Agreement

between

The Board of

Education of the City

of Chicago

and

Chicago Teachers

Union Local 1,

American Federation

of Teachers,

AFL-CIO

This collective bargaining agreement (hereinafter re-

ferred to as the “Agreement”) is entered into by and be-

tween the Board of Education of the City of Chicago

(hereinafter referred to as the “BOARD”) and the Chi-

cago Teachers Union, Local No. 1, American Federation

of Teachers, AFL-CIO (hereinafter referred to as the

“UNION”) on the 7th day of December, 2016 to become

effective on the same date.

TABLE OF CONTENTS

Art. Title ...........................................................................Page

Preamble ...................................................................... 5

1 Recognition ................................................................. 6

2 Equal Employment Opportunity ..........................18

3 Grievance and Arbitration Procedure .................19

4 Elementary School ...................................................29

5 Middle School ........................................................... 32

6 High School ............................................................... 35

7 Texts and Supplies ................................................... 39

8 Professional Development Teachers

and Teacher Leaders ............................................... 41

9 Paraprofessional and School-Related

Personnel (PSRPs) ...................................................43

10 Other Position Titles ................................................51

11 Driver Education Teachers .................................... 72

12 Legislative Partnership .......................................... 73

13 Extracurricular Personnel .................................... 75

14 Safe and Healthy Work Environment ................. 77

15 Librarians: Elementary and High School .......... 79

16 Physical Education Teachers ................................ 82

17 Early Childhood Teachers ..................................... 83

18 Career and Technical Education Teachers ....... 85

19 Academic Calendar ..................................................92

20 Clinicians ................................................................... 93

21 Special Education Teachers .................................101

22 Itinerant Teachers ................................................. 107

23 Classifications of Teachers .................................. 109

24 Summer School ........................................................114

25 Holidays ..................................................................... 117

26 Personal Days ........................................................... 118

27 Class Coverage .........................................................118

28 Class Size ..................................................................124

29 Employee Discipline ...............................................133

30 Student Discipline ...................................................137

31 Labor-Management Cooperation Committee .. 140

32 Health Care Benefits Program ............................141

33 Leaves of Absence ...................................................147

34 Personnel Files........................................................ 152

35 Filling Vacant Positions ........................................ 154

36 Salaries and Other Compensation ..................... 155

37 Sick Days and Short-Term Disability Leave ... 162

38 TAT Salary Adjustment and Displacement ..... 166

39 Teacher Evaluation ................................................ 169

40 Teacher Programming.......................................... 182

41 See Articles 6 and 18

42 Appointment and Assignment of Teachers ..... 184

43 Vacations .................................................................. 184

44 General Provisions ................................................ 188

45 Committees ..............................................................197

46 Integration—Quality Education ......................... 201

47 Conformity ..............................................................208

48 Representation ....................................................... 209

49 Staffing ..................................................................... 210

50 Conclusion ............................................................... 214

Appendices

Title ........................................................................... Page

A Salary Schedules and Other Compensation .... 216

B Contributions to Health Care Plans ..................346

C Procedures for Waivers ........................................346

D Bargaining Unit Positions ....................................347

E Health Care and Related Benefits .....................350

F See Article 37

G FMLA Leave ............................................................362

H Layoff of Teachers .................................................364

I Layoff, Interim Assignment and

Reappointment of PSRPs .....................................370

Memorandum of Understanding ................................. 377

Side Letters ....................................................................... 378

Index ..................................................................................382

PREAMBLE

The purpose of this Agreement is to reaffirm the parties’

common responsibility to maintain a collaborative and col

legial collective bargaining relationship that furthers the

parties’ shared goal of delivering high quality instructional

programs and significantly advancing a well-rounded pub

lic education for the students of the Chicago public school

system. Through free and open dialogue, the parties have

identified the educational objectives for the Chicago Pub

lic Schools (hereinafter referred to as “CPS”) and have de-

signed this Agreement to further those objectives through

good faith cooperation now and in the future.

The parties firmly believe that a well-rounded public edu-

cation is an absolute necessity for any graduate to be con-

sidered college-, career- and citizenship-ready. The parties

also recognize that a well-rounded public education in

cludes, but is by no means limited to, providing students

with an enriched, diverse and comprehensive curriculum

that allows them to obtain essential knowledge and skills;

engage in critical and creative thinking; develop indepen

dent inquiry skills and an appreciation for the arts, music

and literature; improve their physical and emotional health;

prepare for leadership roles in their communities; attain

the technical skills necessary to become career-ready; de

velop the academic discipline and proficiency in the intelli-

gent use of technology necessary to become college-ready;

and ultimately graduate from the Chicago public school

system prepared to become productive and self-confident

citizens capable of ethical participation in a free and dem

ocratic society.

In addition, the parties recognize that the achievement of

these educational objectives requires substantial short- and

long-term financial investments in public education and that

the fulfillment of the aspirations described in this Preamble

will require dramatic and cooperative changes in education

funding at the federal, state and local levels; a commitment

to good faith collaboration; mutual agreement on priorities

and values; and the adoption of proven or research-based ed

ucational methods and instructional practices.

Furthermore, to foster a cosmopolitan spirit and better de-

velop CPS students as tolerant and unbiased citizens, the

BOARD and the UNION shall work affirmatively to the end

that each student may have the educational advantage of an

integrated school.

Finally, this Agreement is intended to affirm that the par

ties’ shared goals will only be achieved if bargaining unit

employees are fairly and adequately recognized and re

warded for their contributions to the educational process

and provided with a wholesome work environment based

on mutual respect and the highest level of professionalism.

The guiding principles set forth in this Preamble shall re

main at the forefront of the parties’ negotiations now and

in the years to come until these shared educational aspira

tions become a reality for each and every student and em-

ployee of the Chicago public school system.

ARTICLE 1

RECOGNITION

1-1. Representative Unit.

1-1.1. Scope of Bargaining Unit. The BOARD recog-

nizes the UNION as the sole and exclusive bargaining

representative of all employees employed in the job

titles or categories of positions listed in Appendix D.

1-1.2. Reclassifications and New Job Titles or Catego-

ries of Positions. If the BOARD reclassifies job titles or

categories of positions or employs a new job title or cat

egory of position having a community of interest with

employees in the existing bargaining unit, employees

in such new job title or category of position shall be in

cluded within the existing bargaining unit. Upon the

UNION’s request, the parties shall negotiate the terms

and conditions of employment for such new or reclassi

fied title or category of position. Nothing contained in

this subsection shall be construed to require renegoti

ation of terms and conditions of employment applicable

to employees in an existing bargaining unit as a result

of the BOARD’s reclassification of the title or category

of employees in the unit.

1-2. Recognition of UNION. No other group or organi-

zation or representative thereof shall be recognized or

permitted to engage on behalf of any employees included

in the UNION bargaining unit (referred to herein as “bar-

gaining unit employees” or “bargaining unit members”)

in any activities concerning wages, hours or terms and

conditions of employment, including the submission of

proposals, participation in hearings, conferences or meet-

ings for any purposes and any other group or collective

action dealing with above-described matters, subject to

the provisions of the Illinois Educational Labor Relations

Act. However, the above provisions shall not preclude the

right of an individual to present grievances on his or her

own behalf or to submit suggestions to the Chief Execu-

tive Officer as individuals or to prevent groups or organi-

zations from presenting suggestions or proposals at the

annual public hearing on the budget prescribed by statute.

1-3. Designation of Representatives. The Chief Exec-

utive Officer and the UNION shall have the right of free

choice in designating representatives for the purpose of

resolving grievances and professional problems.

1-4. Resolution of Grievances and Professional Prob-

lems.

The resolution of all grievances and professional

problems shall be in accordance with the procedures that

are a part of this Agreement.

1-5. Exchange of Information.

1-5.1. General Provision. The Office of the Chief Exec-

utive Officer shall, upon request and within seven cal-

endar days or as soon as possible thereafter, furnish to

the UNION available and pertinent reports, statistics

and general information concerning CPS. The Chief

Executive Officer shall have the same right to receive

pertinent information from the UNION.

1-5.2. Grievances and Professional Problems. The Of-

fice of the Chief Executive Officer shall, upon request

and within seven calendar days or as soon as possible

thereafter, furnish to the UNION information nec-

essary to the intelligent and professional resolution

of specific grievances and professional problems of

bargaining unit employees, including laid off or re-

tired employees whose grievances arose during their

employment as a bargaining unit employee. Any such

information shall be made available only with the

consent of the bargaining unit employee involved and

shall be kept in confidence unless otherwise agreed.

The Chief Executive Officer shall have the same right

to receive pertinent information from the UNION.

1-5.3. Board Meeting Agendas and Actions. Prior to each

regular or special Board meeting, the BOARD shall post

online the public agenda for the meeting and copies of

the proposed Board reports listed on the public agenda.

The BOARD shall electronically transmit a copy of the

public agenda and the copies of the proposed Board ac

tions to the UNION President simultaneously with the

online posting. Insofar as possible, if any Board report

directly affects this Agreement, the Chief Executive

Officer or his or her designee shall contact the UNION

President to discuss the report as soon as the report is

finalized and prior to the meeting during which the re

port will be considered. After each meeting, the BOARD

shall post online the Board Action Index for the meeting

and all Board actions during such meeting.

1-5.4. Finance and Budget Information. During the

budget planning process, the BOARD agrees to meet

with the UNION on a monthly basis through the par-

ties’ Budget Committee to review revenue and expen-

diture assumptions, including capital expenditures,

and other pertinent budgetary information. After the

budget is adopted, the BOARD agrees to meet with the

UNION upon request to review the quarterly Interim

Summary Financial Statements and the Comprehen-

sive Annual Financial Report for each Fiscal Year.

1-5.5. CPS Weekly Newsletter and Bulletins. A copy of

the CPS Weekly Newsletter and any employee bulletin

relating to the Agreement shall be transmitted to the

UNION President simultaneously with its transmis-

sion to employees.

1-5.6. Reports. The Office of the Chief Executive Offi-

cer agrees to supply the UNION with the following re-

ports as long as such reports are prepared: (a) teacher

payroll step and lane report and (b) monthly teacher

substitute activity report.

1-5.7. UNION Delegate Handbook. The UNION shall

furnish the Office of the Chief Executive Officer with

five copies of the current UNION delegate’s handbook.

1-5.8 Bargaining Unit Employee Information. The

BOARD shall provide the UNION on at least a monthly

basis, and on a weekly basis for the months of August,

September, and October, a list of all current employ-

ees in the bargaining unit, which shall include each

employee’s first and last name, job title, department,

work location, home address, all telephone numbers

(including cell phone number if available), personal

and work email addresses, date of birth, seniority date,

base hourly pay rate (if available), language preference

(if available), identification number/payroll code/job

number, salary, status as a member or non-member,

UNION dues, and COPE payment.

1-5.8(a). Meetings Regarding Bargaining Unit Em-

ployee Information. The parties agree to meet at

reasonable times in good faith to ensure that they

are operating under the same list of represented

workers, members, and individuals who have au-

thorized the deduction of dues, fees, assessments,

and COPE. As a part of their meetings, the parties

shall endeavor to identify any changes that need to

be made to their systems or operations to ensure

that systems and operations accurately track those

individuals who are in the bargaining unit, and,

among those individuals, those who have not au-

thorized the deduction of union dues, fees, assess-

ments and COPE contributions.

1-5.8(b). Job Fairs and New Employee Meetings. The

BOARD shall provide the UNION with notice of

CPS job fairs, new teacher orientation dates, and all

gatherings of 25 or more new employees (excluding

school-level meetings and events) including their

time, date and location, as soon as practicable after

their scheduling. At all such events, if the UNION

attends, the UNION representatives will conduct

themselves in a professional manner.

1-5.8(c). Informational Tabling. The BOARD shall

allow the UNION to do informational tabling in-

doors in the lobby or vestibule at the Staffing Cen-

ter locations. The UNION shall request permission

a minimum of a week in advance of its proposed

date for informational tabling. The BOARD retains

the exclusive right to designate the specific location

of the information table, provided the location is

readily accessible and visible to employees entering

and leaving the buildings.

1-6. Dues Checkoff. The BOARD shall deduct from the pay

of each bargaining unit employee from whom it receives an

authorization to do so the required amount of fees for the

payment of UNION dues. Such fees, accompanied by a list

of persons from whom they have been deducted and the

amount deducted from each, and by a list of persons who

had authorized deductions and from whom no deduction

was made and the reason therefore, shall be forwarded to

the UNION office no later than ten work days after such de

ductions were made. Such lists shall be organized by school

or the applicable unit. Any bargaining unit employee may

terminate the dues check off during August by submitting

written notice to the BOARD and the UNION.

1-7. United Credit Union Deductions.

1-7.1. Deduction. The BOARD shall deduct from the

pay of each full-time bargaining unit employee who is

a member of the United Credit Union from whom it re-

ceives an authorization to do so the bi-weekly amount

authorized by the member for savings/shares in the

United Credit Union.

1-7.2. Authorization. Each eligible bargaining unit

employee may have one authorization agreement and

options to increase or decrease the member’s share/

savings during the calendar year.

1-7.3. Remittance. Such amounts deducted from the

member’s bi-weekly payroll shall be forwarded elec-

tronically via the Automatic Clearing House to the

member’s account at the United Credit Union no later

than ten work days after such deductions are made. A

list of persons from whom funds have been deducted

in a sequence mutually acceptable to the BOARD and

the United Credit Union shall be made available to the

United Credit Union no later than ten work days after

such deductions are made.

1-7.4. Authorization Forms. The United Credit Union

shall submit authorization cards for deduction upon

forms approved by CPS.

1-8. [Reserved]

1-9. Annuity or Mutual Fund Deductions.

The BOARD

agrees to electronically wire transfer monies deducted

from the salaries of each bargaining unit employee to the

respective tax sheltered annuity carrier or mutual fund

after such deductions are made.

1-10. Chicago Teachers Union Political Action Com-

mittee Deductions.

The BOARD agrees to deduct from

the pay of each bargaining unit employee from whom it

receives an authorization to do so the monthly amount au-

thorized by the member to be paid to the Chicago Teach-

ers Union Political Action Committee. The BOARD shall

charge the UNION a service fee of $1.00 per member en-

rolled per year.

1-11. Regular Leadership Meetings. The Chief Execu-

tive Officer shall meet monthly at a mutually agreeable

time with the UNION President and/or the UNION Pres-

ident’s designee to discuss matters of educational policy

and development as well as matters relating to the imple-

mentation of this Agreement.

1-12. Professional Problems Committees.

1-12.1. School-Based Professional Problems Commit-

tees. Each school shall establish a Professional Prob-

lems Committee to discuss school operations, contract

administration issues and any new BOARD instruc-

tional program or joint BOARD-UNION initiative

prior to or at the time of its implementation at the local

school level. The committee shall be composed of the

principal and no fewer than three and not more than

five members identified by the UNION delegate. The

UNION delegate shall be the chairperson of the Pro-

fessional Problems Committee. The UNION delegate

shall notify the principal of the UNION representa-

tives as soon as they are elected and report any changes

in representatives as soon as possible. The committee

shall meet at least monthly without loss of compensa-

tion, and the parties shall jointly establish the agenda

at least forty-eight hours prior to each meeting. The

principal and the chairperson of the Professional

Problems Committee shall exchange available and

pertinent information concerning the operation of the

school when such information is necessary for the un-

derstanding and resolution of professional problems

under discussion by the principal and the Professional

Problems Committee. The principal or the UNION

delegate may invite consultants or resource persons

to attend the meeting to discuss specific agenda items

with advance notice to the committee members. The

committee shall decide whether and how to report the

proceedings of the meeting to school staff.

1-12.2. City-Wide Professional Problems Committee.

A City-Wide Professional Problems Committee shall

be established with members representing clinicians,

PSRPs assigned to the Office of Diverse Learner Sup-

ports and Services and other city-wide employees. The

committee shall be composed of the Chief Officer of

the Office of Diverse Learner Supports and Services

or his or her designee and between eight and twelve

city-wide employees designated by the UNION. The

committee shall meet at least four times a year without

loss of compensation and shall also meet with clinician

managers if possible.

1-12.3. Substitute Teacher Professional Problems Com-

mittee. A Substitute Teacher Professional Problems

Committee shall be established with members rep-

resenting temporarily assigned teachers, Cadre sub-

stitutes and day-to-day substitutes. The committee

shall be composed of the Chief Talent Officer or his or

her designee and between eight and twelve substitute

teachers designated by the UNION. The committee

shall meet at least four times a year, and employees

shall be paid their daily rate for attending such meet-

ings.

1-13. Staff Lists. UNION delegates shall be provided the

necessary information so that they may compile an up-to-

date staff list. Said staff list shall be restricted to bargain-

ing unit employees assigned to that school or unit.

1-14. Periods for UNION and Local School Council

Business.

1-14.1. UNION Delegates. All UNION delegates shall

be provided with one additional forty-minute or the

length of a class period, whichever is longer, duty-free

period per month during which time they shall con-

duct UNION business, including, but not limited to, the

investigation of professional problems and grievances,

development of Professional Problems Committee

agendas, distribution of bona fide Union materials and

maintenance of the UNION bulletin board. UNION

delegates shall be permitted to combine their monthly

duty-free periods to be released to attend UNION-con-

ducted training and professional development. In ad-

dition, city-wide delegates shall be provided with two

forty-minute periods each school year, one per each

city-wide in-service day, during which time they shall

be allowed to conduct Union business.

1-14.2. Teacher Representatives on Local School

Councils. Teacher representatives on the Local School

Council shall be provided with one additional for-

ty-minute or the length of a class period, whichever is

longer, duty-free period per month during which time

they shall conduct Local School Council business.

1-15. Access to BOARD Premises. Upon notification to

the school principal, or in the principal’s absence to the

acting administrator, the principal or acting administrator

shall permit the UNION President or the UNION Presi

dent’s designated representative to visit the schools for any

purpose relating to the terms and conditions of this Agree

ment, provided that such visitation does not interfere with

normal teaching duties of either the teachers interviewed

or the UNION delegate. If conferences with bargaining

unit employees are necessary, they shall be scheduled so

as not to interfere with the instructional program. The

UNION representative shall report to the school office

immediately upon arrival and sign the official register.

1-16. Mutually Scheduled Meetings. Whenever bar-

gaining unit employees are mutually scheduled by the

BOARD and the UNION to participate during working

hours in conferences, meetings or negotiations with re-

spect to the Agreement, they shall suffer no loss in pay.

1-17. Leaves of Absence for Union Business or Elected

Public Ofﬁce.

1-17.1. Number and Length of Leaves. The BOARD

shall grant fifty appointed teachers, clinicians, or

PSRPs elected or appointed to full-time positions with

the UNION, the Illinois Federation of Teachers, the

American Federation of Teachers or the Chicago Fed-

eration of Labor–Industrial Union Council, or elected

to municipal, county, state, or federal office, leaves of

absence without pay in increments of twelve calendar

months for the purpose of accepting these positions

upon appropriate application by the UNION or in the

case of elected office upon appropriate application by

the employee. The BOARD shall extend those leaves in

increments of twelve calendar months.

1-17.2. Health Care and Dental Benefits During Leaves.

Bargaining unit employees who are on leaves for Union

business or elected public office may continue their

health care and dental benefit coverage, provided that

they pay the full cost of such coverage.

1-17.3. Pension Contributions During Leaves. Bargain-

ing unit employees who are on leaves for Union busi-

ness or elected public office shall be permitted to pay

the contributions required or permitted by law to be

made by the employee and the BOARD to the Public

School Teachers’ Pension and Retirement Fund of Chi-

cago or the Municipal Employees’ Annuity and Benefit

Fund of Chicago to ensure that full credit for retire-

ment purposes is granted for the time spent on such

leaves of absence.

1-17.4. Seniority Accrual on Leave. Bargaining unit em-

ployees who are on leaves for Union business or elected

public office shall continue to accrue seniority with the

BOARD, and the leave of absence will not be consid-

ered a break in service.

1-17.5 Return from Leave.

1-17.5(a). Appointed Teachers, Clinicians or PSRPs

Elected as UNION Officers. An appointed teacher,

clinician or PSRP who is elected as President, Vice

President, Recording Secretary or Financial Sec-

retary of the UNION, and who decides to return

to BOARD employment following the conclusion

of his or her first term in office shall be returned

to his or her original position in his or her original

school or unit. An appointed teacher, clinician, or

PSRP who is elected as President, Vice President,

Recording Secretary or Financial Secretary of the

UNION and who serves more than one term and

decides to return to BOARD employment following

the conclusion of his or her last term in office shall

be assigned to an equivalent position in his or her

area of licensure.

1-17.5(b). Other Teachers, Clinicians or PSRPs and

members elected to Public Office. If a teacher, cli-

nician or PSRP on UNION leave, not covered by

subsection 1-17.5(a) decides to return to BOARD

employment within one year of the beginning of

the UNION leave, the teacher, clinician or PSRP

shall be returned to his or her former position in

his or her former school or unit. If such a teacher,

clinician or PSRP decides to return to BOARD

employment after one year from the beginning of

the UNION leave, he or she shall be assigned to an

equivalent position in the area of his or her licen-

sure. A teacher, clinician, or PSRP elected to mu-

nicipal, county, state, or federal office who decides

to return to the BOARD at the conclusion of his or

her elected office shall be assigned to an equivalent

position in his or her area of licensure.

1-17.6. Classroom Teaching During UNION Leaves.

Teachers who are on a UNION leave may teach classes

for which they are properly certified, subject to the

voluntary agreement to such arrangement between

the teacher and the principal or head administrator of

the school or unit.

1-18. Posting or Distribution of Union Materials.

1-18.1. Bulletin Boards. The UNION shall be provided

adequate bulletin board space in a place readily acces

sible to and normally frequented by all bargaining unit

employees in each school or unit for the posting of offi

cial notices and other official materials relating to Union

activities. The bulletin board space allocated shall be

identified with the name of the UNION, the name of the

UNION delegates and the names of the members of the

Professional Problems Committee. UNION delegates and

authorized UNION representatives shall be responsible

for the content and maintenance of the bulletin board.

1-18.2. Mailboxes. UNION delegates, officers and au-

thorized UNION representatives shall have the right

to place materials in the mailboxes of bargaining unit

employees. Materials placed in mailboxes shall be re-

stricted to official communications from the UNION

or communications signed by the UNION delegate.

A copy of all materials placed in the mailboxes of

bargaining unit employees by the UNION shall si-

multaneously be placed in the principal’s or head ad-

ministrator’s mailbox.

1-19. Union Meetings. On twenty-four hours’ advance

notice to the principal or head administrator of a school

or unit, the UNION shall have the right to schedule meet-

ings in the building before or after regular duty hours and

during lunch time of bargaining unit employees involved

in matters concerning their employment, the provisions

of this Agreement and for the conduct of Union business,

provided said meetings do not interfere with an in-ser-

vice or general faculty meeting previously scheduled and

posted prior to the twenty-four hour notification given to

the principal or head administrator by the UNION. Where

such meetings are held outside of the operating hours of

that school or unit, the UNION shall pay the additional

costs. The UNION President or his or her designee has the

right to attend Union meetings at a school or unit, pro-

vided he or she complies with the protocols for visits to

CPS premises.

1-20. Conﬂicts with Statutes, Rules or Regulations.

The terms of this Agreement shall not apply where in-

consistent with constitutional, statutory or other legal

provisions. If any provision of this Agreement is found

to be contrary to law by the Supreme Court of the United

States, or by any court of competent jurisdiction from

whose judgment or decree no appeal has been taken

within the time provided for doing so, such provision shall

be modified forthwith by the parties hereto to the extent

necessary to conform thereto. In such cases, all other pro-

visions of this Agreement shall remain in effect. Nothing

contained in this Agreement shall be construed to deny to

any bargaining unit employee or to the BOARD the right

to resort to legal proceedings. No decision on or adjust-

ment of a grievance shall be contrary to any provision of

this Agreement.

1-21. UNION Delegates. A UNION delegate is defined

as a BOARD employee who is an agent of the UNION in a

school or unit, which may include a specific work location

or functional division or group. In the event a school, unit

or functional division or group does not elect a UNION

delegate, the UNION President shall designate a UNION

delegate pro tem at the school, unit or job location. The

UNION delegate pro tem shall perform all duties of the

delegate until an election is held and UNION delegate ap-

pointed.

1-22. Reproduction of Agreement. This Agreement

shall be reproduced by the UNION with the cost to be

shared between the BOARD and the UNION. The BOARD

shall distribute the Agreement to each person who is or

becomes a bargaining unit employee during its effective

term. The initial delivery to the units shall be completed

as soon as possible, but no later than twenty school days

after the printed Agreements have been delivered to the

BOARD. The UNION shall submit to the Office of Em-

ployee Engagement a list by unit number of all parcels

delivered to the warehouse facility of the BOARD. Three

thousand seven hundred fifty copies of said Agreement

shall be delivered to the Office of Employee Engagement.

ARTICLE 2

EQUAL EMPLOYMENT

OPPORTUNITY

2-1. Prohibition on Discrimination. No employee shall

be discriminated or retaliated against on the basis of

race or ethnicity, ethnic group identification, national

origin, nationality, ancestry, creed, color, age, gender or

sex (including pregnancy, childbirth, breastfeeding, and

pregnancy related medical condition), marital status,

civil unions, legally recognized domestic partner status,

military/veteran or military discharge status, disability,

or actual or perceived sexual orientation, gender identity

or expression, religion, parental status, immigration sta-

tus, genetic information, refusal to submit to a genetic test

or make available the results of a genetic test, or political

belief or affiliation (not union related); the utilization of

benefits authorized by this Agreement or BOARD policy;

membership or participation in, or association with the

activities of, the UNION; filing grievances or resolving

grievances and professional problems; or participation in

any committee, council or group, including but not lim-

ited to, the Professional Personnel Leadership Commit-

tee, Professional Problems Committee or Local School

Council.

2-2. Recruiting Plan. By January 1, 2013, the BOARD

shall implement, after good faith consultation with the

UNION, a systemic plan designed to search for and recruit

a racially diverse pool of candidates to fill positions. These

efforts shall include training principals and head admin-

istrators regarding the implementation of the BOARD’s

plan. The BOARD and the UNION shall meet periodically

to discuss the plan and assess its implementation. The

BOARD shall share relevant data with the UNION as part

of the implementation assessment.

ARTICLE 3

GRIEVANCE AND

ARBITRATION PROCEDURE

3-1. Deﬁnition of a Grievance. A grievance is a com-

plaint involving a work situation; a complaint that there

has been a deviation from, misinterpretation of or misap-

plication of a practice or policy; or a complaint that there

has been a violation, misinterpretation or misapplication

of any provisions of this Agreement.

3-2. Parties to Grievances. A grievance may be filed

by an individual employee, a group of employees or the

UNION on behalf of an employee or group of employees.

Any bargaining unit employee who is not a member of the

UNION or who has not expressed a desire to be repre-

sented by it shall have the right to present grievances and

appeals on his or her own behalf as an individual through

the Chief Executive Officer’s Review set forth in Article

3-7 and submit suggestions to the BOARD as an individ-

ual, provided that the adjustment is not inconsistent with

the terms of the Agreement and that the UNION has been

given an opportunity to be present at such adjustment.

3-3. Investigation of Grievances. A principal or head

administrator shall allow the UNION delegate or his or

her designee a reasonable period of time during the school

day to investigate grievances. In the event clarification is

necessary as to what constitutes reasonable time, the Di-

rector of Employee Engagement, after consultation with

the UNION, shall make the final determination. Prior to

the initial conference and upon the request of the UNION

delegate or his or her designee, the principal or head ad-

ministrator shall provide the UNION with access to and

copies of all existing and available documents that are rel-

evant to the allegations in the grievance, including all doc-

uments supporting the BOARD’s actions, and shall timely

supplement this production if additional documents be-

come available. The UNION President or his or her desig-

nee shall be accorded all the rights of the UNION delegate

in any school or unit. Time allowed shall be confined to

investigating grievances that have been brought to the

principal’s or head administrator’s attention.

3-4. Appearances and Representation at Conferences.

3-4.1. Conferences. Conferences held under this griev-

ance procedure shall be scheduled at a time and place

which will afford a fair and reasonable opportunity

for all persons entitled to be present to attend, includ-

ing witnesses. The UNION shall have the right to be

present at each stage of the grievance procedure and

to present its views and introduce evidence. Every

effort shall be made to hold such conferences during

the school day and when held during the school day

all participants shall be entitled to attend without loss

of pay.

3-4.2. Failure to Appear. If the grievant fails to appear

at a scheduled grievance conference, and fails to ap-

pear at another grievance conference scheduled at the

grievant’s or the UNION’s request, the grievance shall

be deemed to have been resolved, provided that the

grievant was given notification of said conference in

accordance with the appropriate step of the grievance

procedure. The provisions of Article 3-5 are applicable

in the scheduling of said conferences.

3-5. Time Limits. Failure on the part of the principal,

head administrator or any other administrator at any step

of this procedure to communicate a decision concerning

a grievance within the specified time shall permit it to

be advanced to the next higher step. Additional time at a

specified step of this procedure may be granted by mutual

agreement between the parties.

3-6. Adjustment of Grievances–School Level.

3-6.1. Informal Resolution. A sincere attempt should be

made to resolve any dispute on an informal basis be-

tween the grievant or the UNION delegate or UNION

and the principal or the grievant’s head administrator

if the grievant is not assigned to an individual school

before the dispute becomes formalized as a grievance.

3-6.2. Deadline for Filing Grievances. A grievant or

the UNION shall file grievances in writing within for-

ty-five school days after the occurrence of the event

giving rise to the alleged violation, or within forty-five

school days from the time the grievant or the UNION

should reasonably have become aware of the occur-

rence of the event giving rise to the alleged violation,

whichever is later, except in the case of a salary griev-

ance. For salary grievances filed on or after November

1, 2012, the grievant or the UNION may file a grievance

within three calendar years of the date on which the

salary grievance arose. Salary grievances filed within

three calendar years shall be deemed timely.

3-6.3. Substance of Grievance. A grievance must bear

the signature of the grievant, the UNION delegate or

the UNION President, specifying the complaint(s)

and/or violation(s) alleged and a brief statement of

facts sufficient to allow a response.

3-6.4. Joint Grievances and Consolidation. If two or

more grievants have the same grievance, a joint griev-

ance may be presented and processed as a single griev-

ance. Further, the parties by mutual agreement may

consolidate other grievances

3-6.5. Initial Conference. Upon receipt of a grievance

in writing, the principal or the grievant’s head admin-

istrator if the grievant is not assigned to an individual

school shall confer within five school days with the

grievant and others involved in the grievance. At this

conference the facts shall be discussed, and an effort

shall be made to adjust the matter to the satisfaction

of all concerned.

3-6.6. Representation. The grievant may be heard per-

sonally and may be represented by the UNION dele-

gate, the UNION President or the UNION President’s

designee.

3-6.7. Communication of Decision. The principal or

the grievant’s head administrator if the grievant is

not assigned to an individual school shall make a de-

cision and communicate it and the bases for the deci-

sion in writing to the grievant, the UNION delegate or

UNION designee and the Director of Employee En-

gagement within five school days after the completion

of the conference.

3-7. Chief Executive Ofﬁcer’s Review.

3-7.1. Right to Appeal. Within fifteen school days after

receiving the decision of the principal or the grievant’s

head administrator if the grievant is not assigned to an

individual school, the grievant, through the UNION,

may appeal to the Chief Executive Officer or the Di-

rector of Employee Engagement or his or her designee.

Copies of the original grievance, the appeal and any

decision rendered shall be forwarded to the Director

of Employee Engagement with the request for review

3-7.2. Notice of Conference. The Chief Executive Offi-

cer or the Director of Employee Engagement or his or

her designee shall meet within ten school days with

the grievant, his or her UNION representative, if any,

and the principal or head administrator. The Chief

Executive Officer or his or her designee will give all

participants three school days’ notice of the time and

place of the meeting in writing. By mutual consent,

the parties may conduct the meeting via electronic

means including, but not limited to, video-, virtual-

and tele-conferencing.

3-7.3. Scheduling of Conference. Conferences held

under this grievance procedure shall be scheduled at

a time and place which will afford a fair and reason-

able opportunity for all persons entitled to be present

to attend, including witnesses. The UNION shall have

the right to be present at each stage of the grievance

procedure and to present its views and introduce evi-

dence. Every effort shall be made to hold such confer-

ences during the school day and when held during the

school day all participants shall be entitled to attend

without loss of pay.

3-7.4. Witnesses. The UNION may present up to two

witnesses, in addition to the grievant(s), at a grievance

meeting at the Central Office level. Additional witnesses

shall be allowed with the Chief Executive Officer’s or his

or her designee’s permission. If witnesses are called at

the grievance meeting, the Chief Executive Officer may

require that the hearing be conducted via electronic

means (e.g., video conferencing or telephonically).

3-7.5. Communication of Decision. The Chief Execu-

tive Officer or the Director of Employee Engagement

or his or her designee shall issue a written decision and

communicate the same and the bases for the decision

to the parties involved within twenty school days after

completion of the conference.

3-8. General Provisions.

3-8.1. Procedures for Certain Grievances That Are Not

Under the Jurisdiction of a Principal or Head Admin-

istrator.

3-8.1(a). Initial Processing. Any grievance based

upon the action of an authority higher than the

principal shall be initiated directly with the Office

of Employee Engagement whose decision thereon

shall be rendered within fifteen school days. The

grievance must specify the complaint(s) and/or

violation(s) alleged, a brief statement of facts suf-

ficient to allow a response and any documentation

which may expedite the resolution of the grievance.

Within fifteen school days after receiving the de-

cision of the Office of Employee Engagement, the

grievant may then appeal the decision of said office

to the Chief Executive Officer, by requesting, in

writing, a meeting with the Office of Employee En-

gagement, acting as the representative of the Chief

Executive Officer. Copies of the grievance and the

decision shall accompany the appeal forwarded to

the Office of Employee Engagement.

3-8.1(b). Conference and Issuance of Decision. The

Chief Executive Officer or the Director of Em-

ployee Engagement or his or her designee shall

meet within ten school days with the concerned

parties who will be given two school days’ notice

of the time and place of the conference. The Chief

Executive Officer or the Director of Employee

Engagement or his or her designee shall make a

written decision and communicate the same to the

parties involved within ten school days after com-

pletion of the conference. Decisions of the Chief

Executive Officer or the Director of Employee En-

gagement or his or her designee may be appealed to

arbitration under Article 3-10.

3-8.2. Initiation at Higher Step. The UNION may initi-

ate or appeal a grievance at any step of the grievance

procedure.

3-8.3. Expedited Grievance and Arbitration Procedure.

Where expedited grievance and arbitration is provided

in this Agreement, the following shall apply: The Union

may file the grievance at the highest step. If the griev-

ance is not adjusted within fifteen (15) days, it shall

automatically proceed to arbitration upon the Union’s

written demand. The parties shall select an arbitra-

tor and the grievance shall be heard by the arbitrator

within thirty (30) days of the arbitration demand. The

arbitrator shall issue a bench ruling and award at the

conclusion of the hearing, but may subsequently issue

a written ruling explaining the award upon request of

either party.

3-9. Grievance Mediation.

3-9.1. Neutral Grievance Mediators. The BOARD and

the UNION shall establish a permanent panel of four

neutral grievance mediators. Mediators may be re-

moved from the permanent panel by written notice

from one party to the other requesting removal. Cases

pending before a removed mediator shall not be af-

fected. The parties shall make every effort to agree

upon a substitute mediator.

3-9.2. Grievance Mediation Panel Meetings and Authority.

3-9.2(a). Mediation Panel. Either the UNION or the

BOARD may request that a grievance be submitted

to mediation. Grievances submitted to mediation

shall be submitted to a five-person mediation panel

consisting of a mediator selected by the parties and

two permanent representatives designated by each

party. One of the BOARD’s representatives shall

be a current or former principal. The parties shall

establish regular meeting dates for the mediation

panel, occurring no less often than twice per month

or more frequently as is necessary to ensure that

all grievances submitted to mediation are heard

within six months of the grievance filing date.

3-9.2(b). Submission to Mediation. Within five school

days of the selection of a mediator, the parties will

contact the mediator directly and notify the me

diator of his or her appointment, request available

mediation dates and mutually agree to a mediation

date. At least seven calendar days before the medi

ation session, the mediator shall mail notice of the

date, time and place of the session to the BOARD

and the UNION. The mediator for good cause shown

may postpone the mediation session or extend any

period of time upon request of a party or upon his or

her own initiative and shall postpone the session or

extend any period of time upon mutual agreement

of the parties. Prior to the mediation session, the

BOARD and the UNION will submit to the mediator

all relevant grievance documents for the grievance

or grievances to be addressed at that session. Medi

ation sessions will be conducted upon request of the

BOARD or the UNION on an as needed basis.

3-9.2(c). Recommendations and Resolutions. If ap-

propriate, the mediation panel may make recom-

mendations for resolution to the Chief Executive

Officer and the UNION President. If the Chief

Executive Officer and UNION President mutually

agree to a resolution for a specific grievance, that

agreement will be reduced to writing, executed by

the parties and implemented. All resolutions shall

be non-precedential and not cited in any arbitration

case or labor board, administrative or judicial pro-

ceeding. In the event of a resolution, the grievance

will be withdrawn with prejudice.

3-9.3. Lack of Resolution. If the parties cannot mu-

tually agree to a resolution, they may mutually agree

to table and further mediate the grievance at a sub-

sequent mediation session. Absent a resolution or an

agreement to table the grievance, the grievance will

proceed to arbitration. Any grievance agreed to be

submitted to mediation (other than under Article 29-4

or 29-5) and not considered by the mediation panel

within sixty school days after the request for media-

tion will be submitted to arbitration.

3-9.4. Requests for Grievance Mediation Simultane-

ous with Arbitration Demand. Simultaneously with a

demand for arbitration under this Article, the UNION

may submit a written request for mediation to the Di-

rector of Employee Engagement. The grievance will

proceed to mediation unless the Director of Employee

Engagement notifies the UNION, in writing, within

ten school days that the BOARD does not agree to

submit the grievance to mediation. Within ten school

days of receiving the UNION’s demand for arbitration

of a particular grievance, the Director of Employee En-

gagement may request, in writing, that the grievance

be submitted to mediation. Any such grievance will

proceed to mediation unless the UNION notifies the

Director of Employee Engagement, in writing, within

ten school days that it does not agree to submit the

grievance to mediation.

3-9.5. Availability of Mediation Procedures. The

UNION and the BOARD may at any time agree to use

the mediation procedures of this Section to assist in

the resolution of grievances.

3-10. Arbitration.

3-10.1. Permanent Panel. The parties shall establish a

permanent panel of ten arbitrators to conduct hear-

ings and to issue final and binding awards on griev-

ances. Arbitrators shall have no jurisdiction to hear

disciplinary matters except as specifically set forth in

this Agreement. Arbitrators may be removed from the

permanent panel by written notice from one party to

the other requesting removal. Cases pending before a

removed arbitrator shall not be affected. The parties

shall make every effort to agree upon a substitute arbi-

trator. In no event may the arbitration panel be fewer

than seven arbitrators. The parties will add additional

arbitrators to their standing panel and explore options

on how best to utilize available arbitrators.

3-10.2. Demand for Arbitration. Within fifteen school

days after receiving the decision of the Chief Execu-

tive Officer or the Director of Employee Engagement

or his or her designee, pursuant to Article 3-7 or 3-8,

the UNION only may file a demand for arbitration with

the Director of Employee Engagement. Within fifteen

school days thereafter, the parties will mutually agree

to an arbitrator for that grievance, selecting from the

permanent panel. If the parties cannot mutually agree

upon an arbitrator, then the arbitrator shall be selected

through a striking process with the UNION striking

first and then the BOARD until one arbitrator remains.

Within five school days of selection of an arbitrator,

the parties will contact the arbitrator directly and no-

tify the arbitrator of his or her appointment, request

available hearing dates and mutually agree to a hearing

date. At least seven calendar days before the hearing,

the arbitrator shall mail notice of the date, time and

place of the hearing to the BOARD and the UNION.

The arbitrator for good cause shown may postpone the

hearing or extend any period of time upon request of a

party or upon his or her own initiative and shall post-

pone the hearing or extend any period of time upon

mutual agreement of the parties.

3-10.3. Subpoenas in Arbitration. Whenever the

UNION requests the issuance of subpoenas for the

appearance of witnesses at an arbitration hearing, the

UNION shall immediately forward copies of such re-

quests to the Director of Employee Engagement. The

UNION shall agree to pay the full cost of substitute

service for the bargaining unit employee required to

appear as a witness at said arbitration hearing.

3-10.4. Decisions and Awards. Within sixty calendar

days after the closing of the record, the arbitrator shall

render a decision and opinion. The decision shall be

final and binding on the parties. The cost of the arbi-

trator shall be equally shared by the parties.

3-11. Joint Arbitration Review Committee. The parties

shall establish a Joint Arbitration Review Committee to

discuss possible settlement of pending arbitration cases.

Either the BOARD or the UNION may submit cases for

the committee’s consideration. The committee shall meet

on a monthly basis.

ARTICLE 4

ELEMENTARY SCHOOL

4-1. Regular School Day. The regular school day for early

childhood and elementary school teachers shall not exceed

seven hours with a continuous lunch period of forty-five

minutes with no work responsibilities. Teachers’ lunch

shall not be scheduled before the first scheduled student

lunch period and shall not be scheduled after the last

scheduled student lunch period. Each teacher’s day shall

be comprised of no more than 296 minutes of instruction,

15 minutes of non-classroom supervision and 60 minutes

of continuous duty-free preparation. Four days each week

the teacher’s preparation time shall be self-directed; one

day each week this period shall be principal-directed.

4-2. Model Early Childhood and Elementary Sched-

ules.

The BOARD and the UNION shall develop up to five

models for early childhood and elementary school sched-

ules. The models shall be disseminated to the schools by

March 1, 2013. The principal, in conjunction with the

Professional Problems Committee, shall select two of the

models, and the UNION’s teacher members shall vote for

one of the two and determine the schedule through a se-

cret ballot majority vote.

4-3. Beginning and Ending Times. The day shall nor-

mally begin at 8:30 a.m. and end at 3:30 p.m.; however, the

principal or Chief Executive Officer if appropriate may

change the beginning and ending times after making his

or her best effort to achieve the affirmative concurrence

of the majority of classroom teachers.

4-4. Duty Schedules. A duty schedule for all teachers,

teacher assistants, school assistants, instructor assistants

and interpreter assistants shall be posted in each early

childhood center or elementary school within one week

of the start of each semester. Any schedule change shall

be preceded by a twenty-four-hour notification to the ap-

propriate staff.

4-5. Scheduling of Preparation Periods. Professional

preparation periods shall be scheduled from the first in-

structional day of the school year through the last instruc-

tional day of the school year.

4-6. Scheduling of Library, Physical Education and

Arts Education Programs.

Library, physical education

and arts education programs in all elementary schools

where certificated physical education teachers, or teach-

er-librarians or arts teachers have been assigned shall

begin on the first day of instruction and continue through

the last instructional day.

4-7. Cancellation or Shortening of Recess Period. In

those unusual circumstances where a twenty-minute

recess period for the students is not scheduled or is can-

celed or shortened, a procedure shall be developed at each

school to relieve teachers for a period of twenty minutes

or for the equivalent number of minutes that recess was

shortened or eliminated.

4-8. Review of Recess Program. The principal, in con-

junction with the Professional Problems Committee, shall

review issues related to the implementation of recess, in-

cluding, but not limited to, the safety and supervision of

students, play equipment and staffing. The Professional

Problems Committee shall submit recommendations di-

rectly to the principal with copies of the recommendations

submitted simultaneously to the Local School Council and

the Chief Executive Officer.

