AGREEMENT
BETWEEN THE
NASHUA BOARD OF EDUCATION
AND THE
NASHUA ASSOCIATION OF SCHOOL PRINCIPALS
July 1, 26482022
through
June 30, 28222026
Signature Approval Date:
Page 1
NASHUA BOARD OF EDUCATION
Derethy OdenJennifer Bishop, President
Raymend-GuarineHeather Raymond, Clerk
Howard-coffman
Ders-Hohonsee
Mulliarn-Mesher
SusanPerter
Heather Raymond
Gloriaimmens
StizabethVes-hwmsyer
NEGOTIATING TEAM
JahmalMosteyGarth McKinney, Superintendent (Interim)
Daniel Donovan, Chief Operating Officer
Bana-O“GaraDiane Carey, Director of Human Resources
Derethy-OdenPaula Johnson, Board of I'ducation-Presidert
ADMINISTRATIVE STAFF
JahmalMoesleyDr. Garth McKinney, Superintendent_(Interim)
Garth MecKinneyOr. Kimberly Sarfde, Assistant Superintendent
Denna-FitzpatrickAnthony Parker, Assistant Superintendent
Daniel Donovan, Chief Operating Officer
Dana-O-GaraDiane Carey, Director of Human Resources
Page 2
: “eteccneon ARPA ADMINISTRATIVE SERVICES
Systems Development Team Lead | Mark Homrich
As Vice President of Analytics and Digital Solutions for iParametrics, Mark Homrich oversees the
application of advanced analytics, machine learning techniques, and business process automation to
Public Assistance projects to shorten response times, improve performance. and achieve greater cost
efficiency. Mark has over 30 years of experience in consulting, product development, product
management, project management, and business development across of a variety of functional domains
and industries, including, recently. over [| years of experience managing marketing, product
development, and project managernent for a variety of technical disciplines for Siemens Digital
Industries Software. While at Siemens. in his role as Director of Product Management, Mark led the
development of several new products and solutions, Mark combines deep management experience with an entrepreneurial mindset
to address ald challenges in new ways.
Systems Engineer | Ariel Siegel
Anel currently serves on iPararmetrics’ technology team as a Systems and Business Visualization
developer and engineer. She holds a Master of Science degree in Engineering from the Georgia Institute
of Technology and delivers the valuable insights our government clients need to efficiently improve
services and deliver on their mission.
Arnel has extensive knowledge and expenence in developing Business Intelligence and Geospatial
Visualizations to show data by its various dimensions and multiple measures through dashboards and
| geospatial visualizations, She has extensive experience modeling, evaluating, and visualizing data for the
i purposes of cause-and-effect analysis and risk reduction. She has worked extensively on analytics
modeling and visualizations for the Federal Emergency Management Agency (FEMA), the Department
of Defense (DoD), and the Army Corps of Engineers (USACE), as well as numerous state and local agencies. Arnel has extensive
experience with ESRI ArcGIS, is a Certified Qlik Business Visualization Engineer, and is experienced in using software such as ArcGIS,
Quantum GIS, Tableau, Qlik Python, and R to automate geospatial data acquisition and processing and create visualizations to
transform complex data into easy-to-understand graphics. Ariel currently holds a Department of Homeland Security Public Trust
Security Clearance.
Outreach Team Lead | Justin Cauley
Justin has more than nine years of Emergency Management and Disaster Recovery experience. Justin
has supported disaster recovery projects in the states of New York, Colorado, South Carolina, Texas,
and Puerto Rico. His responsibilities have included disaster case management. debris management, grant
management, and compliance monitoring and implementation. Justin has a broad understanding of
CDBG-DR and FEMA policy, with focused expertise in CDBG-DR Housing, and applications of the
Uniform Relocation Act (URA), Justin was instrumental in delivery of over $20 million across Finney,
Seward, and Neosho Counties, Kansas, where he served as a Senior Closeout Specialist tasked with
creation of policies and procedures, quality control, and ensuring performance and production standards
for the Rent, Mortgage, and Utilities Assistance Program in each county. Prior to that, Justin served as
the director of Uniform Relocation Act (URA) compliance for the Puerto Rico Department of Housing's $10.2 billion portfolio of
26 CDBG-DR funded programs. After Hurncane Sandy devastated New York, Justin was called upon to lead a team of analysts
responsible for delivering the Small Rental Repair Program. Affordable Rental Opportunities Program, and Interim Mortgage
Assistance program for the Governor's Office of Storm Recovery (GOSR). which served over |,400 appkcants by providing CDBG-
DR funding to maintain or create affordable housing stock in the state, He also served the Texas General Land Office (GLO) as
tear leader for its pilot “Homeowner Opportunity Program” (HOP), which provided funding to eligible low-income households in
PAGE iI
NASHUA ASSOCIATION OF SCHOOL PRINCIPALS
MarktucasMichael Mahoney, President
Keith Richard, Vice President
tyraneteseph, Secretary
MichaelVaheney, Treasurer
NEGOTIATING TEAM
~
Marl-tueasMichael Mahoney, President
Keith Richard, Vice President
Page 3
TABLE OF CONTENTS
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Placement on the Salary Schedulle..............-..cccccceserrirssfaneeeegderseteereseraarreseseraueeretae
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Page 4
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APPENDIX A: Salary Schedule...........
