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COLLABORATIVE NEGOTIATIONS AGREEMENT
Between
SNOHOMISH PRINCIPALS' ASSOCIATION
And
SNOHOMISH SCHOOL DISTRICT NO.201

JULY 1, 1997-JUNE 30, 2000

The Snohomish School District ("District") and the Snohomish Principals' Association ("SPA") hereby enter this 1997-2000 Agreement pursuant to the terms and conditions contained herein.

I. Salaries

A. Salary Plan

All positions represented by the SPA will be compensated consistent with the salary schedule and will be in effect from July 1, 1997, through June 30, 2000 (Appendix A).

B. Work Days

The full time work year will consist to twelve (12) month, July 1, 1997, through June 30, 2000. The work year will consist of two hundred and twenty (220) calendar days (Appendix B). One hundred eighty three (183) of these days will match the teacher contracted calendar work year. Thirteen (13) days will be the week days immediately prior to the beginning of the school year. Ten (10) days will be the week days immediately following the last day of the school for students in June. The remaining fourteen (14) calendar days will be set by the Superintendent with input from each principal. Principals and assistant principals will record their additional days on the Contractual Work and Vacation Days Log (Appendix C).

C. Vacation Days

Principals will have twenty nine (29) vacation days subject to reduction for compensated mandatory and/or optional professional development days explained in section IV, C, below. With prior approval of the Superintendent, any unused portion of such vacation days may be accumulated from year to year to a maximum carry over of 30 days. Vacation accounting will be on a first-in, first-out basis. Principals and assistant principals will record their vacation days on the Contractual Work and Vacation Days Log (Appendix C).

Upon termination of employment by reason of retirement, death, or from voluntarily returning to a teaching or other non-administrative position, the Principal or his/her estate will be paid for the accumulated vacation, to a maximum of 30 days, at the then applicable per diem based on the numerator of "1" over the denominator of work days called for by paragraph I.B, above.

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II. Insurance Benefits

The District agrees to provide the state insurance allocation for principals and assistant principals to an employee insurance pool and provide benefits as selected by the group. The Association agrees to participate in the VEBA III Sick Leave Conversion Medical Reimbursement Plan pursuant to RCW 28A.400.210. VEBA III will be for the purposes of retirement sick leave conversion only.

The District agrees to provide a $50,000 term life/AD&D insurance policy to each principal during his/her term of employment in the principals' bargaining unit. In addition, each principal may elect to purchase $10,000 additional coverage through the individual employee's payroll deduction.

III. Sick Leave Cashout and Other

Leave Benefits

The Districts sick leave cashout policy (RCW 28A400.210) applicable to the District's non-represented certificated employees will be deemed applicable to Principals. For the purpose of sick leave use, Principals may accrue sick leave up to the number of annual contract days. For the purpose of attendance incentive program use, pursuant to RCW 28A400.210, leave will accrue to a maximum of 180 days, with the per diem calculation being that set forth in paragraph I.B, above.

Principals will receive other leave benefits, with exception of personal leave, comparable to those applicable to certificated employees generally. All leaves are subject to approval of the Superintendent.

IV. Professional Development

A. Professional Dues

The District will pay the annual dues for one professional organization. The employee must notify the Payroll Office of the name of the organization to which he/she wishes to belong and submit the appropriate enrollment materials by September 10.

B. Professional Development (Individual)

The District will allocate to each principal and assistant principal an annual amount of one thousand dollars ($1.000) for professional development expenses (including, but not limited to: classes, workshops, materials) as related to their position within the District and as approved by the Superintendent or designee. Two hundred dollars ($200) of the one thousand dollars will be allocated to purchase services of consultant(s) for group work associated with team professional development © below). Professional development funds may be carried forward by an individual for up to two years (maximum of $2,000). At the end of the Agreement (June 30, 2000), provision will be made to pool all unused professional development funds for carry over to the next agreement.

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C. Professional Development (Team)

The District will allocate to each principal and assistant principal an amount not to exceed two thousand five hundred dollars ($2,500) for seven mandatory days (7) plus two thousand five hundred dollars ($2,500) for seven optional days of professional growth activities as specified by the District as follows:

Plan One: Change Leadership Project equal to seven optional (7) days per year at which time the entire administrative team will meet for the purposes of furthering professional growth in the areas of connections, communication and culture. All mandatory professional development activities must be performed during evenings, on the weekend, or in lieu of vacation days.