4-9. Late Arrival or Early Departure. Upon reasonable no-

tification to the principal in the case of late arrival or early

departure to or from school for good cause in an emergency

situation only, a bargaining unit employee assigned to a

school present more than one-fourth and less than three-

fourths of the working day is considered as having worked

one half day, and a bargaining unit employee assigned to a

school present three-fourths or more of the regular working

day is considered as having worked a full day.

4-10. Determination of Professional Development Ac-

tivities. In the spring semester of every school year, the

PPLC, or in its absence the PPC, shall develop and formally

present recommendations to the principal and the local

school council on professional development activities for

the school staff for the subsequent school year. The princi

pal shall determine professional development activities for

the subsequent school year after hearing the recommen

dations of and in consultation with the Professional Per-

sonnel Leadership Committee, or in its absence the PPC.

4-11. Start of Department Classes. If a school is orga-

nized on a departmental basis, said departmental classes

shall begin on or before the second Wednesday following

the opening of the school year unless precluded by the

unavailability of teachers with the required subject skills.

4-12. Supervision of Students. Teachers assigned to

supervise students during their preparation periods shall

be provided with an equal amount of time for preparation

periods at another time agreed to between the teachers

and the principal.

4-13. Half Day Early Childhood and Kindergarten. In

order to ensure that early childhood and kindergarten

students who attend the afternoon session receive the full

instructional time allocation on days when one half day

in-service meetings are scheduled, other available staff, in

addition to the early childhood and kindergarten teacher,

already at each local school and any available space shall

be utilized by the principal to meet the instructional

needs of said students.

4-14. Placement of Students Completing Preschool

or Kindergarten.

The principal shall receive pertinent

information from the early childhood and kindergarten

teacher and shall have the counsel of the elementary

school counselor in the placement of students completing

preschool or kindergarten.

4-15. Travel Time. A kindergarten teacher who spends

the morning session at one building and the afternoon

session at another building shall be given a daily uninter-

rupted lunch period of forty-five minutes with no work

responsibilities exclusive of travel time.

4-16. Non-Teaching Time for Early Childhood and Kin-

dergarten Teachers.

At the beginning of each semester,

the early childhood and kindergarten teachers shall be

scheduled a sufficient amount of non-teaching time, to the

extent that the use of teacher assistants employed at the

school will permit, to complete registration, including cu-

mulative record cards, registration cards, emergency in-

formation cards and transfer records for early childhood

and kindergarten students.

4-17. Student Matriculation Dates. All teachers in the

early childhood programs should have the same student ma

triculation dates for entrance and pre-screening procedures.

4-18. .The Professional Personnel Leadership Committee

shall make written recommendations regarding school

safety to the principal and Local School Council.

4-19. Elementary Beginning of School Preparation Peri-

ods. The BOARD and the UNION shall consult on elemen-

tary schedules for schools that maintain the current student

instructional minutes at 360 while providing elementary

teachers preparation time at the beginning of the school day.

No later than January 1, 2017, the parties shall agree on

model schedules that will allow full-time elementary

teachers a minimum of 15 minutes of preparation at the

beginning of the school day for a minimum of 71 student

attendance days (based on a 178 student attendance day

school year; two per week).

Schools shall adopt a schedule in accordance with Articles

4-2 and 5-2. School must implement their first such sched

ule in SY2017-18 but the UNION and the BOARD shall meet

and confer to determine whether some or all schools will

implement by the start of the second semester in SY2016-17.

The preparation period will be self-directed.

ARTICLE 5

MIDDLE SCHOOL

5-1. Regular School Day. The regular school day for

middle school teachers shall not exceed seven hours with

a continuous lunch period of forty-five minutes with no

work responsibilities. Teachers’ lunch shall not be sched-

uled before the first scheduled student lunch period and

shall not be scheduled after the last scheduled student

lunch period. Each teacher’s day shall be comprised of

no more than 296 minutes of instruction, 15 minutes of

non-classroom supervision and 60 minutes of continuous

preparation time. Four days each week the teacher’s con-

tinuous duty-free preparation time shall be self-directed;

one day each week this period shall be principal-directed.

5-2. Model Middle School Schedules. The BOARD and

the UNION shall develop up to five models for middle

school schedules. The models shall be disseminated to

the schools by March 1, 2013. The principal, in conjunc-

tion with the Professional Problems Committee, shall se-

lect two of the models, and the UNION’s teacher members

shall vote for one of the two and determine the schedule

through a secret ballot majority vote.

5-3. Beginning and Ending Times. The day normally

shall begin at 8:30 a.m. and end at 3:30 p.m.; however, the

principal (or the Chief Executive Officer if appropriate)

may change the beginning and ending times after making

his or her best effort to achieve the affirmative concur-

rence of the majority of the classroom teachers.

5-4. Duty Schedules. A duty schedule for all teachers,

teacher assistants, school assistants, instructor assistants

and interpreter assistants shall be posted in each middle

school within one week of the start of each semester or

at the regular reorganization time. Any schedule change

shall be preceded by a twenty-four-hour notification to

the appropriate staff.

5-5. Scheduling of Preparation Periods. Professional

preparation periods shall be scheduled from the first in-

structional day through the last instructional day of the

school year.

5-6. Scheduling of Library, and Physical Education

Arts Education Programs.

Library, physical education

and arts education programs in all middle schools shall

begin on the first instructional day and continue through

the last instructional day of the school year.

5-7. Cancellation or Shortening of Recess Period. In

those unusual circumstances where a twenty-minute

recess period for the students is not scheduled or is can-

celed or shortened, a procedure shall be developed at each

school to relieve teachers for a period of twenty minutes

or for the equivalent number of minutes that recess was

shortened or eliminated.

5-8. Review of Recess Program. The principal, in con-

junction with the Professional Problems Committee, shall

review issues related to the implementation of recess, in-

cluding, but not limited to, the safety and supervision of

students, play equipment and staffing. The committee

shall submit recommendations directly to the principal

with copies of the recommendations submitted simulta-

neously to the Local School Council and the Chief Exec-

utive Officer.

5-9. Late Arrival or Early Departure. Upon reasonable

notification to the principal in the case of late arrival or

early departure to or from school for good cause in any

emergency situation only, a bargaining unit employee

assigned to a school present more than one-fourth and

less than three-fourths of the working day is considered

as having worked one half day, and a bargaining unit em-

ployee assigned to a school present three-fourths or more

of the regular working day is considered as having worked

a full day.

5-10. Determination of Professional Development

Activities.

In the spring semester of every school year,

the PPLC, or in its absence the PPC, shall develop and

formally present recommendations to the principal and

the local school council on professional development ac-

tivities for the school staff for the subsequent school year.

The principal shall determine professional development

activities for the subsequent school year after hearing the

recommendations of and in consultation with the Profes-

sional Personnel Leadership Committee, or in its absence

the PPC.

ARTICLE 6

HIGH SCHOOL

6-1. Regular School Day. The high school day may begin

and end at different times from school to school as deter-

mined at the local school level following discussion be-

tween the principal and local school faculty, but shall not

exceed 435 minutes in length for a high school teacher.

The high school teacher is to be in his or her room with

the class ready to teach at the time designated on the

teacher’s schedule. The regular school day shall consist of

eight fifty-minute periods, including five teaching peri-

ods, and up to thirty-five minutes of passing periods. Any

special bell schedule that involves teacher supervision

of students shall deduct time spent supervising students

from the regular class periods. High school teachers shall

have a continuous lunch period of fifty minutes with no

work responsibilities, except that, if the regular lunch pe-

riod is shortened to less than fifty minutes, the teacher’s

school day shall be shortened an equal number of minutes.

Teachers’ lunch shall not be scheduled before the first

scheduled student lunch period and shall not be sched-

uled after the last scheduled student lunch period. Each

teacher’s schedule shall include seven fifty-minute du-

ty-free, self-directed preparation periods per week. Each

teacher’s schedule shall include three principal-directed

preparation periods per week, which shall be used only

for staff development, teacher collaboration, advisory (one

per week), department meetings, subject area team meet-

ings and other professional preparation activities.

6-2. Model High School Schedules. The BOARD and

the UNION shall develop up to five models for high

school schedules. The models shall be disseminated to the

schools by December 31, 2012. The principal, in consulta-

tion with the Professional Problems Committee, shall se-

lect two of the models, and the UNION’s teacher members

shall vote for one of the two and determine the schedule

through a secret ballot majority vote.

6-3. Advisory Periods. A thirty-minute advisory period

once a week paid at the teacher’s regular rate of pay may

be added to the fifty-minute high school schedule by fol-

lowing the procedures for waivers outlined in Appendix C.

6-4. Consultation with Department Chairs. The

principal shall consult all department chairpersons in

connection with programming the respective school de-

partments. Prior to March 1, each department chairperson

shall submit written recommendations to the principal or

the principal’s designee concerning the programming of

the department for the following school year.

6-5. Placement of Students in Advanced Placement

and Other Specialized or Leveled Classes.

The student,

teacher, counselor, administrator and/or programmer

shall consult with each other in placing students in ad-

vanced placement, specialized or specially leveled classes.

The PPC shall discuss and advise the principal when stu-

dent programming issues are reported.

6-6. World Language Classes. Separate world language

classes for native speakers shall be provided where en-

rollment makes this possible. World language courses for

native speakers and levels of world language courses (such

as Honors versus Regular or Spanish I versus Spanish II)

shall be considered unique lesson preparations, consistent

with Article 40-6.

6-7. Determination of Professional Development Ac-

tivities.

In the spring semester of every school year, the

PPLC, or in its absence the PPC, shall develop and for-

mally present recommendations to the principal and the

local school council on professional development activ-

ities for the school staff for the subsequent school year.

The principal shall determine professional development

activities for the subsequent school year after hearing the

recommendations of and in consultation with the Profes-

sional Personnel Leadership Committee, or in its absence

the PPC.

6-8. Art Facilities. New buildings shall include adequate

facilities in all classrooms designated for the teaching of

art, including adequate lighting, sinks and cabinet and

storage space.

6-9. Mathematics Classrooms. Whenever possible,

mathematics classes shall be assigned to rooms with ad-

equate chalkboard and/or dry erase board space and pro-

visions for maps, charts, graphs and other teaching aids.

6-10. Availability of Chorus and Instrumental Music

and Science Rooms.

The chorus room, instrumental

music rooms and science rooms shall be made available

to the chorus or instrumental music teacher during his or

her preparation period whenever possible.

6-11. Department Meetings. One period every six school

weeks shall be allowed for departmental meetings during

the school day, provided that this does not necessitate the

dismissal of students or cancellation of classes.

6-12. Guest Speakers. The teacher individually or

through the department chairperson shall request in

writing approval of the principal prior to inviting a guest

speaker to address the class one week prior to the date

of the appearance, and written approval of the principal

must be secured before the invitation is extended. Any

disapproval by the principal shall be submitted in writing.

6-13. Professional Journals. Professional journals and

other publications shall be purchased through the high

school library for use in each high school.

6-14. RESERVED.

6-15. Training for Newspaper and Yearbook Spon-

sors.

Whenever funds can be made available, the BOARD

shall institute an in-service training program for newspa-

per and yearbook sponsors.

6-16. RESERVED.

6-17. Materials Service Centers. As funds, staff and

space are available, a materials service center to provide

commonly used films, tapes, records, filmstrips, maps, di-

agrams and paperback books shall be provided in every

high school.

6-18. Late Arrival or Early Departure. Upon reasonable

notification to the principal in the case of late arrival or

early departure to or from school for good cause in an

emergency situation only, a bargaining unit employee

assigned to a school present more than one-fourth and

less than three-fourths of the working day is considered

as having worked one half day, and a bargaining unit em-

ployee assigned to a school present three-fourths or more

of the regular working day is considered as having worked

a full day.

6-19. Science Laboratory Teachers. High school science

laboratory teachers shall not be assigned a division.

6-20. Rehabilitation Surveys. All instrumental music,

band or orchestra rooms in high school buildings over ten

years old shall be surveyed for rehabilitation.

6-21. World Language Recommendations. Each world

language teacher shall submit written recommendations

annually to the principal or the principal’s designee rela-

tive to organization of classes, level and placement of stu-

dents in language classes.

6-22. Duty Schedules. A duty schedule for all teachers

and teacher assistants shall be posted in each high school

within one week of the start of each semester. Any sched-

ule change shall be preceded by a twenty-four-hour noti-

fication to the appropriate staff.

6-23. Screening and Searching of Students. Only those

members of the high school staff who are properly trained

may be required to conduct or directly assist in screening

or searching students or others, whether by mechanical,

electrical or other means, on a daily or random basis.

6-24. Nomination and Election of Department Chairs.

Principals shall solicit the input of department members

prior to nominating department chairs. The principal

shall nominate one or more candidate(s) in each depart-

ment to serve as department chairs. The faculty members

in that department will conduct a secret ballot vote to

elect/confirm the department chairs.

6-25. Maximum Teacher Periods for Certain Teach-

ers.

High school teachers of art, drafting, music, physical

education and business education, and teachers in educa-

tion and CTE guidance centers, shall have a maximum of

twenty-five teaching periods per week.

ARTICLE 7

TEXTS AND SUPPLIES

7-1. Notice of Proposed Appropriations. Within twenty

school days after the proposed school budget is received in

the school, the principal or the principal’s designee shall

advise the school’s faculty members, subject area or grade

level departments and appropriate committees within the

school—including the Professional Problems Committee,

the Professional Personnel Leadership Committee and

text committees—of the total amount of funds proposed

for the purchase of texts, instructional materials and sup-

plies under all BOARD funds. The principal or the princi-

pal’s designee shall provide the faculty and above-listed

committees with access to a copy of the proposed school

budget and related budgetary documentation.

7.2 Text Committees. Text committees shall be estab-

lished in each school composed of teachers elected by their

peers and may be subject-area specific as appropriate, in

cluding, but not limited to, the subjects of English, social

studies, mathematics, science, business, and foreign lan

guage and special education. There shall always be at least

one special education teacher on the committee. Text com

mittees shall present written recommendations to the prin-

cipal and the Professional Problems Committee concerning

the purchase of texts and related instructional materials.

Any approved text list shall be made available to the schools

by February 1 of each school year whenever possible.

7-3. Supply-Purchase Recommendations. On or be-

fore a specific date to be established by the Professional

Problems Committees and the principal, the Professional

Problems Committee may submit, in writing, to the prin-

cipal or the principal’s designee, a suggested list of texts,

instructional materials and supplies for students. The Pro-

fessional Problems Committee shall ensure that recom-

mendations for texts, instructional materials and supplies

are specifically solicited from special education teachers,

ancillary teachers, bilingual teachers and librarians and

incorporated into the overall recommendations submitted

to the principal. Text and supply allocations are limited to

the available funds.

7-4. Unexpended Funds. Funds for texts, instructional

materials and supplies that are ordered and marked “out

of stock” and that remain unexpended at the end of the

school year shall be added to the local school’s regular

supply appropriation for the following school year.

7-5. Texts, Instructional Materials and Supplies Dis-

tribution and Collection.

Teacher-editions of texts, in-

structional materials, curriculum guides for each subject

area and supplies shall be available for distribution to

teachers and an assigned classroom with a teacher desk

on the first day of teacher attendance of the regular school

year and the summer school session. Student texts shall

be distributed no later than the end of the first week of

student attendance. School principals shall confer with

the Professional Problems Committee on ways to expe-

dite the distribution of texts to students. Collection and

inventory of texts shall not be required before the last

week of school. Teachers shall keep an accurate account

of the educational equipment and materials issued to them

for instruction of their classes. The principal shall consult

with grade level representatives and/or department chairs

(including a special education representative) and PPLC

to determine the selection of texts and instructional ma-

terials. To the extent possible, each school shall ensure

that staff is provided adequate and appropriate technol-

ogy, current and culturally relevant curriculum guides

and materials, both physical and digital copies for their

classrooms. All decorations or educational items required

by administration for the school classrooms shall be paid

for and provided by the school administration.

7-6. Supply Money. Each Fiscal Year, the BOARD shall

appropriate sufficient funds to each school or unit to re-

imburse teachers, counselors, clinicians, and speech-lan-

guage paraeducators up to $250.00 per employee for

instructional supplies and materials, classroom library

books and therapeutic materials purchased by them for

student instruction and support. Principals and head

administrators shall approve the reimbursements in ac-

cordance with the procedures developed by BOARD,

and such reimbursements shall be paid by the end of the

semester in which the receipts were submitted. Em-

ployees shall be reimbursed for reasonable purchases

for classroom and school use. Additionally, the BOARD

procedures will make clear that purchases by teachers,

counselors, clinicians, and speech-language paraeduca-

tors are presumed to be reasonable and will not be denied

for reimbursement unless clearly outside of a reasonable

classroom or school use consistent with Board policy. If

certain categories of purchases are being denied for re-

imbursement, the BOARD and the UNION shall meet and

discuss whether they are reasonable and, if determined

to be reasonable, the BOARD shall authorize an expedi-

tious reimbursement. No later than the start of the 2020-

21 school year, the BOARD shall retain mutually agreed

upon vendors where bargaining unit employees in each of

the above-listed titles can purchase supplies from prepaid

accounts in the amount of up to $250.00 per year.

ARTICLE 8

PROFESSIONAL

DEVELOPMENT TEACHERS

AND TEACHER LEADERS

8-1. Professional Development Teachers.

8-1.1. Placement. All professional development teach-

ers assigned to instructional or professional develop-

ment schools whose daily duties include instruction

and professional development activities beyond a

regular teacher’s work day (i.e., 6.25 hours exclusive

of lunch and seven hours inclusive of lunch) shall be

placed in teacher positions with a value of 1.2, and their

compensation for their regular hours of work shall be

considered regular salary and pensionable under Ar-

ticle 36-4.1.

8-1.2. Regular Work Day. The regular work hours of

professional development teachers in 1.2 positions in

instructional or professional development schools will

include an additional 1.25 actual work hours (or seven-

ty-five minutes) beyond the professional development

teachers’ work day. In every case, however, the total

number of hours actually worked by professional devel-

opment teachers in instructional or professional devel-

opment schools (including the two ten-minute breaks)

shall be 7.5 hours, exclusive of the forty-five-minute

lunch period with no work responsibilities. The reg-

ular work day for professional development teachers

in 1.2 positions at instructional or professional devel-

opment schools shall not exceed 8.25 hours, including

two ten-minute breaks and a forty-five-minute lunch

period with no work responsibilities.

8-1.3. Additional Work Hours. If in any payroll period

a professional development teacher’s hours of work

exceed seventy-five hours, the BOARD shall pay the

professional development teacher for the additional

time at his or her hourly rate of pay.

8-1.4. Reclassification. The BOARD may reclassify

professional development teacher positions to regular

teacher positions with a 1.0 value at the BOARD’s sole

discretion at the conclusion of a school year.

8-2. Teacher Leaders.

8-2.1. Placement. Teacher leaders shall be placed in

teacher positions with a value of 1.2, and all such salary

is pensionable under Article 36-4.1.

8-2.2. Regular Work Day. Teacher leaders shall work

an eight-hour work day exclusive of a forty-five-minute

lunch period with no work responsibilities. The eight-

hour work day shall include two ten-minute breaks.

8-2.3. Additional Work Hours. If in any payroll period a

teacher leader’s hours of work exceed eighty hours, the

BOARD shall pay the teacher leader for the additional

time at his or her hourly rate of pay.

8-2.4. Reclassification. The BOARD may reclassify

teacher leader positions to regular teacher positions

with a 1.0 value at the BOARD’s sole discretion at the

conclusion of a school year.

8-3. Online Professional Development. The BOARD

shall work with the UNION to ensure that every CPS

school shall have access to Board-provided free online

professional development classes that meet requirements

for ISBE licensure renewal. The BOARD shall advocate

that ISBE allow schools to provide ISBE credit for grade-

level, curriculum, and faculty meetings.

ARTICLE 9

PARAPROFESSIONAL

AND SCHOOL-RELATED

PERSONNEL

9-1. Work Schedule and Work Space. PSRPs are on duty

seven hours and fifteen minutes each school day, exclusive

of a thirty-minute lunch period. PSRPs shall be scheduled

for a ten-minute relief period during the morning and a

ten-minute relief period during the afternoon. PSRPs as-

signed to a local school site shall not be required to sign

out for lunch unless they are leaving the school building.

The hours of arrival and departure and lunch time are

designated by the principal. In setting the starting and

ending time for PSRPs, principals shall not act arbitrarily

or capriciously nor shall they establish these times as a

form of discipline. The BOARD shall provide adequate

work space for all PSRPs, including citywide PSRPs, ap-

propriate to their job duties. The work space shall include,

at minimum, a desk, chair, access to a computer, working

copiers, printers and telephones.

9-2. PSRP Professional Support and Evaluation Plan.

The parties agree that the BOARD shall follow its PRSP

Performance Evaluation Guidelines as customized for

various employees within the bargaining unit, as it was

promulgated on August 1, 2014. Employees who are rated

unsatisfactory shall be afforded the remediation opportu-

nity provided in the plan.

9-3. Security After Working Hours. No PSRP shall be

requested to remain in a school building after that em-

ployee’s regular working hours, unless security is pro-

vided in the work area.

9-4. PSRP Duties and Responsibilities. Utilization of all

PSRPs shall be in conformity with applicable statutes and

established guidelines. Such personnel shall not be used as

a substitute for a teacher except for temporary emergency

supervisory duty where the welfare of students is in-

volved. Said temporary supervisory duty shall not exceed

sixty minutes. No teacher may leave the teacher’s assigned

classroom under the supervision of said personnel, unless

said teacher has received the approval of the principal or

the principal’s designee.

9-5. Transfer Windows. PSRPs may apply to transfer to

vacant positions for which they qualify at any time during

the school year.

9-6. Governing Policies and Procedures. PSRPs shall

continue to be subject to the Rules of the Board of Educa-

tion, applicable BOARD guidelines, BOARD policies and

procedures and this Agreement.

9-7. Staff Development. Staff development at the school

level shall include professional learning pertinent to the

work of PSRPs. The Board and the Union shall form an ad

hoc committee to study and make a plan to address staff

development needs of the various PSRP job titles.

9-8. Administrative Transfers. Administrative transfers

shall be executed promptly by the sending school’s principal.

9-9. Advance Step Placement. When the BOARD ap-

points a PSRP to a full-time teaching position and the PSRP

has been employed by the BOARD for a minimum of one full

school year without a break in service prior to appointment

to the teaching position, the BOARD shall place the PSRP

on a step equivalent to his or her years of service as a PSRP

with the BOARD up to Step 5. He or she shall retain all ac

cumulated sick and personal business days accumulated as a

PSRP. All additional applicable benefits shall be transferred

to said new teacher and he or she shall be granted one year

of teacher seniority for the years employed as a PSRP.

9-10. Layoff and Recall. The BOARD’s ESP Layoff and

Recall Policy will be applied to include criteria for deter-

mining bargaining unit employees to be laid off. Except

when bargaining unit employees are laid off due to school

actions, employees shall be laid off by school unit in the

following manner:

The school principal or unit head shall determine the

number of positions and which classification(s) within the

unit shall be affected. Employees within those classifica-

tions will be laid off in the following order:

1. Employees who do not possess the highly qualified

status or who do not hold necessary certifications or

other qualifications;

2. Employees rated unsatisfactory (i.e., below 1.9 points

on current system) in their most recent performance

rating.

3. Employees rated developing (i.e., 2.0-2.6 points on

the current evaluation system) in their most recent

performance rating.

4. All other employees by seniority.

For purposes of this policy only, “seniority” with regard

to layoff and reappointment shall mean the length of full-

time accumulated service in any career service/ESP posi-

tion, with such seniority accruing from the date of initial

appointment to a career service/ESP position with the

Board. This definition of “seniority” shall apply only to

those ESP employees who are represented by a bargaining

unit at the time of their layoff.

9-11. Paraprofessional and School-Related Personnel

and No Child Left Behind Act.

The BOARD agrees that

it will reimburse a PSRP for the cost of the test option

required by the No Child Left Behind Act, provided the

PSRP submits written verification of passage of such test.

9-12. Truant Ofﬁcers. In the event the BOARD hires

truant officers, the BOARD and the UNION shall meet

promptly to bargain over their terms and conditions of

employment.

9-13. School Library Assistants.

9-13.1. Work Orders. School library assistants shall re-

ceive work orders only from the principal, the assistant

principal or the head teacher-librarian.

9-13.2. Job Duties. School library assistants shall per-

form work related primarily to the school library and

other responsibilities as set forth in their job descrip-

tions. School library assistants shall not be responsible

for giving formalized instruction to classes of students.

9-13.3. Professional Development Workshops. All

school library assistants shall attend professional de-

velopment workshops conducted by the BOARD for

the purpose of upgrading their skills. Each school li-

brary assistant shall attend a minimum of one such

workshop annually.

9-14. School Clerks.

9-14.1. Review of Staffing Formula. The BOARD shall re-

view annually the current school clerk staffing to allow

modification of staffing of school clerks at any work lo

cation where such a need is determined by the BOARD.

9-14.2. Substitute School Clerks. The BOARD will al-

locate $300,000.00 each year for additional substitute

school clerks who will be assigned to perform the du-

ties of absent school clerks in those schools with less

than two clerks beginning with the second day of

absence, and in all other schools, beginning with the

fourth day of absence.

9-14.3. Staffing, Student Orientation and Articulation

Days. School clerks authorized by BOARD action to work

on student orientation and articulation days in the weeks

preceding the first employee work day of a new school

year shall be paid at the school clerk’s regular rate of

salary. Every school shall have a school clerk I. Effective

with the 2013-2014 school year, school clerks shall be as

signed to work three work days more than teachers as-

signed to their schools which shall be scheduled on the

three days before teachers commence the school year.

School clerks shall be paid their regular hourly rate of pay

on those three days, which are reflected in Appendix A.

9-14.4. Professional Development. The BOARD and the

UNION recognize the value of professional orientation

workshops and in-service meetings. Two workshops

per year shall be scheduled in order to provide school

clerks with new techniques required to fill their job

responsibilities and to familiarize school clerks with

new technology utilized by the BOARD.

9-14.5. School Clerk Assistant. Any regular school

clerk assistant assigned in a school clerk I position for

a period of ten consecutive school days shall be paid

at the appropriate step of the school clerk I salary

schedule and staffed in the position, effective on the

eleventh consecutive school day. Upon the assignment

or transfer of a regular school clerk I to said position,

the school clerk assistant shall revert to the former pay

status as a school clerk assistant.

9-14.6. Training. All school clerks shall be provided

necessary training in Kronos, attendance management

and internal accounts, as well as the implementation

of any new programs or responsibilities that are intro-

duced into the schools and performed by the school

clerks. Such training shall be provided annually during

normal work hours. When such training is provided,

the BOARD shall determine the nature, extent, loca-

tion and duration of the training.

9-14.7. School Clerk Duties. The BOARD shall clearly

delineate the duties of the school clerk. Registration

and enrollment responsibilities shall be performed

primarily by bargaining unit employees.

9-15. Audiometric and Vision Screening Technicians.

9-15.1. Administration of Screenings. Only qualified

audiometric and vision screening technicians and tem-

porary audiometric and vision screening technicians

shall administer vision and hearing screenings.

9-15.2. Scheduling. When schedules are assigned, abil-

ity and qualifications being equal, audiometric and

vision screening technicians shall be given preference

based on seniority.

9-15.3. Cluster Meetings. Two city-wide or district

cluster meetings shall be held annually, one on a pro-

fessional development day before the start of school

year and one on a professional development day at the

end of the first semester for audiometric and vision

screening technicians in order to review new proce-

dures and other related matters.

9-15.4. Travel Time. Travel between schools required

by the BOARD shall be conducted within the estab-

lished seven-hour and fifteen-minute duty day.

9-15.5. Changes in Procedures. Audiometric and vision

screening technicians shall be informed, in writing, of

any procedural changes and recording procedures and

any change in the date for submission of time sheets

and monthly travel reimbursement applications. Said

audiometric and vision screening technicians shall im-

plement and comply with said changes.

9-15.6. Screening Guidelines. Audiometric and vision

screening technicians, regardless of the program they

are staffed into, shall conform with the screening guide

lines outlined by the State of Illinois, Department of

Public Health, and the duties established by the BOARD.

9-15.7. Equipment and Forms. As determined by the

Office of Diverse Learner Supports and Services, au-

diometric and vision screening technicians shall be

provided with replacement equipment to the extent

possible and printed forms when necessary.

9-15.8. Certifications. Current state certifications for

audiometric and vision screening technicians shall be

kept on file by the Office of Diverse Learner Supports

and Services.

9-16. Teacher Assistants.

9-16.1. Recess Duty. In schools where there are two or

more teacher assistants and where outside recess is

scheduled, and where the principal determines that all

teacher assistants are not needed for recess duty, the

recess duties of the teacher assistants shall be rotated.

9-16.2. Crossing Activities. The BOARD, principals and

head administrators shall not assign PSRPs to work

outside the school traffic zone designated by traffic

control barricades or to perform traffic control ac-

tivities, including setting up barricades. The BOARD,

principals and head administrators are not prohibited

from requiring PSRPs to escort children across streets

adjacent to the school and may require them to carry

stop signs. They may also station PSRPs at the street

corners within the school zone traffic barricades de-

fining the school zone; however, PSRPs shall not be

assigned outside the parameters of the school.

9-16.3. Reclassification of Teacher Assistants. The

BOARD shall not reclassify a teacher assistant to a

special educational classroom assistant who does not

perform diapering and feeding.

9-17. School Assistants.

9-17.1. Recess Duty. In schools where there are two or

more school assistants assigned and present, if outside

recess is scheduled and the principal determines that

all school assistants are not needed for recess duty, the

recess duties of the school assistants shall be rotated.

9-17.2. School Assistants Who Become Highly Quali-

fied Under No Child Left Behind Act. School assistants

I and II who become highly qualified under the No

Child Left Behind Act during the term of this Agree

ment shall be reclassified to teacher assistants I or II

(depending on which position they qualify for) after

producing Illinois State Board of Education verification

of their highly qualified status to the Talent Office and

shall be placed on the appropriate step of Grades GB1

or GB2 and shall retain their seniority for all purposes.

9-18. Computer Technicians and Technology Coordi-

nators I, II and III.

9-18.1. Work Space and Equipment. Each school shall

provide a desk and a chair for the computer techni-

cians and technology coordinators I, II and III. Tele-

phone service and computer access shall be available.

9-18.2. Professional Orientation Workshops and

In-Service Meetings. The BOARD and the UNION rec-

ognize the value of professional orientation workshops

and in-service meetings. A minimum of one city-wide

in-service meeting per school year shall be scheduled

during the school day for computer technicians and

technology coordinators I, II and III.

9-18.3. Transfers. Seniority will be considered in the

selection of computer technicians and technology

coordinators I, II and III seeking transfer to an an-

nounced vacancy. For this purpose, seniority shall be

determined from the date of hire.

9-18.4. Work Orders. Computer technicians and tech-

nology coordinators I, II and III shall receive work

orders only from the principal and the assistant prin-

cipal.

9-19.1. American Sign Language Interpreters Regular

School Day

. [Was Article 21-17.] The regular day for sign

language interpreters shall be seven hours and forty-five

minutes with a continuous duty-free lunch period and no

work responsibilities. Each interpreter’s school day shall

include 45 minutes of continuous duty-free preparation

time. Four days each week, the interpreter’s preparation

time shall be self-directed. One day each week, this period

shall be directed by the principal(s) or the interpreter su-

pervisor for interpreter-related preparation or duties, e.g.,

IEP meetings and/or collaboration with the IEP team.

The Board shall ensure that qualified substitutes are pro-

vided for ASL Interpreters who are absent.

9-20. PSRP Probationary Period. Consistent with long-

standing past practice and BOARD policy, the probation-

ary period for PSRP bargaining unit employees shall be

one year.

9-21. Financial Support for Teacher Candidates. In

consultation with the Union, the BOARD will increase its

financial commitment to support PSRPs (and other teacher

candidates involved in schools such as parents) who desire

to pursue becoming classroom teachers in CPS. The Board

shall secure funding to ensure that said candidates receive

financial support and health insurance.

ARTICLE 10

OTHER POSITION TITLES

10-1. YOUTH INTERVENTION SPECIALISTS (“YIS”)

CLASSIFICATION.

Job Duties/Responsibilities

. Youth Intervention

Specialists shall only perform work in conformity with

applicable statutes, established guidelines and their

job description.

Exempt Status

. YISs are non-exempt employees.

Status Quo after Recognition

. No YIS shall suffer a

loss in salary or benefits due to the agreement to bring

YISs into the bargaining unit.

Applicability of the Collective Bargaining Agree-

ment.

All provisions of the CBA applicable to PSRPs

also apply to YISs unless they specifically conflict with

the provisions of this Article.

Regular Work Day

. YISs shall work an 8-hour work-

day, inclusive of a forty-five minute duty free lunch

period. All travel time is part of an 8-hour workday,

except travel to and from the school each day. The

practice of two attendance swipes per day shall be

maintained. The work day shall normally begin at 8:30

a.m. and end at 4:30 p.m.; however, the start and end

times may vary according to the school start and end

times as well as any meetings prior to or after the reg-

ular work day (e.g., if a YIS is assigned to a school that

starts at 8:30 a.m. and has mandatory administrative

meetings at 7:30 a.m., the YISs day would start at 7:30

a.m. and end at 3:30 p.m.). It is understood that YISs

may be required to work outside their regular workday

or workweek schedule.

Work Year

. YISs are employed on a 208-day basis.

Salary

Grade

. YIS employees shall be placed on Grade

GA10.

New hire step placement

. New hires will be

placed on Step 1 or any appropriate advanced step

in accordance with CPS policies.

Incumbent Employee Step Placement

. Effec-

tive July 1, 2016, the Board will place employees on

payroll as of October 31, 2019 (“incumbent YIS em-

ployees”) on a step in accordance with the following

principles:

a) All YIS incumbents except those identified in subpara-

graph (b) will be placed on the step closest to their salary

as of July 1, 2016 or their respective date of entry into their

position without going under.

b) Those identified in the attached chart will be placed

on the appropriate step commensurate with their years

of service as follows: one year of service credit for every

two years of service in a CTU position from the initial hire

date to their entry date in the YIS position provided that

the step has a salary equal to or greater than their current

salary.

Retroactive Step

. As soon as practicable after

placing them on the appropriate step under para-

graph three above, the Board will pay incumbent

YIS employees any retroactive step pay due to them

between July 1, 2016 and the date of actual step

placement within six pay periods after the execu-

tion of this agreement.

5. Effective immediately, incumbent YIS employees

step anniversary date will be July1st.

10-2. FAMILY ENGAGEMENT COORDINATOR (“FEC”)

AND COMPREHENSIVE SERVICE COORDINATOR (“CSC”)

CLASSIFICATIONS.

Job Duties/Responsibilities

. Family Engagement

Coordinator’s and Comprehensive Service Coordina-

tors shall not perform any work not in conformity with

applicable statutes, established guidelines and their

job description.

Exempt Status

. FECs and CSCs are exempt profes-

sional employees.

Status Quo after Recognition

. No FEC or CSC shall

suffer a loss in salary or benefits due to the agreement

to bring them into the bargaining unit.

Applicability of the Collective Bargaining Agree-

ment

. All provisions of the CBA applicable to PSRPs

also apply to FECs and CSCs unless they specifically

conflict with the provisions of this Article.

Regular Work Day

. FECs and CSCs shall work an

8 -hour workday, inclusive of a forty-five minute duty

free lunch period. All travel time is part of an 8-hour

workday, except travel to and from their first and last

work location each day. The practice of one attendance

swipes per day shall be maintained. The work day shall

normally begin at 8:30 a.m. and end at 4:30 p.m.; how-

ever, the start and end times may vary per the manager

or according to the school start and end times as well

as any meetings prior to or after the regular work day

(e.g., if an FEC or CSC is assigned to a school that starts

at 8:30 a.m. and has mandatory administrative meet-

ings at 7:30 a.m., the FECs or CSCs day would start at

7:30 a.m. and end at 3:30 p.m.). It is understood that

FECs or CSCs may be required to work outside their

regular workday or workweek schedule.

Work Year

. FECs and CSCs are continuously em-

ployed on a 12 month, 52-week basis.

Salary

Grade

. FEC and CSC employees shall be placed

on Grade G08.

New hire step placement

. New hires will be

placed on Step 1 or any appropriate advanced step

in accordance with CPS policies.

Incumbent Employee Step Placement

. Effective

August 1, 2018 for FECs and July 1, 2019 for CSCs,

the Board will place employees on payroll as of Oc-

tober 31, 2019 (“incumbent FEC and CSC employ-

ees”) on a step in accordance with the following

principles:

a) An FEC or CSC who has not been employed

for 12 months or more as of October 31, 2019, will

be placed on the step closest to their current sal-

ary without going under.

b) All other FECs and CSCs will be given step

credit for all years as a FEC, CSC, Head Start

Educational Resource Assistant, Head Start

Health Resource Assistant, Head Start Parent

Resource Assistant, or Head Start Social Service

Resource Assistant from their initial hire date

to their entry date in the FEC or CSC position.

For those who have no experience in the above

positions those members will be given one year

of service credit for every two years of service in

a CTU position from the initial hire date to their

entry date in the position provided that the step

has a salary equal to or greater than the FEC

and CSC’s current salary.

Retroactive Step

. As soon as practicable after

placing them on the appropriate step under para-

graph three above, the Board will pay incumbent

FECs any retroactive step pay due to them between

August 1, 2018 and the date of actual step place-

ment within six pay periods after the execution

of this agreement. The Board will pay incumbent

CSCs any retroactive step pay due to them between

July 1, 2019 and the date of actual step placement

within six pay periods after the execution of this

agreement.

5. Effective immediately, incumbent FEC employ-

ees step anniversary date will be August 1st and in-

cumbent CSC employees step anniversary date will

be July 1st.

Saturday/Sunday Work

FECs and CSCs who are required to work on Saturday or

Sunday will be paid a non-pensionable stipend of $100 per

day for work performed on those days.

Layoff and Recall

Notice of Position Closing

. When a determina-

tion is made that an FEC or CSC’s services are no

longer required, the FEC or CSC will be so notified

(hereinafter “notice of layoff”) at least 21 days in ad-

vance of the effective date of layoff.

2. All other provisions of Appendix I shall apply.

Vacation Accrual and Scheduling

Vacation Accrual

. FECs and CSCs will accrue

vacation in accordance with the Board’s Paid Time

Off Policy.

Vacation Scheduling

. Individual networks may

create vacation black-out periods during which

FECs and CSCs will not be permitted to schedule

vacations. Notice of vacation black-out periods

during the school year shall be provided to the

FECs and CSCs no later than the first day of student

attendance of the school year. Notice of vacation

black-out periods during July and August shall be

provided by June 1st. In other periods, vacation re-

quests of one week or less shall not be denied absent

reasonable justification. Vacation requests of two or

more consecutive weeks shall be discussed with the

Network Chief or designee and accommodated to

the extent possible, provided that the work of the

Network is not disrupted.

Committee

. FECs and CSCs shall bring any issues

of mutual concern, including recommendations from

FECs and CSCs on how to improve the work of FECs

and CSCs to the Early Childhood Education Commit-

tee established in Article 45-4.2 of the CBA.

10-3. ATTENDANCE COORDINATOR (“AC”) CLASSIFI-

CATION.

Job Duties/Responsibilities

. Attendance Coordi-

nators shall not perform any work not in conformity

with applicable statutes, established guidelines and

their job description.

Exempt Status

. ACs are non-exempt employees.

Status Quo after Recognition

. No AC shall suffer a

loss in salary or benefits due to the agreement to bring

ACs into the bargaining unit.

Applicability of the Collective Bargaining Agree-

ment

. All provisions of the CBA applicable to PSRPs

also apply to ACs unless they specifically conflict with

the provisions of this Article.

Regular Work Day

. ACs shall work an 8-hour work-

day, inclusive of a forty-five minute duty free lunch pe-

riod. All travel time is part of a 8-hour workday, except

travel to and from the school each day. The practice of

two attendance swipes per day shall be maintained. The

work day shall normally begin at 8:30 a.m. and end at

4:30 p.m.; however, the start and end times may vary ac

cording to the school start and end times as well as any

meetings prior to or after the regular work day (e.g., if

an AC is assigned to a school that starts at 8:30 a.m. and

has mandatory administrative meetings at 7:30 a.m., the

ACs day would start at 7:30 a.m. and end at 3:30 p.m.). It

is understood that ACs may be required to work outside

their regular workday or workweek schedule.

Work Year

. ACs are employed on a 208-day basis. All

incumbent 52-week ACs will be employed on a 208-day

basis starting the first day after the last day of student

attendance for the 2019-2020 school year.

Salary

Grade

. AC employees shall be placed on Grade G08.

New hire step placement

. New hires will be

placed on Step 1 or any appropriate advanced step

in accordance with CPS policies.

Incumbent Employee Step Placement

. Effective

August 1, 2018, the Board will place employees on

payroll as of October 31, 2019 (“incumbent AC em-

ployees”) on the step in accordance with the follow-

ing principles:

a) An AC who has not been employed for 12 months or

more as of October 31, 2019, will be placed on the step clos-

est to their current salary without going under.

b) All other AC incumbents except those identified in the

attached chart will be placed on the appropriate step com-

mensurate with their years of service as follows: one year

of service credit for every two years of service in a CTU

position from the initial hire date to their entry date in the

AC position provided that the step has a salary equal to or

greater than their current salary.

Retroactive Step

. As soon as practicable after

placing them on the appropriate step under para-

graph three above, the Board will pay incumbent

AC employees any retroactive step pay due to them

between August 1, 2018 and the date of actual step

placement within six pay periods after the execu-

tion of this agreement.

5. Effective immediately, incumbent AC employees

step anniversary date will be August 1st.

10-4. COLLEGE AND CAREER SPECIALIST (“CCS”)

CLASSIFICATION.

Job Duties/Responsibilities

. College and Career

Specialists shall not perform any work not in confor-

mity with applicable statutes, established guidelines

and their job description.

Exempt Status

. CCSs are exempt professional em-

ployees.

Status Quo after Recognition

. No CCS shall suffer a

loss in salary or benefits due to the agreement to bring

CCSs into the bargaining unit.

Applicability of the Collective Bargaining Agree-

ment

. All provisions of the CBA applicable to PSRPs

also apply to CCS unless they specifically conflict with

the provisions of this Article.

Regular Work Day

. CCS shall work an 8 -hour work-

day, inclusive of a forty-five minute duty free lunch

period. All travel time is part of an 8-hour workday,

except travel to and from their first and last work lo-

cation each day. The practice of one attendance swipes

per day shall be maintained. The work day shall nor-

mally begin at 9:00 a.m. and end at 5:00 p.m.; however,

the start and end times may vary per the manager or

according to the school start and end times as well as

any meetings prior to or after the regular work day. It

is understood that CCS may be required to work out-

side their regular workday or workweek schedule.

Work Year

. CCS are continuously employed on a 12

month, 52-week basis.

Salary

Grade

. CCS employees shall be placed on Grade T13.

New hire step placement

. New hires will be

placed on Step 1 or any appropriate advanced step

in accordance with CPS policies.

3. Incumbent Employee Step Placement. Effective

February 1, 2018, the Board will place employees

on payroll as of October 31, 2019 (“incumbent CCS

employees”) on the step in accordance with the fol-

lowing principles:

a) A CCS who has not been employed for 12 months or

more as of October 31, 2019, will be placed on the step clos-

est to their current salary without going under.

b) All other CCS incumbents will be placed on the appro-

priate step commensurate with their years of service as

follows: one year of service credit for every two years of

service in a CTU position from the initial hire date to their

entry date in the CCS position provided that the step has a

salary equal to or greater than their current salary.

