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Such vacancies and new positions shall be posted on the bulletin board in every school.
A copy shall be sent to the Association president when posted. Such notice shall be
posted for no less than ten (10) calendar days prior to the final date of application for
such vacancies or new positions. All posting notices referred to herein shall delineate
the duties, rate of compensation, qualifications for the position, and application
procedure including the final date for application.

In filling vacancies and new positions, a candidate's area of certifiability, competence,
quality of performance within and outside the District, the needs of the District and
applicable experience within and outside the District will be considered.

Involuntary Transfers

A.

Where operational conditions permit, notice of a transfer which has not been requested
by the Administrator shall be given that administrator no less than 30 calendar days
prior to the effective date of the transfer.

An administrator who has been transferred and objects to the transfer may request a
meeting with the Superintendent or designee, with or without an Association
Representative, to discuss the transfer. Such a meeting will be scheduled within IO days
of receipt of the request.

Reduction in Staff

During a reduction in staff, the following guidelines will be used:

A.

B.

Where possible, staff reductions will be accomplished through normal attrition.

For the purpose of reduction in staff, administrators will initially be placed in the
following pools:

Senior High Principal

Middle School Principal
Elementary Principal
Secondary Assistant Principal
Elementary Assistant Principal

Should the staff reduction be at the level of an elementary principal, the principal so
displaced may elect to accept an assistant principalship within the elementary assistant
principal pool if there is such a vacancy. Should the staff reduction be at the level of a
middle school or senior high school principal, the principal so displaced may elect to
accept an assistant principalship within the secondary assistant principal pool if there is
such a vacancy.

Where normal attrition does not suffice to reduce personnel in line with available
applicable positions, the following criteria will be considered within each pool-- First:
level of performance as determined by the performance evaluation, length of
administrative experience in the District, and needs of the District. Additionally, the
following items will be considered: total length of service with the District, prior

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administrative experience outside the District; voluntary district-wide contributions; and
level of formal education.

Administrator(s) affected by a staff reduction will be assigned to a teaching position
should a vacancy for which the administrator is qualified and certifiable by the New
Hampshire State Department of Education be available. The administrator will be given
credit for relevant teaching and administrative experience for purposes of placement on
the teacher salary schedule.

The administrator(s} so affected will be rehired or reassigned to vacancies within their
respective pools which may subsequently occur within a period of two years following
the layoff or reassignment and for which the administrator is qualified and certifiable by
the New Hampshire State Department of Education.

Non-renewal for unsatisfactory work performance as an administrator

A.

If an administrator is not renewed in or is dismissed from an administration position for
reasons which should not adversely affect performance as a teacher, the administrator
so affected will be assigned to a teaching position should a vacancy for which the
administrator is qualified and certifiable by the New Hampshire State Department of
Education be available. The administrator will be given credit for relevant teaching and
administrative experience for purposes of placement on the teacher salary schedule.

Should a teaching position for which the administrator is qualified and certifiable not be
available, the individual so affected may be considered for a teaching position during
the two year period following the end of service as an administrator.

The non-renewal of an administrator shall not be subject to the grievance procedure or

binding arbitration.

ARTICLE JX

Performance Appraisal

All evaluations will be in accordance with the evaluation forms and procedures in the
Professional Development Master Plan (PDMP} adopted by the Board or the Superintendent
prior to June 30 preceding the school year in which the forms and procedures will be used. If
changes in the forms or procedures are contemplated, the Association will be consulted during
the process.

Administrators shall have the right to comment on any material contained in their respective
personnel file and their comments shall be affixed to the pertinent material.

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ARTICLE X

Terms and Conditions of Employment

Work Year
A. All principals shall work a full calendar year.
B. Elementary assistant principals shall work one hundred and ninety-nine (199} days,

including 183 school days and ten (10) days prior to the return of teachers at the
beginning of the school year. The remaining six (6) work days shall be scheduled in
advance with their respective principals between July 1* and June 30".

D. Assistant Principals, when working an off-school day, shall not combine a half day
worked with another half day worked to account for a whole day punch. Any off-school
day half days must require the use of half a personal or sick day as needed on a typical
school day. In the event the AP has exhausted their personal and sick time, they will not
be credited with a day worked if they do not complete a full day.

C. Secondary assistant principals shall work two hundred and fourteen (214) days,
excluding vacation days and holidays, but including 183 school days and ten (10} days
prior to the return of teachers at the beginning of the school year. The remaining twenty
(20) work days shall be scheduled in advance with their respective principals between
July 1 and June 30". Secondary assistant principals may be required by their respective
principals to work one school vacation period during the school year.