1997-98: August 6,7,8; October 4; January 10, March 7 and May 2

1998-99: August 3,4,5,6,7,10 and 11

1999-00 TBD

Plan Two: Change Leadership Project equal to seven optional (7) days per year at which Time individual team members will meet in advance teams; pairs, triad, and quad; or work individually for the purposes of furthering professional growth in the areas of connections, communications, and culture. The dates for these activities will be determined by individual involved. Administrators participating in this optional professional development must submit an individual professional development plan to the Superintendent or designee. To qualify for the final stipend, the plan must reflect at least seven (7) days effort. Upon approval of the plan, the administrator will be issued a separate contract and will receive a stipend, subject to appropriate documentation of completion of the plan. All professional development activities must be performed during evenings, on the weekend, or in lieu of vacation days.

Plan One and Plan Two days will be logged on the Professional Development Days Log for administrators (Appendix D). Payment for days will occur upon submission and approval of the Log.

V. Evaluation Process

In order to ensure quality leadership, the evaluation of administrative performance in essential. The methods and procedures used in evaluating principals and assistant principals will be designed to enhance performance which will result in a school system which fosters academic excellence. Therefore, the evaluation process will lead to administrative performance which will guarantee quality and productiveness, embody cooperativeness, and show fairness and impartiality (Policy 6410, Procedures 6410 and Forms 1,2,and 3).

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VI. Reduction in Force

In the event that it is necessary to reduce the number of "Principal" and/or "Assistant Principal" staff pursuant to the provisions of applicable Board policy and decisions, individuals covered by the Agreement will be placed in the "Certificated Staff" category and will immediately retain the right afforded to those certificated staff under the Agreement between the District and the Snohomish Education Association. District policy will be used as a basis for reduction in force (Policy 6411).

VII Miscellaneous

A. Mileage Reimbursement

Principals will be reimbursed for mileage for official District business by submitting the standard District "Reimbursement for Travel and Other Expenses" form. Reimbursement will be at the current IRS mileage allowance.

B. Physicals

Given that the District values the health of principals and assistant principals, the District will cover the difference between the insurance reimbursement and actual cost of one annual examination (including stress test) per year.

VIII. Terms of the Agreement

A. Terms of the Contract

The term of this agreement will be: July 1, 1997 through June 30, 2000.

B. Consultations and Negotiations

The District and SPA agree to use the collaborative bargaining process and meet on an ongoing informal and/or formal basis as agreed to by the Association and District, to discuss matters of mutual concern including, but not limited to, Mandatory subject for negotiations, summit meetings with other unions, and crisis processing.

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C. Contingent Reopener

This Agreement may be reopened and modified at any time during its term upon mutual consent of the parties involved provided, however, that during the Spring of 1999 salary and insurance will be reopened for negotiations.

In the event of a double levy failure in any given year, the contract will be opened. In the event that the legislature increases or decreases administrative funding beyond the levels agreed upon by this Agreement, the parties agree to open the salary schedule to negotiate the distribution of state dollars.

SNOHOMISH PRINCIPALS ASSOCIATION

By: Patrick Seymour, President 9/18/97

SNOHOMISH SCHOOL DISTRICT NO. 201

By: Ginny A. Tresvant, Secretary to the Board 9/17/97

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Appendix A

Salary Schedule

Principals and Assistant Principles All principals will receive a base rate of pay of $75.000 per year; assistant principles will receive a base rate of pay of $67,500 per year.

However, the size of the school to which the principal and assistant principal is assigned also influences the compensation for principals and assistant principals:

* Principals $2500 for each group of 650 students or more (FTE as of October 1st)

* Assistant Principals $1500 for each group of 650 students or more (FTE as of October 1st)

Prin . . . . . . . $75,000. . . . . $77,500 . . . . . .$80,000. . . . . .$82,500

Ass't Prin . .$67,500. . . . . .$69,000 . . . . . .$70,500 . . . . . $72,000

Any administrator whose 1996-97 base salary including the projected state cost of living increase for administrators and longevity factor is greater than the 1997- 98 base salary including school size shall be grandfathered at the adjusted 1996-97 salary level through the duration of the agreement.

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