you are clear about this ahead of time. The principal is the only person who can okay any additional compensation.

What Are the Benefits At MHS?

If you are paid through the BPS you will receive health benefits consistent with their negotiated unions. Staff members who are paid through CCE are not eligible for these benefits. Please review the BPS policy regarding resignation and termination as it relates to health benefits.

Do We Get Paid for Holidays and Sick Days?

We have two categories in general: employees who are on an hourly payroll and those on a monthly and/or annual payroll—regardless of where the check originates.

The issue of vacation and “overtime” only arises in the case of hourly employees because monthly and/or hourly employees follow the BPS calendar and negotiated union policies if appropriate. There is no allocated vacation time for hourly employees.

Sick days may only be used for personal and family illness or a medical appointment. Should an employee be absent from work for extended and/or frequent absences, they may be required to provide a physician’s certificate when they return to work indicating the nature of the illness and reasons for use of extended sick leave. These days may be used in half or full-‐day increments. All employees must call the main school number (617-‐635-‐6384) and e-‐mail staff a message as soon as you know you will be out sick. Additionally, assistant teachers must call their cooperating teacher.

v Hourly employees will receive up to 10 days of hourly pay—a maximum of 8 for sick leave, and 2 for personal needs.

v Staff members paid through CCE cannot accrue sick days from year to year. Deductions for all employees will only occur if they are out for longer than the allowed sick leave and/or personal days.

v All others are paid on a regular basis—which includes vacations and sick days.

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Can I Spend Personal Money for School Items?

Sure! But only MHS employees who have EXPLICIT authorization to purchase goods for the school will be reimbursed (e.g. fulltime head classroom teachers). If you’re not a head teacher and choose to purchase goods, that is wonderful and we assume this is being done voluntarily and is considered a donation.

How Do We Get Evaluated?

Staff—see process below

There are many people who work at MHS on a full or part-‐time basis who are on a one-‐year contractual relationship with the school. The work they do may not fall into a category where one specific person is responsible for overseeing the work. In these cases, the principal will be your supervisor and evaluator with the help a Peer Review Team. They will report to the core staff at an Executive Meeting–if and when any action seems needed. (Note exceptions—classroom assistants/interns—your evaluation will be in collaboration with the head classroom teacher involved).

What Happens if There is A Problem?

If a problem develops with your job performance, a meeting will be arranged. v Full BPS Staff members will follow the procedures described in their Dispute Resolution

Guidelines if problems arise.

v Other staff members will meet with the principal and their cooperating teacher (if appropriate).

If the problem continues, a warning notice that is more formal will be issued. Failure to correct the problem and maintain improvement will be cause for suspension or discharge.

Does Anyone Ever Leave?

All staff at MHS is hired on a one-‐year contract, even the members of the Faculty Council*. The Faculty

Council will meet annually for a winter retreat to discuss all staffing for the following school year. Prior to this meeting, all staff members will be asked if they would like to be rehired for the following year. This is also the time for staff members to give the school official notice if they are not intending to

return the following year.

*For Faculty Council, if after serving a 1 1/2 year probation and are approved for permanent status, the presumption is that they will continue unless serious concerns arise.

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How Do We Treat Each Other?

Mission Hill School -‐ Rules of Engagement v Say Hello!

v Express Gratitude

v Ask for help if/when you need it.

v Volunteering: step up when you can, name your limitations.

v Honor and respect time: – deadlines and commitments.

v Clean up! If you see something, do something.

v Encourage and support direct communication between colleagues when issues arise.

v Use e-‐mail to share information (but not for conversation). Respond promptly and be specific in subject line.

v Check-‐in with colleagues on organizing school wide events – communicate expectations, offer solutions.

v Communicate with lead organizers regarding your experiences, feelings, offer solutions

v Keep others informed of dates, deadlines and changes in plans.

v Everyone joins a house: Keep meeting schedule and notes current in Google Docs and Google calendar.

v Respect signs on classroom doors or desks to limit interruptions.

v Engage in practices that are respectful to colleagues. If someone has a concern about a colleague, s/he should go to that person rather than to others. If it is too difficult to do alone, s/he should ask someone from the Faculty Council to go along. In the event that someone does share information about another colleague, the person receiving such information must inquire how this news will be delivered to the other colleague. This information is now public between these parties.

REMINDER: Harassment includes verbal or physical conduct which may or does offend, denigrate or belittle an individual because of, or due to, any of the following characteristics: age, disability, gender (including sexual orientation and pregnancy), race, nationality, religion or color. This also includes appropriate personal behavior between adults and students. All employees must follow the Harassment guidelines as described by the BPS and posted in the staff room. [From CCE handbook]

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General Protocol

v Sign-‐in first thing each morning, this facilitates accurate attendance record keeping. v Write on the board anytime you are going to be out (when you are leaving and when

you plan to return). v Be helpful about covering each other’s rooms (especially inform your House). v Return requested forms. v Abide by Faculty Council decisions v Honor and meet all established deadlines

Meetings v Always come prepared to participate at meetings v Arrive for meetings on time v Everyone has a voice at meetings v Plan necessary outside obligations during class time, not meeting time v Don’t do class work during meetings v No sidebars during meetings.

