GDNYC is committed to the Faculty taking a leadership role in a school environment where Faculty members’ talents will be supported and utilized to their fullest potential. Employees will have the opportunity to participate in decision-making roles on curricular and extra-curricular issues. Faculty members shall have majority representation on school leadership bodies, including Leadership, Professional Development, Stipend, Calendar and Programming, Hiring and Budget Committees. The exact composition and authority of these bodies may differ, as outlined below. In all school leadership bodies on which Faculty members serve, Faculty representatives shall be democratically selected by Bargaining Unit Members using a process determined by the Bargaining Unit< Members.
Shared decision-making is central to the philosophy of GDNYCS and school and administrators are encouraged to solicit the input of Employees. Best efforts shall be made to reach consensus on School decisions and in Committee deliberations, although, and except as provided below, final decision making authority rests with the School.
A. Leadership Committee
The School will form a Leadership Committee consisting of Faculty members, School administrators, parents, and students to foster and develop a successful, high achieving climate at the school. The Leadership Committee shall meet no less than once a month during the school year to consider major policy issues facing the School. In addition to the Leadership Committee, the School will have the Committees listed below. These Committees may be established separately or as sub-committees to the Leadership Committee.
B. Professional Development Committee
Paramount to the School’s success and students’ academic achievement is the Faculty’s professional growth. In order for the School to maintain its organizational vigor and best serve its students, it must develop a systematic, ongoing program of professional growth and development. The Parties recognize that the professional development of the School’s Faculty is both a personal responsibility of the Employees and an institutional responsibility of the School.
To achieve this goal, the School will establish a Professional Development Committee. This Committee will annually define the scope of Employees’ in-service program to meet Faculty member’s professional needs as they relate to student achievement. In collaboration with the Budget Committee, the Professional Development Committee will develop a budget deemed appropriate to accomplish in-service activities.
No later than September 30th of each year, the Professional Development Committee will present its program of in-service professional development to the School’s Board (or the Board’s Designee) for approval. Once the plan is approved, Employees are expected to participate in all relevant professional development activities.
C. Stipend Committee
A Stipend Committee shall be formed to discuss and determine the distribution of stipends and release time for services provided outside and during the normal instructional day. The Stipend Committee shall develop a process for soliciting from the Faculty ideas and requests for stipend-eligible work and a methodology by which stipend requests will be evaluated and awarded. A draft schedule of stipend-eligible work for the following school year shall be posted at the School no later than the last day of instruction in any given school year. The Committee’s final recommendations for the distribution of stipends for a school year shall be presented to the Board for approval no later than September 30th of each school year.
D. Calendar and Programming Committee
A Calendar and Programming Committee shall be formed to determine, pursuant to the requirements of Article 8, the work calendar for the following school year. The Calendar and Programming Committee shall meet no later than April 1st and shall provide a recommended Calendar to all Employees no later than May 1st. The Calendar and Programming Committee is also authorized to recommend changes to the daily schedule, including the assignment of Employees’ preparation periods. In the event the Calendar Committee recommends a reconfiguration of the annual calendar or work day, such recommended changes must be ratified by a majority of Bargaining Unit Members and approved by the Board.
In determining the annual calendar, the Calendar Committee will consider making time available to teachers to observe the educational practices of their colleagues or other skilled practitioners. The School considers this practice to be part of a broader teacher professional development program and will seek opportunities for teachers to do so.
E. Hiring Committee
- A Hiring Committee shall be formed at the School and will be responsible for ensuring that the School attracts, recruits, and hires high-quality educators. The committee consists of the principal, Faculty representatives, and may also include students. Notwithstanding the below procedures, the Hiring Committee will determine the process for hiring new employees. Best efforts will be made to reach consensus on all hiring decisions, with due consideration to majority opinion. However, the principal retains the final authority on all hiring decisions.
- Upon knowledge of any new or open positions or vacancies, the School shall deliver to all Employees and post a list of open positions for the current or upcoming school year. The list shall contain:
- A job description
- Credentials and qualifications necessary to meet the requirements of the position
- A closing date, which must be at least ten (10) working days following the posting date
- In evaluating candidates for new or open positions or vacancies, the Hiring Committee shall consider a candidate's
- Qualifications and credentials, including a candidate’s ability to satisfy any legal requirements of the position
- Prior satisfactory evaluations
- Expertise and relevant experience
In the absence of substantial distinguishing differences in the above criteria, length of service at the School shall be the determining factor. Moreover, the Hiring Committee shall give preference to incumbent Employees with satisfactory performance and appropriate credentialing who apply for any new, open, or vacant positions, and the School shall, upon request of the Bargaining Unit Member, deliver in writing the reason(s) why he or she was not selected to fill the vacancy.
- Upon written request by an Employee, Employees shall be notified by mail of any vacancies which may arise during the summer recess or during an Employee's leave of absence. This request must be in writing and must include the Employee's mailing address.
F. Budget Committee
The School shall form a Budget Committee, consisting of Employees and administrators, which shall meet by March 1st of each year to review and make recommendations to the Board regarding budget allocations for the following school year.