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Page 5
AGREEMENT made by and between the NASHUA BOARD OF EDUCATION (hereinafter called the
"BOARD"} and the NASHUA ASSOCIATION OF SCHOOL PRINCIPALS (hereinafter called "THE
ASSOCIATION").
1:1
1:2
2:1
2:2
2:3
ARTICLE |
Recognition
The "BOARD" recognizes the Nashua Association of School Principals as the exclusive
representatives for the purpose of collective bargaining concerning wages, hours and legally
limited terms and conditions of employment pursuant to N..H. Chapter 273A-XI of all
administrators under contract who are employed by the "BOARD" at. least 50% of the time as
administrators as included herein:
PRINCIPALS - ELEMENTARY AND SECONDARY
ASSISTANT PRINCIPALS - ELEMENTARY AND SECONDARY
but excluding all other administrator(s).
The Association agrees to represent equally all members of the bargaining unit without regard
to membership inthe Association.
ARTICLE II
Definitions
The term "School", as used in this agreement, means any work location or functional division
maintained by the Board'where instruction is offered to the children of Nashua.
The term "Administrator", as used in this agreement, means a Principal, elementary and
secondary, or an Assistant Principal, elementary and secondary.
The term "Length of Service", as used in this agreement, shall mean active employment except
as otherwise provided in this section 2:3. In the event of authorized paid leave granted
pursuant to this agreement, the administrator on such paid leave shall continue to accrue length
of service. In the event of authorized unpaid leave, or layoff, the administrator shall retain such
length of service as was accrued on the date of the authorized unpaid jeave or layoff upon
return to active employment, but shall commence further accrual only upon such return and
shall not accrue length of service during such leave or layoff period. In all other cases of
interruption of service, the administrator shall lose all accrued length of service.
Page 6
3:1
3:2
ARTICLE Il
Resolution of Differences and Management Rights
Resolution of Differences by Peaceful Means
The Association and the Board agree that differences between the parties shall be settled by
peaceful means as provided within this agreement. The Association in consideration of the
value of this agreement and its terms and conditions will not engage in, instigate or condone
any strike, work stoppage or any concerted refusal to perform designated administrative duties,
as well as related educational functions on the part of any employee covered by this agreement,
or otherwise engage in any activity(ies) that constitutes an unfair labor practice pursuant to RSA
273-A:5,
Management Rights
The Association recognizes the following responsibilities, rights, authority, and duties of the
Board and the Superintendent of Schools, except as they are modified by provisions of this
agreement.
The Board and Superintendent hereby retain and reserve unto themselves, without limitation,
all power, rights, authority, duties and responsibilities conferred upon and vested in them by the
statutes, including RSA 273-A:1, XI, and constitution of the State of New Hampshire, the rules
and regulations of the New Hampshire Board of.Education, and the Charter of the City of
Nashua:
1. to the executive management and administrative control of the School District and its
properties and facilities;
2. to hire, promote, transfer, assign and retain administrator(s) in positions with the
Nashua School District.and to suspend, to demote, discharge or take other disciplinary
action against administrator(s) for just cause, to relieve administrator{s) from duty
because of lack of. work or.other legitimate reasons;
3. to establish grades and courses of instruction including special programs, and to provide
for athletic, recreational and social events for the students, all as deemed necessary or
advisable by the Board;
4. to decide upon the basic means and methods of instruction and the duties,
responsibilities, and assignments of administrators, teachers, and other employees with
respect to administrative and non-teaching activities, and the terms and conditions of
employment.