Caring for Facility v Gather up your things after meetings and take care of common spaces and shared

equipment v Be polite and take care of the staff and main office copiers -‐ add more paper when it

runs out, remove paper-‐jams before leaving, replace toner as necessary and notify the office when it needs servicing.

v Take responsibility for any food/drink you place in the refrigerator in the kitchen. All food that is not labeled should be taken home each Friday.

v Maintain cleanliness of the microwave.

How We Dress At School

Mission Hill School does not have a uniform dress code; however, employees are required to maintain a professional attitude and appearance. There should be no breasts, backs, bellies or bottoms showing. Short skirts (more than six inches above the knee), belly shirts and halter-‐tops are not considered professional attire. Be conscious of logos, advertisements and slogans on t-‐shirts and other items of clothing. If in doubt of the writing on a t-‐shirt ask a colleague.

Reporting of Child Abuse or Bullying

If for any reason you suspect that a child has been abused or neglected in any way, you are REQUIRED BY LAW to file a 51A (Child Abuse and Neglect Form) with the Department of Social Services. The fine for failure to do so is quite steep. You may discuss such cases with the Student Support Coordinator, the School Nurse or an Administrator, if you wish assistance in the filing process.

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“The City of Boston and the Boston Public School District continue to take steps to ensure that the students are safe and respected in and out of school.” If you are witness to or hear rumors of bullying (verbal or physical) report the incident to the Lead Teacher or Principal immediately. Obtain a General incident report from the Secretary and fill it out completely with as much information as possible. [Sample copies of incident reports may be found in the back of this packet.]

Information regarding the City of Boston Anti-‐bullying Hotline is also included in this packet.

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Mission Hill School

Election to Work Agreement 2013-2014

Basic Principle:

Decisions will be made as close to the child as possible by those most involved in their implementation. Decisions are open and public, and discussible by one’s colleagues, the families, and the school’s various governing bodies, however, confidential information regarding students, families or staff will not be open to the broader public. The Staff are responsible to each other and must agree to develop a system of mutual support and accountability. This includes self-governance over professional matters and involvement in all governance decisions affecting the welfare of the school. The Mission Hill School Governance Board (see separate document) has responsibility for evaluating the principal, approving the budget and organizational plans, and input in hiring of staff, curriculum plans, etc.

Therefore, teachers will:

• Be available above and beyond the students’ schedules for shared work – school-wide for curriculum study, self-evaluation, planning, collegial support and school governance. This includes hours before school or after students have left for the day, one week before students return to school in September, one week at the close of the academic year in June, one week during the summer of self-identified professional development (ideally taken with at least one other staff member), and at least one mid-winter weekend retreat to plan for the next school year. For the 2013-2014 school year, our professional development hours will be 180 (after the 36 contractual hours are subtracted). The staff may determine changes in the details described herein for an equivalent plan, involving approximately the same allocation of time. The staff will recommend appropriate forms of compensation to make this feasible

• Be available several evenings during the school year for family conferences–generally in the fall and winter and for other evening family and all-school events. Staff attendance at the back-to-school potluck and curriculum night are required.

• Be involved in the All-School Governance Board as representatives, alternates and observers which involves 3-4 meetings each year, and in related tasks involving the school’s governance and welfare beyond their classroom responsibilities as determined by the staff, in consultation with the Governance Board.

• Engage in professional development that will further their teaching practice. The school will reimburse up to $100/year for a teacher to pursue individualized professional development on

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the teacher’s own time. The school will also develop a process for staff to pursue ½ day per month professional development during the school day from October to May.

• Accept responsibility for working out, with colleagues’ help, the details of curriculum and assessment within the broader school-wide plan regarding both. Teachers are expected to develop, assess, and defend their professional work both individually and collectively.

• Be prepared to work in peer support and evaluation teams, including being party to decisions regarding hiring of staff and also regarding each other’s professional competence and future status. While input will also be sought from students and families, the details of both the peer support and evaluation will be developed by the staff.

• Engage in practices that are respectful to their colleagues. If someone has a concern about a colleague, s/he should go to that person rather than to others. If it is too difficult to do alone, s/he should ask someone from the Faculty Council to go along. In the event that someone does share information about another colleague, the person receiving such information must inquire how this news will be delivered to the other colleague. This information is now public between these parties.

• Be flexible regarding teaching assignments–prepared, for example, to teach several different

age groups or work in teams as determined by the staff.