D. As a professional, an administrator is expected to devote to work the time necessary to
accomplish the task at hand which may include meetings, conferences, programs and/or
workshops which extend or are beyond the normal eight hour work day.

School Calendar

A. The Superintendent shall consult with the Association President in the development of
the school calendar prior to the adoption of said calendar by the Board of Education.

B. The school calendar is determined each year by the Board of Education in accordance
with applicable law.

Discrimination
There shall be no discrimination against any administrator because of legally permissible
Association activities or because of membership in the Association, or because of the filing or

processing of any grievance under this contract.

Benefits For Part-Time Administrators

Administrators who are employed by the school district on less than a full-time basis shall be
entitled to the following benefits prorated in the ratio the administrator's work day/work year is
to the work day/work year of a full-time administrator:

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5:2 Course Tuition Reimbursement
5:5 Longevity
6:4 Health Insurance (if less than 30 hours per week}

ARTICLE XI
Association Representatives
Official List of Nashua Association of School Principals Reoresentatives
The Association shall furnish the Board with a list of its officers and shall as soon as possible

notify the Board in writing of any changes. No Association Representative shall be recognized by
the Board except those designated in writing by the Association,

ARTICLE Xil
Association Privileges and Responsibilities
Fair Practice

As exclusive representative, the Association shall not preclude from membership any person in
the unit described in ARTICLE I.

The Association will represent equally all persons described in ARTICLE | without regard to
membership in, participation, or activities in the Association.

Recognition of Local Organization Representative

The Superintendent shall recognize the Association President and/or a person designated by the
President in writing as the official representative of the local organization.

Distribution of Materials - Mail Boxes
Officers of the Association shall have the right to use reasonably the Administrative Office
and/or school mail boxes for distribution of Association material provided such materials are

directly related to Association business and are not in violation of any laws, rules, regulations or
school policies.

Association Meetings

The authorized representative of the Association shall have the right to schedule Association
meetings in the building before or after regular work hours as long as such meetings do not
interfere with any school business, acitvities or functions.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the Board, a member of the Board, or its
designated representatives from meeting with any administrator for expression of views.

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Nothing contained herein shall be construed to prevent any person from informally discussing
any dispute with the immediate superior or processing a grievance on the person's own behalf
in accordance with the Grievance Procedure set forth in Article XV. None of the provisions of
this agreement for its duration shall be changed or modified without the mutual written consent
of the Board and the Association. Nothing contained herein shall be construed to permit an
organization other than the Association to appear in an official capacity in the processing of a
grievance.

Leave For President

The President of the Association or designee shall be granted up to three (3) days of paid leave
per fiscal year to attend legislative hearings on educationally related matters.

ARTICLE XIII

Miscellaneous Provisions

Miscellaneous

It is understood that for the duration of this agreement administrators shall continue to serve
under the direction of the Superintendent of Schools and in accordance with state law, Board
policies and administrative rules, regulations and the provisions of the Agreement.

ARTICLE XIV

Grievance Procedure

The purpose of this article is to establish a procedure for the settlement of grievances which
involve an alleged violation of a term or provision of this Agreement. All such grievances will be
handled as provided in this article.

A grievance must be filed within ten (10} working days of its occurrence or within ten (10) days
of the date the employee, by reasonable diligence, should have known of its occurrence. The
grievance must be submitted to the next step within the time limits provided or it will be
considered settled. A grievance once settled at any one of the following steps shall not be
further subject to the grievance procedure.

Grievances shall be processed in the following manner:

Step 1 Any administrator who has a grievance shall, with or without an Association
Representative, discuss it first with the immediate supervisor, in an attempt to resolve
the matter at this level. A decision shall be rendered within ten (10) working days.

Step 2 An unfavorable decision under Step 1 may be formally appealed to the immediate
supervisor within ten (10) working days. The appeal must be in writing on the
grievance form as provided by the Board of Education. The immediate supervisor
shall render a decision within ten (10) working days.

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Step 3 An unfavorable decision under Step 2 may be appealed to the Superintendent within
ten (10) working days. The Superintendent shall render a decision within ten (10)
working days.

Step 4 An unfavorable decision under Step 3 may be appealed to the Board of Education
within ten (10) working days. The Board shall render a decision within twenty (20)
working days.