Retroactive Step

. As soon as practicable after

placing them on the appropriate step under para-

graph three above, the Board will pay incumbent

CCS employees any retroactive step pay due to them

between February 1, 2018 and the date of actual step

placement within six pay periods after the execu-

tion of this agreement.

5. Effective immediately, incumbent CCS employ-

ees step anniversary date will be February 1st.

Saturday/Sunday Work

CCSs who are required to work on Saturday or Sunday

will be paid a non-pensionable stipend of $100 per day for

work performed on those days.

Annual Budget Money

By September 1st, OSCPA will notify CCSs of its annual

post-secondary investment budget. CCSs will submit

funding requests for post-secondary activities including

but not limited to college tours, college fairs and citywide

LEARN PLAN SUCCEED events. Approval of funding re-

quests will be done equitably and not solely on a first come

first serve basis. All such requests are subject to approval

by OSCPA at its discretion.

Reimbursement

. CCSs will be reimbursed for work

related expenses in accordance with the Board’s Em-

ployee Travel and Work Related Expense Reimburse-

ment Policy.

K. Vacation Accrual and Scheduling.

Vacation Accrual

. CCSs will accrue vacation in

accordance with the Board’s Paid Time Off Policy.

Vacation Scheduling

. The Board may create va-

cation black-out periods during which CCSs will not

be permitted to schedule vacations except as stated

herein. Annual black-out periods shall include May

1-31st, June 15-30th, July 15-31st and October 15-

31st. The Board will provide at least 45 days’ notice

in the event any additional black-out periods are

created. The Board will strive to accommodate va-

cation requests that fall within all black-out periods

provided that the Board’s work is not disrupted. In

other periods, vacation requests of one week or less

shall not be denied by the Board absent reasonable

justification. Vacation requests of two or more con-

secutive weeks shall be discussed with the manager

or designee and accommodated to the extent possi-

ble, provided that the Board’s work is not disrupted.

Layoff and Recall

Notice of Position Closing

. When a determi-

nation is made that a CCS’s services are no longer

required, the CCS will be so notified (hereinafter

“notice of layoff”) at least 21 days in advance of the

effective date of layoff.

2. All other provisions of Appendix I shall apply.

Committee

. CCSs shall bring any issues of mutual

concern, including recommendations from CCSs on

how to improve the work of the CCSs and develop-

ment of a policy for selection of individuals to attend

professional development activities and conferences to

the Ad Hoc committee established for the College and

Career Coaches.

10-5. GEAR UP COACH (“GUC”) CLASSIFICATION.

Job Duties/Responsibilities

. Gear Up Coaches shall

not perform any work not in conformity with applicable

statutes, established guidelines and their job description.

B. All terms applicable to College and Career Coaches

also apply to GUCs except:

1. Retroactivity date is October 1, 2019.

2. GUCs shall only be employed on a 12 month, 52-

week basis.

10-6. COLLEGE AND CAREER COACH CLASSIFICATION.

Class and Duties/Responsibilities

. College and Ca-

reer Coaches are non-instructional employees who

assist school staff, students, parents and school com

munities in creating college-going environment, assist

students in preparing for post-secondary education and

careers, and track metrics to support their function.

Licensure

. Licensure is not required.

Exempt Status

. CCCs are exempt professional em-

ployees.

Status Quo after Recognition

. No CCC shall suffer a

loss in salary or benefits due to the agreement to bring

ISLs into the bargaining unit in December 2015. Em-

ployees currently classified as post-secondary liaisons

shall be reclassified as College and Career Coaches.

Salaries

Grade

. CCC employees shall be placed on Grade

GA10.

New hire step placement

. New hires will be

placed on step 1 or any appropriate advanced step

in accordance with CPS policies.

Incumbent Employee Step Placement

a. Effective July 1, 2016, the Board will place

CCC employees on payroll as of March 31, 2017

(“incumbent CCC employees”) on the step set

forth in the Incumbent Step Placement Chart

(Appendix A). Step Placement shall be in accor-

dance with the following principles:

i. A CCC who has not been in either a CCC or

Post-Secondary Liaison position for 12 months

or more as of March 31, 2017 will be placed

on the step closest to his/her current salary

provided that the step has a salary equal to or

greater than the CCC’s current salary.

ii. A CCC whose salary is $65,000 or more

per year will be placed on the step closest

to his/her current salary provided that the

step has a salary equal to or greater than the

CCC’s current salary.

iii. All other CCCs will be placed on a step

that has a salary at least $1500 greater than

their current salary.

b. As soon as practicable after placing them on

their step in paragraph c(i) above, the Board

will pay those incumbent CCC employees any

retroactive step pay due to them between July 1,

2016 and the date of actual step placement.

c. Effective immediately, incumbent CCC em-

ployees step entry and anniversary dates will

be July 1st.

Saturday/Sunday Work

CCC’s who are required to work on a Saturday or Sunday

will be paid a non-pensionable stipend of $100 per day for

work on those days.

Supply Stipend

. CCCs shall receive the supply

money stipend of up to $250 provided for in Article 7-6.

Regular Work Day and Work Year

Regular Work Day

a. CCCs shall work an eight-hour work day, inclu-

sive of a forty-five minute duty-free lunch period.

The practice of one attendance swipe per day

shall be maintained. The work day shall nor-

mally begin at 8:30 a.m. and end at 4:30 p.m.;

however, start and end times may vary accord-

ing to school start and end times as well as any

meetings prior to or after school (e.g., if a CCC is

assigned to a school that starts at 8:30 a.m. and

has administrative meetings at 7:30 a.m. that

the CCC is required to attend, the CCCs’ day

would start at 7:30 a.m. and end at 3:30 p.m.)

c. It is understood that CCCs may be required

to work outside their regular workday or work

week schedule.

Work Year

. ISLs continuously employed in a

twelve-school-month, 52-week schedule (or its

previous equivalent) shall maintain their 52-week

schedule, unless they voluntarily elect to transfer to

a different position with a shorter work year.

Vacation Accrual and Scheduling

Vacation Accrual

. As 52-week employees, CCCs

will accrue vacation in accordance with the BOARD’s

Paid Time Off Policy.

Vacation Scheduling

. Schools may create vacation

black-out periods during which CCCs will not be per

mitted to schedule vacations. In other periods, vaca-

tion requests of one week or less shall not be denied

absent justification. Vacation requests of 2 consecutive

or more weeks shall be discussed with the principal or

supervisor and accommodated to the extent possible

provided that the work of the school is not disrupted.

Layoff and Recall

1. CCCs will be subject to Appendix I.

2. When a vacancy is posted in a CCC position, the

hiring manager will interview any laid off CCC

whose layoff was effective within the last two years

who applies to fill the vacancy

Ad Hoc Committee

. CCCs shall have an ad hoc Pro-

fessional Problems Committee which shall be meet on

an as needed basis, at the call of either the Union or the

BOARD to discuss issues of mutual concern and inter-

est, including recommendations from CCCs on how to

improve the work of the CCCs.

10-7. CTE ACADEMY COORDINATORS (CTEAC).

Regular Schedule

. All CTE Academy Coordinators

(hereafter, CTEACs) will have a daily work schedule

inclusive of lunch and their compensation for regular

hours of work shall be considered regular salary and

pensionable under Article 36-4.1. No CTEAC shall suf-

fer a loss in salary or benefits due to the agreement to

bring CTEACs into the bargaining unit.

Regular Work Day

a. CTEAC are exempt professional employees.

The regular workday for CTEACs shall not exceed

8.0 hours.

b. CTEAC shall have to punch once per day.

c. CTEACs shall work an eight-hour work day

inclusive of a forty-five minute duty-free lunch

period.

d. CTEACs continuously employed in a twelve-

school-month, 52-week schedule (or its previous

equivalent) shall maintain their 52-week schedule.

e. The workday shall normally begin at 8:30 a.m.

and end at 4:30 p.m.; however, start and end

times may vary according to school start and end

times as well as any meetings prior to or after

school (e.g., if a CTEAC is assigned to a school

that starts at 8:30 a.m. and has administrative

meetings at 7:30 a.m. that the CTEAC is required

to attend, the CTEAC’s day would start at 7:30

a.m. and end at 3:30 p.m.). The practice of one

attendance swipe per day shall be maintained.

f. Upon reasonable notification to the chief or

school principal in the case of late arrival or early

departure to or from school for good cause, a bar-

gaining unit employee present for more than one-

fourth and less than three-fourths of the working

day is considered as having worked one half day,

and a bargaining unit employee present three-

fourths or more of the regular working day is

considered as having worked a full day.

Additional Work Hours/Flexible Scheduling

. It is

understood that CTEACs may be required to work

outside that regular workday or workweek schedule.

CTE Academy Coordinators Classiﬁcation

1. As part of the agreement to bring the CTEAC’s

into the UNION’s bargaining unit, the current CTE-

ACs are grandfathered into the job classification.

2. No CTEAC shall suffer any adverse action or

other loss in compensation, benefits, or rights due

to the agreement to bring CTEACs into the bargain-

ing unit. All current CTEACs are considered grand-

fathered into this agreement.

Promotion and Professional Opportunity for CTEAC

The BOARD shall provide qualified bargaining unit

members notice of all promotional and professional

opportunities concerning CTEAC positions and any

other positions at network offices or district offices

through its posting system.

CTEAC Layoff

. When a determination is made that a

CTEAC’s services are no longer required, the CTEAC

will be so notified (hereinafter “notice of layoff”) 14

days in advance of the effective date of layoff. The

provisions of Appendix I of the collective bargaining

agreement will be followed.

Salaries

Grade

. CTEAC employees shall be placed on

Grade GA10.

New hire step placement

. New hires will placed

on the step 1 or any appropriate advanced step in

accordance with CPS policies.

Incumbent Employee Step Placement

a. Effective July l1, 2016, the Board will place

CTEAC employees on payroll as of March 13,

2017 (“incumbent CTEAC employees”) on In-

cumbent Step Placement Chart set forth below.

b. As soon as practicable after placing them on

their step in paragraph c(ii) above, the Board

will pay those incumbent CTEAC employees any

retroactive step pay due to them between July 1,

2016 and the date of actual step placement.

c. Effective July 1, 2017, the Board shall move in-

cumbent CTEAC employees one additional step

but not greater then Step 10 (the maximum step).

d. Effective immediately, incumbent CTEAC

employees step anniversary date will be July 1st.

10-8. INSTRUCTIONAL SUPPORT LEADERS.

I. Instructional Support Leaders (“ISL”) Classification.

(a) Class and Duties/Responsibilities. ISLs are qua-

si-administrative positions that have the authority,

duty and responsibility to evaluate, coach and men-

tor teachers, principals and other staff but do not

have authority to hire, fire or otherwise supervise

teachers and PSRPs except that a network chief or

designee may delegate these responsibilities to an

ISL on a temporary basis.

(b) Licensure and position deﬁnition. Licensure as

a teacher or administrator is a strongly preferred

but not required credential. Nothing shall impede

the BOARD’s ability to set the required subject-area

credentials for each ISL position, based upon the in-

structional needs of the Network.

employees.

(d) Status Quo after Recognition. No ISL shall suffer

a loss in salary or benefits due to the agreement to

bring ISLs into the bargaining unit in December 2015.

II. Salary. This section sets for the minimum and max-

imum salaries for ISLs, their salary increases during

the term of this agreement and stipends that will be

paid to them during the term of this agreement. A Sal-

ary Chart which sets forth each ISLs salary and the

impact of this provision on them during the contract

term is incorporated as Appendix A.

(a) Salary Band. ISLs shall be placed on the ad-

ministrative salary schedule, Pay Band A07. For FY

2020, the maximum annual salary of Pay Band A07

shall continue to be $111,000 the minimum annual

salary for the position shall be $90,000.

Teachers moving into ISL positions will receive

starting salaries no less than 10% above their current

step and lane on the 208-day teacher salary schedule,

provided however that no annual salary will exceed

the annual maximum as set forth in this Section II.

(b) FY2021 Annual Salary Increases for ISLs. Ef-

fective July 1, 2020, the Board shall increase ISL

salaries by the lesser of:

i. the amount that would increase the ISL’s an-

nual salary to $114,000; or

ii. an amount equal to 3.0 % of their annual salary.

tive July 1, 2021, the Board shall increase ISL sala-

ries by the lesser of:

i. the amount that would increase the ISL’s an-

nual salary to $117,000; or

ii. an amount equal to 3.0% of ISL’s annual salary.

(d) FY2023 Annual Salary Increases for ISLs. Ef-

fective July 1, 2022, the Board shall increase the

annual salary of each ISL by the lesser of:

i. the amount that would bring the ISL’s annual

salary to $120,000; or

ii. an amount equal to 3.5% of the ISL’s annual

salary.

(e) FY 2024 Annual Salary Increases for ISLs. Ef-

fective July 1, 2023, the Board shall increase the an-

nual salary of each ISL by the lesser of:

i. the amount that would bring the ISL’s annual

salary to $120,000; or

ii. an amount equal to 3.5% of the ISL’s annual

salary.

III. Regular Work Day and Work Year.

(a) Regular Work Day.

i. ISLs shall work an eight-hour work day, inclu-

sive of a working lunch up to forty-five minutes

or exclusive of a duty-free lunch period up to

thirty minutes. All travel time is part of 8 hour

work day, except travel to the first and from the

last work location each day.

ii. The practice of one attendance swipe per day

shall be maintained. The work day shall nor-

mally begin at 8:30 a.m. and end at 4:30 p.m.;

however, start and end times may vary accord-

ing to school start and end times as well as any

meetings prior to or after school (e.g., if an ISL

is assigned to a school that starts at 8:30 a.m.

and has administrative meetings at 7:30 a.m.

that the ISL is required to attend, the ISL’s day

would start at 7:30 a.m. and end at 3:30 p.m.)

iii. It is understood that ISLs may be required

to work outside their regular workday or work

week schedule.

(b) Work Year. ISLs continuously employed in a

twelve-school-month, 52-week schedule (or its

previous equivalent) shall maintain their 52-week

schedule, unless they voluntarily elect to transfer to

a different position with a shorter work year.

geting process prior to the beginning of each fiscal

year, Network Chiefs and ISLs may mutually decide

to convert an ISL’s position from a 208-day schedule

to a 248-day schedule, or vice versa. Nothing shall

impede the Network Chiefs’ authority to change an

ISL’s annual schedule from/to a 208- or 248-day

schedule to accommodate appropriate budgetary or

instructional needs, provided the ISL is provided at

least two months’ notice of any such change.

IV. Promotion and Professional Opportunity for ISL.

(a) The BOARD shall post all vacant ISL positions

for at least ten days prior to the deadline for applica-

tions. The positions shall be posted on the Chicago

Public Schools job application portal.

(b) The posting shall include a description of the duties

of the position; the qualifications required of persons

applying for the position; the location of the position,

if known; and the salary range of the position.

V. Return to Classroom.

An ISL who decides to return to a teaching or PSRP

position shall be placed in the appropriate lane and

step, as applicable. The ISL shall get credit on the step

placement for time worked for CPS in a Network posi-

tion and/or outside of the bargaining unit.

VI. Supply Money.

Each Fiscal Year, the BOARD shall appropriate suffi-

cient funds to reimburse ISLs up to $250.00 per em-

ployee for instructional supplies and materials, class

library books and curriculum materials purchased by

them for student instruction and support. Administra-

tors shall approve the reimbursements in accordance

with the procedures developed by BOARD, and such

reimbursements shall be paid by the end of the semes-

ter in which the receipts were submitted.

VII. ISL Layoff.

(a) Application of Appendix H and I. Neither Ap-

pendix H nor Appendix I will apply in the event of

an ISL layoff.

(b) Notice of Position Closing. When a determi-

nation is made that an ISL’s services are no longer

required at a network, the ISL will be so notified

(hereinafter “notice of layoff”) at least two months

in advance of the effective date of layoff.

BOARD closes ISL positions, the BOARD shall de-

termine which ISL classification shall be retained

and which shall be closed. Among ISLs within the

network (or other business unit or department) and

within the same classification, the order of layoff

shall be as follows:

i. ISLs without a teaching certificate or licen-

sure shall be laid off first;

ii. Additional ISLs shall be laid off by inverse

order of seniority, starting with the least senior.

(d) Assistance in Permanent Placement after Layoff.

The BOARD shall assist ISLs who are laid-off in an

effort to find them permanent placements in vacan-

cies in appropriate areas of licensure (certification)

VIII. Evaluation.

Evaluation Tool and Process. The BOARD and the

UNION shall agree upon an evaluation system for ISLs.

The parties will reach agreement on this evaluation

system on or before the beginning of the 2021-2022

school year to be implemented effective for the 2021-

2022 school year. If the parties fail to reach agreement

by August 1, 2021, the BOARD shall develop and im-

plement an evaluation system for the 2021-2022 school

year that includes the components described below.

The Parties agree to negotiate an evaluation system in

good faith and that the evaluation system shall include

the following components:

(a) Annual evaluation. The ISLs shall be evaluated

annually.

(b) Flexible Timelines. The evaluation timelines

shall incorporate flexibility to allow the evaluation

process to be thorough and fair to both managers

and employees.

will include a competency-based rubric, documen-

tation of feedback, and an unscored self-assessment

component.

(d) Goal-Setting and Rubric. The evaluation tool will

incorporate annual goal setting done collaboratively

at a meeting of the ISL and the evaluator, including

weighting goals to their relative priority. In cases of

misalignment, final goals and weighting shall be at

the discretion of the evaluator and shall be reason

ably related to job content and responsibilities.

i. Mid-year check-in. The evaluation system will

include a mid-year check-in for each evaluator

and ISL to provide an opportunity to discuss

progress towards goals, feedback and additional

support for the ISL.

ii. At the request of Evaluator or ISL, a meeting

will be scheduled to adjust the goals to reflect

any changes in job duties and responsibilities.

(e) Summative Rating. The summative evaluation

will incorporate a 4-rating system, “excellent,”

“proficient,” “developing” or “unsatisfactory” based

on a numerical scoring system. The summative

rating score will include the score from both the

competency-based rubric and a rubric for assessing

goals. Each shall be weighted 50% for the overall

summative evaluation rating.

(f) Remediation. Any ISL rated “developing” shall

be placed on a Professional Development Plan, the

parameters and timelines of which shall be set by

the evaluator in consultation with the Talent Office.

Any ISL rated “unsatisfactory” or rated “develop-

ing” for two consecutive evaluations will be placed

on a Remediation Plan. The evaluation system shall

set forth specific timelines and parameters for a

Remediation Plan, including what constitutes suc-

cessful completion, and which requires termination

if an ISL does not successfully complete a Remedi-

ation Plan.

IX. ISL Termination

Appeal. Review of dismissals under terms correspond-

ing to CBA Art. 29-5.

ARTICLE 11

DRIVER EDUCATION

TEACHERS

11-1..The assignment of driver education teachers shall be

based upon the date of their approval to teach this subject

by the BOARD.

11-2..As far as possible, all work assignments at each

center shall be equalized to guarantee to each teacher an

equal share of available work, except where an unusual

condition exists.

11-3..There shall be no change in the status of elementary

teachers now employed in the program.

11-4. Transfers. Teachers assigned to a center who are

being transferred shall have the right to a conference, if

requested, and may be represented by the UNION.

11-5..All assignments shall be made through the Depart-

ment of Sports Administration.

11-6. Use of Funding. Funds allotted for driver education

supplies for high school may be utilized for the purchase

of approved driver education films provided there is no

greater need.

11-7..In addition to established certification and educa-

tional requirements, all teachers employed in the sum-

mer driver education program must not have received an

unsatisfactory summative rating during the preceding

school year, and preference shall be given to those who

received an excellent or proficient rating as a driver edu-

cation teacher during the preceding school year.

11-8. Independence Day. A driver education teacher

shall receive regular driver education pay for the na-

tional holiday July 4 when this holiday is celebrated on

the day that teacher is scheduled to work, provided that

said driver education teacher works the day before and the

day after the holiday. This provision shall not be applica-

ble when July 4 occurs on Saturday.

ARTICLE 12

LEGISLATIVE PARTNERSHIP

12-1. Partnership.

A joint BOARD-UNION commission shall be established

in accordance with the BOARD-UNION Partnership

Agreement under Section 34-3.5 of the Illinois School

Code. The commission shall study, discuss, formulate

and submit recommendations to the Chief Executive

Officer, the BOARD of Education of the City of Chicago,

and UNION President regarding a joint legislative, media,

and outreach strategy to advance the shared interests of

the BOARD and the UNION and facilitate the passage of

legislation in furtherance of those interests, including,

but not limited to, additional State funding and alterna-

tive revenue options that can be cooperatively pursued.

Membership on this commission shall be limited to five

individuals appointed by the BOARD and five individuals

appointed by the UNION. Said limitations shall not pre-

clude the utilization of appropriate resource personnel.

12-2. Sustainable Community Schools. As part of the

partnership required by the School Code, the BOARD

shall fund the 20 sustainable community schools currently

in operation for the 2019-20 school year. The BOARD and

the UNION will jointly evaluate these 20 schools during

the 2019-20 school year and will determine the continua-

tion of these schools and any expansion of the Sustainable

Community Schools program in future years. The BOARD

agrees to maintain, for each year of the Agreement, the

level of funding currently provided for the 2019-20 school

year for Sustainable Community Schools for support of a

community schools initiative. The Task Force referenced

below will decide upon the list of a minimum of 20 Sus-

tainable Community Schools to receive funding for SY

2020-21 and thereafter.

The Board and the Union agree to form a 20-person task

force, with 10 persons appointed by each, to effectuate,

monitor and implement the following initiatives with re-

spect to these community schools:

n An agreed process to select the schools

n Consultation with LSC, principals and community

members

n Program elements may include, without limitation:

– Medical or mental health services available to the

school community

– The expansion of after-school programs

– The expansion of facility use for students or the

school community

– Social-emotional supports/trauma interventions

– Parent mentor and home visit program

– Restorative Justice Coordinator and professional

development for parents, students and staff

– Clinical services and community programming

– STLS coordinator, homelessness services, tru-

ancy supports, food pantry

n Coordination of City and Park District services

The Board and Union agree that members of the task force

shall not have a conflict of interest in the selection and

delivery of services to the sustainable community schools.

The BOARD and the UNION agree to jointly assess the

functioning of the Task Force and make recommendations

for its improvement.

ARTICLE 13

EXTRACURRICULAR

PERSONNEL

13-1. Programs for Advisors of Yearbooks and Related

Publications.

A high school teacher appointed by the princi-

pal as the advisor for the official school yearbook or a news-

paper or similar publication, which newspaper or similar

publication shall be published at intervals scheduled by the

principal, shall be programmed for a normal program less

one teaching period. Where an advisor sponsors both the

school newspaper and yearbook, said advisor shall be pro

grammed for a normal program less two teaching periods.

13-2. Priority for Coaching Positions. Physical educa-

tion teachers shall be given priority in coaching positions;

however, qualified persons presently serving in coaching

positions will not be replaced by this provision.

13-3. Activity Calendars. Each school shall develop a

schedule of activities for the first five months, other than

class field trips, no later than September 30 and for the

second five months no later than February 1, and the

events and rehearsals warranting student excuses from

class shall be kept to a minimum. Deviation from the ac-

tivity calendars will be made only in exceptional cases.

13-4. Responsibility for Extracurricular Program. The

principal, in consultation with the staff, shall be responsi-

ble for the conduct of the entire extracurricular program

within the school. Whenever in the estimation of the prin-

cipal, in consultation with the staff, any of the activities

being conducted do not continue to meet the requirements

of the school, such activity shall be discontinued at once in

that school. If the activity is discontinued, the teacher will

be paid on a prorated basis.

13-5. Limitations on Coaching Assignments. No

teacher shall be assigned to a head coaching position in

more than one of the following sports: football, baseball,

basketball or track; or to more than two coaching assign-

ments in interscholastic sports during a school year.

13-6. Compensation for Overlapping Seasons. When

a teacher, because of extenuating and special circum-

stances, is assigned to teach two activities and the offi-

cial season of the first activity has not been terminated

before the official opening date of the second activity,

full compensation will be allowed only for that activity in

connection with which the teacher serves the entire of-

ficial season. Compensation for the other activity will be

made on the basis of the percent of the total official season

during which service was rendered.

13-7. Supervision of Students. At least one teacher is to

remain with the students after the close of any activity,

practice session or game until the last student has left the

premises. This rule applies whether the group is at the

home school or field or is away.

13-8. Coaches of Swim Teams. To be eligible for ap-

pointment as a coach of a swimming team, an applicant

must submit to the BOARD’s Department of Sports Ad-

ministration a teaching certificate indicating that the ap-

plicant meets the BOARD’s requirements, has a current

Red Cross Senior Life Saving certificate, a current Red

Cross Water Safety Instructor’s certificate or a current

YMCA Aquatic Leader Examiner’s certificate.

13-9. Parental Permission Procedures. A copy of the

BOARD’s parental permission procedures for in-school

and after-school clubs and extracurricular activities will

be provided to each activity and club sponsor no later than

September of each school year.

ARTICLE 14

SAFE AND HEALTHY

WORK ENVIRONMENT

14-1. Safe and Healthful Working Conditions. Bargain-

ing unit employees shall work under safe and healthful

conditions.

14-2. Situations Likely to Cause Serious Harm. When

the UNION determines that a situation has arisen that is

likely to cause serious physical or emotional harm to bar-

gaining unit employees, the UNION may bring it to the

attention of the Chief Executive Officer who shall assess

the situation within three school days. The assessment

shall include on-site inspection where appropriate. After

performing the assessment, the Chief Executive Officer

and the UNION President or their designees shall meet to

discuss the situation and explore possible solutions.

14-3. Special Notice for Victims of Violence. In the

event of a school-related assault on or battery of a teacher

or PSRP, the Law Department of the BOARD, when no-

tified, shall inform the teacher or PSRP of the teacher’s

or PSRP’s legal rights, and the teacher or PSRP shall be

assisted by the Law Department in court appearances.

Principals shall immediately report all school-related as-

saults by telephone, followed by a written or online assault

or battery report, to the Department of Safety and Secu

rity and to their respective Area Instruction Officer. The

member shall receive a copy of the assault or battery report

at this time. The Department of Safety and Security shall

immediately notify the Law Department of the BOARD.

Whenever a teacher or PSRP listed under Article 1-1 is in-

volved in a school-related assault or battery case resulting

in a court appearance by the teacher or PSRP, said teacher

or PSRP shall inform the principal through a written no-

tice stating the date, time and place of the scheduled court

appearance. The principal shall forward the written no-

tice from the employee to the network or other designated

regional or area office and the Law Department.

14-4. Special Leave Beneﬁts for Victims of Violence.

14-4.1. Compensation and Medical Benefits. Subject

to the credit below, bargaining unit employees whose

absences result from a school-related assault or battery

shall be paid full salary and medical expenses by the

BOARD for the time of their total temporary incapac-

ity, and no deductions shall be made from accumulated

sick days.

14-4.2. Coordination with Workers’ Compensation

Benefits. There shall be coordination of salary payable

hereunder with any sums payable under the Workers’

Compensation Act for temporary total incapacity for

work in that, in calculating the amount due to an em-

ployee under this Section, the BOARD shall be entitled

to and shall take credit for any sum payable under the

Workers’ Compensation Act for temporary total dis-

ability. The credit hereunder is to be limited to tempo-

rary total disability only.

14-4.3. Reporting of Cases of Assault or Battery. Bar-

gaining unit employees shall immediately or as soon

as they are able report to the school principal all cases

of assault or battery in which they are involved while

acting in the course of their employment.

14-4.4. Responsibility to Supply Information and Co-

operate in Legal Action. Each bargaining unit em-

ployee shall be responsible for supplying any available

information concerning a school-related assault or bat-

tery and shall cooperate in any subsequent legal action

concerning said incident.

14-5. Emergency Situations. In emergency situations over

which the school system has no control (e.g., natural and

man-made disasters, fires or criminal behavior) that disrupt

schools and/or threaten the safety of bargaining unit em

ployees, students or BOARD property, the UNION agrees to

cooperate with the school administration in implementing

workable solutions. Upon request of the UNION, the BOARD

shall bargain with the UNION over compensation or alter

natives for compensation for responding to the emergency.

14-6. Safety Clothing and Equipment. Special clothing

and safety equipment used by teachers and required by

statute shall be provided by the BOARD.

14-7. Policy on Communicable Diseases. The BOARD

policy on the management of communicable diseases, in-

cluding HIV and AIDS, shall be posted in every school and

BOARD facility.

14-8. Reporting Acts of Vandalism. Bargaining unit

employees shall report immediately or as soon as possible

any acts of vandalism to the principal.

14-9. Fitness for Duty Medical Examinations. If the

BOARD requests that an employee undergo a fitness for

duty examination, the BOARD shall pay the cost of the

examination. The parties agree to reconstitute the tie-

breaker panel of physicians used to make fitness for duty

and medical clearance for work determinations, and they

shall finalize a new list of mutually agreed upon physi-

cians by no later than January 1, 2020.

ARTICLE 15

LIBRARIANS: ELEMENTARY

AND HIGH SCHOOL

15-1. Stafﬁng Ratio for Librarians. The standard (pre-

scribed by the American Library Association in its Stan-

dards for School Library Programs, 1960, and supported

by the Office of the Superintendent of Public Instruction

in Standards for School Library Programs in Illinois, 1966)

that there shall be one librarian for every five hundred

students or major fraction thereof shall be a goal toward

which to work as funds become available.

15-2. Stafﬁng Ratio for Library Clerks. The standard

(prescribed by the American Library Association in its

Standards for School Library Programs, 1960, and sup-

ported by the Office of the Superintendent of Public In-

struction in Standards for School Library Programs in

Illinois, 1966) that there shall be one library clerk for every

six hundred students or major fraction thereof shall be a

goal toward which to work as funds can be made available.

15-3. Assignment of Additional Library Clerical Help.

The needs of the students shall be taken into consideration

when determining the priority for assignment of additional

library clerical help in high schools and elementary schools.

15-4. Library Facilities. Adequate library facilities shall

be provided in all new school buildings. In existing build-

ings, the BOARD shall provide such facilities as funds and

space can be made available.

15-5. Primary Student Schedules. As a goal toward

which the BOARD shall work as funds become available,

provision shall be made for all primary school students

in each elementary school to have one library period per

week under the direction of the teacher-librarian.

15-6. Class Size. The number of students attending el-

ementary or middle school libraries shall not exceed the

maximum class sizes provided in Article 28 for their ap-

propriate grade levels.

15-7. Use of Library Facilities. If the school library facili-

ties are to be used when the teacher-librarian is absent from

the premises, guidelines for their use which are not in con

flict with BOARD policy shall be established by the librar-

ian, the principal and the Professional Problems Committee.

15-8. Elementary Teacher-Librarian Preparation Pe-

riods.

The program of the elementary teacher-librar-

ian shall be so arranged as to provide for two additional

preparation periods per week for processing books and

kindred library tasks, provided that, in addition, teach-

er-librarians shall be provided not less than the average

number of preparation periods accorded to other educa-

tional personnel in the school.

15-9. Bulletins. Every effort shall be made by the CPS De-

partment of Literacy: Libraries to send pertinent bulletins

explaining library policies, practices and procedures to

the teacher-librarians.

15-10. Workshops and In-Service Meetings. One work-

shop or in-service meeting per school year for teacher-li-

brarians shall be conducted at the area or district level

during the regularly scheduled in-service time to provide

information about new materials, equipment, techniques

and new approaches to library media service and the

teaching of reading.

15-11. Department Chairpersons. The principal shall

designate a high school librarian to serve as department

chairperson, and such chairperson shall attend all school

department chairperson meetings.

15-12. High School-Wide Library Program. In accor-

dance with current policy, the professional high school

library staff in conjunction with the faculty and admin-

istration shall plan and implement a school-wide library

program.

15-13. High School Curriculum Committees. A librarian

shall be included on all high school curriculum committees.

15-14. Clerical Assistants. Clerical assistants in the

schools shall not replace teacher-librarians in class in-

struction or library administration.

15-15. Assignment of Duties. Where administratively

possible, elementary librarians serving more than one

school during one school week and high school librarians

shall be assigned duties related only to the library pro-

gram. On the day when a half-time librarian spends the

morning at one building and the afternoon at another, said

half-time librarian shall be assigned no duties outside of

those resulting directly from said library assignment.

15-16. Storage Facilities. New buildings shall include

adequate storage facilities for media equipment. In ex-

isting buildings, the BOARD shall provide the necessary

storage facilities as funds and space can be made available.

15-17. Teacher Assistants. To the extent that funds

can be made available, the BOARD shall provide trained

teacher assistants to distribute and maintain media equip-

ment in the elementary school library.

15-18. Trained Media Assistants. Trained media assis-

tants shall be provided in the high school library as soon

as funds can be made available.

ARTICLE 16

PHYSICAL EDUCATION

TEACHERS

16-1. Time Allotment. The time allotment for physical

education classes will be reviewed and clarified by the

Physical Education Committee.

16-2. Sponsors of School Safety Patrol. Teachers of

physical education who sponsor the school safety patrol

shall have one period per week for patrol gym and/or ad-

ministration of the patrol.

16-3. Supervisory Position Applications. Applicants

for supervisory positions in the Department of Sports Ad-

ministration may apply for such positions on the basis of

teaching experience at the elementary or secondary level

by submitting an application to the BOARD.

16-4. Scheduling of Successive Classes. Wherever

possible, physical education programs shall be planned to

avoid frequent attire changes in successive classes. When-

ever possible, principals shall seek input of the PE Depart-

ment Chair on scheduling of PE classes.

16-5. Facilities. New buildings shall include proper

dressing and toilet facilities for the physical education

department.

16-6. Equipment. Equipment shall be available from the

supply lists or through special order for all activities in

the physical education course of study. The Joint PE com-

mittee will determine which, if any, schools lack space in

which to store PE equipment in a safe and secure envi-

ronment and make recommendations on ways to secure

equipment.

16-7. Professional Development. Professional develop-

ment for physical education teachers shall be provided in

city-wide or district level meetings during the school day

in their subject area.

16-8. Assignment of Duties. On a day when a half-

time physical education teacher spends the morning at

one building and the afternoon at another, said half-time

physical education teacher shall be allowed seventy-five

minutes including lunch for travel time.

16-9. Physical Education Class Supplies. Effective

July 1, 2013, the BOARD shall appropriate the sum of

$225,000.00 to be allocated to schools for supplies and

equipment for physical education classes. The per student

allocation may be increased as determined by the Chief

Executive Officer or his or her designee in consultation

with a representative of the UNION.

16-10. Limitations on Classes in Gymnasiums. Prin-

cipals and head administrators should strive to program

no more than one class in any gymnasium at any given

time, unless the space provides for the safe separation of

the two classes.

ARTICLE 17

EARLY CHILDHOOD

TEACHERS

17-1. Nap Time. In full-day pre-K classrooms, children

shall be allowed to nap.

17-2. Kindergarten Report Card Release Time. Princi-

pals shall convert two principal-directed preparation pe-

riods to teacher-directed preparation periods or provide

any other release time as determined by the principal for

a minimum of two hours to kindergarten teachers during

the first quarter, or in any quarter that the KIDS assess-

ment is administered in order to complete kindergarten

report cards.

17-3. Pre-K Teacher Assistants. In accordance with the

Chicago Public Schools preschool handbook, Preschool

Teacher Assistants shall assist Pre-K classroom teachers

100% of their day and shall not be used to substitute, to

cover lunchroom duty or recess duty unless accompany-

ing their assigned students, to perform office duties or

perform other capacities in the building except for tem-

porary emergency supervisory duty where the welfare

of students is involved (emergency duties do not include

regular lunch duty and recess assignments). Said tempo-

rary emergency supervisory duty shall not exceed sixty

minutes. All preschool classrooms shall maintain a 10:1

child to teacher ratio at all times, including during nap

or rest time, meals, specials, etc. Teacher Assistants shall

have their contractual breaks covered by school staff to

maintain the 10:1 ratio.

17-4. Hygienic Equipment and Facilities. Preschool class-

rooms with SECAs shall have access to adequate bathroom

facilities including safe and sanitary diapering facilities for

children who are unable to use the toilet consistently. These

facilities shall be easily accessible to students and school

staff. The school shall provide all necessary supplies for

containment of soiled clothing in safe and sanitary fashion.

Disposable safety gloves shall be provided in all early child

hood classrooms in case of toileting accidents. Adequate

staff shall be provided to assist students in case of toileting

accidents and no student shall be punished or excluded from

instruction due to toileting accident.

17-5. Early Childhood Substitute Teacher Assistants.

The BOARD shall establish a pool of substitute teacher as-

sistants qualified to serve early childhood classrooms and

shall staff the pool at sufficient levels to meet early child-

hood classroom coverage needs across the school district.

17-6. Playground Teachers. In the event the BOARD

hires Playground Teachers, the BOARD and the UNION

shall meet promptly to bargain over their terms and con-

ditions of employment.

ARTICLE 18

CAREER AND TECHNICAL

EDUCATION TEACHERS

18-1. Deﬁnition of Career and Technical Education.

Career and Technical Education (“CTE”), formerly known

as Education-to-Careers (“ETC”) and Practical Arts and

Vocational Education (“PAVE”), are organized educa-

tional activities offering a sequence of courses that pro-

vides students with relevant technical knowledge and

skills needed to prepare for further education and careers

in current or emerging professions;

n provides technical skill proficiency, which may in-

clude an industry- recognized credential, a certifi-

cate, or an associate degree;

n includes competency-based applied learning that

contributes to the academic knowledge, higher-or-

der reasoning and problem-solving skills, work atti-

tudes, general employability skills, technical skills,

work-based learning experiences, and occupation-

specific skills.

Career and Technical Education programs are organized

as defined by the Illinois State Board of Education and the

sixteen (16) nationally recognized Career Clusters—

n Agriculture, Food & Natural Resources

n Architecture & Construction

n Arts, A/V Technology & Communications

n Business Management & Administration

n Education & Training

n Finance

n Government & Public Administration

n Health Science

n Hospitality & Tourism

n Human Services

n Information Technology

n Law, Public Safety, Corrections & Security

n Manufacturing

n Marketing

n Science, Technology, Engineering & Mathematics

(STEM)

n Transportation, Distribution & Logistics

18-2. Advanced Step or Lane Placement.

18-2.1. Prior Work Experience Following Receipt of

Bachelor’s Degree. A teacher of drafting, industrial

arts or unit shop subjects shall be allowed credit for

salary step placement for service and experience as a

registered architect, registered professional engineer

or drafter senior level or above, journey-level crafts

worker qualified through completion of a registered

apprenticeship program or industrial experience at the

technician level or above in the areas to be taught in the

industrial education curriculum, gained through full-

time employment in a position satisfactory to the Chief

Executive Officer, provided that such service and ex

perience occurred subsequent to receiving a bachelor’s

degree from an accredited college or university.

18-2.2. Prior Work Experience with Trade Certificate. A

Career and Technical Education teacher with an Illinois

State Board of Education Professional Educator License

(PEL) with an endorsement in Career and Technical Ed

ucation, or an Educator License with Stipulations – Ca-

reer and Technical Educator (ELS(CTE)), or an Educator

License with Stipulations – Provisional Career and Tech

nical Educator (ELS(CTEP)) shall be allowed credit for

salary step placement for service and experience gained

through non-educational industry related employment

in a position satisfactory to the Chief Executive Officer.

18-2.3. Lane Placement with Trade Certificate. The

present practice of lane placement of teachers em-

ployed under a trade certificate will continue.

18-3. Programming. CTE teachers on regular day pro-

grams shall not have more than twenty-five teaching pe-

riods per week. CTE teachers on an extended day program

shall have no more than thirty teaching periods week. The

length of classes shall vary from one period to four periods

not to exceed twenty-five periods per week or thirty peri-

ods per week for extended day programs.

Where administratively possible, no more than one class

should be programmed for any CTE area at any given

time. The principal shall consult with the CTE depart-

ment chairperson and CTE teachers in connection with

programming. Each CTE teacher, in conjunction with the

school counselor and programmer, shall develop a stu-

dent roster for the next school year. Student participation

in CTE programs is to be based on the student CTE high

school entrance application and/or student interest activ-

ities. Prior to March 1, each department chairperson shall

submit written recommendations to the principal or the

principal’s designee concerning the programming of CTE

for the following school year.

18-4. Scheduling of Preparation Periods for Culinary

Arts Teachers.

Where possible for teachers of culinary

arts in the high schools, one or more of their professional

preparation periods each week shall be programmed at

the end of the day for the purpose of securing authorized

supplies when classes are scheduled for food preparation

and/or demonstration.

18-5. Appropriations. Six percent of each Fiscal Year’s

Career and Technical Education Improvement and Per-

kins Grants funds provided by the State of Illinois shall

be allocated by teachers, subject to BOARD procurement

rules and grant guidelines. The BOARD shall use its best

efforts to remove any impediments to timely procurement

of materials and equipment.

18-6. Availability of Baseline Materials and Equip-

ment.

All CTE labs, shops and classrooms will be given

baseline materials and equipment ready to be used on the

first day of teacher attendance of the school year that meet

industry standards.

18-6.1. Repairs and Replacements. Before the end of the

school year, the CTE Teacher shall provide the CTE

Department a list of needed repairs and/or replace-

ment upgrades or updates for all equipment.

18-6.2. Funds for CTE Equipment Maintenance. The

BOARD shall provide funds for regular and necessary

maintenance for CTE equipment per CTE grant guide-

lines and regulations.

18-7. Safety. The BOARD will work with the CTE com-

mittee to identify safety issues within CTE programs and

to identify ways and means to protect the safety of the

students in CTE classes and maintain OSHA compliance.

18-8. Student Conduct Creating Safety Hazard.

18-8.1. Notification of Principal. Whenever a CTE

teacher determines that the classroom conduct of a

student may create a safety hazard for said student

or for other students enrolled in the class, the CTE

teacher shall immediately notify the principal or the

principal’s designee, requesting exclusion of that stu-

dent, stating in writing the reasons therefore.

18-8.2. Exclusion. Upon receipt of written directions

from the principal or the principal’s designee as to where

the student is to be sent, the student may be excluded

from that CTE related shop or laboratory environment.

18-8.3. Investigation and Disposition. The principal or

the principal’s designee shall immediately investigate the

matter. Based on the findings of the investigation and a

conference with the CTE teacher and other appropriate

members of staff, as determined by the principal, the

principal shall determine the disposition of the matter.

18-9. Cooperative Education.

18-9.1. .Cooperative Education must be taught by Co-

operative Education teachers in approved Career and

Technical Education programs authorized by the Of-

fice College and Career Success.

18-9.2. .All teacher-coordinators for Cooperative Educa-

tion programs are required to have a valid Illinois Career

and Technical Education educator license, 6 semester

hours in Administration and Organization of coopera-

tive education, and 2,000 hours of paid work experience.

18-9.3. .Special needs teacher-coordinators of Cooperative

Education programs such as Work Experience and Career

Exploration program (WECEP), Early School Leaver, and

Secondary Transition Education Program (STEP) shall

have a valid Illinois educator certificate, 6 semester hours

in Administration and Organization of cooperative edu

cation, and 2,000 hours of paid work experience.

18-9.4. .Credentials for all Cooperative Education teachers

will be reviewed and approved by the Career and Techni

cal Education in accordance with rules set by the Illinois

State Board of Education as outlined in the State of Illi

nois Cooperative Education Handbook dated June 2009.

18-10. RESERVED.