• Be involved in on-going professional development, on behalf of the school, as well as their own development, such as inter-class and inter-school visits, school workshops and seminars, forums conducted by the Coalition of Essential Schools and the Pilot School Network, academic disciplinary associations and other relevant professional events. During the course of the year, above and beyond the regular weekly staff development designed by the Mission Hill School, each staff member is expected to participate in several such external activities during school time and on occasional weekends.

• Be accessible to families of students in their classes and also arrange regular meetings with each family at least twice a year as well as other times as the need arises.

• Write at least three reports annually on each student for whom they have responsibility, covering the student’s work, progress, and future plans for him/her.

• Make their classrooms open to visitors–other teachers, administrators, family members, visitors to the school–in ways that are not disruptive to the life of the classroom.

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• Work with assistant teachers/interns as a mentor and colleague, including providing time to support their learning and provide feedback on their work–such interns generally being students in training to be full-time teachers

• Accept responsibility for informing the school in a timely fashion, of any personal plans and emergencies that may affect the functioning of the school–absences, illnesses, job changes. At the time of the staff’s midyear retreat, staff should be prepared to let their colleagues know if they intend to return the following year so that recruitment can begin to be worked out by the staff in a timely fashion. The school will also inform any staff member by the midyear retreat if their continued status in the school is in jeopardy, with a final decision to be made no later than the end of April.

• Accept that as a pilot school, no member of the school’s teaching staff may use the BTU grievance procedure and all members are exempt from all Union and School Committee work rules, and agree to the alternate procedure for handling grievances described in the MH Dispute Resolution Guidelines

It should be understood that the school’s definition of its voting faculty members includes all full-time BPS staff that have been approved as full-voting staff members. For the first year and a half, all new staff members will have probationary status. Full voting status, where appropriate, will be at the approval of the full-voting staff members after a year and a half.

I, , am voluntarily electing to work at the Mission Hill

School. I am signing this Election Agreement to indicate I understand and agree to the terms and

conditions of employment outlined above

Signed: ___________________________________________Date:______________________

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Election-‐to-‐Work Agreement

Between Mission Hill and Student Teachers

2013-‐2014

Student teachers are not Boston Public School or Mission Hill employees, nor are they paid wages (hourly or otherwise). Student teaching positions are full-‐time, 5 days a week from 8:30 a.m. to 4:00 p.m. The assumption is that in addition to the instructional hours, student teachers will make time

before or after the children’s arrival or departure to consult with their cooperating teacher about daily plans and events occurring in the classroom, and to get feedback on their work. All student teachers will have a 30-‐minute mid-‐day break from students when they assist at recess/lunch and a 60-‐minute break

otherwise.

Understandings:

• Student teachers are engaged in a course of study to become professionals, by apprenticing in a school in the interests of furthering their own professional development. The apprenticeship is with both the cooperating teacher with whom they work and with the school as a whole.

• In this learning capacity—apprenticeship—the student teachers should be engaged in all tasks of the field, and provided with opportunities to learn about and reflect upon their work and experiences in an organized way. They should be getting regular feedback from their cooperating teacher.

• While most tasks are designed by the cooperating teacher and student teacher, some tasks will involve all-‐school responsibilities, for example, providing support during recess/lunch, physical education, etc. A schedule will be provided with specific responsibilities.

• Student teachers are expected to attend all staff meetings and school events (except when there is a conflict with their university schedule). Student teachers are strongly encouraged to attend family conferences.

• Student teachers are expected to demonstrate the same professionalism as all other employees at Mission Hill. If a student teacher is ill or late, they must call to inform their cooperating teacher and the school.

Signature of Student Teacher Date

Signature of Cooperating Teacher Date

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BOSTON PILOT SCHOOLS NETWORK MISSION HILL SCHOOL

DISPUTE RESOLUTION GUIDELINES Given the special status of Pilot School employees with respect to the Boston Teacher Union contract, it is necessary to insure that all employees understand their rights and responsibilities. This document provides guidelines to the Mission Hill School in preventing potential disputes between staff and administrators and in addressing disputes should they arise. A separate Election to Work Agreement spells out other employment expectations. This must be read and signed by all new and existing BTU staff annually. BTU Contract Language ...Pilot schools will operate with an average school-based per pupil budget, plus a start-up supplement, and will have greatly increased decision-making authority, including exemptions from all Union and School Committee work rules.... ....Employees in Pilot Schools will be required to work the full work day/work year as prescribed by the terms of the individual pilot school proposal. Further, they shall be required to perform and work in accordance with the terms of the individual pilot school proposal. Nothing in this Agreement shall prevent Pilot School governing bodies from making changes to their programs and schedules during the year. Employees shall work in Pilot Schools on a voluntary basis and may excess themselves at the end of any school year. No BTU member may be laid off as a result of the existence of Pilot Schools. The Governing Board of each pilot school shall develop an internal appeals process to allow any staff member to raise issues, concerns, or problems. The internal appeals process shall be submitted to the Joint BTU/BPS Steering Committee for approval. The internal appeals process shall be provided in writing to all BTU staff members. Issues not resolved at the school level may go to mediation under Article X-C of this agreement. Final resolution will be made by the Superintendent of Schools and the President of the Boston Teachers Union. Pilot School Work Rules and Grievances As stated in the BTU contract, Pilot Schools are exempt from all Union and School Committee work rules - rules regarding most terms and conditions of employment. BTU Pilot school staff are required to work the full work day/work year, and perform and work, in accordance with the terms set forth by each individual pilot school. Further, Pilot School governing bodies may change the school’s programs and schedules during the year, thereby also changing the work conditions of BTU Pilot School staff. It is recommended that any potential changes in work rules be discussed in collaboration with faculty.