ARTICLE IV
Conformity to Law and Saving Clause
Page 7
4:1 If any provision of this agreement is or shall at any time be determined contrary to law by a
court of competent jurisdiction, then such provision shall not be applicable or performed or
enforced except to the extent permitted by law. In the event that any provision of this
agreement is or shall at any time be determined to be contrary to law by a court of competent
jurisdiction, all other provisions of this agreement shall continue in effect.
ARTICLE V
Salary and Rates of Pay
§:1 Salary Schedule
A.
Effective on the date of signing of this Agreement, all members of the bargaining unit
will receive salaries in accordance with thelriadihudual-salan-plan.vew membenwill
be-placed-on-the scale in Appendix A. Only administrators receiving acceptable annual
performance reviews will be eligible for annual step increases.
Placement on the Salary Schedule
For the purpose of placement on the salary schedule, administrators will be granted full-
credit for prior experience. in the same position. Effective July 1, 2016, principals shall
be granted one-half (1/2) credit (rounded up) for-experience as an assistant principal, up
to a maximum of six (6) years of experience,
Service of at least one hundred five (105) days in active employment as an administrator
with the District within a previous fiscal year is-required for the administrator to
advance a step on the salary schedule.
5:2 Course Tuition Reimbursement
A.
With advance approval from the Superintendent (or designee}, an administrator may be
reimbursed 80% ‘of the tuition cost for completing a work-related accredited college or
University courses(s), but not exceeding $42,000 annually. Administrators enrolled in a
work-related accredited college or university degree program may be reimbursed 80%
of the tuition costs for completing courses required for the degree program, but not
exceeding $4,7593,000 annually. Each Administrator shall have a two-vear commitment
to_the District_upon_ receiving tuition reimbursement_only. Fullfillment_of_ the
reimbursement commitment is realized two vears after the last tuition reimbursement.
This two-year commitment applies _to_voluntary_resignation or _retirement_ by
Administrators and not to reductions in staff_by the District. The Superindent (or
designee) may also approve reimbursement up to 80% per course or workshop
sequence offered by colleges or other training centers leading to certificates of study in
areas directly related to the work of the employee, but not to exceed $1,000 annually.
Reimbursement will only be made for courses completed with a grade of “C” or better
atthe undergraduate level, a “B” or better at the graduate level, or a grade of “pass” if
a course is offered only on a pass/fail basis
Page 8
5:3
5:4
Mileage Reimbursement
Administrators who are authorized by their supervisors to use private vehicles on school
business shall be reimbursed at the prevailing IRS rate. Any employee using his or her private
vehicle for school business must maintain auto liability insurance coverage.
Method and Time of Salary Payment
Salaries of administrators shall be paid in twenty-six (26) bi-weekly installments, starting with
the first administrator pay period in July. Paychecks shall be distributed to administrators in
individually sealed envelopes. The District may institute delivery of direct deposit slips by
electronic means, subject to requirements of state law.
Assistant elementary principals hired after June 1,.2022, will be paid on a Teacher-pay schedule.
5:5
5:6
i.e., they will receive their first check when.the teachers do in late August or early September.
Voluntary dues deductions shall be authorized.from the salary of an administrator who files an
appropriate authorization within one month of the date on which dues are to be deducted.
Such authorization shall be onthe dues deduction form attached herewith as Appendix B. Said
deduction is to be made per pay period. However, if any member has no check coming or the
check is not large enough to satisfy the assignments, then and in that event no collection will be
made from said member for that month. The Association will hold the District harmless from
any disputes between:the Association and its members relative to the deduction of dues. The
District shall have no obligation to collact,dues beyond the monthly deduction. The Association
shall determine a payroll dedtction amount once annually to cover all Association members,
and shall inform the District Personnel Office of the amount at least three calendar weeks prior
to the implementation date.
The Board will pay professional membership dues as provided in Article 6:6 upon request of an
administrator provided the administrator files.an appropriate request at least one month prior
to the date on which such dues are to be paid.
Longevity
Only administrators hired prior to June 1, 2008 with 19-23 years of continuous employment in
any capacity at Julv:1st will receive an annual longevity payment of $1,350. Administrators hired
prior to June 1, 2608 with 24 or more years of continuous employment in any capacity will
receive an annual longevity payment of $1,800.
Severance Pa
Upon the retirement or death of a full or part-time administrator who has at least ten (10) years
seniority in the District, the District shall pay to that employee or the employee's estate, in the
case of death, a per diem rate based on 45% of the employee’s current daily per diem salary, per
day of accumulated sick leave up to a maximum of one hundred (100) days.
Page 9