StepS Ifa grievance involving the interpretation or application of a specific provision of this
Agreement has not been settled after being fully processed through the grievance
procedure above, then the Association may submit such grievance to arbitration by
giving written notice thereof to the Board not later than ten (10) working days after
the completion of Step 4. The grievance shall be considered as having been settled at
Step 4, unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such
agreement has not been reached within ten (10) working days after the receipt of
such written notice submitting the grievance to arbitration, the grievance may be
referred by the Association to the New Hampshire Public Employees Labor Relations
Board for the selection of an arbitrator in accordance with the applicable rules of said
Board. Any arbitration hereunder shall be conducted in accordance with such rules,
subject to the provisions of this Agreement. Determinations and decisions set forth
by said arbitrator shall be final and binding upon the parties. Each party to the
arbitration shall assume its own expenses and an equal share of the expenses of the
arbitrator.

Grievance Mediation: Either party may submit to the other a request for Grievance Mediation.
Grievance Mediation can only take place by mutual agreement at any time during the grievance
procedure. The parties agree the Federal Mediation and Conciliation Service may be used as a
facilitator for cost effectiveness. This does not preclude mediation occurring the day of
arbitration nor using the arbitrator as the facilitator. Should Grievance Mediation occur, the
parties shall agree to a time extension for the following steps.

Failure of the administration to render a decision within the time limits shall permit the grievant
to proceed to the next step. The grievant shall continue to observe the rules and regulations of
the District while the grievance is pending. A grievant shall have all rights provided by RSA 273-
A relative to the processing of grievances.

ARTICLE XV

Duration of Agreement

The provisions of this agreement shall become effective as of July 1, 2022 unless otherwise
specified and shall continue and remain in full force and effect to and including June 30, 2026
when it and all provisions and benefits therein shall expire unless an extension is agreed to by
both parties and expressed in writing prior to such date.

The Board and the Association agree to begin negotiation of a successor agreement concerning
wages, hours and other terms and conditions of employment no later than March 1, 2026.

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15:2 IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.

NASHUA BOARD OF EDUCATION

Jennifer Bishop
PRESIDENT

Dated _

NASHUA ASSOCIATION OF SCHOOL PRINCIPALS

Michael Mahoney
PRESIDENT

Dated

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APPENDIX A: Salary Schedule

PRINCIPALS July 1, 2022 July 1, 2023 July 1, 2024 July 1, 2025
Elementary
100 $92,300 $94,100 $96,000 $97,900
101 $93,700 $95,600 $97,500 $99,500
102 $95,100 $97,000 $98,900 $100,900
103 $96,500 $98,400 $100,400 $102,400
104 $97,900 $99,900 $101,900 $103,900
105 $99,300 $101,300 $103,300 $105,400
106 $100,700 $102,700 $104,800 $106,900
107 $102,100 $104,100 $106,200 $108,300
108 $103,500 $105,600 $107,700 $109,900
109 $104,600 $106,700 $108,800 $111,000
410 $105,400 $107,500 $109,700 $111,900
111 $106,700 $108,800 $111,000 $113,200
112 $108,100 $110,300 $112,500 $114,800
113 $111,300 $114,600 $118,000 $121,500
PRINCIPALS July 1, 2022 July 1, 2023 July 1, 2024 July 1, 2025
Middle School
200 $97,400 $99,300 $101,300 $103,300
201 $98,700 $100,700 $102,700 $104,800
202 $100,000 $102,000 $104,000 $106,100
203 $101,200 $103,200 $105,300 $107,400
204 $102,500 $104,600 $106,700 $108,800
205 $103,800 $105,900 $108,000 $110,200
206 $105,100 $107,200 $109,300 $111,500
207 $106,300 $108,400 $110,600 $112,800
208 $107,600 $109,800 $112,000 $114,200
209 $108,600 $110,800 $113,000 $115,300
210 $109,400 $111,600 $113,800 $116,100
211 $110,600 $112,800 $115,100 $117,400
212 $113,900 $117,300 $120,800 $124,400

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EDUCATION
Graduate Certificate,
Emergency Management;
Florida State University
M.S., Sports
Administration; Florida

State University
B.S., Marine Science;
Jacksonville University

CERTIFICATIONS

Cohort 7, FEMA National
Emergency Management
Executive Academy
MPM.N¢ Master’s Program
Managers Certificate,
AAPM

CIPM,N¢ Internationa
Program Managers
Certificate, AAPM
Certified Emergency
Manager (CEM),
International Association
of Emergency Managers
Florida Professional
Emergency Manager
{FPEM)

GS 449, Incident
Command Train-the
Trainer Certificate
Homeland Secunty
Exercise and Evaluation
Program Certified
Continuity of Operations,
Train the Trainer, FEMA

SHANTI SMITH-COPELAND, FPEM, CEM

DIRECTOR, EMERGENCY MANAGEMENT

Shanti Smith-Copeland serves as the Director of Emergency Management for iParametrics. She
is a decisive, results-oriented executive with 16 years of innovative cnsis and emergency

management leadership. These skills have been honed through positions including Deputy

Bureau Chief of Preparedness for the State of Flonda, as well as a local emergency manager.