18-11. Workforce Council. The BOARD and the UNION

will work cooperatively through co-sponsorship for the es

tablishment of an educational manpower council or to join a

similar established council. The council will be represented

as a goal by the ten largest employment sectors in the met

ropolitan area with representatives from the business com-

munity, other educational institutions, labor organizations

and state and local governments to identify workforce needs

within the Chicago metropolitan area to ensure that CTE

curricula and programs are aligned to those needs.

18-12. CTE Teacher Credentials. The parties agree that

the CTE teachers must keep current in their content areas

and industry credentials in order to maintain their posi-

tions. If the BOARD seeks to require that the current CTE

teachers increase their credentials (other than staying

current in their content area or industry certifications) in

order to qualify for their current positions, the BOARD

will meet with the CTE Committee or other UNION

designees to bargain over the impact of changes in such

requirements. In accordance with CTE policies and pro-

cedures, and where funds are available, CTE will support

CTE teachers’ training for obtaining previously approved

credentials. CTE will support CTE teachers training for

obtaining previously approved credentials. Credentials

for all cooperative education teachers will be reviewed

and approved by the Department of Career and Technical

Education in accordance with Illinois State Board of Ed-

ucation Rules and Regulations as outlined in the State of

Illinois Cooperative Education Handbook.

18-13. Cooperative Education Teachers. Each cooper-

ative education teacher shall have communication service

available when necessary to contact employers concern-

ing job opportunities for students enrolled in cooperative

education.

18-14. School Actions. In the event a school action (as de-

fined in Appendix H) occurs at a school with a CTE program,

the BOARD will bargain with the UNION over the impact of

the action on the CTE teachers teaching in that program.

18-15. Placement of Students. Prior to February 15,

each Career and Technical Education cooperative pro-

gram teacher shall confer with the principal, or the prin-

cipal’s designee, relative to a registration procedure for

students recommended for placement in the cooperative

program. Each Career and Technical Education cooper-

ative program teacher shall furnish to the principal, or

the principal’s designee, data and rationale to support

the recommendations being submitted for consideration.

The recommendations of the CTE cooperative program

teacher shall be given the highest priority.

18-16. Extended Day for Cooperative Education

Teachers.

Cooperative Education Teachers in approved Career and

Technical Education programs authorized by the Office of

College and Career Success working outside the contrac-

tual day to conduct workplace observations shall be paid

their base salary plus twenty percent of their base salary.

Funding is to be covered by the school.

18-17. Cooperative Work Training Teachers.

Twenty days past the second semester, Career and Techni-

cal Education or the Office of College and Career Success

shall deliver to the principal, or the principal’s designee,

those students identified as eligible to participate in Co-

operative Education for the next school year. The teacher

shall develop a student roster from the eligibility list. Each

cooperative work training teacher shall have telephone

service available when necessary to contact employers

concerning job opportunities for students enrolled in the

cooperative work training program.

18-18. Career and Technical Education General.

18-18.1. .Career and Technical Education Teachers in

approved Career and Technical Education programs

teaching 6 periods per day shall be paid their base sal-

ary plus twenty percent of their base salary. Funding is

to be covered by the school.

18-18.2. .CTE programs opened by a school with the

support of Career and Technical Education must re-

main in effect for a minimum of 5 school years before

consideration to close the program is considered, ex-

cept for financial reasons.

18-18.3. .School Administrators shall consult with the

school LSC prior to closing a CTE program. CTE pro-

grams shall not be closed or removed from schools

without prior approval of the Chief Officer of College

and Career Success or designee. The Chief Officer of

College and Career Success or designee shall advise

and consult with the Union prior to approving the clo-

sure of a CTE program.

18-18.4. CTE Program Expansion. The BOARD, in

consultation with the UNION through the Joint CTE

Committee, shall continue to plan opportunities for

Career and Technical Education program expansion

in CPS neighborhood high schools.

18-19. Professional Development. Teacher participa-

tion in the annual CTE Summer Institute is mandatory

unless the teacher was not staffed at the time of the event.

Summer Institute will cover a wide range of professional

learning session formats including but not limited to dis-

trict initiatives, technical skill advancements, work-based

learning, and an opportunity to share best practices as it

relates to Career and Technical Education. Summer In-

stitute will not include REACH orientation training. The

BOARD, in consultation with the UNION, shall plan the

content of the Summer Institute.

ARTICLE 19

ACADEMIC CALENDAR

19-1. Professional Development Days. The BOARD shall

provide bargaining unit employees with ten paid profes

sional development days per year, which shall be scheduled

during or contiguous with the school year. The BOARD may

schedule professional development days in full or half-day

increments. Principal-directed professional development

days shall be aligned to the Learning Forward Professional

Learning Standards (including time for active engagement,

collaborative cultures, whole school team collaboration,

and/or individual based learning, etc.). Teachers shall have

a duty-free lunch period on professional development days.

19-2. Professional Development Days Prior to Report

Card Pick-Up.

The following Professional Development

days shall be designated as teacher-directed: the first Fri-

day of Teacher Attendance; the third quarter professional

development day, and the professional development day

following the last day of student attendance. All other pro-

fessional development days, including flex days, shall be

fully principal-directed.

19-3. Work Days Before Start of School Year. Teachers

and school clerks authorized by BOARD action to work

before the start of a new school year shall be paid at the

teacher’s or school clerk’s regular hourly rate of salary.

19-4. Regular Academic Calendar.

19-4.1. 208-Day Academic Calendar. Teachers and

PSRPs on a 208 paid day academic calendar will be

scheduled for 190 work days (including 10 professional

development days if applicable), 10 paid vacation days

and 8 paid holidays.

19-4.2. 228-Day Academic Calendar. Teachers and

PSRPs on a 228 paid day academic calendar will be

scheduled for 209 to 210 work days (including 10 pro-

fessional development days if applicable), 10 paid vaca-

tion days and up to 9 paid holidays.

19-4.3. 248-Day Academic Calendar. Teachers and

PSRPs on a 248 paid day academic calendar will be

scheduled for 229 to 230 work days (including 10 pro-

fessional development days if applicable), 10 paid vaca-

tion days and up to 9 paid holidays.

19-4.4. 52-Week Academic Calendar. Teachers and

PSRPs on a 52-week paid day academic calendar will

be provided the same professional development days

if applicable and the same vacation benefit (commonly

based on years of service) and paid holidays (commonly

up to 11 paid holidays) as administrators.

ARTICLE 20

CLINICIANS

20-1. General Provisions.

20-1.1. Definitions.

20-1.1(a). Teacher Clinicians Defined. For the purposes

of this Article, clinicians are defined as all full-time

certified or licensed employees who hold School Ser

vice Personnel certifications under Article 21 of the

Illinois School Code in the following titles: counselor,

certified school nurse, school psychologist, school

social worker, case manager or individuals assigned

case management responsibilities, speech patholo

gist, occupational therapist, and physical therapist.

20-1.1(b). PSRP clinicians defined. For purposes of

this Article, PSRP clinicians are defined as full-

time certified or licensed employees who are em-

ployed in the following titles: PSRP case manager

or PSRPs assigned case management responsibili-

ties, licensed practical nurse, health service nurse,

and health assistant.

20-1.2. Teacher clinician Regular School Day

20-1.2(a). Elementary and Middle Schools. The regu-

lar school day for clinicians assigned to any elemen-

tary or middle school (including schools operated

by entities other than the BOARD) shall be seven

hours with a continuous lunch period of forty-five

minutes with no work responsibilities.

20-1.2(b). High Schools. The regular school day for

clinicians assigned to any high school (including

schools operated by entities other than the BOARD)

shall be seven hours and fifteen minutes with a con-

tinuous lunch period of forty-five minutes with no

work responsibilities.

20-1.3. Teacher Clinician Preparation Periods. Each cli-

nician’s school day shall include sixty minutes of contin-

uous duty-free preparation time. Four days each week

the clinician’s preparation time shall be self-directed;

one day each week this period shall be directed by the

principal or the clinician manager, as appropriate.

20-1.4. Content of Professional Development. The

BOARD shall provide relevant professional devel-

opment to clinicians to promote positive student

and school outcomes. Professional development

shall include, but not be limited to, training on new

BOARD-managed initiatives and changes to IMPACT

and other BOARD hardware and software computer

applications. The BOARD shall survey clinicians’ pro-

fessional development needs annually. All clinicians

shall receive training for all computer programs re-

quired to complete their work.

20-1.5. Receipt of Tentative Schedules. Clinicians shall

receive their tentative schedules no later than May 15.

20-1.6. Teacher Clinician Responsibilities. In pro-

gramming and directing the work of Office of Diverse

Learner Supports and Services clinicians, the BOARD

and its administrators shall endeavor to assign duties

consistent with the recommendations and guidelines

developed by national and other recognized profes-

sional organizations, except when such recommenda-

tions are inconsistent with fair-share responsibilities

or BOARD or local school level administrative and ed-

ucational requirements.

20-1.7. Work Space and Equipment for Clinicians. Cli-

nicians shall be provided with appropriate work space

to include a desk, chair and testing tables; a computer;

a locking file cabinet with a key; direct access to work-

ing copiers, printers and telephones for follow up calls;

testing environments that are heated and well venti-

lated; and necessary supplies, including file folders,

paper clips and envelopes to store professional pro-

tocols. The Office of Diverse Learner Supports and

Services shall inform principals annually at the be-

ginning of the year about clinician work space needs

in writing. A copy of this written transmission shall

be submitted to the City-Wide Professional Problems

Committee at the first meeting. The Principal shall

provide clinicians access to a designated space within

the school building that is confidential and private for

the provision of therapeutic services and testing to

students. The Principal or designee will provide clini-

cians a weekly schedule of the designated space. Work

space allocated to clinicians shall provide appropriate

privacy for the administration of tests (in accordance

with CPS-allocated test requirements and state and

national standards) and confidential discussions and

shall be as free from noise and interruption as the

educational program and the school facility permits.

The Office of Diverse Learner Supports and Services

shall conduct a survey to be distributed to clinicians

before the end of September each school year to ascer-

tain whether the work space conditions are adequate

as defined in this article. A process to remediate the

situation shall be determined by the Clinician Profes-

sional Problems Committee with the Office of Labor

Relations and the administrators of Office of Diverse

Learners Services and Supports.

20-1.8. Filling Vacancies. Vacancies in clinician posi-

tions shall be filled based upon city-wide needs. First

consideration for such vacancies shall be given to those

clinicians who have expressed a desire to transfer. Ex-

perience shall be a consideration. The final decision as

to the transfer shall be made by the Office of Diverse

Learner Supports and Services, unless the duties of the

position are performed at a single attendance center,

in which case the final decision as to transfer shall be

made by the receiving school principal.

20-1.9. Travel Time. A clinician who must travel during

the afternoon shall be given a daily uninterrupted

lunch period of forty-five minutes with no work re-

sponsibilities exclusive of travel time.

20-1.10. Meetings Among Related Services Personnel.

Related services personnel (e.g., school psychologists,

school social workers, speech language pathologists,

school nurses, physical therapists, occupational ther

apists and/or other district resource personnel) shall

be provided time to meet periodically with special

education teachers during the school day during their

preparation periods to discuss matters of professional

interest. Related services personnel shall arrange con

ferences periodically with the teachers of students with

disabilities during the school day at times, if possible,

when students are not scheduled for their classrooms.

20-1.11. Caseloads for City-Wide Itinerant Teachers

and Service Providers. Caseloads for city-wide itiner-

ant teachers and service providers shall be established

by the Office of Diverse Learner Supports and Services

on a yearly basis taking into consideration the sugges-

tions of the City-Wide Professional Problems Commit-

tee. The suggestions may include the number of schools

per teacher, the number of students per teacher, travel

times, direct and consultative minutes, the nature of

cases and other relevant matters. Caseloads for city-

wide itinerant teachers and service providers shall be

assigned on as equitable a basis as possible.

20-1.12. Licensure Compliance. The Board and the

Union recognize that clinicians are licensed by the

state and must abide by state and federal laws and reg-

ulations. The Board will not take any action to jeopar-

dize the professional licensure of clinicians.

20-1.13. Elimination of Subcontracting and Privat-

ization of Clinicians, Teacher Assistants, Librarians,

and Nurses. Beginning in the 2020-21 school year, the

BOARD will not contract out or otherwise privatize

teacher clinician positions (as defined in Article 20-

1.1(a)), PSRP clinician positions (as defined in Article

20-1.1(b)), teacher assistants or librarians. Beginning

with the 2019-20 school year, the BOARD will imple-

ment a program to reduce the number of contract or

agency nurses that it currently utilizes with the goal

of eliminating all contract or agency nurses by the end

of the term of this Agreement, except for short-term

substitute and/or supplemental nursing services.

20-2. Counselors.

20-2.1. Testing.

20-2.1(a). Elementary and Middle Schools. Wherever

possible, no more than forty students shall be tested

at any one time.

20-2.1(b). High Schools. Wherever possible, no more

than eighty students shall be tested at any one time.

20-2.2. Professional Orientation and Staff Develop-

ment. A professional orientation meeting for coun-

selors shall be held once each year during the regular

school day. The BOARD shall also conduct one annual

staff development workshop for counselors to review

the duties and responsibilities of counselors. School

administrators shall schedule beginning of the year

activities requiring counselor involvement so that said

activities do not prevent counselors from attending

beginning of the school year all staff orientation and

professional development. The BOARD shall provide

counselors with additional release time for profes-

sional development specific to counseling during the

school day and year.

20-2.3. Elementary Staffing Formula.

20-2.3(a). General Objective. The recommendation of

the 1960 White House Conference on Children and

Youth of a counselee-counselor ratio of six hundred

to one at the elementary level is accepted as a de-

sirable goal.

20-2.3(b). Allocation. All elementary schools shall be

allocated a 1.0 elementary school counselor position.

20-2.4. New Buildings. New buildings shall include ad-

equate space to conduct interviews and meetings and

provide counseling for students.

20-2.5. Guidance Staff Lists. A list of schools with the

names of principals and counselors shall be sent to

each elementary and high school for the guidance staff.

20-2.6. Counselor Duties. In programming and di-

recting the work of an Elementary, Middle, and High

School counselor, a principal shall assign duties to

the counselor that are consistent with the CPS Reach

Framework for School Counselors which will remain

aligned with the recommendations of the American

School Counselor Association (ASCA). Principals will

ensure that School Counselors are given adequate

time during the school day to deliver Tier 1, 2, and 3

student supports and counseling activities. Disagree-

ments over this Section shall be resolved initially by

the counselor, the principal and the Professional Prob-

lems Committee.

20-3. School Psychologists.

20-3.1. Work Yea r.

20-3.1(a). .All school psychologists and all provi-

sional and temporarily certificated school psychol-

ogists shall be employed on a ten-school-month

(208-day) basis.

20-3.1(b). .Pension contributions and sick leave shall

be based on the 208-day year.

20-4. Social Workers.

20-4.1. Work Year.

20-4.1(a). .All school social workers and all provi-

sional and temporarily certificated school social

workers shall be employed on a ten-school-month

(208-day) basis.

20-4.1(b). .Employment of ten-school-month (208-

day) school social workers beyond ten school

months shall be considered as summer employ-

ment. Pension contributions and sick leave shall be

based on the 208-day year.

20-5. Speech Language Pathologists.

20-5.1. Staff Development Workshop. The BOARD

shall also conduct one annual staff development work-

shop for speech pathology teachers and speech lan-

guage pathologists.

20-5.2. Protocols and Supplies. The BOARD shall pro-

vide to all clinicians the number of protocols in propor-

tion to the number of students and schools that they

are assigned to service. The BOARD shall make those

protocols and supplies available for distribution to all

clinicians on the first day of attendance for clinicians.

20-6. School Nurses.

20-6.1. Work Yea r. All newly appointed school nurses and

all provisional and temporarily certificated school nurses

shall be employed on a ten-school-month (208- day)

basis. Employment of ten-school-month school nurses

beyond ten school months shall be considered summer

employment. Pension contributions and sick leave shall

be based on the 208-day a ten-school-month year.

20-6.2. Supervision. The school nurse and the health as-

sistants assigned to a school are under the supervision

of the principal or nurse manager, as appropriate. The

school nurse shall have direct supervision over health re

cords as well as responsibility for assigning specific duties

to the health assistant which relate to the health program.

100

20-6.3. Professional Orientation. At least one profes-

sional orientation meeting shall be held during the regu-

lar school in-service meeting time for all school nurses.

Said meeting may be held at the area or city-wide level.

It is understood that area meetings may be on different

dates in order to provide appropriate resource person

nel, if such resource personnel are needed.

20-6.4. Salary Adjustments.

20-6.4(a). .All newly appointed school nurses shall

receive credit on the teacher salary schedule for

full-time nursing experience subsequent to receipt

of a bachelor’s degree in the manner provided under

the provisions of Article 38-1 of this Agreement.

20-6.4(b). .All newly appointed PATs and new TATs

who are school nurses shall receive credit on the

teacher salary schedule for full-time nursing expe-

rience subsequent to his or her receipt of a bache-

lor’s degree in accordance with section 302.8 of the

Chicago Public Schools Policy Manual (Compen-

sation and Pay Plan) (Board Report: 08-0123-PO1).

20-6.5. Internships for Health Service Nurses. Health

service nurses (HSNs) shall be allowed to participate

in an on-the-job internship for school nurse certifi-

cation, under the supervision of a certificated school

nurse or an instructor from the certification program.

This internship shall be allowable during school hours

as long as they are providing services to students and

staff in the Chicago Public Schools.

20-6.6. Clerical Assistance. School nurses shall be pro-

vided with clerical assistance in consultation with and

approval of the principal.

20-6.7. Missed Lunch. Licensed Practical Nurses and

Health Service Nurses who work through their reg-

ularly scheduled lunch period shall be permitted to

schedule it at another time during the day, including

at the end of the day.

20-6.8. Nurse Educational Advancement. The BOARD,

in consultation with the UNION, will develop and im

101

plement a program for LPNs interested in becoming

HSNs and HSNs interested in becoming CSNs. The

BOARD will devote no less than $2,000,000 during the

term of this Agreement to support tuition assistance for

nurses, employees and prospective employees toward

mutually agreed upon universities between the BOARD

and UNION, as well as other related program costs.

20-6.9 Nurse Job Classification Changes. Nurses who ad-

vance job classifications will be placed in the appropriate

lane according to their level of education and job classifi

cation on the step in that lane closest to, but not less than,

their salary prior to the change. From there, they shall

advance steps and lanes as determined by Appendix A.

20-7. Counselors, Clinicians and Special Educators

Case Management Responsibilities.

The Board shall

not require school counselors, clinicians and special edu-

cators to perform case management responsibilities. The

Board and Union shall form a committee to recommend to

the CEO how to implement this provision.

ARTICLE 21

SPECIAL EDUCATION

TEACHERS

21-1. Deﬁnition of Special Education Teacher. The

phrase “special education teacher” includes all teachers

who are deemed highly qualified by the Illinois State

Board of Education Rules and Regulations to teach stu-

dents with disabilities and who are assigned or appointed

by the BOARD as teachers of students with disabilities.

21-2. Temporarily Assigned Teachers. Temporarily as-

signed teachers with a minimum of eight semester hours

of approved credit in special education may replace TATs

with no training in special education.

21-3. Lane Advancement. Appointed teachers and tem-

porarily assigned teachers who are deemed highly qual-

ified by the Illinois State Board of Education Rules and

102

Regulations to teach students with disabilities, who are as-

signed or appointed by the BOARD as teachers of students

with disabilities and who have completed thirty semester

hours of approved graduate credit in the area of special ed

ucation shall be permitted to advance to Lane ll of the sal-

ary schedule. Termination of service in the area of special

education shall cause said appointed teacher or temporar

ily assigned teacher to revert to the appropriate lane of the

salary schedule and, further, it shall be the responsibility

of the teacher to notify the BOARD of such termination.

21-4. Submission of Applications. Teachers who pos-

sess the necessary qualifications for possible assignment

in the area of special education are encouraged to submit

applications for such assignment.

21-5. Development, Implementation and Progress

Monitoring of Individualized Education Program.

The

educational and extracurricular program of a student with

disabilities shall be developed by the student’s Individual

ized Education Program team in accordance with the stu-

dent’s Individualized Education Program. The IEP team

shall make least restrictive environment (LRE) decisions

based on the students’ strengths and needs as demonstrated

through data. Decisions on the development of the IEP shall

be made solely by the IEP team, pursuant to state and fed

eral law, and reflective of the provision of a continuum of

services. The BOARD shall post on its website a list of spe

cialized programs, including school names and grade-levels

served not later than July 1 for the upcoming school year.

21-6. Meetings Among Clinicians. Clinicians (e.g., school

psychologists, school social workers, speech language pa

thologists, school nurses, physical therapists, occupational

therapists and/or other district resource personnel) shall

be provided time to meet every other week with special

education teachers during the school day during a princi

pal-directed preparation period for consultation regard-

ing their students. Clinicians shall arrange conferences

periodically with the teachers of students with disabilities

during the school day at times, if possible, when students

are not scheduled for their classrooms.

103

21-7. In-Service Meetings. One full-day or two half-

day in-service meetings per year for all special education

teachers shall be scheduled on professional development

days. Such meetings shall be held on an area, district, as-

signment or similar basis to discuss educational, medical

and other topics related to their assignments. After con-

sultation with and consent of the school principals, special

education teachers may elect between district-wide or lo-

cally provided PD when they are offered on the same day.

21-8. New High School Special Education Teachers of

Students with Cognitive Disabilities or Autism.

New

special education teachers of high school students with

cognitive disabilities or autism shall be provided with

appropriate in-service education during the school day

to the extent possible with the supervisory staff and the

substitute service available.

21-9. Student Referrals. A high school or elementary

school special education teacher shall refer a student with

cognitive disabilities or autism in that teacher’s class at

any time said teacher believes re-evaluation is desirable.

Said teacher shall continue to be alert to students who

appear in need of different special education placement.

21-10. Grants. The UNION shall have representation on

city-, area- or school-level committees established to plan

and develop proposals seeking government funding for

programs in special education subject areas.

21-11. Duties Expected of Special Education Faculty.

In directing the work of a special education teacher, a

principal shall ensure that the special education teacher

is not assigned any duties not related to school special

education services. Disagreements over this Section shall

be resolved by the special education teacher, the principal

and the Professional Problems Committee.

21-12. Faculty Meetings. The principal and special edu-

cation teacher, including the department chair if any, shall

adopt a reasonable schedule for department or grade level

faculty meetings to ensure the special education teacher

is able to maintain an equitable distribution of resources

104

across such departments or grade levels and to minimize

any undue burden on the special education teacher. After

consultation with and with the consent of the school prin-

cipal, special education teachers may elect to collaborate

with other special education teachers or clinicians during

weekly grade-level meetings.

21-13. Work Load for Special Educators and PSRPs.

21-13.1. Development of Work Load Plan. In accor-

dance with Sections 226.730 and 226.735 of the Illinois

State Board of Education Rules and Regulations, as

they read on June 30, 2015, the BOARD shall develop,

in cooperation with the UNION, a plan specifying lim-

its on the work load of its special education teachers to

ensure that all services required under the students’

Individualized Educational Programs, as well as all

needed ancillary and support services, will be pro-

vided at the requisite level of intensity. This plan shall

include a procedure for special education teachers to

report when they believe their workloads do not com-

ply with the plan and shall contain a method for expe-

ditiously and efficiently resolving any non-compliance.

By January 1, 2013, through the parties’ Special Edu-

cation and Case Management Committee, the parties

shall review and assess the plan as required by this

Section, and the plan shall be amended as necessary

or appropriate based on the review and assessment of

such committee.

21-13.2. Limitations on Work Load. Bargaining unit

employees who work with students with disabilities

shall not be required to exceed caseloads, class sizes,

limits on ratios of students with disabilities to general

education students and limits on ratios of students

with disabilities to teachers and PSRPs as required

under law.

21-14. Individualized Education Program Meetings.

Individualized Education Program meetings may be

scheduled before, during or after the school day. Bar-

gaining unit employees required to attend such meetings

before or after the school day shall be paid their regular

105

instructional hourly rates of pay. Principals are encour-

aged to use available Cadre substitutes and day-to-day

substitutes to provide coverage for teachers participating

in such meetings.

21-15. Training and Resource Materials. The BOARD

shall ensure that special education teachers have access to

training and resource materials regarding the preparation

of Individualized Education Programs. Such materials

may be available online. At the beginning of each school

year, the BOARD shall advise all special education teach

ers of the training and resource materials available and

shall ensure such teachers are informed of how to access

such materials. Principals shall inform special education

teachers at the start of the school year the amount of funds

that have been allocated in the school budget for special

education resources and materials and shall work with the

special education teachers to identify which resources and

materials will be purchased to best serve the needs of the

students. Principals shall be encouraged to use Guidance,

developed by the Joint Special Education Committee, on

the allocation and the use of these funds the allocation and

the use of these funds to meet the needs of the students’

IEPs, including but not limited to modified curriculum,

assistive technology, and classroom based evaluation tools.

21-16. Release Time to Complete Individualized Ed-

ucation Programs.

Recognizing that some Individual

Education Plans require more time to develop and im-

plement, Principals shall, to the extent possible, disperse

IEP writing workload equitably among special education

teachers. All schools shall provide collaboration time at

the beginning of the school year for special education

teachers, general education teachers, clinicians, and sup-

port staff as needed.

Special education teachers’ job requirements shall priori-

tize the development and implementation of the Individ-

ual Education Plan. Where possible, Principals shall use

either substitutes or release time (from principal directed

preps, lesson plans and/or other paperwork and workload

requirements) as determined through the PPC to provide

106

adequate time for special education teachers to complete

these duties during the work day. The Joint Committee

will discuss workload issues and relief. If workload issues

cannot be solved by the principal and/or the PPC, then the

issue may be brought to the Joint Committee.

The district agrees to not increase workload for bargaining

unit members due to the Student Specific Corrective Action.

21-17. [RESERVED -- Was American Sign Language In-

terpreters Regular School Day.

See Article 9-19.1.]

21-18. Case Load Development. School principals, their

designees, or Program Manager shall consult with Special

Education teachers on case load development.

21-19. Special Education Student Ratio. When a

student’s IEP calls for services in a general education

classroom, the student must be served in a class that is

composed of students of whom at least 70 percent are

without IEPs, that utilizes the general curriculum, that

is taught by an instructor certified for general education,

and that is not designated as a general remedial classroom.

21-20. Special Education Position Funding. The Board

shall provide centralized funding for special education

teacher positions. The Board shall develop a process to

evaluate and adjust funding allocations for special edu-

cation teacher and paraprofessional positions. The Joint

Committee will develop a timeline and provide input into

the process to evaluate and adjust funding allocation for

special education positions.

21-20.1. Data Access. A Special Education teacher shall

have access to the assessment data, grade book, grades,

student roster and attendance data for all students

served by the Special Education teacher, including any

general education students in that teacher’s co-teach-

ing classroom.

21-20.2. [Reserved]

21-20.3. Teaching Location Assignment Changes.

When a Special Education Teacher is required to

change teaching location and/or room assignment

107

during the school year, the teacher may submit a re-

quest to the Principal to have specialized furniture,

equipment, and specialized supplies to be moved. If

such a request is made, the Principal shall arrange for

the equipment and supplies to be moved.

21-20.4. Lesson Preparations. Where administratively

possible, the number of lesson preparations for Special

Education inclusion and co-teachers in high school

shall not exceed three, and every effort shall be made

to keep the number at two.

21-20.5. Common Preparation Periods. Where admin-

istratively possible, Principals shall make every effort

to program special and general education teachers so

that co-teachers have common preparation periods.

Principals may also use Principal-directed preparation

periods to provide for preparation time for co-teachers.

ARTICLE 22

ITINERANT TEACHERS

22-1. Regular School Day. The regular school day for

Deaf and Hard of Hearing Itinerants, Assistive Technol-

ogy Itinerants, Augmentative Communication Itinerants,

Early Childhood SPED Itinerant teachers, Home/Hospital

Teacher, Orientation and Mobility Specialists, and itiner-

ant teachers of the Visually Impaired shall be seven hours,

with start and stop times aligned to the schools they are

assigned to, with a continuous duty-free lunch period of

45 minutes and a 60 minute preparation period daily and

four days of self-directed and one day of principal or clini-

cian manager directed time per week.

22-2. Geographic Area. To the extent possible, the Board

shall assign itinerant teachers within a designated geo-

graphic area.

22-3. Secure Storage. School administrators shall provide

itinerant teachers working in their schools a secure loca

tion to store their belongings while they are in the building.

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22-4. Travel Time. A clinician who must travel during

the afternoon shall be given a daily uninterrupted lunch

period of forty-five minutes with no work responsibilities

exclusive of travel time.

22-5. Work Space and Equipment for Itinerant Teach-

ers.

Itinerant Teachers shall be provided with appropriate

work space to include a desk, chair and testing tables; a

computer; a locking file cabinet with a key; direct access

to working copiers, printers and telephones for follow

up calls; testing environments that are heated and well

ventilated; and necessary supplies, including file folders,

paper clips and envelopes to store professional protocols.

The Office of Diverse Learner Supports and Services shall

inform principals annually at the beginning of the year

about Itinerant Teacher work space needs in writing. A

copy of this written transmission shall be submitted to the

City-Wide Professional Problems Committee at the first

meeting. The Principal shall provide Itinerant Teachers

access to a designated space within the school building

that is confidential and private for the provision of ther-

apeutic services and testing to students. The Principal or

designee will provide Itinerant Teachers a weekly sched-

ule of the designated space. Work space allocated to Itin-

erant Teachers shall provide appropriate privacy for the

administration of tests (in accordance with CPS-allocated

test requirements and state and national standards) and

confidential discussions and shall be as free from noise

and interruption as the educational program and the

school facility permits. The Office of Diverse Learner Sup-

ports and Services shall conduct a survey to be distributed

to Itinerant Teachers before the end of September each

school year to ascertain whether the work space condi-

tions are adequate as defined in this article. A process to

remediate the situation shall be determined by the City-

Wide Professional Problems Committee with the Office

of Labor Relations and the administrators of Office of Di-

verse Learners Services and Supports.

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ARTICLE 23

CLASSIFICATIONS

OF TEACHERS

23-1. Appointed Teachers. Appointed teachers are full-

time teachers who are on a tenure track or who have at-

tained tenure in accordance with Section 34-84 of the

Illinois School Code.

23-2. Appointed Tenured Teacher. An appointed tenured

teacher is a full-time certified teacher who has successfully

completed the probationary period required by Section 34-84

of the Illinois School Code or who has been reappointed with

tenure in accordance with BOARD policies and procedures.

23-2.1. Dismissal for Cause. The BOARD may dismiss

appointed tenured teachers for cause in accordance

with Section 34-85 of the Illinois School Code and

BOARD policies and procedures, subject to the provi-

sions of this Agreement.

23-2.2. Displacement, Lay Off or Honorable Termina-

tion. The BOARD may displace, lay off or honorably

terminate appointed tenured teachers during or at the

end of the school year in accordance with the law and

BOARD policies and procedures, subject to the provi-

sions of this Agreement.

23-3. Probationary Appointed Teacher. A probationary

appointed teacher (“PAT”) is a full-time certified teacher

who is in the process of completing the probationary pe-

riod defined in Section 34-84 of the Illinois School Code.

23-3.1. Dismissal. The BOARD may dismiss PATs for

misconduct during or at the end of the school year con-

sistent with BOARD policies and procedures, subject

to the provisions of this Agreement.

23-3.2. Displacement, Lay Off or Dismissal. The

BOARD may displace, lay off or dismiss PATs during

or at the end of the school year in accordance with the

law and Board policies and procedures, subject to the

provisions of this Agreement.

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23-3.3. Renewal or Non-Renewal. The BOARD may

non-renew a PAT for the following school year and dis

miss the PAT at the end of the current school year as

provided in this Section, Article 39 and the teacher eval

uation plan. If a PAT’s performance for the school year

is rated as “excellent” or “proficient,” the PAT shall be

renewed for the following school year, but such renewal

shall not be a guarantee of employment for the following

school year. In the event a PAT’s rating is projected to be

less than “proficient” and the PAT is recommended for

non-renewal for the following school year, the BOARD

shall provide the PAT with written notice in private by

June 1 of the current school year. A PAT whose final rat

ing is less than “proficient” shall be afforded the oppor-

tunity to submit a resignation within ten days of receipt

of the rating or projected rating, and the resignation will

be effective no earlier than the end of the school year.

If the PAT resigns, the BOARD agrees to maintain the

PAT’s health insurance coverage through August. Any

notice of non-renewal shall provide the reason(s) for the

non-renewal. PATs who are non-renewed are eligible to

apply for open teaching positions.

23-3.4 Reappointment within Ten Months. A probation-

ary teacher who is reappointed within ten months of the

probationary teacher’s displacement shall not be consid

ered as suffering a break in service for purposes of the

consecutive years’ requirement for achieving tenure.

23-4. Attainment of Tenure for PATs Appointed Be-

fore July 1, 2013.

23-4.1. Probation Period. PATs shall be appointed on a

school-year basis in accordance with this Article. Not-

withstanding the provisions of Section 34-84 of the

Illinois School Code and Article 39, PATs who achieve

three years of consecutive satisfactory service shall be

afforded all rights received by tenured teachers under

Section 34-85 of the Illinois School Code and Article

39. Effective July 1, 2013, for the purposes of this para-

graph only, “satisfactory” service shall be defined as an

annual summative rating other than “unsatisfactory.”

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23-4.2. Notice. A PAT who is completing his or her first

or second year of probationary service shall receive

written notice by May 10 as to whether the teacher

will be non-renewed for the following school year. A

PAT who does not receive such notice shall be deemed

reappointed for the following school year.

23-4.3. Notice in Final Probationary Year. A PAT who is

completing his or her final year of probationary service

prior to earning tenure shall receive written notice by

May 10 as to whether or not the teacher will be reap

pointed for the following school year. A PAT who does

not receive such notice shall be deemed reappointed for

the following school year and shall become a tenured

teacher during the next school year on the anniversary

date of his or her initial appointment as a teacher.

23-5. Attainment of Tenure for PATs Appointed On or

After July 1, 2013.

23-5.1. Expedited Tenure Track. For a PAT in full-time

service who is appointed on or after July 1, 2013 and

who receives ratings of “excellent” during his or her first

three school terms of full-time service, the probationary

period shall be three school terms of full-time service.

23-5.2. Out of District Transfer Tenure Track. For a PAT

in full-time service who is appointed on or after July 1,

2013 and who had previously attained tenure in another

school district in this State or in a program of a special

education joint agreement in this State as defined in Sec

tion 24-11 of the Illinois School Code, the probationary

period shall be two school terms of full-time service,

provided as follows: the teacher voluntarily resigned or

was honorably dismissed from the prior school district

or program within the three-month period preceding his

or her appointment date with the BOARD; the teacher’s

last two ratings in the prior school district or program

were at least “proficient” and were issued after the prior

school district’s or program’s implementation date under

the Performance Evaluation Reform Act; and the teacher

receives ratings of “excellent” during his or her first two

school terms of full-time service with the BOARD.

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23-5.3. Regular Tenure Track. For a PAT in full-time

service who is appointed on or after July 1, 2013 and

who has not attained tenure after two or three school

terms of full-time service as provided in this subsec-

tion, the probationary period shall be four school terms

of full-time service, provided that the teacher receives

a rating of at least “proficient” in the last school term

and a rating of at least “proficient” in either the second

or third school term.

23-5.4. Effective Tenure Date. A PAT who receives the

necessary ratings to attain tenure after two, three or

four school terms of full-time service as provided in

this subsection shall be appointed as a tenured teacher

and be entitled to the rights afforded to tenured teach-

ers effective the first day of the school term following

the school term in which he or she received the final

rating necessary to attain tenure. The attainment of

tenure as provided in this paragraph shall not be a

guarantee of employment for the school term follow-

ing the school term in which he or she received the

final rating necessary to attain tenure.

23-5.5. “School Term” Defined. As used in this sub-

section, “school term” means the academic calendar

established by the BOARD pursuant to Section 10-19

of the Illinois School Code that specifies the opening

and closing dates of the school year, and “full-time ser-

vice” means the teacher has actually worked at least

150 days during the school term.

23-5.6. Reappointment to Tenure Track. PATs who

become part-time will resume their position on the

tenure track where they left off once reappointed to a

full-time position if they have remained continuously

employed by the District. PATs who are non-renewed

shall not be considered as suffering a break in service

for purposes of attaining tenure if they are reappointed

within ten months of their non-renewal.

23-6. Assigned Teachers. Assigned teachers are certi-

fied teachers employed on a temporary or part-time basis

and not on a tenure track.

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23-6.1. Temporarily Assigned Teacher. A temporarily

assigned teacher (“TAT”) is a certified teacher who

is employed on a full-time temporary basis to provide

class coverage when the teacher appointed to a posi-

tion is on a leave of absence. When a TAT is assigned

to a position for a teacher on leave and that position

becomes vacant, the TAT shall be appointed to such

position within ten days of the date on which the posi-

tion became a vacancy. A TAT who is rated and subse-

quently appointed to the position in which they were

rated will have the rating count towards the purpose of

attaining tenure, provided that he or she while serving

as a TAT satisfied the requirement of working a school

term of full-time service in such position.

23-6.2. Cadre Substitute. A Cadre substitute is a cer-

tified teacher who is employed on a school-year basis

and who is assigned to work only on student atten-

dance days. A principal may permit a Cadre substitute

to work on professional development and report card

pick-up days, provided that the local school pays for

the cost of such service.

23-6.3. Day-to-Day Substitute. A day-to-day substitute

is a teacher who is either a certified teacher or a teacher

certified to substitute teach and who is employed in

accordance with the Illinois State Board of Education

Rules and Regulations. Day-to-day substitutes are

employed on a temporary daily basis to provide class

coverage when the teacher assigned or appointed to a

position is absent. Day-to-day substitutes are employ-

ees who have no guarantee of continued employment.

23-6.4. Part-Time Teachers. A part-time teacher is a

certified teacher who is assigned to work less than the

full-time schedule worked by school-based appointed

teachers. The BOARD may utilize part-time teachers, in

cluding teachers on leave. The salary and benefits of such

teachers under this Agreement shall be prorated to cor

respond to the length of the part-time assignment (e.g.,

a teacher assigned to half-time shall have his or her sal

ary and benefits prorated by .5). Such part-time teachers

114

shall maintain benefits and seniority accrued through

their assignment to a part-time position and shall con

tinue to accrue benefits and seniority thereafter on a pro-

rated basis. The BOARD agrees that the employment and

assignment of part-time teachers shall not result in the

displacement of any appointed teacher. In addition, the

BOARD agrees that part-time teachers will not be used to

supplant the assignment of appointed teachers.

23-6.5. Retired Teachers. The BOARD may employ

and assign retired teachers as day-to-day substitutes

for no more than one hundred and twenty school days

during the school year and shall pay such teachers the

rate paid to day-to-day substitutes. The BOARD shall

compensate such retired teachers in accordance with

Appendix A-1L. Such retired teachers shall not be el-

igible for any other benefits provided to bargaining

unit employees under this Agreement. The BOARD

agrees that the employment and assignment of retired

teachers shall not result in the displacement of any ap-

pointed or assigned teacher.

23-6.6. Provisional Cadre Substitutes. A provisional

cadre substitute is a teacher with day-to-day substitute

teacher credentials who is employed on a school year

basis and who is assigned to work only on student atten

dance days. A principal may permit a Provisional Cadre

Substitute Teacher to work on professional develop

ment and report card pick-up days, provided that the

local school pays for the cost of such services. A provi

sional cadre substitute who obtains a full teacher licen-

sure shall be reclassified as a Cadre substitute teacher.

ARTICLE 24

SUMMER SCHOOL

24-1. Applications. Each year summer school employ-

ment applications (including for Drivers Education) shall

be available on or before the Monday following spring re-

cess. Nothing herein shall be construed to be applicable to

115

any program which may be developed, funded, or imple-

mented subsequent to the above-stated date.

24-2. Selection Process of Teachers.

24-2.1. .Assignments to all summer schools shall be made

in the following order: (A) appointed teachers certified

in the subject matter or grade level within the school;

(B) if certified teachers within the school are unavail

able or insufficient, then preference will be given first to

tenured teachers and then non-tenured teachers outside

the school, but within the school district; (C) TATs; (D)

Cadre substitutes; and (E) day-to-day substitutes.

24-2.2. .In schools which have summer programs where

there are more qualified teacher applicants for summer

school positions than positions available, preference shall

be given to teachers who have taught fewer than two sum

mer sessions immediately preceding the current summer

session. Summative ratings may be a consideration.

24-2.3. .In the case of special education teachers, assign-

ments to all summer schools shall be made in the fol-

lowing order: (A) appointed special education teachers

working on their special education certificates; (B) ten

ured teachers with special education certificates or en-

dorsements and then non-tenured teachers with special

education certificates or endorsements within the school;

and (C) certificated or endorsed tenured special educa

tion teachers and then non-tenured special education

teachers outside the school, but employed by the BOARD.

24-3. Deadline for Assignments of Teachers. Assign-

ments to regular summer school positions shall be made

ten school days prior to the end of the school year.

24-4. Selection Process of PSRPs.

24-4.1. .In schools which have summer programs,

where there are more qualified PSRP applicants in a

given job title for summer school positions than po-

sitions available, preference shall be given to PSRPs

who have worked fewer than two summer sessions

immediately preceding the current summer session.

116

Summative ratings may be a consideration. In order to

provide continuity of service to students, a one-on-one

Teacher Assistant assigned to the school during the

regular school term in a special education program or

classroom shall have first preference to work summer

school if the student to whom the Teacher Assistant is

assigned will attend summer school.

24-4.2. .When summer school programs are so desig-

nated as on-going in accordance with Article 24-6, in

order to provide continuity of service, a PSRP regularly

assigned to said program shall be selected for that sum

mer school program if a position in the PSRP’s job title

is necessary. Such service shall be considered as summer

employment. Summative ratings may be a consideration.

24-4.3. .In order to provide continuity of service, one of

the regular school clerks regularly assigned to a school

shall be retained for summer service, if a school clerk

position is necessary for said program. Such service

shall be considered as summer school employment.

If the regular school clerks assigned to the school during

the regular school year waive this opportunity, the po

sition shall be filled in accordance with Article 24-4.1.

24-4.4. Deadline for Assignments of PSRPs. To the

extent possible, assignments for summer school em-

ployment for other bargaining unit employees shall be

made by June 1.

24-5. Lists of Teachers and PSRPs Assigned to Sum-

mer School Positions.

The BOARD shall establish and

promptly provide to the UNION a list of teachers and

other bargaining unit employees assigned to summer

schools during the summer school sessions within ten

days after the date summer school assignments are made

under the provisions of Article 24.

24-6. Exceptions. Any exception to Articles 24-2.1, 24-2.2,

24-4.1, and 24-4.2 shall be discussed between a three-mem

ber committee of the UNION and a three-member commit-

tee of the BOARD, which shall include a representative of

the Chief Executive Officer. Such discussion shall include all

117

programs designated as on-going. Exceptions to the above-

cited Articles shall not be implemented unless there is agree

ment between the BOARD and the UNION. Every effort will

be made to conclude the discussions by March 1 of each year.

ARTICLE 25

HOLIDAYS

25-1. Holidays. During the term of this Agreement, the

BOARD shall recognize eight paid holidays per academic

year.

25-2. Holidays during Regular Academic Calendar.

25-2.1. 208-Day Academic Calendar. Teachers and

PSRPs on a 208 paid day academic calendar will be

scheduled for 190 work days (including 10 professional

development days if applicable), 10 paid vacation days

and 8 paid holidays.

