Guidelines taken from CD
12STAFtilde1.DOC
12 STAFF MATTERS: SUBSTITUTE TEACHERS
Effective Sept 6, 1988 Revised May, 1992 Revised September, 1994 Revised August 29, 2001
I. Responsibilities
Substitute teachers are responsible for all duties of teaching including:
A. remaining on duty, if full-time, for the full work day except when released earlier by the building principal.
B. attending staff meetings unless released by the building principal.
C. correcting and returning student assignments which they have been assigned.
D. handling assigned administrative duties such as study hall or cafeteria supervision.
E. maintaining required records such as attendance, accident reports, and grades.
II. Qualifications and Selection
The selection of substitute teachers is the responsibility of each building principal. Qualifications - substitute teachers should have some form of teacher certification except for practice teachers used in accord with Section III.E below. Substitute teachers should also provide references from previous teaching or intern positions.
III. Rates of Pay
A. Fringe Benefits and Records: Substitute teachers are not entitled to fringe benefits like retirement, withholding, health insurance, and life insurance. However, they must report to the School Business Office as necessary to complete tax records and other employment forms. Building principals will ensure that appropriate time records, including verified statements on rates of pay, are forwarded to the School Business Office.
B. Regular Substitutes
1. $70/day - basic rate
- 2. $75/day for those who
- a. have returned from teaching in the local school system at the same level (elementary/secondary), or b. have been recommended for this rate by the appropriate building principal under whom they have worked previously and who possess some form of teaching certification (Principals have the right to return a substitute to the $60 per day rate at any time if a high level of teaching performance is not maintained.)
3. a. $85/day beginning on the eleventh day for those who have substituted for ten consecutive full school days for the same teacher and who are continuing uninterrupted substitution for that teacher, or
b. $85/day for those teachers approved under 2. above and who have substituted for 50 days within one school year. (Once at this rate, these substitutes will continue at this rate in subsequent years assuming their substitute teaching performance remains at a high level of performance.)
4. Part-time rates will be based on a pro-rated hourly rate for elementary teachers and for secondary teachers on either $14.00/hour ($70/day) or $15.00/hour ($75/day) per full class period if hired less than half-time.
C. Regular Teachers Used as Substitutes - See Article 14, Section J of the Teacher Contract.
D. Paraprofessionals and Tutors Used as Substitutes
1. Paraprofessionals and tutors should be used as a substitute teacher only if they are qualified to be teachers.
2. Tutors hired as substitutes will be paid at the same rate as Regular Substitutes (B. above). These rates will replace the tutors' regular daily payment rates for the period of substitution.
3. Paraprofessionals hired as substitutes will be paid at their normal paraprofessional rate plus the additional rate of $25.00 per day.
E. Practice Teachers and Interns Used as Substitutes
1. Practice teachers and interns may be used as paid substitute teachers only if the building principal cannot secure the services of any other certified teachers for this purpose. Payment will be at the rate of $70.00 per day beginning with the first day.
2. Upon recommendation of the supervising teacher, practice teachers and interns may substitute for their supervising teacher as part of their practicum experience if they wish. Practice teachers and interns substituting for their supervising teacher will be paid at the rate of $70.00 per day beginning with the third day (consecutive days not required).
F. Supervision of Substitute Teachers
1. On the first day that a substitute works in a building, he/she should report to the Building Principal or Assistant Principal who will provide orientation.
2. Principals should observe new substitute teachers on their first building assignment to ensure that they are able to meet their responsibilities.
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81OPERtilde1.DOC
81 OPERATIONS: CRIMINAL AND SEXUAL OFFENDER RECORD INFORMATION
Criminal Offender Record information and Sexual Offender Registry Board information shall be defined as records and data obtained from the Criminal History Systems Board and Sexual Offender Registry Board in accordance with Massachusetts law and District Policy 700.05.
Any permanent or temporary prospective employee or intern, whether full time or part time, will be required to sign a form acknowledging that the District will request CORI or Sexual Offender information and will be advised in advance that a record check will be done. Only applicants who have been recommended for a position within the district will have a CORI or Sexual Offender information request submitted. School volunteers who have repeated or regular access to children within the schools will also have CORI checks performed.
Only the Superintendent of Schools or his/her designee shall have access to CORI or Sexual Offender information, and any information gained will be treated in a confidential manner and retained in secured files.
Principals may want to use the following sample letter when advising prospective volunteers about CORI checks:
Dear Volunteer:
Recently the School Committees voted to amend its Criminal Offender Record Check or CORI Policy to include part and full time volunteers, as well as school staff and interns.
What this means is that volunteers will be asked to sign a form giving the school department permission to check the state criminal record file to see whether or not the person in question has a criminal record.
Since we already do this for regular employees, the Committee thought it made sense to extend the practice to basically anyone coming in contact with children in the school system.
We hope that this added measure of protection afforded to your children will not be an inconvenience to you. Your volunteer assistance is important to us and we appreciate the time and effort you contribute.