Her experience includes Disaster Preparedness, Response, Recovery, and Grant Management

Support on behalf of the State Emergency Response Team, as well as Florida Cities and
Counties after Hurncanes Dennis, Katrina, Rita, Wilma, Hermine, Matthew, Inna, Michael,
Dorian, and the COVID-19 pandemic. Additionally, her experience in 34 federally declared
disasters across FEMA Regions I, 2, 4, 6 and 7 from 2005-2020 has allowed her to provide
operational support to field operations for Disaster Recovery, Debris Management, Mass Care
Coordination, EOC Staffing of ICS Positions including Plans Chief, Logistics Chief and Liaison
Officer as well as Incident Management Team support up to and including Type 3 Incident

Commander.

EXPERIENCE

= Rebuild Florida Voluntary Home Buy
Out Grant Application, CDBG-CV, and
other Grants Management/Staff
Augmentation: Clay County, FL Project
Manager. Responsible for managing the
Grant Application process for the
Florida CDBG-DR Voluntary Home Buy
Out program and for recipient
qualifications for Clay County.

» Rebuild Florida Voluntary Home Buy
Out Grant Application, HMPG Grant
Applications: Bonita Springs, FL Project
Manager. Supported the City of Bonita
Springs through the CDBG-DR Grant
Applications and recipient qualifications.
Qualified 42 homeowners and the City
received the full $5 million grant award.

= Florida State Emergency Response
Tear Support, COVID-19 Response.
Supporting Mass Care Coordinator for
the first 90 days of activation for the
COVID-19 response. Developed
multiple models depicting the

anticipated need for increase feeding
across the state due to shut down induced
unemployment. Developed guidance for
post-disaster Non-Congregate Shelter in
the COVID Environment. Delivered
guidance for the management of an impact
shelter in the COVID environment.
Guidance for development of a Multi-
Agency Shelter Transition Team (MAST)
Shelter Support Team in the COVID
Environment

Super Storm Sandy Disaster Recovery,
Boroughs of Lavaltette, Sea Bright, and
jersey Shore. Disaster Recovery Proyect
Coardinator. Contract management,
debris operations, and Category B Project
Formulation.

Hurricane Hermine and Matthew,
Savannah, GA, Disaster Recovery Project
Coordinator for Witt O'Brien. Contract
execution and management, debris
operations support, and Category B
Project Formulation.

APPENDIX A: Salary Schedule (cont’d)

PRINCIPALS July 1, 2022 July 1, 2023 July 1, 2024 July 1, 2025
High School

300 $104,600 $106,700 $108,800 $111,000

301 $105,700 $107,800 $110,000 $112,200

302 $106,800 $108,900 $111,100 $113,300

303 $108,000 $110,200 $112,400 $114,600

304 $109,100 $111,300 $113,500 $115,800

305 $110,300 $112,500 $114,800 $117,100

306 $111,400 $113,600 $115,900 $118,200

307 $112,600 $114,900 $117,200 $119,500

308 $113,700 $116,000 $118,300 $120,700

309 $114,800 $117,100 $119,400 $121,800

310 $115,600 $117,900 $120,300 $122,700

311 $119,100 $122,700 $126,400 $130,200

ASSISTANT.

PRINCIPALS July 1, 2022 July 1, 2023 July 1, 2024 July 1, 2025
Elementary

400 $77,063 $79,375 $81,688 $84,000

401 $77,900 $80,200 $82,600 $84,900

402 $78,700 $81,000 $83,500 $85,800

403 $79,600 $81,900 $84,400 $86,800

404 $80,400 $82,700 $85,300 $87,700

405 $81,300 $83,600 $86,200 $88,700

406 $82,100 $84,400 $87,100 $89,600

407 $83,000 $85,300 $88,000 $90,600

408 $83,800 $86,100 $88,900 $91,500

409 $84,600 $86,900 $89,800 $92,400

410 $85,400 $87,700 $90,700 $93,300

411 $86,200 $88,500 $91,600 $94,200

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