25-2.2. 228-Day Academic Calendar. Teachers and

PSRPs on a 228 paid day academic calendar will be

scheduled for 209 to 210 work days (including 10 pro-

fessional development days if applicable), 10 paid vaca-

tion days and up to 9 paid holidays.

25-2.3. 248-Day Academic Calendar. Teachers and

PSRPs on a 248 paid day academic calendar will be

scheduled for 229 to 230 work days (including 10 pro-

fessional development days if applicable), 10 paid vaca-

tion days and up to 9 paid holidays.

25-2.4. 52-Week Academic Calendar. Teachers and

PSRPs on a 52-week paid day academic calendar will

be provided the same professional development days

if applicable and the same vacation benefit (commonly

based on years of service) and paid holidays (commonly

up to 11 paid holidays) as administrators.

118

ARTICLE 26

PERSONAL DAYS

26-1. Award of Personal Days to Active Employees.

On July 1, 2012 and each July 1 thereafter, the BOARD

shall award active full-time employees three paid per-

sonal days for use during the Fiscal Year to attend to the

employee’s personal business. Personal days unused upon

separation from employment or on June 30 of each Fiscal

Year shall be forfeited. Personal days awarded to employ-

ees on or after January 1, 2012 and before June 30, 2012

shall remain in the employee’s personal day bank. If such

personal days are unused by December 31, 2012, the un-

used days shall be rolled over into the employee’s retained

sick day bank defined in Article 37.

26-2. Pro Rata Award to New Hires. Full-time employ-

ees with fewer than twelve months of service with the

BOARD shall be granted personal days as follows:

Appointment Date Number of Personal Days

July 1 through September 30 .................................................... 3

October 1 through March 31 .....................................................2

April 1 through May 31 ............................................................... 1

June 1 through June 30 ............................................................. 0

26-3. Consecutive Use of Personal Days. Employees

may use personal days on three successive days.

ARTICLE 27

CLASS COVERAGE

27-1. Day-to-Day Substitutes.

27-1.1. Staffing. The BOARD shall hire and maintain

sufficient day-to-day substitutes to cover the classes of

absent teachers so that educational programs in elemen

tary schools, middle schools, education and CTE guid-

ance centers and high schools shall not be curtailed.

27-1.2 List of Day-to-Day Substitutes. The BOARD

119

agrees to maintain a list of day-to-day substitutes who

wish to make themselves available for work.

27-1.3 Day-to-Day Substitutes Availability to Work.

Day-to-day substitutes shall indicate their availability

for work on a given school day by contacting the substi-

tute center prior to 5:00 p.m. on the preceding school

day or between 6:00 a.m. and 7:00 a.m. on that given

school day.

27-2. Cadre.

27-2.1. Establishment of Cadre and Assignments of

Cadre Substitutes. Effective July 1 of each year, the

BOARD shall establish a Cadre to which it will select

and assign Cadre substitutes for each school year to

cover the classes of absent teachers in the early child-

hood centers, elementary schools, middle schools,

upper grade centers and high schools.

27-2.2. Employment Criteria. The Talent Office shall

establish criteria to be used in the selection and reten-

tion of Provisional Cadre substitutes. The Cadre and

Provisional Cadre substitutes selected by the BOARD

shall be employed on all student attendance days

during the time they are assigned to the Cadre other

than on the final day of the school year. Said Cadre and

Provisional Cadre substitutes shall be continuously

available to perform substitute service at least three

days per week, on average. Further, they shall accept

all assignments in any and every school.

27-2.3. Eligibility to Become TATs. Cadre substitutes

are eligible to become TATs. Whenever a Cadre sub-

stitute becomes a TAT, a replacement for the Cadre

substitute shall be employed immediately. If a Cadre

substitute who becomes a TAT is subsequently re-

leased as a TAT for reasons other than unsatisfactory

service, said TAT shall be reassigned to the Cadre in

accordance with Article 38-2.

27-2.4. Recruitment of Cadres and Provisional Cadre

Substitutes. The Board shall recruit and maintain a

pool of Cadre and Provisional Cadre Substitutes which,

120

in combination with the Day-to-day Substitute Pool, is

sufficient to cover the classes of absent teachers. These

efforts shall include recruiting candidates for Cadre or

Provisional Cadre Substitutes from:

(1) the Teacher Quality Pool;

(2) displaced, laid off, honorably terminated and

non-renewed tenured and probationary teachers;

(3) existing day-to-day substitutes;

(4) student teachers; and

(5) qualified external applicants.

27-2.5. Compensation and Benefits. Cadre substitutes

shall be paid the daily rate set forth in Appendix A-1J.

The provisions of Article 44-2 shall not apply to re-

quired in-service training for Cadre substitutes up to

a limit of three such sessions of up to two hours per

session. Except as provided in Appendix B, the BOARD

agrees to pay the cost of individual health insurance

for each Cadre substitute. A full-time Cadre substitute

shall have the option of purchasing at the Cadre sub-

stitute’s own expense family plan hospitalization and

major medical insurance coverage at the group rate

during the period said Cadre substitute is assigned to

the Cadre. A Cadre substitute shall receive holiday pay

provided he or she is present and serves as a teacher on

the school day immediately before and after the holi-

day. Any and all benefits associated with duty in the

Cadre are limited to those enumerated in this Article.

27-2.6. Notice to Potential Cadre and Provisional Cadre

Substitutes. If the BOARD does not have a sufficient

number of Cadres and Provisional Cadres under Ar-

ticle 27-2.4, the BOARD will notify individuals of an

opportunity to join the Cadre and Provisional Cadre

as follows:

(1) Individuals in the Teacher Quality Pool at least

once prior to the start of each school year and once

after 20th day staff reductions;

121

(2) Day-to-Day Substitutes at least once prior to the

start of each school year and again if they are still

not employed after the 20th day staff reductions;

(3) Individuals in the Cadre at or near the conclu-

sion of their Cadre service;

(4) Non-renewed PATs immediately upon or imme-

diately after their non-renewal;

(5) Displaced or honorably terminated teachers

upon displacement or honorable termination.

27-3. Using Appointed Teachers or TATs to Provide

Class Coverage.

The BOARD agrees, in principle, that no

teacher shall be requested to assume responsibility for stu

dents from classrooms of absent teachers when substitutes

are unavailable. In elementary schools, middle schools,

education and CTE guidance centers and high schools, at

no time should special education classes nor special pro

grams, such as library, physical education, shop, TESL, bi-

lingual or special reading classes, be discontinued so that

substitute service may be performed by teachers of these

programs, except in the case of emergencies, in which case

the above teachers shall be subject to last call, with special

education teachers the very last to be called, after available

non-teaching certificated personnel have been assigned.

27-3.1. Substitute Teachers for High-needs Schools.

CPS shall pay substitute teachers additional compen-

sation when they agree to serve at high-needs schools,

as identified by CPS.

27-3.2. Special Education Substitute Teachers. CPS

will work with CTU to develop appropriate special ed-

ucation training for substitutes. CPS shall pay retiree

substitute teachers with special education licenses ad-

ditional compensation at rates agreed upon with the

Union when they serve as substitutes in a special ed-

ucation capacity.

27-4. Reporting Absences. Teachers shall report their

anticipated absences to the substitute center as early as

possible in order to enable substitute teachers to arrive

122

in the school before the beginning time of the teachers’

work day. Teachers shall also report their anticipated ab-

sences to the school no later than their reporting time. If

the teachers cannot report because the telephone lines are

busy or similar such occurrences, the teachers shall report

as soon thereafter as possible.

27-5. Rescheduling of Preparation Periods Due to

Class Coverage.

The BOARD agrees, in principle, that

teachers, during their duty-free professional preparation

periods, shall not be requested to take the class of an ab-

sent teacher. Whenever a teacher’s duty-free professional

preparation period is canceled, the principal shall sched-

ule a make-up duty-free professional preparation period

for that teacher by the end of the next academic quarter

following, or by the last day of teacher attendance that

school year, whichever occurs first, to the extent practi-

cable. Effective with the 2017-2018 school year and there-

after, if cancelled self-directed preparation periods are

not made up in accordance with this Article, they shall be

considered lost. The BOARD shall pay the teacher for the

lost preparation period at his/her regular hourly rate no

later than the start of the next school year.

27-6. Class Coverage During In-Service Meetings and

Workshops.

A substitute shall be provided to cover the

classes of classroom teachers required by the BOARD to

attend BOARD-sponsored workshops or BOARD in-ser-

vice meetings when held during the regular school day.

27-7. Substitute Coverage for Teacher Assistants in

Early Childhood Classrooms.

The BOARD shall provide

substitute coverage for teacher assistants in early child-

hood classrooms who are absent.

27-8. Bilingual Substitutes. The substitute center shall

maintain a list of bilingual substitutes and shall make

every effort to provide a bilingual day-to-day substitute

in the case of the absence of the bilingual teacher.

27-9. Substitute Coverage During Mandated Testing.

A principal shall provide substitute coverage for teachers

engaged in one-on-one required testing and for teachers

123

providing modifications or accommodations to students

with disabilities during testing.

27-10. Class Coverage List. At the beginning of each

school year, and as necessary thereafter, the school princi

pal or his/her designee, in consultation with the PPC, shall

create and post an ordered list of emergency class coverage

for classroom and special program teachers, under which

they shall be assigned coverage on a rotating basis.

27-11. Stafﬁng System Errors. No substitute teacher

shall be penalized for time errors generated by the

BOARD’s substitute staffing system (currently AESOP).

The BOARD shall report school start times accurately on

the substitute staffing system.

27-12. General Class Coverage Provision.

27-12.1. Lunch Period. Substitutes shall have a contin-

uous duty-free lunch period with no work responsibil-

ities.

27-12.2. Professional Development. Two city-wide or

district cluster meetings shall be held annually, to pro-

vide professional development for substitute teachers,

on topics including special education, English lan-

guage learners, and technology.

27-12.3. Substitute Teacher Handbook. The BOARD

shall abide by the provisions of the Substitute Teacher

Handbook developed by the BOARD and the UNION

during the 2016-17 school year, subject to the terms of

this Agreement.

27-12.4. Geographic-area-specific Cadre Substitutes.

The BOARD shall hire additional cadre substitutes

who will agree to any school assigned within a partic-

ular geographic area, as defined by the BOARD prior

to each school year.

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ARTICLE 28

CLASS SIZE

28-1. .The BOARD of Education acknowledges and strives

to maintain class sizes as established in Board Policy Sec-

tion 301.2 (Class Size) and Board report: 10-0615-PO1 (ad-

opted June 15, 2010) shall provide as follows:

I. ELEMENTARY SCHOOLS AND CTE GUIDANCE CENTERS

(IF ANY)

A. STAFFING

28 at the kindergarten level

28 at the primary level

31 at the intermediate level and upper grade level

20 in the education and CTE guidance centers

(if any)

1. The number of classroom teaching positions

provided to each elementary school will gener-

ally be determined as follows:

a. The total number of intermediate and

upper grade students will be divided by 31

on a whole number basis (i.e., the division

will not be extended to a decimal place). If

the division is uneven, then the remaining

students will be included in the primary

membership;

b. The total number of primary students will be

divided by 28 extended to one decimal place,

and rounded up to the nearest whole number;

c. The total number of kindergarten students

will be divided by two, extended to one deci

mal place, and rounded up to the nearest whole

number; this number will then be divided

by 28, extended to one decimal place, and

rounded up to the nearest half (0.5) number;

d. The sum of (a), (b) and (c) represents the

125

total number of teaching positions that will

be provided to each elementary school;

e. Teachers assigned to the Intensive Read-

ing Improvement Program or to bilingual

programs will not be counted as part of the

number provided to implement the maxi-

mum class size program in each school.

2. The total number of education and CTE guid-

ance center students (if any) will be divided by

20, extended to one decimal place, and rounded

up to the nearest whole number.

B. ORGANIZATION

1. Elementary Schools With Space Available

. In those elementary schools in which space

is available, the maximum number of stu-

dents in classes will generally be as follows:

27-29 in kindergarten classes

27-29 in primary grade classes

30-32 in intermediate classes and upper

grade classes

. Implementation of these class sizes in spe-

cific schools may result in problems relat-

ing to class reorganization, single section

classes, split grades, and installation of ex-

perimental programs. Local school devia-

tions from the class sizes indicated above

may be made by the principal, after consult-

ing the Professional Problems Committee

and the teachers involved, when necessary

to implement special programs for instruc-

tional improvement or to meet special needs

of the particular school.

2. Elementary Schools Without Space Available

. In those elementary schools in which space

is unavailable to organize classes as indi-

126

cated above, the additional teachers pro-

vided under the staffing in (A) will share

the curriculum planning, instructional re-

sponsibilities, and all other related duties

of teachers. Said additional teachers will

be programmed in such a way as to provide

for maximum teacher-student contacts on

a regularly scheduled basis to share the in-

structional load of the classroom teachers.

Said additional teachers should not be used

primarily for:

. administrative assistance

. building security purposes

. clerical or office-type tasks

. discipline purposes

. substituting

. lunchroom duty

. playground duty

. guidance purposes—adjustment and

counseling

3. All schools will be designated as schools with

space available or schools without space avail-

able. Five periodic reports will be prepared

during the school year and will include the fol-

lowing:

a. a listing of the names of the schools where

space is available;

b. listing of the names of the schools where

space is not available and where additional

teachers have been assigned.

4. Elementary schools without space available

and where additional teachers have been as-

signed will:

a. receive first priority in the assignment of

Cadre and day-to-day substitute teachers;

b. have physical education teachers and

teacher-librarians assigned based on the

127

number of teaching positions, with each

kindergarten class counted as one position.

II. HIGH SCHOOL STAFFING AND ORGANIZATION

A. The maximum number of students in the classes

indicated below will generally be as follows:

. English (regular, honors and advanced place-

ment): 28

. English (essential or basic): 25

. Mathematics (regular, honors and advanced

placement): 28

. Mathematics (remedial): 25

. Foreign Language: 28

. Social Studies: 28

. Business Education: 28

. General Science–Science Laboratory: 28

. Home Economics–Non-Laboratory: 28

. If essential or basic students are programmed in

the same English or mathematics class with regu-

lar or honors students, the maximum class size will

generally be 25 students.

. Implementation of the policy on class sizes in

specific schools may result in problems relating

to individual class sizes, single section classes,

installation of experimental programs, schedul-

ing of special subject classes, and class organiza-

tion and reorganization. Local school deviations

from the class sizes indicated above may be made

by the principal, after consulting the Professional

Problems Committee and the teachers involved,

when necessary to implement special programs

for instructional improvement or to meet special

needs of the particular schools. The total number

of subject matter students assigned to each teacher

should not exceed the number of subject classes

One of the responsibilities of all high school teachers is to work to

improve reading skills of all students in all subject areas.

128

multiplied by the maximum class size for the given

subject indicated.

B. The number of students assigned to teachers in-

dicated below will generally be determined by mul-

tiplying the number indicated next to the subject by

the number of classes in the given subject.

. Art: 31

. General Music: 34

. Physical Education: 40

III. ELEMENTARY SCHOOLS–ART & MUSIC

. The BOARD will continue to assign art and music

teachers to elementary schools in accordance with

the following formula:

.5 position for schools whose enrollment is 750

or less;

1.0 position for schools whose enrollment is 751

or more.

IV. SHOP, HOME ECONOMICS, LABORATORY

AND DRAFTING

. Shop, home economics, laboratory and drafting classes

shall be limited in size to the maximum number of

work stations available in each individual physical

classroom in each school. The number of stations in

each individual classroom shall be determined by the

individual teacher, school administrator, and the shop

supervisor of the BOARD.

V. SPECIAL EDUCATION

. The class size in special education classes shall be in ac-

cordance with the guidelines established by the BOARD

in “Guidelines for Special Education Programs” and the

Rules and Regulations of the State Board of Education.

VI. ADMINISTRATIVE DISCRETION IN EXCEPTIONAL

CIRCUMSTANCES

. The Chief Executive Officer or Chief Financial Offi-

cer is authorized to permit deviations from this pol-

129

icy where circumstances in the judgment of either of

them require it.

VII. PROCEDURES FOR MODIFYING CLASS SIZE POLICY

. Prior to BOARD adoption of any amendments to this

policy altering the class size provisions contained

herein, notice and an opportunity to meet and confer

regarding the alterations will be provided to the UNION

at least 45 calendar days prior to implementation.

. The class size in bilingual classes shall be in accor-

dance with the guidelines established by the BOARD

in the BOARD policy for bilingual education and the

Rules and Regulations of the State Board of Education.

28-2. Enforcement of BOARD Policy on Class Size.

Section 301.2 of the Chicago Public Schools Policy Man-

ual (Class Size) shall be enforced only through the joint

BOARD-UNION Class Size Monitoring Process including

decisions of the Joint Class Size Assessment Council es-

tablished in Article 28-3, and are not subject to the griev-

ance and arbitration procedure in Article 3, except that

disputes over the compliance with the process set forth

in Article 28-3 with respect to the Joint Class Size Assess-

ment Council and enforcement of Joint Class Size Assess-

ment Council decisions are subject to expedited grievance

and arbitration in Article 3-8.3.

28-3. Class Size Monitoring Process.

28-3.1. Joint Class Size Assessment Council. Effective

the 2020-2021 school year, the BOARD and the UNION

shall staff a 12-member Joint Class Size Assessment

Council (hereinafter within this Article referred to

as “the Council”). Council members must include

representation of former educators or school-level

administrators. To avoid deadlocks, the parties shall

mutually agree upon a neutral tiebreaker appointee

who will be a current or former educator. The Council

shall be provided with adequate administrative sup-

port to carry out its function, which will be paid by

CPS and not taken out of class size enforcement funds.

The BOARD shall appoint six members, one of whom

130

must be an educator, and the UNION shall appoint six

members, one of whom must be an educator. Within 90

days of ratification of this agreement, the Council shall

set standards and priorities for addressing oversized

classrooms, including targeted relief to ensure equity

in Priority Schools. Within the same time period, the

Council shall also set standards for the functioning of

the Council. The Council shall meet as needed, at the

request of either party, beginning thirty days before

the first day of student attendance until December 1 of

each school year. After December 1, the Council shall

meet monthly.

28-3.2. Priority Schools. For the purpose of this Article,

Priority Schools are defined as neighborhood schools

with 60% or more students attending the school who re

side in Tier 1 communities. The BOARD and the UNION

have the joint goal of addressing class size in schools

where the student population has higher needs and may

need more targeted resources in order to ensure equity.

28-3.3. Council Review of Class Size Data. The Council

will be provided with schools’ enrollment projections

and budget reports following LSC/District approval in

the spring, class size data by the 10th day of the school

year, and class size data quarterly. The Council will

review projected school budgets, schedules, organiza-

tion charts, space utilization, and school level staffing.

The Council may request additional information from

the Council administrator which shall be provided

promptly in order to effectuate a timely decision. The

Council shall review the class size data with a focus

on oversized classrooms in Priority Schools as well as

oversized classrooms in other schools as defined in

28-4. Upon review of the data or if notified of either

oversized classrooms or oversized high school teach-

ing loads, the Council shall identify which classrooms

to investigate further.

28-3.4. Council Review Team Investigations. The

Council shall assign two- member review teams, with

one member appointed and paid for by the UNION and

131

one member appointed and paid for by the BOARD, to

investigate the identified oversized classes. Compensa

tion for Council members shall include reimbursement

for travel expenses and members will be paid for travel

time. Oversized classes, per Council criteria in align

ment with Article 28-4, trigger automatic investigation.

28-3.5. Council Review Team Reports. The Council re-

view teams shall begin their assessment no later than

3 days after notification. When conducting a review

of an identified class size issue, the Council review

team members shall meet with the principal and im-

pacted teachers, who shall work collaboratively with

the Council members to arrive at a solution. Based on

its investigation, the review teams shall provide a re-

port to the Council within five days. The report shall

include a recommendation as appropriate, inclusive of

the input of the principal and impacted teachers, on

how to remedy any identified class size issues. The

recommendation must be shared simultaneously with

the principal and the impacted teachers. The principal

shall respond to the Council’s final recommendation, if

the principal chooses, within three days, or before the

next Council meeting, whichever occurs later. These

deadlines may be extended at the discretion of the

Council for good cause.

28-3.6. Council Decisions. The Council shall issue a de-

cision, either accepting or modifying the review team’s

recommendation, at the next Council meeting follow

ing receipt of the review team’s report. The Council’s

decision may include: separating oversized classrooms;

adding teacher assistants; reorganizing classes or class

schedules (including possible prospective relief ); and

other remedies as determined by the Council. The Coun

cil will grant funds necessary for the implementation of

its decision. The Council shall not impose a remedy that

includes establishing multi-grade classrooms in elemen

tary schools. Council decisions are final and binding.

28-3.7. Enforcement. The Joint Class Size Assessment

Council shall be the sole and exclusive means of en

132

forcing the commitments set forth in this Article. The

Council structure shall be reviewed at the end of the

2020-2021 school year to determine effectiveness and to

determine if changes to the Council or the process are

necessary to improve the effectiveness of the Council.

28-4. Oversized Classrooms Entitled to Automatic

Investigation.

The BOARD shall aspire to stay within the class size limits

contained within Article 28-1. Effective for the 2020-2021

school year, in the event that class sizes fall within the

oversize class limits in columns 4 and 5 in the chart below,

it shall trigger an automatic investigation by the Council.

As set forth in Article 28-3, when setting standards and

priorities, the Council may set lower limits in Priority

Schools and give Priority Schools preference for remedies.

Grade

Level

Article 28-1

Class Size

Limits

Over-

sized

classes

Article 28-4

Oversized

Class Limits

Eff. 7/1/20

Article 28-4

Oversized

Class Limits

After 20-21

school year

K 28 29-31

32+ (+4

students

over)

Available

money for

class size

reduction

in 28-5

will allow

for further

reduction in

subsequent

years.

1-3 28 29-31

32+ (+4

students

over)

4-8 31 32-34

35+ (+4

students

over)

9-12 25, 28, 31*

26-31,

29-34,

32-37*

32, 35, 38

(+7, respec

tively)**

Varies by class—e.g. basic or essential classes are 25, regular 28, etc.

** Or where teacher average load is oversized by 14 students

Within the funding provided for in Article 28-5:

• Oversized classrooms in grades K-8 shall be ad-

dressed either by adding an instructor, or by adding

a teacher assistant to each oversized class, or other

133

remedies determined by the Council depending on

space available and the number of students.

•

Oversized classrooms (including oversized teacher

loads) at the high school level shall be addressed by

adding an additional instructor, additional class sec

tions, or other remedies determined by the Council de-

pending on space available and the number of students.

• Effective just second semester of the 2019-20 school

year, a teacher assistant or instructor assistant shall

be assigned to kindergarten, first grade, second

grade, and third grade classrooms that have 32 or

more students enrolled. The teacher assistant or in-

structor assistant shall assist in core instruction and

may be shared with more than one classroom. The

BOARD shall observe the terms of Article 28-4 of the

2015-19 Agreement for the first semester of the 2019-

2020 school year.

28-5. Funding. The BOARD shall provide $35 million

each Fiscal Year to fund the costs associated with provid-

ing class size relief to meet or exceed the class size limits

in Article 28-4.

ARTICLE 29

EMPLOYEE DISCIPLINE

29-1. Employee Discipline. The BOARD, the Chief Ex-

ecutive Officer and their respective designees shall disci-

pline employees only for just cause.

29-2. Discipline of and Disciplinary Procedures for

Appointed Teachers, Temporarily Assigned Teachers

and PSRPs.

29-2.1. Progressive Discipline Defined. The parties

embrace the concept of progressive and corrective

discipline for employees. Progressive discipline is a

systematic approach to correct unwanted behavior

and deter its occurrence by administering disciplinary

134

actions based upon various factors, including but not

limited to: (a) the seriousness of the misconduct; (b)

the number of times it has occurred; (c) prior acts of

misconduct; (d) the attitude and cooperation of the

employee; (e) the employee’s work history; and (f) the

totality of the circumstances. Toward that end, the

following disciplinary process and forms of discipline

shall be used for appointed teachers, temporarily as-

signed teachers and PSRPs.

29-2.2. First Step – First Warning Notice (Corrective

Action Notice). The principal or head administrator

invites the employee to a private meeting in writing

to have a formal conversation to discuss the particular

discipline matter. The meeting is between the prin-

cipal or head administrator and the employee. After

the meeting, the principal or head administrator will

serve the employee with a First Warning that memo-

rializes the meeting, the nature of the misconduct and

sets forth the improvement needed. The First Warning

shall be issued within ten school days of the meeting.

If the employee disagrees with the First Warning, the

employee may submit a written rebuttal, which shall

be included in the employee’s disciplinary file and cop-

ied to the UNION, and which will be reviewable should

the discipline be escalated to a Final Warning in Lieu

of Suspension or dismissal decision.

29-2.3. Second Step – Second Warning Notice. In the

event that the employee commits the same unwanted

behavior after being afforded a reasonable period of

time for correcting the behavior but within twelve

months of the delivery of a First Warning, the principal

or head administrator shall serve the employee with

the Pre-Meeting Second Warning notice and any sup-

porting documents that evidence the misconduct. This

notice also sets a date and time for a private meeting

to occur between the principal or head administrator

and the employee. After the meeting, if appropriate,

the principal or head administrator will serve the em-

ployee with a Second Warning that memorializes the

meeting, the nature of the misconduct and sets forth

135

the improvement needed. The Second Warning shall

be issued within ten school days of the meeting. If the

employee disagrees with the Second Warning, the em-

ployee may submit a written rebuttal, which shall be

included in the employee’s disciplinary file and copied

to the UNION. Second Warnings are not reviewable

except in the context of a review of a Final Warning in

Lieu of Suspension or dismissal decision.

29-2.4. Third Step – Final Warning in Lieu of Suspen-

sion. In the event that the employee commits the same

unwanted behavior after being afforded a reasonable

period of time for correcting the behavior but within

twelve months of the delivery of a Second Warning No

tice, the principal or head administrator shall serve the

employee with the Pre-Meeting Final Warning in Lieu

of Suspension notice and any supporting documents that

evidence the misconduct. This notice also sets a date and

time for a private meeting to occur between the princi

pal or head administrator and the employee. After the

meeting, if appropriate the principal or head adminis

trator will serve the employee with a Final Warning in

Lieu of Suspension that memorializes the meeting, the

nature of the misconduct and sets forth the improve

ment needed. The Final Warning in Lieu of Suspension

will be issued within ten school days of the meeting.

29-2.5. Fourth Step – Dismissal. The Chief Executive Of-

ficer or the BOARD may dismiss an appointed teacher

or a temporarily assigned teacher when he or she fails

to adhere to a Final Warning In Lieu of Suspension or

when he or she engages in misconduct for which dis

missal is the appropriate discipline. When a principal,

head administrator or Chief Executive Officer seeks

dismissal of probationary appointed teachers or tem

porarily assigned teachers, the BOARD shall afford the

employee with a pre-dismissal conference in the Talent

Office of Employee Engagement before making a final

decision or recommendation to dismiss is made. If the

Chief Executive Officer seeks discharge of a tenured

teacher, the Chief Executive Officer shall follow the re

quirements of Section 34-85 of the Illinois School Code.

136

29-3. UNION Representation. In all steps of progressive

discipline, if the employee chooses to have UNION repre

sentation at the meeting, it is the employee’s responsibility

to contact his or her UNION representative and secure his

or her attendance at the meeting. An employee requesting

UNION representation will be allowed a reasonable amount

to time to secure representation before the disciplinary

meeting begins. When a UNION representative is present

at a disciplinary meeting, the principal or head administra

tor shall have the right to have an observer present as well.

29-4. Review of Discipline – Appointed Teachers and

Temporarily Assigned Teachers.

Within fifteen school

days of its receipt by the employee, appointed teacher and

temporarily assigned teacher Warnings in Lieu of Suspen

sion shall be submitted to mediation under Article 3-9, if re-

quested by the UNION. The mediation panel and procedures

outlined in Article 3-9 shall be employed when the UNION

requests mediation, except that the neutral mediator shall

issue a final and binding decision resolving the dispute if the

parties are not able to reach agreement on a resolution.

29-5. Review of Discipline and Dismissal for PSRPs.

Non-probationary PSRP Warnings in Lieu of Suspension

may be submitted to mediation under Article 3-9 exclu-

sively upon request of the UNION. Non-probationary

PSRP dismissals shall be submitted to grievance arbitra-

tion under Article 3-10 if requested by the UNION, or al-

ternatively, shall be submitted to mediation under Article

3-9, exclusively upon request of the UNION. The media-

tion panel and procedures outlined in Article 3-9 shall be

employed when the UNION requests mediation, except

that the neutral mediator shall issue a final and binding

decision resolving the dispute if the parties are not able to

reach agreement on a resolution.

29-6. Professional Administration of Disciplinary Pol-

icies and Procedures.

In all steps of progressive disci-

pline, all persons shall treat the others with dignity and

respect. The principals or assistant principals shall not

reprimand a teacher or other bargaining unit employee in

the presence of his or her colleagues, other teachers and

137

bargaining unit employees, students or parents. Repri-

mands and criticism shall be made only in a place ensur-

ing privacy.

29-7. Notices to Employee and UNION. When a bar-

gaining unit employee receives a pre-meeting notice or

disciplinary action, a copy of the notice or principal’s dis-

cipline summary shall be promptly provided to the bar-

gaining unit employee and the UNION.

29-8. Anonymous Complaints. The BOARD shall not

issue discipline to any bargaining unit employees based

solely on an anonymous complaint.

29-9. Stale Discipline. The BOARD shall not rely on ac-

tive employees’ records of disciplinary action for any labor

relations purposes, nor shall such records be shown or in-

dicated to principals by the BOARD, three years after the

issuance of the disciplinary action, provided that noth-

ing in this Section shall be construed to prevent or limit

a principal from relying on or viewing any disciplinary

records of former employees seeking to be rehired as

BOARD employees.

ARTICLE 30

STUDENT DISCIPLINE

30-1. Discipline Referrals.

30-1.1. Request for Exclusion from Class. A teacher, upon

written notice to the principal or the principal’s designee,

and upon receipt of written instruction of where the stu

dent is to be sent, which the principal or the principal’s

designee shall send immediately, may exclude from class

a student who seriously disrupts the orderly educational

process as defined by the Student Code of Conduct.

30-1.2. Completion of Uniform Student Discipline

Referral Form or Alternative Platform for Referring

Students. Whenever a student is excluded from class,

the teacher will confer with the principal, or the prin-

138

cipal’s designee, to provide the necessary information

concerning the student and shall provide a complete

written statement of the problem within twenty-four

hours, which shall be via the uniform student disci-

pline referral form or alternative platform for referring

students. Said written statement via the discipline re-

ferral form or alternative platform for referring stu-

dents shall include a summary of any informational

background or prior action taken by the teacher rela-

tive to the student’s behavioral problems.

30-1.3. Reinstatement of Student. The principal or the

principal’s designee will only reinstate the student

after a conference on classroom conduct and school

rules which will be held on non-instructional time and

must include the teacher.

30-2. Conference Following Three Written Referrals.

After a total of three written referrals for a student caus-

ing serious disruption as defined by the Student Code of

Conduct, the principal or the principal’s designee shall

have the student, parent or legal guardian and teacher or

teachers involved attend a conference on classroom con-

duct and school rules. The school shall be represented at

this conference by the principal or the principal’s desig-

nee. If the teacher or teachers involved and the principal

or the principal’s designee agree that a procedure other

than a parental conference would be most beneficial to

the student or is required by law, that procedure may be

substituted. This shall be a prerequisite to returning the

student to class. The principal or the principal’s designee

will provide the referring teacher or teachers with a copy

of the misconduct report or, if none, orally advise the re-

ferring teacher(s) of the disposition.

30-3. Commencement of Disciplinary Procedures. If

the student continues to cause serious disruption as de

fined by the Student Code of Conduct, the principal shall

commence disciplinary procedures in accordance with

the Student Code of Conduct. When a student has been

suspended, the principal, or the principal’s designee, and

the teacher will take the necessary steps to continue the

139

diagnostic review with the appropriate members of staff

to attempt to determine the basic cause of the student’s be

havioral problem and the corrective measures to be taken.

30-4. Notiﬁcation of Police. Principals, or their desig-

nees, shall notify the police in case of serious school-related

offenses including, but not limited to, extortion, posses

sion of narcotics, possession of alcohol, arson or attempted

arson, serious theft, serious vandalism, false reports of fire

or bombs, possession or use of weapons, assault or battery

on an employee and reported instances of trespassing.

Trespassing is defined as presence without invitation or

consent of one in legal possession of the property. Nothing

in this Section shall be construed to prohibit a teacher or

PSRP who has been the victim of a school-related offense

from independently notifying the police of the offense.

30-5. Student Disciplinary Records. A continuous re-

cord of student discipline cases shall be maintained by the

principal or the principal’s designee and shall be available

in the school office for use by the assistant principal, the

student’s classroom teachers, counselor, truant officer,

psychologist, social worker and school nurse when needed.

30-6. Improvement of Disciplinary Policies and Pro-

cedures.

The BOARD, through its principals and other

administrators, agrees to work with bargaining unit em-

ployees, parents and appropriate agencies in seeking solu-

tions to school and classroom discipline problems within

the applicable provisions of the Illinois School Code, the

Rules of the Board of Education and the Chicago Public

Schools Policy Manual.

30-7. Responsibility for Maintaining Student Discipline.

All other bargaining unit employees shall continue to assist

teachers in the maintenance of proper standards of student

behavior on the school premises during recess, passing peri

ods and at times of student entrance and dismissal.

30-8. Availability of Disciplinary Policies and Proce-

dures.

Each local school principal, or the principal’s des-

ignee, shall have available for day-to-day substitutes local

school discipline procedures to be followed by day-to-day

140

substitutes. Day-to-day substitutes, upon reporting for

duty, shall request this information from the principal or

the principal’s designee.

30-9. Restorative Justice Practices.

30-9.1. Climate and Culture. The BOARD and the UNION

acknowledge the importance of creating a positive climate

and culture in every school that is conducive to learning.

Staff, families, students and community members all play

a role in creating this positive school climate. The BOARD

and UNION are committed to creating safe, inclusive, and

positive environments that support academic, behavioral,

and social-emotional success for all students. Restorative

Justice practices are ways for a school community to

build relationships, problem solve, and learn.

30-9.2. School Climate Discipline Plan. The BOARD

shall receive recommendations from the faculty and

staff of each school to improve the culture and cli-

mate of the school in order to implement the BOARD’s

commitment to Restorative Justice practices, Social

Emotional Learning, and Safety. Each school’s Profes-

sional Problems Committee shall develop and annually

review a school climate discipline plan.

30-9.3. Restorative Practices Curriculum and Train-

ing. The BOARD and the UNION shall work collab-

oratively with local restorative practice community

experts to develop curriculum and training modules

to train school communities, individual teachers, and

parents on restorative practices.

ARTICLE 31

LABOR-MANAGEMENT

COOPERATION COMMITTEE

31-1. Labor-Management Committee Meetings. For the

purpose of maintaining communications between the par

ties, and to discuss any relevant subject of mutual concern,

but excluding specific grievances, proposed changes to the

141

Agreement, and specific matters covered by a different com-

mittee process, the parties will hold Labor Management

Committee meetings on a quarterly basis. The Committee

will consist of appropriate representatives of the UNION

and appropriate representatives of the Board, including

representatives from the Department of Human Resources/

Labor Relations, the Law Department, the Office of Bud

get and Management, relevant operating departments, and

other appropriate representatives, as needed. Relevant sub

jects of mutual concern to be discussed may include matters

formerly handled by the Committee on Continuous Process

Facilities, the Labor Management Training Committee, and

the Emergency Call Out Plans Committee.

31-2. Health Care Plan. The BOARD and the UNION

agree to direct the LMCC to evaluate and initiate changes

to the current Health Care Plan (the “Plan”) effective June

30, 2013 and thereafter in areas that will facilitate the shift

to a preventive health care model and will result in design

improvements, cost containment or savings, including but

not limited to the following areas:

• Expanded Disease Management Program

• Bio-metric Screening

• Health Fairs

• Weight Management Program

• Utilization Management

•

Subscriber Share for Hospital Bills and Co-insurance

• Open enrollment: Comprehensive Communication

and Outreach Strategies.

• Prescription Coverage.

• Vendor Performance Management.

ARTICLE 32

HEALTH CARE

BENEFITS PROGRAM

32-1. Health Beneﬁts Provided. Except as provided for

in Appendix B, the BOARD shall provide for each full-

time teacher or other bargaining unit employee medical

142

and health care benefits, including an indemnity/pre-

ferred provider option (PPO) plan and an alternative med-

ical pre-paid group health plan.

32-1.1. Health Benefits During Leave. The BOARD shall

provide the applicable coverage for teachers and other

bargaining unit employees granted a leave for illness

under the provisions of Board Rule 4-12 or 4-13 and

other bargaining unit employees on leave for ordinary

or duty disability. Continued coverage for appointed

teachers and PSRPs shall not exceed twenty-five

school months. Continued coverage for TATs shall not

exceed five school months unless extended, provided,

however, that all coverage shall terminate at the end of

June with the close of school. Such continued coverage

is subject to the provisions of Appendix B.

A. The BOARD shall provide the applicable cover-

age for teachers and other bargaining unit employ-

ees granted a leave for illness in the family under

the applicable provisions of Board Rule 4-12 which

restricts the duration of said leave to five school

months without extension. Such continued cover-

age is subject to the provisions of Appendix B.

B. The BOARD shall provide the applicable cov-

erage for teachers and other bargaining unit em-

ployees granted a Parental Leave of absence under

Article 33-7.1 or Board Rule 4-12 for a maximum of

five calendar months. Such continued coverage is

subject to the provisions of Appendix B.

C. The BOARD shall provide medical, prescription

drug, mental health, dental and vision benefits,

flexible spending accounts, life and personal acci-

dent insurance and a savings and retirement pro-

gram as set forth in the summary of the plan design

attached hereto as Appendix E, subject to the terms

of this Agreement.

32-1.2. .The BOARD shall provide medical, prescrip-

tion drug, mental health, dental and vision benefits,

flexible spending accounts, life and personal accident

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insurance and a savings and retirement program as set

forth in the summary description attached hereto as

Appendix E, subject to the terms of this Agreement.

32-1.3. Mammography Coverage. All employee health

plans shall include coverage for annual physicals and

routine and diagnostic mammography in accordance

with the Affordable Care Act. This coverage shall not

require payment of a deductible.

32-1.4. Infertility Coverage. The BOARD shall pro-

vide benefits in connection with the diagnosis and/or

treatment of infertility which are in conformance with

guidelines of the American College of Obstetrics and

Gynecolog y.

32-2. Change of Insurance Carriers. In consultation with

the LMCC, the BOARD has conducted an RFP process for

Insurance Carriers for the Benefit Plans Described herein

and in Appendixes B and E for implementation on January

1, 2017. the BOARD may change insurance carriers, Health

Maintenance Organizations or administrators or self-in

sure all or any part of the coverage provided for herein if

such change does not reduce the level of benefits, and pro

vided any such change is in conformity with the following:

The following provisions shall facilitate the BOARD’s respon-

sibility to administer the plan of benefits which is collectively

bargained. The purpose is to maximize the strength of the

BOARD on behalf of the employees to purchase aggressively

health care under the plan of benefits in the marketplace.

A. No standing commitment to any carriers, adminis-

trator(s), providers or vendors shall be named within

the Agreement.

B. All commercial relationships can be competitively

evaluated, which may include either being competi-

tively bid formally or rigorously evaluated and negoti-

ated without formal bidding, if administratively and/

or economically advantageous, and prudent for the

BOARD as fiduciary, subject to all applicable law. The

UNION shall be advised of such problems that may be

addressed in this manner.

144

C. The PPO networks can be altered if necessary should

the BOARD re-evaluate the administrative, vendor or

provider relationships, should the full responsibilities

of the carrier(s) or administrator(s) be bid or should

the current responsibilities be unbundled and compet-

itively evaluated and subsequently awarded.

D. Current HMO configurations may be altered to take

advantage of administrative prerogatives and fiscal

requirements, and characteristics of the marketplace.

E. Reconfigurations of either the PPO institutions or

the number of HMOs under either sections C and D

above shall be explicable to the UNION and shall be

supported by analyses and not be arbitrary.

F. No reconfiguration of PPO institutions or change in

the number or identity of HMOs shall be made except

in compliance with the following:

i. The UNION shall be notified in writing of the

intent to change at least ninety calendar days prior

to the proposed change where circumstances are

within the BOARD’s control. In all other cases,

the BOARD will provide the maximum notice as is

practicable under the circumstances.

ii. The UNION and the BOARD shall meet within

five school days of receipt of the notice by the

UNION or at such other mutually agreeable date

consistent with the parties’ desire to expedite such

meeting.

iii. The notice referred to shall, at the time the no-

tice is given, provide sufficient information to ex-

plain the contemplated action and shall include, at a

minimum, but shall not be limited to, the following:

a. the affected PPO institutions or HMOs.

b. the precise reason(s) the action is being con-

templated.

c. the number of covered participants (employ-

ees and/or dependents) receiving in-patient ser-

145

vice from such affected institutions or HMOs at

the time the notice is given.

d. the number of covered participants (employ-

ees and/or dependents) receiving in-patient ser-

vice from such affected institutions or HMOs

during the preceding twelve months.

iv. The BOARD shall provide to the UNION all ad-

ditional relevant information which is reasonably

available and shall be responsible for notices to

participants.

v. In the event the parties are unable to resolve a

dispute within five school days of the first meeting

or such other time as may be mutually agreed upon,

the dispute shall be submitted to arbitration pur-

suant to the provisions of Article 3-10 of the Agree-

ment on an expedited basis.

32-3. Group Life Insurance. Effective July 1, 2004 and

thereafter, the BOARD will provide group life insurance in

the amount of $25,000.00 for each bargaining unit employee,

including teachers granted a leave for illness, illness in the

family, child-rearing or FMLA leave, and other bargaining

unit employees on leave for ordinary or duty disability, ill

ness in the family, child-rearing, maternity or paternity

leave. Payment of premium for bargaining unit employees on

any such leave shall not exceed twenty-five school months.

32-4. Job-Related Accidents or Injuries. The BOARD

shall provide payment for all medical treatment arising out

of job-related accidents or injuries covered under the Illinois

Workers’ Compensation Act and Occupational Disease Act.

32-5. Civil Unions. Partners in a civil union or qualified

domestic partners of bargaining unit employees who were

designated as qualified domestic partners prior to Febru-

ary 1, 2016 are entitled to the same benefits as are available

to the spouses of bargaining unit employees.

32-6. Health Care Reopener. This Agreement shall be

reopened to further discuss the health plan for the follow-

ing reasons:

146

A. Any change(s) in the applicable law(s), including,

but not limited to, a universal, national or state health

care program mandating significant changes in health

insurance benefits that becomes law and is effective

during the term of this Agreement and that directly af-

fects the benefits/coverage of BOARD employees and

dependents;

B. The lack of achievement of health care cost con-

tainment as anticipated by the parties pursuant to the

establishment and administration of the Labor-Man-

agement Cooperation Committee on health care, as

defined as follows:

i. where health insurance related costs exceed six

percent over the prior benefit (calendar) year for

any individual plan (i.e., HMOI, UHC HMO, BCBS

PPO, UHC PPO or UHC PPO with HRA); or

ii. where the recommendations of the Labor-Man-

agement Cooperation Committee on health care

are implemented as recommended and fail to result

in cost containment or savings as measured by an

increase in health insurance related costs over the

prior benefit (calendar) year.