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BTU Pilot School employees work at their respective Pilot School voluntarily. Therefore, permanent teachers may voluntarily excess themselves at the end of any school year. Likewise, a Pilot School may also choose to excess an employee at the end of any school year (the deadline for notification of a permanent employee to be excessed is May 15 of each year). In this case, a permanent employee does not lose his/her right to employment within the Boston Public Schools. He/she is placed on the system-wide excess list (this does not apply to provisional teachers). Because of this contract language, Pilot School staff that are BTU members are not eligible to grieve any work rules of their respective schools. Performance Evaluation Every Pilot School should have an approved, written process for performance evaluation of staff. This process should clearly articulate the process by which staff will be evaluated, how often they will be evaluated, the criteria by which they will be evaluated, and the support and professional development teachers can expect to receive. The process should also include the process by which the school will work with teachers that need improvement. Dispute Resolution While no BTU staff may grieve the work rules, the Mission Hill School is committed to building a professional collaborative culture in which dialogue is fostered and differences can be raised and addressed. In the event that a staff dispute does arise, the Mission Hill School adheres to the following guidelines: • Work Rules

No staff person within BTU may grieve work rules. However, a BTU staff member having concerns about the school’s work rules at MHS, where all such decisions are made in concert with the Faculty Council, can use the following options:

1) The BTU staff member can choose to meet one-on-one with a staff member, including the principal or other member of the administrative/Planning Team, to try to resolve issues they believe are unfair to them, and bring another colleague to the meeting for support and advice. If this matter does not involve decisions made by the Faculty Council, the matter might thus be resolved at this step. If the conflict can be resolved at this step all parties to it are entitled to assume the matter will remain confidential if any one of them so chooses (except see #4).

2) The BTU staff member can choose to meet with the Faculty Council in Executive

Session, either as Step One or because Step One as outlined above, did not resolve the issue. The matter will remain confidential if the parties so choose.

3) The teacher may choose, after exhausting the above procedure(s), to access mediation

through the Center for Collaborative Education. The Center will work with the Boston Management Consortium to provide an objective mediator to the school.

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4) In all cases, the principal shall be notified that a grievance is being pursued, and the channel being exercised. No further details need be supplied.

5) If the teacher is still not satisfied, he/she may appeal to the Superintendent and

Boston Teachers Union president. The decision of the Superintendent and BTU President is final.

• Equity Issues

No staff member within BTU may grieve equity issues. However a BTU staff member having concerns about equity issues at MHS, where all such decisions are made in concert with the Faculty Council, can use the following options:

1) A BTU staff member having concerns about equity issues at the school – for

example, regarding issues of race, gender, religion, sexual orientation, or fairness - may choose to meet with any individual including an administrator to address them and attempt to reach a resolution. In doing so, the staff member will have the opportunity to bring another colleague to the meeting for support and advice. If any of those involved request that the matter remain confidential this shall be honored—as long as the issue is resolved at this stage. If this is not resolved satisfactorily the aggrieved parties may bring the issue to Step Two.

2) The BTU staff member may choose to meet with the Faculty Council in Executive

Session, either as Step One or because Step One as outlined above, did not resolve the issue. The matter will remain confidential if either party so chooses.

3) Mission Hill School staff should be aware that regardless of steps one, two or three

above, any employee may bring an equity dispute to the Equity Office of the Boston Public Schools. This office is charged with investigating the equity dispute and mediating a resolution.

4) Mission Hill School staff should be aware that they may bring the equity dispute to

the Massachusetts Commission Against Discrimination. This office is charged with investigating the equity dispute and determining a resolution.

Signed: ______ Date:

Faculty Handbook 2013-2014 - Mission Hill · PDF file · 2014-05-12Faculty...

Documents

Transcript of Faculty Handbook 2013-2014 - Mission Hill · PDF file · 2014-05-12Faculty...