If any one of the foregoing events or conditions occurs, ei-

ther party to this Agreement has thirty days to notify the

other party of its intent to reopen this Agreement in order

to negotiate the health plan. Should either party elect to

reopen negotiations pursuant to this provision, it shall

submit written notice to the other party. The status quo

shall remain in effect unless otherwise agreed to.

32-7. Wellness Program.

32-7.1. Creation of Program and Employee Benefits

Handbook. The BOARD shall create a Wellness Program

as a feature of its health care plan (“Plan”) for employ

ees and their covered spouses, civil union partners or

domestic partners (collectively referred to as “covered

individuals”). The Wellness Program shall be set forth in

the Employee Benefits Handbook (“Handbook”), which

shall govern its operations, the terms and conditions of

147

enrollment, opt-out elections and involuntary exclu-

sions from the program. The Handbook shall govern the

terms and conditions of the program exclusively, and its

dispute resolution procedures shall be used exclusively

to resolve disputes between the BOARD and covered in

dividuals. The Wellness Program and Handbook shall be

reviewed by the LMCC and shall not be modified with

out approval from the LMCC.

32-7.2. Enrollment. Effective January 1, 2013, all cov-

ered individuals who enroll in the Plan will either

opt-in or opt-out of the Wellness Program; an em-

ployee who fails either to opt-in or opt-out or fails to

participate in the Wellness Program to reduce health

risk factors as provided in this Article will pay the

contribution differential described in Article 32-7.5.

The BOARD shall develop procedures for individuals

to opt-out of the Wellness Program, and opt-out deci-

sions will be made at the time of enrollment or at the

BOARD’s annual Benefits Open Enrollment.

32-7.3. Elements of Wellness Program. The Wellness

Program will be designed as follows: (a) provide an-

nual and periodic health risk questionnaires and

biometric assessments for covered individuals by a

medical professional; (b) create a wellness plan for cov-

ered individuals; (c) require that covered individuals

participate in wellness activities to the extent required

by the Wellness Program; and (d) create incentives and

disincentives for behaviors that are inconsistent with

good health and wellness.

ARTICLE 33

LEAVES OF ABSENCE

33-1. Leave Policies and Procedures. The BOARD’s pol-

icies and procedures governing paid and unpaid leaves of

absence are set forth in the Rules of the Board of Educa-

tion and the Chicago Public Schools Policy Manual, except

as may be modified by this Agreement.

148

33-2. Leaves for TATs. In case of absence exceeding ten

consecutive school days due to personal illness, a TAT

may apply for and secure a leave of absence without pay,

except as provided in the sick pay rule. Such leave shall

not exceed five school months unless extended, provided,

however, all leaves granted such teachers shall expire at

the end of June with the close of the school term.

33-2.1. .In the event that a TAT receives another cer-

tificate, said teacher will be eligible to apply for and

secure another leave of absence upon presentation of

proof establishing continued serious personal illness.

Said extension will be limited to five school months,

and the teacher must pass a health examination by a

medical examiner of the BOARD before returning to

teaching.

33-2.2. .The replacement of a TAT by a certified teacher

or by another temporarily certified teacher in the posi-

tion occupied by said teacher shall not affect the leave

as far as eligibility for sick leave pay is concerned.

33-2.3. .Leaves of absence may also be granted, with-

out pay, except as provided in the sick pay rule, to any

TAT who shall file a written request for leave with the

Talent Office because of the serious illness of a mem-

ber of the immediate family, that is, one who resides

with or is supported by such teacher. Such leaves may

not exceed five school months within two consecutive

school years, provided, further, that such leaves shall

automatically expire with the expiration of their tem-

porary certificates at the end of June with the close of

the school term.

33-3. Personal Illness Leaves for Appointed Teachers.

Personal illness leaves may be extended to a maximum of

twenty-five school months for appointed teachers.

33-4. Bereavement Leave. In addition to the provisions

of Board Rule 4-14(b), whenever the absence of a bargain-

ing unit employee is caused by the death of the teacher’s

parent, spouse, spouse’s parent, domestic partner, domes-

tic partner’s parent, child, brother, sister or grandparent,

149

such employee shall be paid the basic salary for the num-

ber of days absent provided that the number of days shall

not exceed ten days with the last five being applied against

accumulated allowable sick leave. The BOARD shall allow

bereavement days to be taken non-consecutively provided

that they are taken in no more than two installments

within one month of the date of death.

33-5. Travel or Study Leave. When a leave has been

granted for an appointed teacher for travel or study, the

absence shall not be construed as a break in service so far

as seniority is concerned, and the position shall be held

open as provided by Board Rule 4-15(b).

33-6. Conference Leave. Bargaining unit employees, in-

cluding any selected by the UNION, may be granted leave

with the approval of the Chief Executive Officer and with

authorization from the BOARD to attend, without loss of

salary, conferences, meetings, workshops or conventions

of professional organizations which in the judgment of

the Chief Executive Officer are beneficial or related to the

work of the schools, or a commencement exercise at which

a degree is being conferred on the employee. Such leave to

attend a commencement exercise shall be limited to one day.

33- 6.1. .When a bargaining unit employee applies for a

leave under the provisions of Board Rule 4-14(e), per-

taining to leave to attend conferences, the application

shall be accompanied by a self-addressed, stamped en-

velope. The Talent Office shall provide written noti-

fication of the approval or disapproval of said leave to

the applicant within twenty-five school days after the

receipt of the application by the Talent Office.

33-6.2.

Bargaining unit employees requesting paid leave

to attend professional conferences, meetings, work

shops or conventions, or to receive university degrees,

must submit a form containing complete documentation

to his or her principal or supervisor at least four weeks

prior to the requested leave date. Within two weeks of

receiving complete documentation from the employee,

the principal or supervisor shall notify the employee

whether the request has been granted or denied.

150

33-7. FMLA Leave. Bargaining unit employees who have

been employed for at least twelve months and who have

worked a minimum of 1,250 hours of service during the

previous twelve-month period shall be entitled to unpaid

leave under the Family and Medical Leave Act (FMLA) as

set forth in Appendix G.

33-7.1. Parental Leave.

A. A teacher may request leave for the purpose of

caring for his or her newborn child. Maternity leave

benefits are provided through the short-term disabil-

ity plan. Paternity leave benefits shall be established

and modeled after the City of Chicago’s paternity leave

plan and shall be incorporated into this Agreement.

B. In case of absence exceeding ten consecutive school

days due to the birth of his or her child or adoption of

his or her child less than five years of age, a teacher, in

cluding a domestic partner, may apply for and secure

child-rearing leave by filing a written application. The

Chief Executive Officer shall have the authority, subject

to the approval of the BOARD, to grant child-rearing

leave. A child-rearing leave taken subsequent to the ef

fective date of this Agreement shall be for a period of not

more than four years from the date on which such leave

becomes effective. Continuous child-rearing leaves shall

not exceed eight years. The teacher’s position shall be

held open during the first period of ten successive school

months of child-rearing leave or to the end of the semes

ter immediately following said ten months upon the writ-

ten request of the teacher for such extension, subject to

the approval of the BOARD. Upon the expiration of such

period of time, if the teacher thereafter does not return,

the teacher’s position shall be declared vacant, provided,

however, that upon reporting for duty at the expiration

of the child-rearing leave, the teacher shall be eligible for

immediate assignment. Child-rearing leave may be ter

minated before the expiration of ten successive school

months upon the written request of the teacher.

C. PSRP Parental Leave. PSRPs may take a parental

leave of up to five school months provided that they are

151

eligible for a parental leave under the BOARD’s poli-

cies on family and medical leaves. PSRPs’ benefits shall

be maintained in accordance with Board Rule 4-12.

33-7.2. .The provisions of Board Rule 4-12 pertaining

to adoption shall be amended to provide that teachers

shall be eligible to apply for child-rearing leave if they

accept for adoption a child less than five years of age.

33-7.3. .A teacher on child-rearing leave may be per-

mitted to serve as a day-to-day substitute at the daily

rate paid such a teacher, except when a teacher granted

such a leave shall be eligible for sick pay. A teacher so

employed as a day-to-day substitute will not be permit-

ted to count such employment to extend the leave nor

for purposes of salary adjustment.

33-8. Extended Day Programs. Teachers on extend-

ed-day programs, including eight-hour-day positions and

regularly scheduled classes authorized on an overtime

basis (but not including classes established after regular

school hours to supplement the regular program, such

as after-school classes in reading and arithmetic, driver

training programs, evening school programs and social

center programs), will be entitled to extended-day pay

when absent if entitled to sick pay for the normal school

day under the provisions of Board Rule 4-11.

33-9. Notiﬁcation to Principal of Return. Except in

circumstances beyond the teacher’s control, each teacher

who has been absent, or the teacher’s designee, shall notify

the principal of his or her return by 2:00 p.m. of the day

prior to said return.

33-10. Workers’ Compensation Act. Appointed teachers

and PSRPs who are on a personal illness leave due to an

injury that is covered by the Workers’ Compensation Act

shall not have their service interrupted for salary purposes,

nor shall their absence be construed as a break in service.

33-11. Personal Illness Leave. In a case of absence exceed-

ing ten consecutive school days due to personal illness, a

full-time appointed teacher shall apply for and secure a per

sonal illness leave of absence. Such leave shall not exceed ten

152

school months nor be in excess of a total of ten school months

in any two consecutive school years. The teacher’s position

shall be held open for ten school months or to the end of the

semester immediately following said ten school months upon

the written request of the teacher for such extension at least

two weeks before the leave expires. Thereafter, the position

shall be declared vacant, but the teacher, upon reporting for

duty at the expiration of such extended leave, shall be eligi

ble for immediate assignment, and, if not placed in an assign-

ment, shall be placed in the reassigned teacher pool.

A teacher who uses his or her accumulated sick leave for

the entire period of personal illness leave shall have his or

her position held open.

33-12. Sabbatical Leave. There shall be no moratorium

on sabbatical leaves of absence during the term of this

Agreement.

33-13. Extended Leave. In the case of a bargaining unit

employee whose continued illness extends beyond the

amount of sick leave earned and accumulated, the Talent

Office may authorize extended leave with pay.

A request for extended sick leave must be directed to the Di-

rector of Absence & Disability who shall develop standards

to ensure that a fair and equitable treatment of all employ

ees is maintained with respect to extended sick leave.

Extended sick leave shall be granted at the discretion of

the Chief Talent Officer whose decision shall not be sub-

ject to further review.

ARTICLE 34

PERSONNEL FILES

34-1. Examination of File. Upon written request by the

bargaining unit employee, the employee shall be permit-

ted to examine or to make a copy of his or her personnel

file in the presence of a BOARD representative. Addition-

ally, upon request, the BOARD shall provide bargaining

153

unit employees with a printout of electronic personnel

information in accordance with applicable law. Such re-

quests shall not be honored during the two weeks prior to

the opening of the school term in September nor during

the first two weeks of the school term, due to the work

load of the Talent Office at these particular times.

34-2. Grievance Matters. No matters pertaining to the

grievance procedure shall be included in the bargaining

unit employee’s personnel file, unless so requested by the

employee. All matters pertaining to a grievance shall be

treated as confidential material by the BOARD and shall

not be consulted in decisions regarding re-employment,

promotion, assignment or transfer.

34-3. Derogatory Statements. No derogatory statement

about a bargaining unit employee originating outside of

the Chicago public school system shall be placed in the

employee’s personnel file, provided, further, that any of-

ficial report or statement originating within the Chicago

public school system may be placed in the employee’s per-

sonnel file only if the employee is sent a dated copy thereof

at the same time. The employee may respond and such re-

sponse shall be attached to the filed copy.

34-4. Exchange of Documents Prior to Conferences.

No material shall be used in any formal action against any

bargaining unit employee, when summoned to a confer

ence in the Office of Employee Engagement, which has not

been made available to the bargaining unit employee in ad

vance of said conference. Any material to be used by the

UNION or bargaining unit employee shall be presented to

the Office of Employee Engagement in the same manner.

34-5. Inclusion of Materials Submitted by Teachers.

In accordance with present practice, a teacher shall be

permitted to submit materials which relate to the teach-

er’s service in the Chicago public school system for inclu-

sion in the teacher’s personnel file.

34-6. Advance Notiﬁcation of Subject of Conferences.

Bargaining unit employees summoned by the BOARD or

Chief Executive Officer or his or her designee for formal

154

action which could be adverse shall be given advance no-

tification as to the subject of the conference and shall have

the option of having a UNION representative present and

representing the employee. The employee shall be respon-

sible for notifying the UNION. This procedure shall not

apply to unsatisfactory evaluation conferences which are

covered under Article 39.

34-7. Conferences with Parents and Community Repre-

sentatives. Bargaining unit employees who are requested

to attend a conference with a parent who is accompanied by

a representative of a community organization shall be given

advance notification as to the subject of the conference and

may have the option to have a UNION field representative

present. The employee shall be responsible for notifying the

UNION. Nothing herein shall preclude a parent’s being ac

companied to a school conference by a person who will serve

as an interpreter if a language barrier exists, and nothing

herein shall preclude a parent’s being accompanied by an

other member of the family. In such situations the option to

have a UNION field representative present shall not apply.

ARTICLE 35

FILLING VACANT POSITIONS

35-1. Vacant Position Deﬁned. A vacant position is defined

as a budgeted position to which no employee is appointed or

assigned and for which an educational program exists.

35-2. Posting of Vacant Positions. The BOARD shall

post vacant positions in the bargaining unit in accordance

with a regular schedule adopted by the BOARD, and the

UNION shall have online access to all such postings. The

posting shall at a minimum include a description of the

duties of the position, the qualifications required for the

position, the location of the position if available and the

salary range for the position. New and vacant positions

shall be posted in a prominent place in the school for ten

school days prior to the application deadline.

155

35-3. Selection Criteria. Unless otherwise required by

law or this Agreement, a principal or head administrator

shall select candidates to fill vacant positions based on

qualifications, certifications, performance ratings if any,

relevant experience, merit and ability and without consid-

eration of seniority or length of service.

35-4. Teacher Transfer Periods. Teachers may transfer

effective the second semester of the school year without

the consent of their current principal only when the Tal-

ent Office receives the administrative transfer request

signed by the receiving principal between seventy-five

and thirty calendar days prior to the conclusion of the first

semester of the school year. Teachers may transfer effec-

tive the end of the school year without the consent of their

current principal only when the Talent Office receives the

administrative transfer request signed by the receiving

principal between seventy-five and thirty calendar days

prior to the conclusion of the school year.

35-5. .The principal shall notify teachers in encumbered

and interim positions, in writing, prior to posting or ad-

vertising said positions. This procedure shall also apply

to new and vacant positions in the school.

35-6. .Any otherwise qualified PSRP shall be eligible to

apply for any advertised position.

ARTICLE 36

SALARIES AND

OTHER COMPENSATION

36-1. Salaries, Compensation and Remuneration Pro-

visions.

The annual salaries of all bargaining unit em-

ployees and all other provisions governing compensation

and remuneration are set forth in the salary schedules

and provisions attached hereto as Appendix A. Such sal-

ary schedules and provisions contained in Appendix A are

hereby made a part of this Agreement. Salary schedules

will receive a cost of living adjustment in the following

percentages on July 1st of the corresponding fiscal year:

156

Fiscal Year COLA

2020 3.0%

2021 3.0%

2022 3.0%

2023 3.5%

2024 3.5%

All bargaining unit employees hired on or before Decem-

ber 31, 2016 shall maintain the pension pick-up without

change per the predecessor agreement.

36-2. Conversion of Salary to Hourly Rate. For the pur-

pose of prorating an employee’s salary to an hourly rate,

no distinction shall be made between elementary, middle

and high school teachers or clinicians. Hourly rates shall

be determined by using 7 hours as the base length of the

day and 6.25 hours as the base duty day, regardless of the

fact that high school teachers have a 7.25-hour base length

of the day and a 6.42-hour base duty day.

36-3. Payroll Procedures.

36-3.1. Payroll Cycle. All bargaining unit employees

shall be on the same payroll cycle.

36-3.2. Payroll Periods. A payroll period is a four-

teen-calendar-day period commencing on a Sunday

and ending on the second Saturday following such

Sunday. Bargaining unit employees shall be paid for

each payroll period on the Friday that follows thirteen

days after the end of such payroll period.

36-3.3. Pay Plan. The BOARD and the UNION shall

jointly select a bank or financial institute that can assist

employees who plan to establish personalized deferred

pay accounts that will allow them to direct a portion of

their compensation into a savings or other account to

be available during unpaid break periods. The BOARD

shall work to make establishing such deferred pay ac

counts with the selected bank or financial institution as

simple and efficient for employees as possible.

36-3.4. Payroll Schedule. For each Fiscal Year, the

157

BOARD shall publish a payroll schedule that will re-

flect the pay dates for each payroll period and a con-

comitant schedule for deductions.

36-3.5. Payroll Corrections. Principals and head ad-

ministrators shall submit payroll corrections imme-

diately upon verification of a payroll error. Salary

adjustments shall be remitted to the teacher as soon as

practicable and no later than the next payroll period.

36-4. Pension Pick Up.

36-4.1. Amount of Pick Up. The BOARD shall pick up for

each teacher and other bargaining unit employee a sum

equal to seven percent of the amount due each such em

ployee as set forth in this Article and in the annual sal-

ary schedules set forth in Appendix A-1A through A-1D

and A-1F through A-1H (except for Appendix A-1K(i)

and A-3E) for the Public School Teachers’ Pension and

Retirement Fund of Chicago and the Municipal Em

ployees’, Officers’ and Officials’ Annuity and Benefit

Fund to be applied to the retirement account of each

such employee (not the survivors’ annuity account).

36-4.2. Claim to Funds Picked Up. The employee shall

have no right or claim to the funds so picked up, except

as they may subsequently become available upon re-

tirement or resignation from the Public School Teach-

ers’ Pension and Retirement Fund of Chicago and the

Municipal Employees’, Officers’ and Officials’ Annuity

and Benefit Fund, or as provided under the laws gov-

erning the above two pension funds.

36-4.3. Indemnification. The BOARD does not warrant

that the payments made by the BOARD for the employ-

ees as set forth above are permissible prior to January

1, 1982, or that any of such payments are excludable

from the employees’ gross wages, and as such, the

UNION and each individual bargaining unit employee

shall and does hereby agree to indemnify and hold

harmless the BOARD and its members, officers, agents

and employees from and against any and all claims, or

liability by reason of payments of said contributions to

158

the Public School Teachers’ Pension and Retirement

Fund of Chicago and the Municipal Employees’, Of-

ficers’ and Officials’ Annuity and Benefit Fund made

pursuant to the provisions of this Article.

36-5. 2.2% Pension Legislation. Commencing with

Fiscal Year 2000, the additional pension contributions of

teachers as a result of the “2.2% legislation” shall be made

on a pre-tax basis pursuant to Section 414(h) of the In-

ternal Revenue Code. For the purposes of Section 414(h)

of the Internal Revenue Code, such contributions will be

treated as employer contributions, and it is recognized

that employees do not have the option to receive such con-

tributions in cash. This agreement is for the purpose of

making such additional pension contribution pre-tax for

the employee. Contributions will be deducted from em-

ployees’ salaries and do not constitute an additional “pick

up” under Article 36-4.1.

36-6. Step and Lane Adjustments.

36-6.1. Prior Teaching Experience Within CPS. Salary

step adjustments based on previous teaching experi-

ence in the Chicago public schools shall be made no

later than forty-five days from the date proper claim is

received in the Talent Office.

36-6.2. Prior Teaching Experience Outside CPS. Salary

step adjustments based on previous teaching experi-

ence outside the Chicago public schools shall be made

no later than forty-five days from the date proper claim

and documentary proof verifying employment are re-

ceived in the Talent Office.

36-6.3. Lane Placement Following Receipt of Degree.

Salary lane placement adjustments for Lane II (mas-

ter’s degree) and Lane VI (doctoral degree) shall be

made no later than forty-five days from the date proper

claim and official transcript certifying completion of

all degree requirements are received in the Talent Of-

fice. Salary lane placement adjustments for Lane III

(fifteen hours of graduate study beyond the master’s

degree), Lane IV (thirty hours of graduate study be-

159

yond the master’s degree) and Lane V (forty-five hours

of graduate study beyond the master’s degree) shall

be made no later than forty-five days from the date

proper claim and official transcripts verifying suc-

cessful completion of all course work for the fifteen,

thirty or forty-five hours beyond the master’s degree

are received in the Talent Office. The completion date

for the fifteen, thirty or forty-five semester hours of

approved graduate credit beyond the master’s degree

shall be determined by the regionally accredited col-

lege or university or the Talent Office.

The annual increment for National Board Certified

Teachers set forth in Appendix A-2A shall be paid at

the end of the semester following the teacher’s submis-

sion of proof of such certification to the Talent Office.

The annual increment will be paid in two installments.

The annual increment will be prorated to reflect either

(i) a shortened work year if the teacher begins working

after the start of the school year or resigns prior to the

end of the school year or (ii) the teacher’s receipt of

NBCT certification after the start of the school year.

36-6.4. Responsibility for Submitting Claims and Doc-

umentation. In accordance with established policy and

procedures, the full burden of responsibility for apply-

ing for and submitting claims for adjustment and for

filing the necessary documentary proof with the Tal-

ent Office to substantiate such claims for adjustment

of teacher salaries as provided in Section 302.8 of the

Chicago Public Schools Policy Manual (Compensation

and Pay Plan) (Board Report: 08-0123-PO1) shall rest

with the teacher.

36-6.5. Acknowledgement of Receipt of Claim. The

BOARD shall acknowledge, in writing, the receipt

of each claim within twenty-five days and shall note

any deficiency in said claim if, at the time the claim

is made, the teacher has provided the BOARD with a

stamped, self-addressed envelope.

36-6.6. Lane Placement. Credit for purposes of lane

placement shall be granted to teachers for participation

160

in subject-related workshops or training sessions which

are conducted by industry and other approved organi

zations and which have been approved in advance by

the BOARD. Requests for such approval shall be given in

writing to the Department of Instruction Services and

submitted sufficiently far in advance to permit appro

priate investigations by the BOARD. A reviewing com-

mittee set up by the BOARD shall approve or disapprove

promotional credits for particular training sessions or

educational programs which do not bear university

credit and shall determine credit hour equivalencies of

such attendance. (This applies to all teachers.)

36-7. PSRP Bonus. Effective February 1, 2016, the PSRP

bonus shall be eliminated and effective July 1, 2016, $200

shall be added to PSRPs’ base salary.

36-8. Bonus for PSRPs Who Become Highly Qualiﬁed

Under No Child Left Behind Act.

The BOARD shall pay

a one-time non-pensionable $1,000.00 bonus to PSRPs

who become highly qualified within the meaning of the

No Child Left Behind Act and applicable state and fed-

eral regulations and who present an Illinois State Board

of Education certification of highly qualified status to the

Talent Office.

36-9. Direct Deposit. All employees are required to uti-

lize direct deposit for the payment of their salaries and

other compensation. The BOARD shall provide a writ-

ten explanation of a payroll adjustment or change on the

direct deposit advice where such adjustment or change

occurred. The direct deposit advice shall identify the em-

ployee’s lane or grade and step placement and the employ-

ee’s total number of unused sick days.

36-10. Transportation Allowance Payments. Trans-

portation allowance payments shall be received no later

than the twenty-first day of each month.

36-11. After-School Rate of Pay.

36-11.1. Non-Instructional Rate of Pay. Except as pro-

vided in Appendix A-3F, any bargaining unit employee

employed in an after-school program in a non-in-

161

structional capacity shall be compensated at the rate

of $42.13 effective July 1, 2019, $43.39 effective July

1, 2020, $44.69 effective July 1, 2021, $46.26 effective

July 1, 2022, $47.88 effective July 1, 2023, as set forth in

Appendix A-3H. Such compensation shall not be sub-

ject to pension pick up.

36-11.2. Instructional Rate of Pay. Any bargaining unit

employee employed in an after-school program in an

instructional capacity shall be compensated at the rate

of $49.05 effective July 1, 2019, $50.52 effective July 1,

2020, $52.04 effective July 1, 2021, $53.86 effective July

1, 2022, $55.74 effective July 1, 2023, as set forth in Ap

pendix A-3H. Such compensation shall not be subject to

pension pick up. For purposes of this Section, the term

“instructional” shall be defined as teaching activities

in a core content area, which requires certification in

the content area to conduct required assessments and

instruction. Core content area means mathematics,

reading/literacy and science. Examples of instructional

activities include enrichment academies, AIM High

Tutoring and Step Up to K and 3rd Grade.

36-12. Teacher Retirement Program. Article 36 shall

be amended as follows: CPS will offer an early retirement

incentive to teachers who are eligible to retire and who

submit their retirement notice on or before March 31, 2017

with an effective retirement date of June 30, 2017 pro-

vided that a minimum of 1500 teachers who are currently

eligible to retire participate. The incentive program will

be a one-time non-pensionable lump sum bonus payment

equal to the teacher’s years of CPS service (not including

fractions of years), times $1500, payable by December 31,

2017. If the minimum isn’t met, the teacher will be allowed

to rescind the retirement notice.

36-13. PSRP Voluntary Separation Program. Article

36 shall be amended as follows: CPS will offer a volun-

tary separation incentive to PSRPs who have 10 years of

CPS service and who submit their resignation notice on

or before March 31, 2017 with an effective retirement date

of June 30, 2017 provided that a minimum of 600 PSRPs

162

who are currently eligible to participate. The incentive

program will be a one-time non-pensionable lump sum

bonus payment equal to the PSRP’s years of CPS service

(not including fractions of years), times $750, payable by

December 31, 2017. If the minimum isn’t met, the PSRP

will be allowed to rescind the retirement notice.

36-14. Budgetary Adjustments. The Board will con-

tinue the practice and formula in effect for the school

2014-15 school year (or its equivalent) during the term of

this agreement with respect to budgetary adjustments for

schools that have higher than the average teacher sala-

ries so as not to disadvantage those schools due to higher

teacher salaries.

High-cost teacher offset. The BOARD shall augment school

budgets at those schools with higher-than-average teacher

salaries according to the following method: On March 1st,

the BOARD shall calculate the district-wide average cost

of all staffed teacher positions that are funded with SBB

or its equivalent under another method and then calculate

the average cost of staffed SBB (or equivalent) teachers for

each school. If this average cost at any school exceeds the

district-wide average, the school will receive a teacher sal

ary adjustment. The amount of the adjustment is calculated

by multiplying the difference between the school’s average

teacher cost and the District’s average teacher cost, multi

plied by the number of staffed SBB teachers at the school.

ARTICLE 37

SICK DAYS AND SHORT-TERM

DISABILITY LEAVE

37-1. Sick Days Granted On and After July 1, 2012. On

July 1, 2012, and each July 1 thereafter, the BOARD shall

grant eligible employees one sick day per month, up to

twelve sick days per year, based on their anticipated active

employment for the next school year. Sick days granted

on and after July 1, 2012 that are unused at the end of the

Fiscal Year will not be carried over to the next Fiscal Year,

163

except as provided in Article 37-3. The BOARD shall not

pay out to any employee the value or any part of the value

of any sick days granted on and after July 1, 2012 that are

unused at the time the employee separates from employ-

ment for any reason.

37-1.1. Sick Day Pay. The pay for one sick day shall be

calculated by multiplying the number of hours the em-

ployee is assigned per day by his or her regular hourly

rate of pay.

37-1.2. New Employee Eligibility. New employees are

not eligible for sick days during the first sixty calendar

days of their employment. After this sixty-day period,

such employees shall accrue and be granted sick days

retroactive to their dates of appointment.

37-2. Longevity.

37-2.1. Teachers. The BOARD shall credit teachers who

are at Step 13 on the salary schedule and who have at

least thirteen years of experience with one additional

sick day per year. The BOARD shall credit teachers

who are at Step 13, or effective July 1, 2008 and there-

after, Step 14, on the salary schedule and who have at

least eighteen years of experience with two additional

sick days per year.

37-2.2. PSRPs. Effective July 1, 2008 and thereafter, the

BOARD shall credit PSRPs who are at Step 6 on the

PSRP salary schedule and who have at least thirteen

years of experience with one additional sick day per

year. Effective July 1, 2008 and thereafter, the BOARD

shall credit PSRPs who are at Step 7 of the PSRP salary

schedule and who have at least eighteen years of expe-

rience with two additional sick days per year.

37-3. Roll Over of Sick Days Granted On and After July

1, 2012.

Sick days awarded on and after July 1, 2012 that

remain unused at the end of the Fiscal Year may be rolled

over for future use up to a maximum of two hundred

forty-four (244) days and may be used for the following

purposes: (a) as sick days or for purposes of leave under

the Family and Medical Leave Act; (b) to supplement the

164

short-term disability pay in days 31 through 90 to reach

100% income during such period or (c) for pension service

credit upon retirement. Sick days accumulated under this

Section shall be utilized prior to sick days in the “retained

sick day bank” as defined in Article 37-4.

37-4. Unused Sick Day Banks Earned Prior to July 1,

2012.

Bargaining unit employees shall retain any bank of

unused sick days that the bargaining unit employee accu-

mulated prior to July 1, 2012 in a “retained sick day bank.”

Employees may use days from their retained sick day bank

for the purposes set forth in Article 37-3. Up to 325 re-

tained sick days earned from BOARD employment prior to

July 1, 2012 and left unused in the retained sick day bank

at the employee’s resignation, retirement or death shall be

paid out at the employee’s rate of pay at the time of the

employee’s separation based on the following qualifying

events and in the following percentages:

Qualifying Event

Percentage of Accumulated

Sick Leave To Be Paid Out

Resignation or retirement with

33.95 or more years of service

100%

Resignation or retirement with

at least 20 but less than 33.95

years of service

90%

Resignation or retirement at

age 65 with less than 20 years

of service

85%

Employee’s Death 100%

An employee who qualifies for a payout pursuant to this

Article based upon his/her age and/or years of service

and who is laid off shall be afforded a period of twelve (12)

months from the date of his/her layoff, or last day in the

Reassigned Teacher Pool (whichever is later) to a resigna-

tion or retirement in order to qualify for a payout.

37-5. Short-Term Disability Leave. Effective January 1,

2013, the BOARD shall establish a short-term disability

and paid maternity leave plan for employees at no cost to

employees who are eligible for health care benefits.

165

37-5.1. Benefits. The short-term disability policy shall

provide disability benefits for employee illness in ex-

cess of ten consecutive days (including maternity leave

days) as follows: (a) one hundred percent of the em-

ployee’s regular full-time pay for the first thirty calen-

dar days of the employee’s disability and/or maternity

leave; (b) eighty percent of the employee’s regular full-

time pay for calendar days thirty-one through sixty of

the employee’s disability and/or maternity leave; and,

for calendar days sixty-one through ninety of the em-

ployee’s disability and/or maternity leave.

37-5.2. Eligibility for Short-Term Disability and Paid

Maternity Leave Benefits. Employees are eligible for

short-term disability if they satisfy the following re-

quirements: (a) they have been employed for at least

sixty calendar days; (b) they have not exhausted ninety

paid calendar days of short-term disability or mater-

nity leave in the preceding twelve-month period; (c)

they have exhausted all sick days allotted for the year;

(d) they have submitted a qualifying medical certifi-

cation of their disability or maternity; (e) they are not

receiving worker’s compensation, victims of violence

leave or long-term disability benefits for the disability;

and (f) they satisfy any other eligibility requirements

to qualify for the benefit approved by the LMCC,

which approval shall not be unreasonably withheld.

37-5.3. Employee Benefits During Paid Short-Term

Disability Leave. Employees on short-term disabil-

ity leave may continue their employee benefits [e.g.,

health, dental, life, or 403(b)] on the same terms as if

they were actively employed. Deductions shall be made

from short-term disability payments for those benefits.

37-5.4. Coordination with FMLA and Supplemental

FMLA Leaves of Absence. Short-term disability leaves

and any period of sick leave used immediately preced-

ing the short-term disability leave period run in par-

allel with qualifying FMLA leaves of absence. Time

spent on a short-term disability leave of absence shall

166

count towards the maximum number of days or weeks

of FMLA or Supplemental FMLA leaves of absence.

37-6. Transfer of Sick Days. Employees may donate up

to ten (10) sick days from their Grandfathered or CTU sick

day banks to another employee who is suffering from a

serious medical condition and who is on an approved leave

of absence. An employee receiving a donation of sick days

may not receive more than forty-five (45) days of sick leave

in the aggregate from donor-employees and may only re-

ceive a donation once during his or her employment with

the BOARD.

ARTICLE 38

TAT SALARY ADJUSTMENT

& DISPLACEMENT

38-1. Salary Adjustments for TATs.

38-1.1. TATs with Temporary Certificates. Teachers

who hold temporary teaching certificates (other than

provisional certificates) and who are employed as

TATs shall be eligible to receive salary adjustments

up to and including the second step of the appropri-

ate lane to allow credit for prior service as a full-time

teacher in the Chicago Public Schools or in schools

outside the Chicago public school system provided,

however, that the provisions of Section 302.8 of the

Chicago Public Schools Policy Manual (Compensation

and Pay Plan) (Board Report: 08-0123-PO1) covering

salary adjustments are met and an application (Salary

Adjustment T. Per. 41) and, if outside time is involved,

an affidavit (Affidavit Form T. Per. 42) are filed with

the Talent Office. The Talent Office shall acknowledge

within twenty-five days, in writing, the receipt of such

application and shall indicate any deficiency in the ap-

plication. At the time application is made, the teacher

shall furnish the Talent Office with a stamped, self-ad-

dressed envelope.

167

38-1.1(a). Submission of Claim for Experience Within

CPS. To be eligible for a salary adjustment based on

teaching experience in the Chicago Public Schools

effective on the date of employment, TATs must

make proper claim to the Talent Office within sixty

days of the date of employment. After sixty days

the effective date for a salary adjustment based on

teaching experience in the Chicago Public Schools

shall be the date proper claim is received in the Tal-

ent Office.

38-1.1(b). Submission of Claim for Experience Outside

CPS. Salary step adjustments for outside teaching

experience for TATs shall be made effective from the

date of employment provided that proper claim and

documentary proof are on file within ninety days

of employment. After ninety days of employment,

the effective date for salary adjustments becomes

the date on which the application and affidavit are

received in the Talent Office. No salary adjustment

claim or verification of employment outside of the

Chicago Public Schools will be considered if filed

after one year of original placement as a TAT.

38-1.2. TATs with Regular Teaching Certificates. TATs

who agree to obtain a regular teaching certificate shall

be eligible for an additional salary adjustment up to and

including the third step of the appropriate lane pro

vided, however, that they have not had such a salary

lane adjustment at a previous time and that the pro

visions of Section 302.8 of the Chicago Public Schools

Policy Manual (Compensation and Pay Plan) (Board Re

port: 08-0123-PO1) covering salary adjustment are met

and an application (Salary Adjustment T. Per. 41) and, if

outside time is involved, an affidavit (Affidavit Form T.

Per. 42) is filed with the Talent Office. Any TAT who has

had the above-mentioned salary adjustment and who

fails to obtain a regular teaching certificate within one

year shall revert to the appropriate step and lane, but no

higher than step two. Whenever a TAT obtains a regular

teaching certificate, said TAT shall not be subject to the

salary step limitations outlined in this Section.

168

38-1.3. Responsibility for Submitting Claim and Doc-

umentation. The full burden of responsibility for sub-

mitting claim and proof thereof of all salary and/or

lane advancements rests with the teacher. Experience

outside of Chicago must be documented.

38-2. .When TATs are released due to the return from a

leave of an appointed teacher to the school, such TATs

shall be permitted the following benefits:

38-2.1.

TATs so released shall be reassigned, effective

the first day of student attendance of the school year, or

thereafter, by the Talent Office to the Cadre and shall

be continuously available to perform substitute service.

Further, they shall accept all assignments in any and

every school. Displaced TATs who become members of

the Cadre shall continue to be eligible for all medical

and dental benefits granted to TATs for twelve calendar

months after reassignment to the Cadre provided said

teachers remain in the Cadre. Displaced TATs assigned

to the Cadre shall be paid the daily rate set forth in Ap

pendix A-1J(i) or A-1J(ii). Released TATs serving in the

Cadre shall be given the opportunity to apply and be

interviewed for vacant positions throughout the school

year. The Talent Office shall maintain a list of released

TATs in order to assist principals in filling vacancies. A

TAT released from a school will not be reassigned to a

vacancy temporarily filled by another TAT.

38-2.2. .A displaced TAT who becomes a member of the

Cadre may be selected at any time by a principal to fill

an existing vacancy provided that this reassignment is

consistent with the area of certification required for

said vacancy. If reinstated as a TAT, said teacher shall

be placed on the appropriate lane and step of the salary

schedule and shall receive all benefits herein provided

to TATs. If the displaced TAT is assigned to the posi-

tion of an appointed teacher on leave, the TAT shall re-

main as a TAT as defined in Article 23-6.1. Otherwise,

if the displaced TAT is assigned to a vacancy consistent

with the TAT’s area of certification, the TAT shall be-

come a probationary teacher as defined in Article 23-3.

169

38-2.3.

The BOARD and the UNION agree that said dis-

placed TATs shall be included in the number of Cadre

substitutes maintained by the BOARD under the pro

visions of Article 27-2. If the number of released TATs

causes the size of the Cadre to exceed the specified three

hundred members from September to November 1 or nine

hundred members from November 1 through the end of

the school year, the BOARD shall increase the size of the

Cadre to accommodate inclusion of any released TATs.

ARTICLE 39

TEACHER EVALUATION

39-1. Evaluation Plan and Procedures.

A. The BOARD and the UNION agree with the follow-

ing goals and purposes for teacher evaluation:

1. To build principals’ and/or teachers leaders’ ex-

pertise in observing and analyzing instruction and

supporting teacher development.

2. To engage teachers in reflection and self-assess-

ment regarding their own performance.

3. To provide teachers with information and guid-

ance to inform their development.

B. The BOARD adopted an evaluation plan and proce-

dures (“the evaluation plan”) on March 29, 2012. That

plan was implemented effective with the start of the

2012-2013 school year, and has remained in place since,

with year-to-year amendments through the Joint

Teacher Evaluation Committee not inconsistent with

the collective bargaining agreement. The BOARD shall

share with the UNION members of the Joint Commit-

tee a draft of the REACH handbook no later than July

15th of each year and the BOARD and UNION mem-

bers of the Joint Committee shall try to reach consen-

sus on the language before the BOARD publishes the

handbook on or about August 15th.

170

C. The Joint Teacher Evaluation Committee (“Joint

Committee”) shall continue its collaboration. The Joint

Committee shall consist of five members selected by

the UNION and five members selected by the BOARD.

The Joint Committee shall meet at least one day per

month during the regular school year. The Joint Com-

mittee shall produce joint recommendations to the

Chief Talent Officer and Union President by the end of

each school year regarding possible improvements to

the implementation of Teacher Evaluations, including

efforts to mitigate or eliminate any disproportionate

impacts of observations or student growth measures.

Student growth scores shall be 30% of the summa-

tive rating for the duration of this Agreement, unless

before the Agreement’s expiration, there is a change

in applicable state law, in which case student growth

scores shall be the statutory minimum. Joint Commit-

tee meetings shall occur where possible during the

regular school day. Where necessary, members of the

committee who are classroom teachers shall be pro-

vided with substitute teachers on meeting days.

D. The BOARD and the UNION shall conduct a new

joint study of evaluation implementation, to be renewed

and updated annually, for as long as there remains a dis

proportionate impact of observation or student growth

measures of the implementation of the teacher evalua

tion plan, as determined by the Joint Committee. The

Joint Committee shall determine what changes, if any,

are necessary to improve the content and procedures of

the teacher evaluation plan. Any changes to the teacher

evaluation plan shall be communicated to all teachers

within ten school days of adoption.

E. The BOARD shall provide the UNION with a calen-

dar prior to each school year setting forth the relevant

dates in connection with the Evaluation Plan.

F. The BOARD shall not use school-wide value-added

growth measures as a component of student growth in

an individual teacher’s evaluation.

39-1.1. Orientation.

171

New teachers to a school and all teachers at a school

with a new principal at the start of the school year shall

be provided with an orientation session on the teacher

evaluation plan during the first week of the school

year prior to student attendance, but not later than the

20th day of student attendance, unless they are hired

or transferred to the school after the 20th day. In such

cases, teachers shall be provided copies, which may

be in electronic form, of the teacher evaluation plan.

Teachers hired after the first week of the school year

shall be provided with said orientation within the first

week after their hiring.

Returning teachers in schools with a returning princi-

pal at the start of the school year shall have access to all

orientation materials and the teacher evaluation plan

on the CPS Knowledge Center. The Joint Committee

shall review and determine orientation materials and

programs for the 2013-14 school year and thereafter.

39-1.2. REACH Teacher Evaluation. The Joint Evalua-

tion Committee shall retain a mutually agreed expert,

no later than April 1, 2017, to assist it in studying the

REACH evaluation system and to provide recommen

dations to mitigate or eliminate any disproportionate

impacts of the observation or student growth measures.

39-2. Evaluation Plan and Procedures.

39-2.1. Evaluation Plan. Each teacher shall be evalu-

ated annually or biennially as “excellent,” “proficient,”

“developing” (state law equivalent is “need improve

ment”) or “unsatisfactory” by a qualified evaluator in

accordance with this Article and the teacher evaluation

plan. Effective upon ratification, tenured teachers who

are rated in the lower half of developing (a score of 210

to 250) in two consecutive ratings periods shall be rated

unsatisfactory, unless in the second year the teacher’s

professional practice score is proficient or better.

39-2.2. Qualified Evaluators. Qualified evaluators are

those who have successfully completed evaluation

training and prequalification under Section 24A-3 of

172

the Performance Evaluation Reform Act and as there-

after required. Observations may only be conducted

and evaluations may only be given by qualified eval-

uators. The BOARD shall provide the UNION a list of

qualified evaluators on a quarterly basis.

39-2.3. Teacher Practice Observations.

A. Formal and Informal

1. Formal observations shall be preceded by a

pre-conference. All formal observations shall be

forty-five minutes in duration, the length of the

class period or the length of the lesson. Formal ob-

servations shall be followed by a post-conference.

2. Informal observations shall be at least fifteen

minutes in duration.

B. Timing and Number

1. Timing and Number. The first observation shall take

place no sooner than the fifth week of the school year.

During the 5th through 8th week of the school year,

observations are permitted but all reasonable care

shall be taken by evaluators to avoid performing ob

servations of Kindergarten teachers during class pe-

riods when the KIDS Assessment is being conducted.

2. Each subsequent observation shall be separated

by at least one month, or three months for teachers

evaluated biennially, and be completed no later than

the thirty-fifth week of the school year. Observa-

tions shall not occur on the student attendance day

preceding or immediately following Thanksgiving,

Winter and Spring breaks.

3. Teachers shall have three observations by qual-

ified evaluators during their evaluation cycles, at

least two of which shall be formal observations in

order to receive a summative evaluation. The same

evaluator shall conduct the pre-conference, obser-

vation and post-conference for each observation.

4. Evaluators shall consider teachers’ preferences

when scheduling times and dates (and specific

173

classes and subjects) for formal observations.

C. Observations and Conferences.

1. Pre-observation conferences shall be scheduled

with reasonable notification to the teacher.

2. Pre-observation conferences between the teacher

and the evaluator shall take place no later than one

week prior to the formal observation. Teachers

are encouraged to complete the Pre-Conference

Protocol prior to the Pre-Conference. Pre- obser-

vation conferences prior to a formal observation

shall be private interactive discussions between

the evaluator-observer and the teacher at which

lesson and unit plans, portfolios of student work,

student issues, resource needs, the teacher’s iden-

tification of areas in which he or she wishes to have

focused feedback from the evaluator-observer and

other professional practice issues identified by the

teacher or evaluator-observer shall be discussed.

3. Evidence collected during formal or informal ob-

servations shall be aligned to the CPS Framework

for Teaching. In the case of observations of educa-

tors where CPS Addendums exist, no evidence shall

contradict such an Addendum.

4. Each formal observation shall take place within

five school days of the pre-conference and during

the time that the instructional module discussed at

the pre-conference is to be taught.

5. Post-conferences between the teacher and eval-

uator-observer shall take place within three to ten

school days following the formal observation and

shall be private. Feedback after an informal obser-

vation may be provided in person or electronically.

The teacher may request in person feedback after

an informal observation.

6. The evaluator shall provide the teacher with all

the evidence, observation scoring and reflections

via the BOARD’S on-line teacher evaluation data

174

system, to which the BOARD will provide teachers

unlimited access.

7. The evaluator will reschedule observations if

classroom activity has been disrupted at the time of

the scheduled observation (e.g., when a co-teacher

is absent, if the building loses electricity, when the

teacher is conducting a test, etc.)

D. Summative Evaluation

There will be only one summative evaluation rating

at the end of each teacher’s evaluation cycle. The

BOARD shall attempt to provide summative ratings

no later than September 15, and the Joint Commit-

tee will review its progress toward that goal.

39-2.4. Inability to Rate or to Provide Rating. In the

event that a tenured teacher does not receive an an-

nual summative rating, the previous rating shall be

established as the current rating. In the event a proba-

tionary appointed teacher does not receive an annual

summative rating, the parties will attempt to agree on

a rating or re-rating during the same year, and, if no

agreement is reached, the teacher will have the option

of having his or her previous rating as the current rat-

ing or receiving a Proficient rating.

39-2.4(a). Best Practices. The Joint Committee has

developed a set of “best practices” around teacher

evaluation. They are included in the REACH Hand-

book and shared with teachers at the start of each

school year. Observers shall make all reasonable

efforts to abide by the best practice guidance. If a

teacher rating is adversely affected by an observ-

er’s failure to follow best practices, the observation

rating shall be voided. In the case where an obser-

vation is voided and there are insufficient remain-

ing observations to support a summative rating the

teacher will be rated inability to rate.

39-2.5. Summative Ratings and Forms. On or before

seven days prior to the last day of student attendance,

an evaluator shall provide each teacher with all avail-

175

able components of their summative rating. The sum-

mative rating shall include observation scores, student

growth scores if available and all other evidence used

to determine the summative rating, along with the for-

mula used to calculate the summative rating, provided

that the rating shall not include scores from student

surveys in school year 2012-2013 or 2013-2014 and shall

only include student survey scores in school year 2014-

2015 and thereafter if agreed by the Joint Committee.

The Joint Committee will determine the timing of end

of year (annual or biennial) summative evaluations for

the 2013-2014 school year and beyond.

Summative ratings shall be based on the following scale

in which points are earned in accordance with the plan.

Level Minimum

Maximum

Unsatisfactory 100 209

Developing (Needs Improvement)

210 284

Proﬁcient 285 339

Excellent 340 400

For purposes of layoff, the developing rating will be di-

vided into two sublevels—“emerging” with a rating score

of between 210 and 250 and “developing” with a rating

score of between 251 and 284.

39-2.6. Professional Development. The Joint Com-

mittee shall determine the professional development

needed to support teachers in becoming proficient

teachers as defined in the evaluation plan.

39-2.7. Clinician Evaluation Plan. Clinicians shall be

evaluated in accordance with the Clinician Evaluation

Plan in effect during the 2015-16 school year, and the

BOARD shall abide by the Case Review process estab-

lished in that plan.

Clinicians who are PATs hired and assigned by the

Office of Diverse Learner Support Services (ODLSS)

and whose REACH ratings are projected to be 250 or

below may be non-renewed by ODLSS. Clinicians in

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their PAT1 or PAT2 year whose REACH ratings are

projected between 251 and 284 will be renewed by

ODLSS and provided support for the following school

year. Such support may include from a cooperating

senior clinician in the same field and professional de-

velopment in the areas that they were rated lowest. Cli-

nicians in their PAT3 year or later will continue to be

subject to the non-renewal standards and procedures

for all other non-tenured teachers.

39-3. Probationary Appointed Teachers.

Observations and Evaluation. Probationary teachers shall

be observed and evaluated each school year by a qualified

evaluator in accordance with the procedures of Article

39-2.3. A minimum of three observations shall occur each

school year, at least two of which shall be formal.

39-4. Tenured Teachers.

Observations and Evaluation. Tenured teachers shall be

observed and evaluated each school year by a qualified

evaluator in accordance with the procedures of Article

39-2.3 and as follows:

A. Tenured teachers shall be evaluated annually or bi-

ennially by a qualified evaluator in accordance with

the teacher evaluation plan. Tenured teachers who re-

ceived a summative rating of excellent or superior for

the 2011-2012 school year shall be placed on a biennial

rating schedule and shall be evaluated every two years

beginning with the 2013-2014 school year. In school

year 2014-2015 and thereafter, tenured teachers rated

excellent or proficient shall be given a summative rat-

ing on a biennial basis, and all other tenured teachers

shall be rated annually. The Joint Committee shall de-

termine the biennial cycle (e.g., alphabetically by even

or odd years).

B. Observers shall observe tenured teachers on a bien-

nial cycle a minimum of 3 times during a rating cycle

(with no more than 2 observations in one year) and

may conduct a 4th observation if the observer and the

teacher agree to do a 4th observation.

177

39-5. Post-Observation Conferences and Practice

Scoring.

Post-observation conferences are opportuni-

ties for the teacher and evaluator-observer to review

the teacher’s performance under the appropriate CPS

Framework for Teaching. During that conference, the

evaluator-observer and the teacher should discuss op-

portunities and means to improve teaching performance.

After the observation, the evaluator-observer shall issue

CPS Framework for Teaching component level scores to

the teacher that shall be made available to the teacher

on the online data sharing system, together with, among

other things, (1) comments about the teacher’s pre-obser-

vation preparation, the observation itself and the teacher’s

post-observation reflection, (2) identification of specific

opportunities for growth, (3) ways and means by which

the teacher should pursue opportunities and achieve

growth, (4) the resources to be made available to assist

the teacher and (5) the evaluator’s follow-up.

39-6. Unsatisfactory Substitutes. The Board, in con-

sultation with the Substitute Professional Problems Com-

mittee, will establish a performance improvement process

for day-to-day substitutes to be implemented at the start

of the 2020-2021 school year. For day-to-day substitutes

performing unsatisfactorily, the Talent Office shall sched-

ule a conference with the day-to-day substitute and the

UNION to give the day-to-day substitute a written state-

ment of the performance deficiencies, to discuss the per-

formance deficiencies, and to give positive suggestions for

performance improvement. The services with the school

system of day-to-day substitutes shall be terminated as

provided for in the performance improvement process or

if there is evidence of moral laxity or serious misconduct.

39-7. Consulting Teachers.

39-7.1. .The BOARD, in consultation with the UNION,

shall appoint a body of part-time consulting teachers

who meet the statutory minimum criteria, after an ap-

plication process determined by the Joint Committee,

giving preference to teachers with two consecutive rat-

ings of excellent or who are National Board Certified,

178

who may be called to assist tenured teachers under

remediation, in their subject area and/or grade band

level. The consulting teacher must have five-years of

teaching experience, have a most recent summative

rating of excellent and have reasonable familiarity

with the teacher’s content area. The Joint Committee

may establish additional criteria for appointment as a

consulting teacher.

39-7.2. .Consulting teachers shall be released from their

teaching duties a minimum of 3 hours a week, based

on the remediation plan of the receiving teacher. They

shall be paid a pro rata stipend for time spent assisting

the teacher, and an additional hour of planning each

week of support.

39-7.3. .The consulting teacher’s role is to help teach-

ers improve their practice to proficient in the CPS

Framework for Teaching components identified in

the remediation plan, by providing or recommending

mentoring, professional learning experiences, instruc-

tional support, modeling and coaching.

39-7.4. .Consulting teachers shall not assist colleagues

with whom they are personally acquainted.

39-8. Remediation of Tenured Teachers Rated Unsat-

isfactory.

A. As soon as practicable, but no later than thirty school

days after the issuance of an unsatisfactory summative

evaluation to a tenured teacher, the evaluator shall ap-

point a consulting teacher to assist the teacher in im-

proving his or her performance to proficiency over a

ninety-school-day remediation period.

B. Within thirty school days after the issuance of an

unsatisfactory summative rating, the qualified evalu-

ator shall conduct a meeting with the teacher under

remediation and assigned consulting teacher. At this

meeting, a remediation plan developed by the qualified

evaluator, with input from the consulting teacher and

the teacher under remediation, shall be distributed to

the parties and shall become effective immediately.

179

C. During the ninety-school-day remediation period,

the teacher and the consulting teacher shall work to-

gether to improve the teacher’s performance on com-

ponents of the CPS Framework for Teaching identified

in the remediation plan. The teacher and the consult-

ing teacher shall determine a schedule by which the

consulting teacher shall observe the teacher’s perfor-

mance during the remediation period and engage in

other activities that may be helpful to the teacher in

improving his or her performance to proficiency.

D. During the remediation period, an evaluator will

conduct a mid-point and final evaluation of the teacher’s

performance, using the CPS Framework for Teaching as

the sole measure of performance during the remediation

period. If the teacher is rated “proficient” or better at the

conclusion of the remediation period, he or she shall have

successfully completed the remediation period. Follow

ing successful completion of the remediation plan, the

teacher shall be placed on an annual evaluation cycle.

E. The Joint Committee shall discuss and agree upon is-

sues related to remediation design and implementation.

39-9. Appeals Process.

A teacher appeals process shall be established to contest

certain summative ratings given by a qualified evaluator.

It shall be comprised of a committee of four active or re-

tired educators, two of whom shall be selected by agree-

ment of the UNION President and Chief Executive Officer,

one of whom shall be selected by the UNION and one of

whom shall be selected by the BOARD. All members of the

committee shall be qualified evaluators. Both the BOARD

and the UNION shall select qualified alternate commit-

tee members who may substitute for their regularly ap-

pointed members. Individual members of the committee

must recuse themselves from cases where they have per-

sonal familiarity with the teacher appealing a summative

rating and will be replaced by the same appointing entity.

The following teachers will have a right to appeal their rat-

ings according to the timelines outlined in Article 39-9.A:

180

• Teachers rated unsatisfactory

• Tenured teachers receiving ratings in the lower half

of developing

The following teachers will have right to appeal their rat-

ings if they are laid off out of order of seniority.

• Teachers rated unsatisfactory

• Teachers rated developing

The time for appeal shall as set forth in Article 39-9A and

shall commence when the teacher receives a notice of lay-

off/displacement. The notice shall advise the teacher of

their right to appeal their rating.

A. A teacher receiving an unsatisfactory rating, and a

second consecutive developing rating that results in

an unsatisfactory rating, shall be eligible to use the ap-

peals process by filing a notice of intent to appeal with

the appeals committee within ten days of receipt of

the rating and then the appeal within thirty calendar

days after receipt of the rating. The teacher must also

submit a copy of the appeal to the teacher’s principal

or head administrator. In the appeal, the teacher must

state the factual basis for the appeal and identify the

evidence that supports the appeal. An appeal may be

based on student growth ratings in whole or part only

if the teacher identifies a data integrity or data analysis

error.

B. Upon receiving an appeal, the appeals committee

shall review the written record of the rating. The “writ-

ten record of the rating” includes (1) the documents

and materials submitted by the teacher to the evalua-

tors during pre-conferences and post-conferences or at

other times as evidence of the teacher’s practice and (2)

the evaluator’s observations, comments and feedback.

The written record of the rating shall not include ma-

terials and evidence that the teacher or evaluator was

not privy to during the rating process.

C. If the committee determines the written record of the

rating to be insufficient to make a ruling, it shall schedule

a meeting with the teacher at which the teacher shall be

181

represented by the UNION and with at least one of the

qualified evaluator-observers who contributed obser

vation ratings to the teacher’s rating. The meeting shall

take place within ten school days of receipt of the appeal.

D. The BOARD shall provide the teacher and the

UNION with all evidence used by the qualified evalu-

ator to determine the summative rating under appeal

five days prior to the meeting.

E. After reviewing the written record of the rating, the

appeals committee shall have the right to meet with

the teacher and to determine if a formal observation of

the teacher appealing the rating shall take place to as-

sist it in its determination. If an observation does take

place, the two jointly appointed appeals committee

members must conduct the pre-observation confer-

ence in accordance with Article 39-2.3(C)(2), and the

observation shall take place within five school days of

the pre-observation conference.

F. After a review of the written record of the rating and

any interview with the teacher and evaluator, and any

observation, and following deliberation, the appeals

committee may overturn the rating if three of its mem

bers conclude that the rating under review is erroneous.

If the appeals committee determines by majority vote

that the teacher’s appeal is to be granted, the BOARD

shall revoke the summative rating under appeal and issue

the teacher a 250 if an unsatisfactory rating was revoked,

a 284 if an emerging rating (210-250) was revoked, or a

285 if a developing rating (251-284) was revoked. A dif

ferent qualified evaluator shall be assigned to the teacher

during the next school year who shall follow all applica

ble provisions of this Article. No developing rating that

results from a sustained appeal of an unsatisfactory rat

ing shall count towards the two- developing rule.

39-10. Do Not Hire. No teacher’s name shall be placed on

a “do not hire” list unless the teacher has been removed for

cause in accordance with the appropriate provision of the

Illinois School Code or the teacher has received an unsat-

isfactory rating and failed remediation.

182

39-11. Effective Date. The changes made in this Agree-

ment to the Evaluation Procedure in place under the 2012-

2015 Agreement shall be effective for the 2016-2017 school

year and thereafter.

ARTICLE 40

TEACHER PROGRAMMING

40-1. Programming Considerations. The principal, in pro-

gramming a teacher, shall (1) keep the number of prepara-

tions to a minimum; (2) ability and qualifications being equal,

follow the policy of rotation among qualified personnel in

the matters of sessions, teaching, building assignments, spe

cial classes, honors and other modified classes and division

rooms; (3) consider the teacher’s professional background

and preparation; and (4) in elementary schools, ability and

qualifications being equal, program teachers for the grade

level at which they have the most experience, except that

any teacher may request a change in grade level assignment.

40-2. Preference Sheets. No later than May 1 of each

year, preference sheets shall be distributed to all teachers.

A teacher’s preference will be honored, to the extent pos-

sible, consistent with Article 40-1 above.

40-3. Distribution of Tentative Teaching Program. A

tentative teaching program for the next school year shall

be presented to each teacher by June 1 of the current school

year. Teachers will be notified of any changes to the afore

mentioned teaching program, in writing, as soon as possible.

40-4. Consecutive Teaching Assignments. Where ad-

ministratively possible, no teacher shall have more than

three consecutive teaching assignments. Exceptions shall

be allowed for teachers teaching double-period classes or

completing part of their teaching assignment outside of

the school building.

40-5. Room Assignments. Where administratively pos-

sible, the number of different rooms to which a teacher is

assigned shall be held to the absolute minimum.

183

40-6. Lesson Preparations. Where administratively pos-

sible, the number of lesson preparations shall not exceed

three, and every effort shall be made to keep the number

at two. Honors and other modified classes shall be consid-

ered as separate preparations. Teachers with a full teach-

ing program shall be given preference in the assignment

of the number of preparations.

40-7. Rotation of Ability Grouping Assignments. In

elementary schools with ability grouping within a single

grade level, ability and qualifications being equal, the prin

cipal in programming the teacher shall follow the policy

of rotation of teacher assignments within the grade level.

40-8. Justiﬁcation for Pedagogic Change. In the event

a teacher is programmed to teach a grade level (e.g., early

childhood, primary, middle or upper elementary grades)

or content area that he or she has not taught in the last

four school years, upon request of the teacher, the princi-

pal shall explain why the change was made and, upon the

request of the teacher, work with the teacher to develop

a relevant professional development plan for the teacher.

40-9. Course or Grade Band Change after First Day

of Classes.

If a teacher’s course or elementary grade

band assignment for the subsequent year is changed after

the first day of classes, the teacher will be excused from

Principal-directed preparations for the first quarter of the

year to enable him/her to prepare for to deliver instruc-

tion in the new course or grade band assignment. For

these purposes, “grade band” means either

• K to Grade 2

• Grades 3 to 5 or

• Grades 6 to 8.

40-10. Assignment Changes for National Board Certi-

ﬁcation Candidates.

In making any assignment changes,

principals shall take into account whether the teacher is

a candidate for National Board Certification and whether

the new assignment will negatively impact the teacher’s

ability to complete the candidacy. Absent exigent circum-

stances, the principal will strive to avoid any negative im-

pact on the NBC candidacy.

184

ARTICLE 41

[RESERVED]

(Formerly TEACHING LOAD. See Articles 6 and 18.)

ARTICLE 42

APPOINTMENT AND

ASSIGNMENT OF TEACHERS

42-1. BOARD Policy. The policy and procedure govern-

ing appointments and assignments for teachers is set forth

in the applicable provisions of the Rules of the Board of

Education and Chicago Public Schools Policy Manual as

modified by Appendix H.

42-2. Teacher Layoffs. The layoff of teachers is governed

by the policy set forth in Appendix H. The BOARD shall

not change said policy during the term of this Agreement.

42-3. Head Teacher Positions. All newly created or

vacant head teacher positions shall be filled by contract

principals in compliance with the applicable provisions

of Article 35. Head teachers so selected shall have terms

that are co-terminus with the principals who select them,

unless removed for unsatisfactory performance. If their

terms of office are not extended, they shall be granted all

rights and privileges of appointed teachers.

ARTICLE 43

VACATIONS

43-1. Vacation Beneﬁt for Full-Time Employees Work-

ing Fewer Than Fifty-Two Weeks.

43-1.1. Maximum Benefit. Except for full-time bar-

gaining unit employees who work a fifty-two-week

schedule, full-time employees, excluding day-to-day

substitutes, not already covered by Board Rule 4-11,

185

shall receive a maximum of ten days’ paid vacation

at their current rates of salary, it being further pro-

vided that those regularly and currently employed

on extended day programs, including eight-hour day

positions and regularly scheduled overtime classes,

shall be paid at the rate of salary prescribed for such

programs and classes in accordance with the provi-

sions and subject to the exceptions listed in Article

33-8. A maximum of five days shall be granted when

the schools are closed during spring recess and a max-

imum of five days shall be granted for winter recess.

43-1.2. Eligibility. Only bargaining unit employees who

are full-time employees of the BOARD at the time of a

vacation period shall be eligible for vacation with pay

with a further proviso, however, that such full-time

employees of the BOARD who are absent on a leave of

absence permitted by the Rules of the Board of Educa-

tion shall be eligible for vacation pay earned prior to

said leave and during accumulated sick leave days used

while on a sick leave.

Effective July 1, 2004, TATs who are eligible for vaca-

tion pay under this Article and who are absent on the day

vacation checks are issued shall be permitted to receive

vacation pay by proxy, provided, however, that said TAT

has returned to his or her work assignment following the

vacation period prior to the date the checks are issued.

Effective July 1, 2004, TATs absent on an approved ill-

ness leave of absence who have completed five or more

years of full-time consecutive service immediately

preceding the commencement of said leave shall re-

ceive vacation pay upon written application filed with

the Office of Employee Engagement within ninety

days after the vacation period ends.

Effective July 1, 2004, TATs with less than five years

of consecutive service immediately preceding the

commencement of the vacation period must return to

their work assignment following the vacation period in

order to receive vacation pay.

186

43-1.3. Calculation of Vacation Benefit. Bargaining unit

employees who satisfy the following criteria shall be

eligible for the corresponding number of vacation days:

43-1.3(a). Winter Recess. For winter recess vacation

pay, employees must work the following number of

days between April 19 of the prior school year and

November 22 of the current school year in which the

winter recess vacation is to be taken to be eligible

for the corresponding number of paid vacation days:

1-10 days 0 days of vacation pay

11-20 days 1 day of vacation pay

21-40 days 2 days of vacation pay

41-60 days 3 days of vacation pay

61-80 days 4 days of vacation pay

81 days or more 5 days of vacation pay

43-1.3(b). Spring Recess. For spring recess vacation

pay, employees must work the following number of

days between November 5 and March 25 of the school

year in which spring recess is to be taken to be eligible

for the corresponding number of paid vacation days:

1-10 days 0 days of vacation pay

11-20 days 1 day of vacation pay

21-40 days 2 days of vacation pay

41-60 days 3 days of vacation pay

61-80 days 4 days of vacation pay

81 days or more 5 days of vacation pay

43-1.3(c). Carryover for Months of May and June.

Vacation credits earned for the school months of

May and June shall be carried over to the ensuing

school year.

43-1.4. Scheduling. Employees who are scheduled to

work when the schools are closed for spring and win-

ter recess shall arrange time off with their department

head. Seniority shall be the determining factor to the

extent permitted by the needs of the department. Va-

187

cations shall be on a consecutive-week basis unless

otherwise requested by the employee to the extent

permitted by the needs of the department.

43-2. Vacation Pay Upon Death of Employee. In the

event a bargaining unit employee, who is eligible for vaca

tion pay under this Article, has not received pay due to death

which occurred preceding, during or within sixty days after

said vacation period, the estate or appropriate legal benefi

ciary shall be entitled to apply for said vacation pay.

43-3. Vacation Pay for Displaced TATs. Effective July 1,

2004, TATs and appointed teachers displaced from full-

time service by the BOARD, other than for unsatisfactory

service, shall be eligible for vacation pay for service ren-

dered as a TAT or appointed teacher up to the maximum

number of days allowed under the formula stated in Arti-

cle 43-1, provided that such otherwise eligible teacher has

been paid as a day-to-day substitute or Cadre substitute

during the payroll period immediately preceding the va-

cation period.

43-4. Vacation Pay for Displaced PSRPs. Effective Sep-

tember 15, 1983, PSRPs displaced from full-time service by

the BOARD, other than for unsatisfactory service, shall be

eligible for vacation pay for service rendered as a PSRP up

to a maximum number of days allowed under the formula

stated in Article 43-1, provided that such otherwise eligi-

ble PSRP has been paid as a BOARD employee during the

payroll period immediately preceding the vacation period.

Eligible day-to-day substitutes, Cadre substitutes or eli-

gible PSRPs shall make written application for vacation

pay to the Office of Employee Engagement within ninety

days after said vacation period. Said application shall be

reviewed in accordance with established policy and the

provisions of Article 43. Vacation pay shall be paid to eli-

gible applicants at the rate of pay the teacher or PSRP was

receiving on the last day of full-time service. In no case

shall any such claim for vacation pay be considered if filed

more than ninety days after the end of the vacation period.

188

ARTICLE 44

GENERAL PROVISIONS

44-1. Grants. Proposals seeking federal and state funds for

specific programs shall be written in compliance with the

applicable provisions of this Agreement. Prior to the sub

mission of any application for federal and state funds by the

BOARD’s central administration that relates to the provi

sions of this Agreement, the BOARD shall consult with the

UNION regarding the application and shall thereafter pro

vide the UNION with a copy of the final application.

44-2. Programs Outside Work Day. Bargaining unit em-

ployees required to attend in-service training programs

outside their regularly scheduled hours shall be paid at

their regular rates of salary.

44-3. Custodial Duties. No teacher shall be required to

perform such custodial duties as emptying trash, dusting

erasers, washing boards, dusting, placing chairs on desks

or returning furniture to its proper place.

44-4. Washrooms and Rest Areas. The BOARD shall

ensure that all schools are provided with washrooms and

rest areas all bargaining unit members that are accessible

to all bargaining unit members during all workdays, pri-

vate, clean and comfortable.

44-5. Daily Cleaning. Hallways, classrooms, washrooms,

entrance areas, lounge areas, lunchrooms, teachers’ rooms

and playgrounds shall be cleaned daily.

44-6. Faculty Meeting Reports. Final action or decisions

made at faculty meetings shall be posted on school bulletin

boards or published in the school’s daily or weekly bulletin.

44-7. Duties Outside Bargaining Unit. Bargaining unit

employees shall not be required to perform the duties of

a child welfare attendant, a special education classroom

assistant or other job titles required to provide hygienic

care to students and shall not be required to perform other

duties outside the bargaining unit on a regular basis.

44-8. Off-Street Parking. The BOARD’s objective is that

189

bargaining unit employees should be provided with off-

street parking areas for their automobiles and that this

area shall, to the extent possible, be secure and adjacent

to the school. In the event bargaining unit employees must

park on the street in permit-only parking neighborhoods,

the Board and the Union will work with the City of Chi-

cago to issue to schools parking permit for use by mem-

bers during school hours.

44-9. Lunch Areas. The BOARD’s objective is that bar-

gaining unit employees assigned to a permanent work

station should be provided a special lunch area and, when

this area is not a regular lunchroom, facilities for warm-

ing, refrigerating and storing food shall be provided, to

the extent that these items are provided for in the annual

budget adopted by the BOARD.

44-10. Intercom Signals. In all schools where an inter-

com is used, an oral signal shall be given to indicate the

intercom is beginning to be put into operation, or a light

shall be installed on each outlet to indicate when the in-

tercom is in operation.

44-11. Classroom Space for Bilingual and Special Ed-

ucation Teachers.

Principals and head administrators

shall provide physical facilities for bilingual and special

education teachers who have classroom divisions to teach

their classes on a comparable basis with other classroom

teachers in the same building.

44-12. Work Opportunities. Unless precluded by the spe-

cific needs of an educational program, the BOARD shall

offer to qualified bargaining unit employees the opportunity

to work beyond their regular work day or work year prior to

seeking the services of outside vendors to perform said work.

44-13. Participation in Strike. The BOARD and the

UNION agree that no employee of the BOARD shall be

punished or rewarded, harassed or discriminated against

in any manner because of participation or lack of par-

ticipation in activities relating to work stoppage (strike).

Nothing herein shall preclude the right of the UNION

from implementing UNION policy as to its members.

190

44-14. Selection of Materials by High School Music

Teachers.

High school music teachers, with prior ap-

proval of the principal, shall be permitted to select sheet

music, records, tapes, DVDs and CDs that are not on the

approved list.

44-15. Notice of Changes in Contact Information. Im-

mediately upon changing residence or telephone numbers,

each bargaining unit employee shall give written notice

to the employee’s immediate supervisor and also submit a

notice of change card to the BOARD through the office of

the school or work location.

44-16. Employee Visits to School Premises. All BOARD

employees who wish to confer with a teacher or teachers

shall report to the principal, or the principal’s designee, im

mediately upon arrival and shall sign the official register.

44-17. Notice of Resignation or Retirement. All bar-

gaining unit employees shall give written notice of in-

tention to resign or retire at least ten school days prior to

the effective date thereof. Such notice shall be filed with

the administrator of the work location and a copy shall

be filed with the BOARD. No employee who on or after

February 1 of a school year submits a notice of resignation

or retirement that is effective at the end of that school year

shall be laid off or honorably terminated prior to the effec-

tive date of his or her resignation or retirement.

44-18. Employee Identiﬁcation Numbers and Use of

Social Security Numbers.

The BOARD shall assign to

each bargaining unit employee an employee identification

number separate and distinct from his or her Social Se

curity number. The BOARD shall only use an employee’s

Social Security number for identification purposes when

such use is required or permitted by law. The BOARD shall

exercise its best efforts to prevent the unauthorized disclo

sure or publication of employees’ Social Security numbers.

44-19. Software Applications. The BOARD agrees that all

application software utilized by UNION-represented em

ployees in the normal course of their duties shall be tested,

prior to installation and roll out, for proper functionality.

191

The BOARD further agrees that the Chief Information Of-

ficer or his or her appropriate designee shall meet, upon

request, on a monthly basis with representatives of the

UNION to discuss matters of mutual concern. During such

meetings, the UNION shall be permitted the opportunity to

raise any information technology related issues or problems

and to provide the BOARD representative with potential

solutions. All matters requiring additional action shall be

addressed as expeditiously as possible, taking into consid

eration the UNION’s proposed solutions, with an estimated

timeline to completion and updates at reasonable intervals

provided to the appropriate UNION representatives.

44-20. Teacher Access to Technology. Every teacher

shall have access during the school day to a functioning

computer with internet access, software, photocopier, fac-

simile machine and a printer. The BOARD and the UNION

share the goal that every teacher shall have a functioning

computer with internet access and software at his or her

desk. In order to achieve that objective, the BOARD will

conduct a survey to determine how many teachers do not

have a functioning computer on their desks and work with

the UNION to develop a plan to ensure that teacher have

such equipment at their desks. The BOARD’s survey of the

schools shall be completed no later than January 31, 2013

and the plan developed no later than June 30, 2013.

44-21. Limitations on Paperwork. If the BOARD, prin-

cipals or other administrators require bargaining unit em-

ployees to complete any additional paperwork on a regular

basis that is not required by law, whether the work is by

paper or electronic, the BOARD shall reasonably mitigate

the additional paperwork increase by eliminating other

clerical work or paperwork for bargaining unit employees.

The Union will identify up to 30 items of paperwork that

teachers are currently mandated to complete that they be-

lieve are redundant, obsolete or better (more efficiently

and effectively) accomplished by other means. The Board

will discuss those items with CTU and on those paper-

work requirements on which there is agreement that the

items are redundant, obsolete or better accomplished by

192

other means, the Board shall eliminate that requirement

promptly.

44-22. Conﬁdential Computerized Information. Com-

puter systems used to store confidential information shall

be designed and maintained to ensure the security of such

information.

44-23. Professional Development Certifications.

The BOARD shall provide bargaining unit employees

with written certification as proof of their completion of

CPDUs or CEUs at the end of professional development

sessions.

44-24. Interpreters During Report Card Pick-Up. The

principal or head administrator shall provide interpreters

for teachers to talk to parents at report card pick-up at the

teacher’s request.

44-25. Respectful Working Environment. The follow-

ing behaviors are inconsistent with a respectful working

environment and are impermissible: (a) verbal abuse,

which includes, but is not limited to, obscene, threatening,

humiliating or intimidating language; and (b) non-verbal

abuse, which includes acts that are threatening, humili-

ating or intimidating. Individual, group or school-wide

meetings shall not be utilized to threaten, humiliate or

intimidate bargaining unit employees. Employees shall

suffer no retaliation for reporting, grieving or protesting

workplace bullying. The BOARD shall designate its Equal

Employment Compliance Office to investigate allegations

that employees, vendors or staff are creating undignified

or disrespectful working environments or conditions.

Such remedies and corrective actions may include, but

are not limited to, reversing adverse actions, directing the

training of an employee regarding proper professional

conduct toward all employees and vendors, discipline and

debarment to the extent permitted by law and/or other

corrective actions.

44-26. Nursing Mothers. Each principal or head admin-

istrator shall provide reasonable daily break time to an

employee who needs to express breast milk for her child.

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The break time shall, if possible, run concurrently with

any break time already provided to the employee. Each

principal or head administrator shall provide nursing

mothers with a private space (other than a restroom) in

close proximity to her work area where she may express

her milk in privacy.

44-27. National Board Certiﬁcation. Commencing July

1, 2016, the BOARD will pay the UNION up to a maximum

of $750,000.00 per year, no more than $11,000.00 per

candidate, for the purposes of candidate support, NBCT

renewal, and program management. The program shall

be open to all BOARD teachers, counselors, and librari-

ans. For SY2015-16, the Board shall pay to the CTU the

following:

• $320,000 for training 40 first-time NBCT candidates;

• $176,000 for 44 NBCT renewal candidates; and

• $150,000 for a management fee.

44-28. Availability of BOARD Policies and Procedures.

The BOARD shall post online all policies and procedures,

including any changes thereto promptly upon approval by

the BOARD, and shall endeavor to implement a more us-

er-friendly online access process.

44-29. Distribution of BOARD Publications. Prior to

the start of each school year and promptly as changes are

made, the BOARD shall distribute Sections 605.7 (Grade

Change) and 705.5 (Student Code of Conduct) of the Chi-

cago Public Schools Policy Manual and the “Procedural

Manual for Educating Students with Disabilities in the

Chicago Public Schools” to all bargaining unit employees

electronically. The BOARD will also provide bargaining

unit employees with electronic notice of links to other

BOARD policies, publications and resources identified by

the UNION that are available on the BOARD’s website.

44-30. Lesson Planning. The development of instruc-

tional plans, including both unit and lesson plans, is a

professional responsibility vital to effective teaching.

Principals and/or network administrators shall not re-

quire that teachers submit separate unit and lesson plans.

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Special Education teachers who are working in a co-teach-

ing setting or not providing direct instruction shall sup-

plement the general education teacher’s unit or lesson

plan, and shall not be required to submit a separate unit or

lesson plan. The organization, format, notation and other

physical aspects of and the instructional strategies to be

used for the lesson plan are within the teacher’s discre-

tion. Principals or supervisors may require that teachers

include certain categories for in instructional plans (i.e.,

content standards, student learning outcomes, methods of

assessment, learning tasks and materials, grade appropri-

ate levels of texts, differentiated instructional strategies

that meet the needs of the individual students in the class)

but may not require a particular format or organization,

except when required by accrediting agencies of partic-

ular programs that schools are implementing (e.g., Inter-

national Baccalaureate). Common instructional plans for

courses or subjects may be developed and used by grade

bands or subject departments. Teachers shall have reason-

able time to submit lesson plans or supplements.

44-31. Ad Hoc Professional Problems Committees.

The Board and the Union will create ad hoc professional

problems committees (PPC) to address concerns within

administrative units other than schools on an as needed

basis and upon request of the Union. The unit PPC will

be formed to share information relevant to the entire unit

and to discuss and resolve unit-wide problems, including

but not limited to issues of excessive paperwork. The unit

chief shall be a member of an ad hoc unit PPC. The Union

shall have five members on a unit PPC. The Union shall

designate a Union chair, who shall be responsible for de-

veloping agendas and communicating with the unit chief.

When a unit PPC is created, the PPC shall meet monthly

or more often if the Union chair and the unit chief agree

until the issues that led to its creation are resolved. The

unit chief may have the assistance of principals and net-

work staff in conducting the meeting.

44-32. Assessments.

44-32.1. Required Assessments. No later than June 30th

of each year (or as soon as practicable after ISBE has

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published the state assessment calendar), the Board

shall publish an assessment calendar for the subsequent

school year, which shall consist of assessments man

dated by the district for REACH, required to meet the

mandates of state or federal laws and regulations, and

mandated by a program (i.e., IB or any program that re

quires a test for student credit or program accreditation).

44-32.2. Additional Assessments. Schools shall deter-

mine assessments to be administered in conjunction

with the development of the School Improvement Plan

for Advancing Academic Achievement (SIPAA) which is

currently known as the Continuous Improvement Work

Plan (CIWP). Each year in the spring, Teachers and the

Principal will collaborate to develop a recommended

plan for additional assessments, if any, per grade band

or content area/department. Prior to voting, the CEO or

designee, may review and revise the proposed assess

ment plan, which shall be presented to and discussed

with the school faculty. Teachers and the principal will

then vote on the adoption of the plan, which shall be

adopted by majority vote. If the plan is not adopted, and

the faculty and/or the CEO or designee cannot agree on

an alternative plan, the Union or the CEO or designee

may submit the matter for resolution at strategic bar

gaining. The assessment decision will be included in the

school’s PD plan and reviewed by the district.

44-32.3. Submission of Concerns. The District shall

provide a way that staff can submit any issues and/or

concerns (e.g. dedicated assessment email box) to Cen-

tral Office in a confidential manner. CPS and CTU will

meet quarterly to review their concerns and/or issues

that are submitted.

44-33. Grading Practices.

44-33.1. Teachers Grading Responsibilities. Teach-

ers are responsible for regularly assessing student

progress, notifying students and parents of student

progress and for determining students’ grades in the

subject area or activity for which the teacher is respon-

sible. Teachers shall exercise their independent profes-

196

sional judgment in developing their grading practices.

They shall determine the number, type, weighting and

frequency of student assignments and tests or other as-

sessments that are used to determine individual course

grades. In making that determination, Teachers shall

follow the grading guidelines established in ___-2 and

district policies on grade changes, grade point aver-

ages and grade band values in accordance with Article

___-2, Teachers’ grading practices must be published at

the beginning of the course and must be clear to stu-

dents, parents, administration and staff.

44-33.2. Grading Practice Guidelines. CPS and CTU

shall form a joint task force of 10 educators (five ap-

pointed by CPS and five appointed by CTU) to develop

CPS professional standards and guidelines for teacher

grading practices, e.g., recommended frequency and

sequencing of assessment, number of assessments

per quarter etc. These grading practice guidelines

shall require a coherent approach to grading practices

within schools, grade bands and content teams, the use

of CPS electronic parent portal “Gradebook” or other

electronic system for housing student grades and noti-

fying students and parents of assignments, assessment

and grades. The taskforce shall develop the guidelines

by consensus to the extent possible and, where not pos-

sible, by majority vote of the taskforce members. The

taskforce shall issue guidelines as soon as practicable,

but in no event later than May 15, 2017, which princi-

pals, evaluators and network administrators shall use

to guide and assess teachers’ grading practices.

44-34. Subcontracting of Certified Nursing Ser-

vices. In the event that the BOARD decides to contract

for certified nursing services, the BOARD shall meet

and confer with the UNION prior to contracting to dis

cuss whether there are alternatives to contracting. If the

BOARD contracts, it will bargain with the UNION over the

impacts and effects of the contract on the bargaining unit.

44-35. Records time. At the end of each semester, teach-

ers shall be provided a sufficient amount of nonteaching

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time during the school day to complete cumulative record

cards, registration cards, emergency information cards

and transfer records for students.

44-36. IEP Interpreter Stipend. The BOARD will pro-

vide employees a $500 stipend for each semester that the

employee who regularly serves as an interpreter at IEP

meetings until such time as the BOARD establishes an

internal certification process. Once the internal certifica-

tion process is established, any employee who obtains the

certification will receive the stipend so long as the em-

ployee agrees to interpret at IEP meetings.

44-37. Student Debt Information and Training. The

BOARD and the UNION shall cooperatively plan and shall

jointly fund annual information and training sessions on

student loans, loan forgiveness, and debt reduction for all

interested CPS staff, students and families.

ARTICLE 45

COMMITTEES

45-1. Types of Committees. The BOARD and the UNION

agree that standing committees shall be established as set

forth in this Article. The parties also agree to establish joint

BOARD-UNION study committees on an ad hoc basis.

45-2. Committee Reports. All joint BOARD-UNION

committees established through the provisions of this

Agreement shall submit their reports to the Chief Exec-

utive Officer. After submission to the Chief Executive Of-

ficer, a copy of the committee’s report shall be provided

to the UNION and to the appointed committee members.

The Chief Executive Officer will provide to the UNION

and to each appointed committee member the Chief Ex-

ecutive Officer’s recommendations pertaining to the com-

mittee’s report before it is discharged.

45-3. Committee Membership. Unless otherwise agreed,

committees created pursuant this Article shall have ten

members with five individuals designated by the Chief

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Executive Officer and five individuals designated by the

UNION President.

45-4. Standing Committees.

45-4.1. Career and Technical Education. A standing

Career and Technical Education Committee is es-

tablished to study and make recommendations with

respect to Career and Technical Education programs

and issues. The committee will study CTE programs

and career academy curricula, funding and other is-

sues related to the operations of CTE programs and

career academies. Annually in March the committee

shall submit recommendations to the CEO for imple-

mentation in July.

45-4.2. Early Childhood Education. A standing Early

Childhood Education Committee is established to

study and make recommendations with respect to

Early Childhood Education programs and issues.

45-4.3. Student Discipline, Truancy and School Safety.

A standing Student Discipline, Truancy and School

Safety Committee is established to study and make

recommendations with respect to student discipline,

truancy and school safety issues. The BOARD will re-

ceive recommendations from the Student Discipline,

Truancy and School Safety Committee to improve the

culture and climate of the schools in order to imple-

ment the BOARD’s commitment to Restorative Justice

practices, Social Emotional Learning, Safety, Security

and fidelity in student attendance reporting.

45-4.4. Special Education. A standing Special Edu-

cation Committee is established to study and make

recommendations with special education, students

with disabilities, special education teacher workload,

and related issues. The Committee shall investigate

workload complaints from bargaining unit employees

working with students with disabilities, including spe

cial education teachers, clinicians and counselors. The

Committee shall make recommendations to the Chief

Executive Officer, with a copy to the UNION President.

199

45-4.5. Counselor and Case Management. A standing

Case Management Committee is established to study

and make recommendations with case management

and related issues.

45-4.6. Clinician Work Load. A work committee shall

investigate workload complaints from clinicians work-

ing with students. The committee shall investigate and

make recommendations about hiring additional clini-

cians to reduce current workload, as well as pipeline

programs for hard to staff clinician disciplines. The

Committee shall submit recommendations to the Chief

Executive Officer, with a copy to the Union President.

45-4.7. Workload Reduction Funding. The BOARD

agrees to commit $2,500,000 per year during this

Agreement to fund costs associated with workload re-

duction as jointly recommended by the Special Educa-

tion Committee, the Counselor and Case Management

Committee, and the Clinician Work Load Committee.

45-4.8. Teacher Evaluation. A standing Joint Commit-

tee on Teacher Evaluation is created under Article 39

and shall have the authority and purposes set forth in

Article 39.

45-4.9. Employee Discipline. A standing Employee Dis-

cipline Committee is established to study and make

recommendations with respect to employee discipline.

45-4.10. Information Technology. A standing Informa-

tion Technology Committee is established to study and

make recommendations with respect to information

technology and BOARD employee access to techno-

logical resources.

45-4.11. Budget. The parties shall establish an Advisory

Committee on Budget, consisting of two (2) elected

representatives of the Chicago Teachers Union, two (2)

members of the Chicago Board of Education, and the

Chief Financial Officer of the Chicago Board of Edu-

cation (or the equivalent position), whose purpose is to

conduct monthly meetings upon the request of either

party for the purpose of making a recommendation to

200

the BOARD for its annual budget. The committee shall

be allowed access to all relevant information pertain-

ing to the BOARD’s budget, and its meetings may in-

clude invited guests as agreed by the committee.

45-4.12. Air Conditioning and Temperature Control. A

standing Air Conditioning and Temperature Control

Committee is established to investigate, study and de-

termine a timetable for air conditioning or other tem-

perature controls for classrooms in use during July or

August.

45-4.13. Physical Education. A standing Physical Ed-

ucation Committee is established to study and make

recommendations with respect to physical education

and sports programs.

45-4.14. Pay. A standing Pay Committee is established

to study and make recommendations with respect to

career ladders, the BOARD’s policies with respect to

lane movement, and differentiated compensation.

45-4.15. Academic Calendar. A standing Academic

Calendar Committee is established to study and make

recommendations with respect to a unified calendar

for the 2013-2014 school year. The committee’s recom-

mendations will comport with Article 19.

45-4.16. Diversity. A standing diversity committee is

added to monitor and make recommendations to im-

prove teacher and other staff racial diversity to better

reflect student population, including university part-

nerships for the purpose of increasing the number of

teachers of color.

45-4.17. Bilingual Education. A standing Bilingual Ed-

ucation committee is added to monitor progress on

recommendations to increase EL students’ access to

quality instruction and services.

45-4.18. PSR P. A standing PSRP committee is added to

determine changes, if any, to the PSRP evaluation plan

and other PSRP issues.

201

45-4.19. Sports. A 10-member Sports Committee is es-

tablished, with 5 members appointed by the Board and

5 members appointed by the Union. The Joint Sports

Committee shall have the following responsibilities:

• Review the allocation of resources including,

but not limited to, transportation, equipment,

uniforms, and necessary supplies to ensure that

schools in need of greater support for athletics re-

ceive priority in distribution of available funds, in-

cluding securing corporate sponsorships, donations

and grant dollars

• Create a model for greater equity in compensation

for coaches across all sports categories

The Joint Committee will have $5 million annually

above and beyond the current budget allocation for

sports administration.

ARTICLE 46

INTEGRATION –

QUALITY EDUCATION

46-1. General Provision. In order to implement the joint

policy of the BOARD and the UNION to work affirmatively to

give each student the advantage of an integrated school and a

comprehensive world view, the BOARD agrees as follows: (a)

in concert with the UNION, to encourage appointed teachers

to apply for transfers under the provisions of this Agreement;

(b) in concert with the UNION, to encourage the extensive

use of curriculum, texts and supplementary materials that

represent contributions made to civilization by all elements

of our population; and (c) as funds are available, to develop

programs and select schools to receive the services and per

sonnel required to deal comprehensively and effectively with

the total needs of a student in a school so that all elements of

a sound educational structure are present, such as drastically

reduced class size, additional teachers, additional counselors,

reading specialists, clinicians and teacher assistants.

202

46-1.1. School Community Representatives. The

BOARD shall fund a School Community Representa

tive at each school with 75 to 139 students in temporary

living situations (STLS). The BOARD shall fund two

School Community Representatives in schools with 140

or more students in temporary living situations. Stu

dent numbers to be measured on the last day of the 1st

semester of the prior school year with any adjustments

to be made on the 10th day of school of the current

school year. The School Community Representative

will be responsible for STLS coordination and actively

work to remove barriers to enrollment, healthcare in

tervention, provide support and resources for families

to access to housing, early intervention, attendance and

success, and all other responsibilities per federal guide

lines for students with the STLS designation.

46-1.2. STLS Liaison Stipends. The BOARD shall also

provide paid stipends to schools for STLS Liaisons, ac-

cording to the following schedule:

• 1 stipend for each school with 20 to 25 students in

temporary living situations

• 2 stipends for each school with 26 to 40 students

in temporary living situations

• 3 stipends for each school with 41 to 74 students in

temporary living situations

46-1.3. School Community Representatives and STLS

Liaison Responsibilities. The primary responsibili-

ties for the School Community Representatives and

the STLS Liaisons include working with families to

determine STLS status, enrolling students in school

and in the STLS program, and distributing bus cards

to students. These employees are also responsible for

maintaining on-going communications with STLS stu-

dents and families and providing these families with

referrals to District and community resources that

may address barriers to enrollment, attendance, and

success in school.

46-1.4. Review of Services to Homeless Students. The

Board shall establish a quarterly meeting with the

203

CTU that enables the parties to evaluate the efficacy

of services to homeless students alongside leaders in

CPS’ STLS Department.

46-2. Publishers of Standardized Tests. The BOARD

and the UNION agree to urge the publishers of standard-

ized tests for students to include questions as appropri-

ate on the contributions of African-Americans, Latinos,

Asian-Americans and other minority groups and women

to world and United States history; labor history; and

the struggle for human rights and gender equality in the

world and United States past and present.

46-3. Quality Bilingual Education/Professional Devel-

opment.

46-3.1. .The BOARD and the UNION shall work collab-

oratively in a CTU/CPS Joint Standing Bilingual Ed-

ucation Committee to assess the bilingual education

programs across the district to identify and to assist in

planning on how to address areas of need.

46-3.2. .The BOARD shall provide consistent, high

quality, paid professional development related to in-

struction for English Learners during the school day to

teachers who provide instruction to English Learners

in grades Pre-K to 12th. This professional development

may, but not solely be delivered by the English Learner

Program Teacher. English Learners are defined in this

Article as defined in 23 Ill. Admin. Code Sec. 228.10 ex-

cluding students needing services whose parents have

refused bilingual services.

46-3.3. .Principals shall inform bilingual education

teachers at the end of the school year for the upcoming

school year the amount of funds that have been allo

cated in the school budget for bilingual education re-

sources and materials and shall work with the bilingual

education teachers to identify which resources and

materials will be purchased to best serve the needs of

English Learners. Principals shall be encouraged to use

Guidance, developed by the Joint Bilingual Education

Committee, on the allocation and use of these funds.

204

46-4. Bilingual Education Teachers.

46-4.1. .The BOARD and the UNION acknowledge the

need for endorsed Bilingual Certified Teachers to ensure

English Learners receive services required by state and

federal law. The BOARD will offer at least 50% reduced

tuition opportunities with partner universities for teach

ers to earn their Bilingual and/or ESL endorsement.

46-5. English Learner Program Teachers.

46-5.1. .The English Learner Program Teacher posi-

tion shall be staffed by the English Learner Program

Teacher who is responsible for coordinating services

provided to English Learners. The roles, responsi-

bilities, and duties will be published annually by the

Office of Language and Cultural Education. The En-

glish Learner Program Teacher shall not be tasked

with responsibilities outside of the scope of this role

(ex. World Language Instruction, Substitute teaching,

lunch duty, etc.).

46-5.2. .Starting in the 2020-21 school year, the

BOARD shall fund a Half-Time English Learner Pro-

gram Teacher position for schools with 20-150 En-

glish Learners, a Full-Time English Learner Program

Teacher for schools with 150 to 600 English Learners,

2 full-time positions for schools with more than 600

English Learners. Schools with 1-49 English Learners

shall receive a stipend of $1,000 for the role of English

Learner program coordination. Schools with 50-99

English Learners shall receive a stipend of $1,500.

Schools with 100-199 English Learners shall receive

a stipend of $2,000. Schools with 200-249 English

Learners shall receive a stipend of $2,500. Schools

with 250 or more English Learners shall receive a sti-

pend of $3,000.

46-5.3. .Starting in the second semester of 2019-2020

school year where possible and otherwise at the begin-

ning of the 2020-2021 school year, an English Learner

Program Teacher at schools with 20 or more English

Learners shall have at least 50% of their time desig-

205

nated for English Learner Program Teacher coordi-

nation duties exclusive of their teaching duties. An

English Learner Program Teacher at schools with 250

or more English Learners shall have 100% of their time

designated for English Language Program Teacher du-

ties program coordination duties. The ELPT shall not

be the sole person responsible for providing English

Learner services for English Learners without a cer-

tified Bilingual and/or English as a Second Language

teacher except schools with 19 or fewer English Learn-

ers. Teachers in schools with 1-19 English Learners

shall have the option to accept or reject the principal’s

assignment of the English Learner Program Coordi-

nator Teacher role compensated with the stipend. If

no one accepts the role then the Principal shall assign

it to a qualified administrator and when not possible,

to a qualified teacher.

46-5.4. ..English Learner Program Teachers shall not be

considered part of the administrative team but the rec-

ommendations made by the English Learner Program

Teachers in accordance with CPS policy and state law

shall be considered by Principals when making educa-

tional decisions that affect English Learners.

46-6. Equal Access to Volunteer for Immigrant Parents.

46-6.1. .The BOARD shall work with the CTU/CPS Joint

Standing Bilingual Education Committee to recom-

mend ways in which the Board/CEO can minimize or

remove obstacles to volunteer opportunities for par-

ents English Learners.

46-7. Sanctuary Schools and Sanctuary Employer.

46-7.1. .In the spirit of Plyler v. Doe, 457 U.S. 202 (1982),

the BOARD has consistently afforded students access

to a high quality public education at CPS regardless of

their immigration status and is committed to continue

this practice.

46-7.2. .CPS is an Immigration and Customs Enforce-

ment (“ICE”) designated “sensitive location” in which

ICE enforcement activities would pose a severe dis-

206

ruption to the learning environment and educational

setting for students and their families.

46-7.3. .The BOARD and UNION jointly declare that the

buildings and grounds of CPS Schools are sanctuary

spaces for all students, parents, administrators, bar-

gaining unit members, and community members at the

school for school-related business and jointly commit

to defend the right to a free and safe learning environ-

ment to the extent permitted by law.

46-7.4. .School personnel shall not inquire about or re-

cord a student’s or a family member’s immigration sta-

tus, nor shall the Board collect or retain information

regarding the immigration status of any CPS students

or their families. Except by a court order, CPS shall not

disclose to ICE any information regarding the immi

gration status of any CPS student. CPS will not disclose

to anyone other than ICE any immigration informa

tion pertaining to any CPS student except pursuant to

the Family Educational Rights and Privacy Act. The

BOARD recognizes the trust families place in them and

shall not voluntarily divulge information to immigra

tion agents to the fullest extent possible under the law.

46-7.5. .Upon request by ICE agents to enter CPS school

grounds or to obtain or review CPS records, CPS ad-

ministration shall verify the immigration agent’s cre-

dentials, ask the agent why the agent is requesting

access, and require a criminal judicial warrant signed

by a federal judge. CPS shall not admit ICE agents

based upon an administrative warrant, ICE detainer,

or other document issued by an agency enforcing civil

immigration law.

46-7.6. .In the interest of ensuring the success of the

commitments made in this article, the BOARD and

the UNION shall meet to develop a training program

for staff on how to appropriately respond to ICE agents

should they request entrance to the school facilities or

grounds as well as proactive steps to aid students and

families in obtaining legal or other assistance with

immigration enforcement actions. The BOARD and

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UNION shall also discuss matters pertaining to the is-

sues of Sanctuary employers and schools as requested.

46-7.7. .CPS Employees shall not face any BOARD disci-

pline for following the policies contained in this Article.

46-7.8. .The provisions contained within this article

shall in no way prohibit the BOARD from honoring

and complying with a duly authorized warrant and in

no way shall obligate the Employer or any of its agents

to violate any State or Federal statutes.

46-8. Sanctuary Employer.

46-8.1. .On September 5, 2017, the Department of Home-

land Security announced the end to the Deferred Action

for Childhood Arrivals (“DACA”) policy. The DACA pol

icy protected eligible immigrant youth from deportation

and provided work authorization documents to nearly

800,000 young people who came to the United States

as children. The BOARD and the UNION recognize that

the young people who have received DACA benefits are

a valued and important part of our community. Because

the termination of the DACA policy may affect the work

authorization of employees of the BOARD, the BOARD

and the UNION agree to the following:

46-8.2. .The BOARD shall not inquire about or demand

proof of immigration or citizenship status, except as

required by law.

46-8.3. .Effective for SY 2019-20, the Board shall, in

consultation with the UNION, develop appropriate

guidance and resources of up to $200,000 per school

year, to assist employees in planning for and navigating

immigration issues.

46-8.4. .Upon written request, an employee shall be re-

leased for up to ten (10) unpaid working days one time

during their employment in order to attend to immi-

gration or citizenship status matters. The days need

not be taken consecutively. The Employer may request

verification of such absences and/or appropriate certi-

fied documentation.

208

46-8.5. .In the event that the BOARD is no longer permit-

ted to employ an affected employee, the BOARD agrees

to convert the affected employee’s termination to an

unpaid leave of absence upon the employee’s return to

work, provided the return to work takes place within

two (2) calendar years for tenured teachers or within one

(1) calendar year for all other employees. Specifically,

upon the employee providing proper work authorization

within the appropriate time frame, the BOARD agrees to

reinstate the affected employee to the employee’s former

position, if available, without loss of prior seniority If the

former position is not available, the BOARD agrees to

reinstate the employee to substantially similar employ

ment for which the employee is qualified, including the

Reassigned Teacher Pool, at a salary no less than their

pay prior to their separation. While separated, the em

ployee shall earn no credit toward step advancement.

46-8.6. .Within thirty (30) days of the signing of this

Agreement, the BOARD and the UNION shall send

the following:

a. A joint letter to educators and support staff with

immigration or citizenship status resources, such as

the immigrant and refugee children guide for edu-

cators and support staff.

b. A joint letter to students and their families with

immigration or citizenship status resources.

ARTICLE 47

CONFORMITY

47-1. No Strike or Lockout. During the term of this

Agreement, the UNION agrees not to strike nor to picket

in any manner which would tend to disrupt the operation

of any public school in the city of Chicago or of the ad-

ministrative offices or any other facility of the BOARD.

During the term of this Agreement, the BOARD agrees not

to engage in any lockout.

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47-2. Amendatory Acts. The inclusion in this Agreement

of any provision that is a permissive subject of bargaining

or a provision which was otherwise affected by virtue of

the 2003 and 2011 Amendatory Acts to 115 ILCS 5/4.5 of

the Illinois Educational Labor Relations Act shall not be

deemed in any way as a waiver, concession or compromise

of the BOARD’s or the Union’s rights under said Acts. Not-

withstanding the foregoing, the parties shall abide by all

the terms of this Agreement.

ARTICLE 48

REPRESENTATION

48-1. Recognition. Recognition by the BOARD of the

UNION as the sole and exclusive bargaining agent shall con

tinue provided, however, that should any other employee

organization seek to represent employees in the bargaining

unit, as defined in Article 1-1, such request shall be dealt

with and governed pursuant to the provisions of the Illinois

Educational Labor Relations Act.

48-2. Management Rights. The BOARD shall not be re-

quired to bargain over matters of inherent managerial policy

within the meaning of the Illinois Educational Labor Rela

tions Act or Illinois School Code, which shall include such

areas of discretion or policy as the functions of the BOARD,

standards of services, its overall budget, the organizational

structure and selection of new employees and direction of

employees; provided, that in order to preserve the rights of

the parties predating this Agreement, the BOARD shall be

required to bargain collectively with regard to any matter

concerning wages, hours or conditions of employment about

which they have bargained for and agreed to in a collective

bargaining agreement prior to the date of this Agreement;

provided further, that nothing herein shall affect the rights

of the UNION or any employee under Article 3. The BOARD,

however, shall be required to bargain collectively with the

UNION with regard to policy matters directly affecting

wages, hours and terms and conditions of employment as

well as the impact thereon upon request by the UNION.

210

ARTICLE 49

STAFFING

49-1. .The BOARD agrees to recruit and hire qualified

candidates for positions described in this Article. Pro-

vided that there are a sufficient number of qualified can-

didates, CPS agrees to the following minimum staffing:

49-2. School Social Workers. Inclusive of the 35 school

social worker positions added in fiscal year 2020, the

BOARD agrees to the following staffing:

• By July 30, 2020: 79 school social worker positions

above the number of school social worker positions

as of July 1, 2019

• By July 30, 2021: 123 school social worker positions

above the number of school social worker positions

as of July 1, 2019

• By July 30, 2022: 166 school social worker positions

above the number of school social worker positions

as of July 1, 2019

• By July 30, 2023: 209 school social worker positions

above the number of school social worker positions

as of July 1, 2019

• By no later than July 30, 2023, the BOARD will assign

at least one full-time school social worker to each

school in the District.

49-3. School Nurses. Inclusive of the 30 nurse positions

added in fiscal year 2020, the BOARD agrees to the fol-

lowing staffing:

• By July 30, 2020: 85 nursing positions above the

number of nurse positions as of July 1, 2019

• By July 30, 2021: 140 nursing positions above the

number of nurse positions as of July 1, 2019

• By July 30, 2022: 195 nursing positions above the

number of nurse positions as of July 1, 2019

• By July 30, 2023: 250 nursing positions above the

number of nurse positions as of July 1, 2019

•

By no later than July 30, 2023, the BOARD will assign at

least one full-time nurse to each school in the District.

211

49-4. Case Managers. In addition to the 30 case manager

positions added in fiscal year 2020, the BOARD agrees to

the following staffing by July 30, 2023:

• .5 Case Manager position for 50-104 students with IEPs

• 1.0 Case Manager position for 105-174students with

IEPs

• 1.5 Case Manager positions for 175-239 students with

IEPs

• 2.0 Case Manager positions for 240-299 students

with IEPs

• 2.5 Case Manager positions for 300+ students with

IEPs

Case Manager Allocation Formula MOU

For the purposes of Case Manager allocation, the BOARD

and the UNION agree that every ten (10) 504 plans shall be

considered equivalent to one (1) IEP. The Case Manager al

location formula is based on the number of students with an

IEP. Included in the allocation are pre-K IEPs (not speech

only). For speech-only IEPs, ten (10) speech-only IEPs shall

be equivalent to one (1) IEP in the above allocations.

In the 2019-2020 school year, the BOARD shall not reduce

the total number of case managers employed at any school

as of October 1, 2019.

49-5. School Psychologists. The BOARD shall reduce

the school psychologist-to-student ratio over the term of

this Agreement, and shall in no event reduce the current

staffing levels of school psychologists.

49-6. Occupational Therapists. The BOARD shall re-

duce the occupational therapist-to-student ratio over the

term of this Agreement, and shall in no event reduce the

current staffing levels of occupational therapists.

49-7. Physical Therapists. The BOARD shall reduce the

physical therapist-to-student ratio over the term of this

Agreement, and shall in no event reduce the current staff-

ing levels of physical therapists.

49-8. Speech Language Pathologists. The BOARD

shall reduce the speech language pathologists-to-stu-

212

dent ratio over the term of this Agreement, and shall in

no event reduce the current staffing levels of speech lan-

guage pathologists.

49-9. Audiologists. The BOARD shall reduce the audi-

ologist-to-student ratio over the term of this Agreement,

and shall in no event reduce the current staffing levels of

audiologists.

49-10. Joint Stafﬁng Committee on Equity. The BOARD

and the UNION shall staff a 10-member Joint Staffing Com

mittee. The BOARD shall appoint five members, one of whom

must be an educator, and the UNION shall appoint five mem

bers, one of whom must be an educator. The Joint Staffing

Committee shall fulfill the following responsibilities:

A. Develop criteria to determine the highest need schools

1. The Committee shall develop criteria by which to

determine the 120 district-run schools that have the

highest need for additional staffing. The Committee

shall use an equity lens to determine the criteria, in-

cluding reviewing data related to rates of poverty,

special education students, English Learners, exist-

ing staffing levels, and other metrics agreed to by

the Committee.

2. The Committee shall begin its work no later than

the beginning of the second semester of the 2019-

20 school year and shall complete its work no later

than the end of the third quarter of the same school

year.

B. Phase-in allocations of full-time positions to each of

the highest need schools

1. Beginning in the 2020-21 school year, the Commit-

tee will phase in one centrally-funded full-time posi-

tion for each identified school at the following levels:

• 30 schools at the start of the 2020-21 school year

• 30 schools at the start of the 2021-22 school year

• 30 schools at the start of the 2022-23 school year

• 30 schools at the start of the 2023-24 school year

213

2. The Committee has authority to enforce these

staffing provisions above.

3. The principal in collaboration with the school

community, through the development of the Con-

tinuous Improvement Work Plan (CIWP), shall

determine how the position is defined, provided

the position advances social emotional learning

and trauma-informed practices, restorative justice,

counseling and advising, or instruction (including

library). Examples of appropriate positions include

librarians, restorative justice coordinators, school

counselors, or other positions as determined by the

principal and LSC.

4. Positions allocated by the Committee will be

provided for in the school’s budget must be used to

supplement and not supplant its current staffing,

and shall remain for the duration of this Agreement.

5. As an alternative to allocating one full-time po-

sition, at the request of the principal and Local

School Council (LSC), the Committee can approve

the allocation of an equivalent amount of funding to

advance social emotional learning and trauma-in-

formed practices, restorative justice, counseling

and advising, or instruction (including library).

6. The Committee will provide oversight of schools’

implementation of positions allocated by the Com-

mittee and monitor timelines for position posting

and hiring.

C. Oversight of staffing level increases

1. The Committee shall provide oversight of the

posting and hiring to reach staffing targets for

School Social Workers, Nurses, and Case Manag-

ers in this Agreement, including but not limited to

making recommendations on pipeline strategies

that may increase hiring.

2. The Committee has sole authority to enforce

the staffing provisions above, and the staffing pro

214

visions above are not subject to the grievance and

arbitration procedure in Article 3, except that dis

putes over the compliance with the process set forth

in this Article with respect to the Committee, and

enforcement of Committee decisions, are subject to

expedited grievance and arbitration in Article 3-8.3.

49-11. Preschool. All Blended Preschool Classrooms

(half and full day) shall use the existing special education

position appeal process to request additional SECA posi-

tions based on needs.

ARTICLE 50

CONCLUSION

50-1. Duration. This Agreement shall commence on July

1, 2019 and expire on June 30, 2024.

50-2. Amendments or Modiﬁcations. In the event ei-

ther party wishes to modify or amend this Agreement,

written notice thereof shall be given to the other party at

least twenty days prior to the consideration of said modi-

fication or amendment and, if said modification or amend-

ment is thereafter mutually agreed upon, this Agreement

will be so amended.

50-3. Complete Agreement. Neither the BOARD and its

representatives nor the UNION and the members of the

bargaining unit shall take any action violative of or incon-

sistent with any provision of this Agreement. The parties

agree that, if either has made a proposal not included

herein, such proposal has been withdrawn in consider-

ation of the making of this Agreement.

215

IN WITNESS HEREOF, the parties have caused this Agree-

ment to be signed and sealed by their presidents and at-

tested by their secretaries.

BOARD OF EDUCATION OF THE CITY OF CHICAGO,

A body politic and corporate,

By: Miguel Del Valle, President

Attest: Estela Beltran, Secretary

CHICAGO TEACHERS UNION, LOCAL NO. 1, AMERICAN

FEDERATION OF TEACHERS, AFL-CIO

By: Jesse Sharkey, President

Attest: Christel Williams-Hayes, Recording Secretary

Board Report Number: 19-1120-EX3

November 20, 2019

216

APPENDIX A

SALARY SCHEDULES AND

OTHER COMPENSATION

Part 1: Salary Schedules

Understanding teacher salary tables

For teachers hired before 1/1/17, the “Total Comp” column

in your salary table equals the sum of the “Salary” column and

the pension pick-up (Article 36-4.1), which is 7% of “Salary”.

For teachers hired on or after 1/1/17, the “Total Comp”

column in your salary table equals the sum of the “Salary”

column and an amount of added salary equal to the pension

pickup (Article 36-4.1), which is 7% of “Salary”.

The “Salary” column in your salary table equals the sum of

the “Base Salary” column plus your step adjustment as given

in the table on the following page.

Bi-weekly pay calculation

This section is designed to help you calculate your gross

pay (pay before taxes, insurance and other deductions) for a

typical 10-day pay period.

For Teachers hired before 1/1/17,

divide “Salary” by number of days in annual schedule, and

multiply by 10—or the number of days in the pay period.

For

Teachers hired after 1/1/17,

divide “Total Comp” by number

of days in annual schedule, and multiply by 10—or the number

of days in the pay period.

Steps and year of credited service

The step adjustment values on the following page apply to

teachers hired before 1/1/17. For teachers hired on or after

1/1/17, the step adjustment values are 7% higher, by virtue of

the pension contribution change that went into effect on that

date. Note that the “Total Comp” column in the salary tables

on subsequent pages applies regardless of hire date and that

all values are rounded to the nearest dollar.

For more help

For additional resources, go to www.ctulocal1.org/contract.

217

Year of

Credited

Service

Step 208 Day 228 Day 248 Day 52 Week

935

1,021

1,108

1,130

1,122

1,226

1,330

1,355

1,215

1,328

1,441

1,468

1,963

2,145

2,327

2,372

2,430

2,656

2,882

2,937

2,570

2,809

3,048

3,106

2,570

2,809

3,048

3,106

2,570

2,809

3,048

3,106

2,430

2,656

2,881

2,937

2,243

2,451

2,660

2,711

1,869

2,043

2,217

2,259

1,589

1,736

1,884

1,920

14a

1,355

1,481

1,607

1,638

14b

14c

15a*

970

1,060

1,150

1,172

15b

15c

16a*

1,262

1,377

1,493

1,521

16b

16c

17a*

550

601

652

665

17b

18a*

1,262

1,376

1,490

1,518

18b

18c

18d

18e

18f

A pensionable longevity payment of $2,100 will be

made to teachers who remain employed with CPS

through the conclusion of the school year in which

they reach the 5-year anniversary of their entry

into Step 18a, corresponding with their 30th year

of service eligible for step credit.

* These steps were modified as per the longevity pay agreement,

see Appendix A 1P.

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

218

1A. 208-Day Schedule / 2019-20 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

54,547

58,365

58,325

62,408

54,547

55,482

59,365

58,325

59,260

63,408

55,509

56,631

60,596

59,288

60,410

64,639

56,689

57,904

61,957

60,468

61,683

66,000

57,989

59,952

64,148

61,767

63,730

68,191

60,065

62,495

66,870

63,843

66,273

70,913

62,644

65,214

69,779

66,422

68,992

73,822

65,415

67,985

72,744

69,193

71,763

76,787

68,224

70,794

75,750

72,002

74,572

79,793

72,830

75,260

80,528

76,608

79,038

84,570

77,336

79,579

85,149

81,112

83,355

89,190

81,330

83,199

89,023

85,109

86,978

93,066

84,107

85,696

91,694

87,885

89,474

95,737

14a

86,064

87,419

93,538

89,841

91,196

97,580

14b

87,419

93,538

91,196

97,580

14c

87,419

93,538

91,196

97,580

15a

87,419

88,389

94,576

91,196

92,166

98,618

15b

88,389

94,576

92,166

98,618

15c

88,389

94,576

92,166

98,618

16a

88,984

90,246

96,563

92,762

94,024

100,606

16b

91,079

97,454

94,970

101,618

16c

91,111

97,489

95,003

101,653

17a

91,139

91,689

98,107

95,029

95,579

102,270

17b

91,689

98,107

95,579

102,270

18a

91,689

92,951

99,457

95,579

96,841

103,620

18b

92,951

99,457

96,841

103,620

18c

92,951

99,457

96,841

103,620

18d

92,951

99,457

96,841

103,620

18e

92,951

99,457

96,841

103,620

18f

92,951

99,457

96,841

103,620

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

219

1A. 208-Day Schedule / 2019-20 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

60,214

64,429

62,102

66,450

60,214

61,149

65,429

62,102

63,037

67,450

61,177

62,299

66,660

63,065

64,187

68,681

62,356

63,571

68,021

64,245

65,460

70,042

63,656

65,619

70,212

65,546

67,509

72,234

65,732

68,162

72,934

67,621

70,051

74,954

68,311

70,881

75,843

70,201

72,771

77,865

71,082

73,652

78,808

72,972

75,542

80,830

73,891

76,461

81,814

75,780

78,350

83,834

78,497

80,927

86,592

80,385

82,815

88,612

83,001

85,244

91,211

84,890

87,133

93,233

86,996

88,865

95,086

88,886

90,755

97,108

89,775

91,364

97,760

91,664

93,253

99,781

14a

91,730

93,085

99,601

93,618

94,973

101,621

14b

93,085

99,601

94,973

101,621

14c

93,085

99,601

94,973

101,621

15a

93,085

94,055

100,639

94,973

95,943

102,659

15b

94,055

100,639

95,943

102,659

15c

94,055

100,639

95,943

102,659

16a

94,651

95,913

102,627

96,541

97,803

104,649

16b

96,915

103,699

98,861

105,781

16c

96,947

103,734

98,893

105,816

17a

96,974

97,524

104,350

98,920

99,470

106,432

17b

97,524

104,350

99,470

106,432

18a

97,524

98,786

105,701

99,470

100,732

107,783

18b

98,786

105,701

100,732

107,783

18c

98,786

105,701

100,732

107,783

18d

98,786

105,701

100,732

107,783

18e

98,786

105,701

100,732

107,783

18f

98,786

105,701

100,732

107,783

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

220

1A. 208-Day Schedule / 2019-20 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

63,992

68,472

65,882

70,494

63,992

64,927

69,472

65,882

66,817

71,494

64,955

66,077

70,703

66,845

67,967

72,725

66,135

67,350

72,064

68,025

69,240

74,087

67,434

69,397

74,255

69,324

71,287

76,277

69,511

71,941

76,977

71,401

73,831

78,999

72,089

74,659

79,886

73,979

76,549

81,908

74,860

77,430

82,851

76,750

79,320

84,873

77,670

80,240

85,857

79,560

82,130

87,879

82,274

84,704

90,633

84,164

86,594

92,655

86,779

89,022

95,254

88,670

90,913

97,277

90,776

92,645

99,130

92,663

94,532

101,150

93,554

95,143

101,803

95,441

97,030

103,822

14a

95,508

96,863

103,643

97,398

98,753

105,666

14b

96,863

103,643

98,753

105,666

14c

96,863

103,643

98,753

105,666

15a

96,863

97,833

104,681

98,753

99,723

106,704

15b

97,833

104,681

99,723

106,704

15c

97,833

104,681

99,723

106,704

16a

98,430

99,692

106,670

100,318

101,580

108,691

16b

100,805

107,862

102,751

109,944

16c

100,838

107,896

102,784

109,978

17a

100,864

101,414

108,513

102,810

103,360

110,595

17b

101,414

108,513

103,360

110,595

18a

101,414

102,676

109,864

103,360

104,622

111,946

18b

102,676

109,864

104,622

111,946

18c

102,676

109,864

104,622

111,946

18d

102,676

109,864

104,622

111,946

18e

102,676

109,864

104,622

111,946

18f

102,676

109,864

104,622

111,946

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

221

1A. 208-Day Schedule / 2020-21 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

56,183

60,116

60,075

64,280

56,183

57,118

61,116

60,075

61,010

65,280

57,146

58,268

62,347

61,038

62,160

66,511

58,330

59,545

63,714

62,222

63,437

67,878

59,641

61,604

65,917

63,533

65,496

70,081

61,750

64,180

68,673

65,642

68,072

72,837

64,370

66,940

71,626

68,262

70,832

75,790

67,170

69,740

74,622

71,062

73,632

78,786

70,024

72,594

77,676

73,916

76,486

81,840

72,918

75,348

80,622

76,810

79,240

84,786

77,518

79,761

85,344

81,409

83,652

89,507

81,966

83,835

89,703

85,856

87,725

93,865

85,695

87,284

93,394

89,587

91,176

97,558

14a

88,267

89,622

95,895

92,159

93,514

100,059

14b

90,042

96,344

93,932

100,508

14c

90,042

96,344

93,932

100,508

15a

90,042

91,012

97,382

93,932

94,902

101,545

15b

91,041

97,413

94,931

101,577

15c

91,041

97,413

94,931

101,577

16a

91,041

92,303

98,764

94,931

96,193

102,927

16b

92,953

99,460

96,845

103,624

16c

93,811

100,378

97,819

104,667

17a

93,845

94,395

101,002

97,853

98,403

105,291

17b

94,439

101,050

98,446

105,338

18a

94,439

95,701

102,400

98,446

99,708

106,688

18b

95,739

102,441

99,746

106,729

18c

95,739

102,441

99,746

106,729

18d

95,739

102,441

99,746

106,729

18e

95,739

102,441

99,746

106,729

18f

95,739

102,441

99,746

106,729

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

222

1A. 208-Day Schedule / 2020-21 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

62,020

66,362

63,965

68,443

62,020

62,955

67,362

63,965

64,900

69,443

62,983

64,105

68,593

64,929

66,051

70,674

64,168

65,383

69,959

66,113

67,328

72,041

65,479

67,442

72,162

67,424

69,387

74,244

67,587

70,017

74,919

69,534

71,964

77,001

70,207

72,777

77,871

72,152

74,722

79,953

73,007

75,577

80,868

74,954

77,524

82,951

75,861

78,431

83,922

77,808

80,378

86,004

78,755

81,185

86,868

80,700

83,130

88,950

83,355

85,598

91,590

85,300

87,543

93,671

87,801

89,670

95,947

89,747

91,616

98,030

91,531

93,120

99,639

93,478

95,067

101,721

14a

94,105

95,460

102,142

96,050

97,405

104,224

14b

95,878

102,589

97,822

104,670

14c

95,878

102,589

97,822

104,670

15a

95,878

96,848

103,627

97,822

98,792

105,707

15b

96,877

103,658

98,821

105,739

15c

96,877 96,877 103,658 98,821 98,821 105,739

16a

96,877

98,139

105,009

98,821

100,083

107,089

16b

98,791

105,706

100,737

107,789

16c

99,822

106,810

101,826

108,954

17a

99,856

100,406

107,434

101,860

102,410

109,579

17b

100,450

107,481

102,454

109,625

18a

100,450

101,712

108,831

102,454

103,716

110,976

18b

101,749

108,872

103,753

111,016

18c

101,749

108,872

103,753

111,016

18d

101,749

108,872

103,753

111,016

18e

101,749

108,872

103,753

111,016

18f

101,749

108,872

103,753

111,016

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

223

1A. 208-Day Schedule / 2020-21 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

65,912

70,526

67,858

72,609

65,912

66,847

71,526

67,858

68,793

73,609

66,875

67,997

72,757

68,821

69,943

74,840

68,060

69,275

74,124

70,006

71,221

76,206

69,370

71,333

76,327

71,317

73,280

78,410

71,479

73,909

79,083

73,426

75,856

81,166

74,099

76,669

82,036

76,045

78,615

84,118

76,899

79,469

85,032

78,846

81,416

87,115

79,753

82,323

88,086

81,700

84,270

90,169

82,647

85,077

91,032

84,593

87,023

93,115

87,245

89,488

95,752

89,191

91,434

97,835

91,693

93,562

100,111

93,640

95,509

102,195

95,424

97,013

103,804

97,368

98,957

105,884

14a

97,997

99,352

106,307

99,941

101,296

108,387

14b

99,769

106,752

101,716

108,836

14c

99,769

106,752

101,716

108,836

15a

99,769

100,739

107,790

101,716

102,686

109,874

15b

100,768

107,821

102,715

109,905

15c

100,768

107,821

102,715

109,905

16a

100,768

102,030

109,172

102,715

103,977

111,256

16b

102,682

109,870

104,628

111,952

16c

103,830

111,098

105,834

113,242

17a

103,863

104,413

111,722

105,867

106,417

113,866

17b

104,457

111,769

106,461

113,913

18a

104,457

105,719

113,119

106,461

107,723

115,263

18b

105,757

113,159

107,761

115,304

18c

105,757

113,159

107,761

115,304

18d

105,757

113,159

107,761

115,304

18e

105,757

113,159

107,761

115,304

18f

105,757

113,159

107,761

115,304

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

224

1A. 208-Day Schedule / 2021-22 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

57,869

61,919

61,877

66,208

57,869

58,804

62,920

61,877

62,812

67,209

58,832

59,954

64,150

62,840

63,962

68,439

60,016

61,231

65,517

64,024

65,239

69,806

61,332

63,295

67,725

65,340

67,303

72,015

63,452

65,882

70,494

67,461

69,891

74,783

66,105

68,675

73,483

70,114

72,684

77,772

68,948

71,518

76,524

72,957

75,527

80,813

71,832

74,402

79,610

75,841

78,411

83,900

74,772

77,202

82,606

78,781

81,211

86,895

77,608

79,851

85,441

81,617

83,860

89,730

82,154

84,023

89,904

86,161

88,030

94,192

86,350

87,939

94,095

90,356

91,945

98,381

14a

89,902

91,257

97,646

93,911

95,266

101,935

14b

92,310

98,772

96,319

103,061

14c

92,743

99,235

96,750

103,523

15a

92,743

93,713

100,273

96,750

97,720

104,561

15b

93,742

100,304

97,749

104,592

15c

93,772

100,336

97,779

104,624

16a

93,772

95,034

101,686

97,779

99,041

105,974

16b

95,072

101,727

99,079

106,015

16c

95,742

102,444

99,751

106,733

17a

96,625

97,175

103,978

100,754

101,304

108,395

17b

97,226

104,032

101,355

108,450

18a

97,273

98,535

105,432

101,400

102,662

109,848

18b

98,572

105,472

102,700

109,889

18c

98,611

105,514

102,739

109,930

18d

98,611

105,514

102,739

109,930

18e

98,611

105,514

102,739

109,930

18f

98,611

105,514

102,739

109,930

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

225

1A. 208-Day Schedule / 2021-22 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

63,881

68,352

65,884

70,496

63,881

64,816

69,353

65,884

66,819

71,497

64,844

65,966

70,583

66,847

67,969

72,727

66,028

67,243

71,950

68,032

69,247

74,094

67,344

69,307

74,159

69,348

71,311

76,303

69,465

71,895

76,927

71,469

73,899

79,071

72,118

74,688

79,916

74,123

76,693

82,061

74,960

77,530

82,957

76,964

79,534

85,102

77,845

80,415

86,044

79,850

82,420

88,189

80,784

83,214

89,039

82,789

85,219

91,185

83,621

85,864

91,874

85,624

87,867

94,018

88,166

90,035

96,338

90,169

92,038

98,481

92,360

93,949

100,526

94,365

95,954

102,671

14a

95,914

97,269

104,078

97,919

99,274

106,223

14b

98,324

105,206

100,328

107,350

14c

98,754

105,667

100,757

107,810

15a

98,754

99,724

106,705

100,757

101,727

108,848

15b

99,753

106,736

101,756

108,879

15c

99,783

106,768

101,786

108,911

16a

99,783

101,045

108,118

101,786

103,048

110,261

16b

101,083

108,159

103,086

110,302

16c

101,754

108,877

103,759

111,022

17a

102,817

103,367

110,603

104,881

105,431

112,811

17b

103,418

110,657

105,482

112,866

18a

103,463

104,725

112,056

105,527

106,789

114,264

18b

104,763

112,096

106,827

114,305

18c

104,802

112,138

106,866

114,347

18d

104,802

112,138

106,866

114,347

18e

104,802

112,138

106,866

114,347

18f

104,802

112,138

106,866

114,347

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

226

1A. 208-Day Schedule / 2021-22 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

67,889

72,642

69,894

74,787

67,889

68,824

73,642

69,894

70,829

75,787

68,852

69,974

74,873

70,857

71,979

77,018

70,037

71,252

76,240

72,042

73,257

78,385

71,353

73,316

78,448

73,358

75,321

80,593

73,473

75,903

81,217

75,478

77,908

83,362

76,127

78,697

84,205

78,131

80,701

86,350

78,969

81,539

87,247

80,974

83,544

89,392

81,853

84,423

90,333

83,858

86,428

92,478

84,793

87,223

93,329

86,798

89,228

95,474

87,629

89,872

96,163

89,634

91,877

98,309

92,173

94,042

100,625

94,178

96,047

102,770

96,369

97,958

104,815

98,375

99,964

106,961

14a

99,924

101,279

108,368

101,926

103,281

110,511

14b

102,332

109,496

104,335

111,639

14c

102,762

109,955

104,768

112,101

15a

102,762

103,732

110,993

104,768

105,738

113,139

15b

103,761

111,024

105,767

113,170

15c

103,791

111,056

105,797

113,202

16a

103,791

105,053

112,406

105,797

107,059

114,553

16b

105,090

112,447

107,096

114,593

16c

105,763

113,166

107,767

115,310

17a

106,944

107,494

115,019

109,009

109,559

117,228

17b

107,545

115,074

109,610

117,282

18a

107,590

108,852

116,472

109,655

110,917

118,681

18b

108,890

116,513

110,954

118,721

18c

108,929

116,554

110,993

118,763

18d

108,929

116,554

110,993

118,763

18e

108,929

116,554

110,993

118,763

18f

108,929

116,554

110,993

118,763

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

227

1A. 208-Day Schedule / 2022-23 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

59,894

64,087

64,042

68,525

59,894

60,829

65,087

64,042

64,977

69,526

60,862

61,984

66,323

65,010

66,132

70,761

62,052

63,267

67,696

66,200

67,415

72,135

63,374

65,337

69,911

67,523

69,486

74,350

65,510

67,940

72,696

69,659

72,089

77,135

68,188

70,758

75,711

72,337

74,907

80,151

71,079

73,649

78,805

75,228

77,798

83,244

74,021

76,591

81,952

78,170

80,740

86,392

77,006

79,436

84,997

81,155

83,585

89,436

79,904

82,147

87,897

84,053

86,296

92,337

82,646

84,515

90,431

86,795

88,664

94,870

86,964

88,553

94,751

91,111

92,700

99,189

14a

91,017

92,372

98,838

95,163

96,518

103,275

14b

94,452

101,063

98,600

105,502

14c

95,541

102,229

99,690

106,668

15a

95,989

96,959

103,746

100,137

101,107

108,184

15b

96,993

103,782

101,140

108,220

15c

97,023

103,814

101,171

108,253

16a

97,054

98,316

105,198

101,202

102,464

109,636

16b

98,360

105,245

102,508

109,683

16c

98,399

105,287

102,547

109,725

17a

99,093

99,643

106,618

103,242

103,792

111,057

17b

100,577

107,617

104,850

112,189

18a

100,629

101,891

109,024

104,902

106,164

113,596

18b

101,983

109,122

106,255

113,693

18c

102,022

109,164

106,294

113,735

18d

102,063

109,207

106,335

113,778

18e

102,063

109,207

106,335

113,778

18f

102,063

109,207

106,335

113,778

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

228

1A. 208-Day Schedule / 2022-23 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

66,117

70,745

68,190

72,964

66,117

67,052

71,745

68,190

69,125

73,964

67,084

68,206

72,981

69,158

70,280

75,200

68,275

69,490

74,354

70,348

71,563

76,573

69,597

71,560

76,569

71,671

73,634

78,788

71,733

74,163

79,354

73,807

76,237

81,573

74,411

76,981

82,370

76,485

79,055

84,589

77,302

79,872

85,463

79,377

81,947

87,683

80,244

82,814

88,611

82,318

84,888

90,830

83,229

85,659

91,655

85,304

87,734

93,876

86,127

88,370

94,556

88,202

90,445

96,776

88,869

90,738

97,089

90,943

92,812

99,309

93,186

94,775

101,410

95,259

96,848

103,628

14a

97,237

98,592

105,494

99,312

100,667

107,714

14b

100,673

107,720

102,748

109,941

14c

101,765

108,889

103,839

111,108

15a

102,210

103,180

110,403

104,283

105,253

112,621

15b

103,214

110,439

105,287

112,657

15c

103,244

110,472

105,317

112,689

16a

103,276

104,538

111,855

105,348

106,610

114,073

16b

104,582

111,902

106,654

114,120

16c

104,621

111,944

106,694

114,162

17a

105,316

105,866

113,276

107,391

107,941

115,497

17b

106,985

114,474

109,121

116,760

18a

107,038

108,300

115,881

109,174

110,436

118,167

18b

108,390

115,978

110,527

118,264

18c

108,430

116,020

110,566

118,306

18d

108,470

116,063

110,606

118,349

18e

108,470

116,063

110,606

118,349

18f

108,470

116,063

110,606

118,349

11

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

229

1A. 208-Day Schedule / 2022-23 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

70,265

75,184

72,340

77,404

70,265

71,200

76,184

72,340

73,275

78,405

71,233

72,355

77,420

73,308

74,430

79,640

72,423

73,638

78,793

74,499

75,714

81,013

73,746

75,709

81,008

75,821

77,784

83,229

75,882

78,312

83,794

77,957

80,387

86,014

78,560

81,130

86,809

80,635

83,205

89,029

81,451

84,021

89,902

83,526

86,096

92,123

84,393

86,963

93,050

86,468

89,038

95,271

87,378

89,808

96,095

89,453

91,883

98,315

90,276

92,519

98,995

92,351

94,594

101,215

93,018

94,887

101,529

95,093

96,962

103,749

97,333

98,922

105,847

99,408

100,997

108,067

14a

101,386

102,741

109,933

103,462

104,817

112,155

14b

104,823

112,161

106,896

114,379

14c

105,914

113,328

107,987

115,546

15a

106,358

107,328

114,841

108,434

109,404

117,063

15b

107,362

114,878

109,438

117,099

15c

107,392

114,910

109,468

117,131

16a

107,423

108,685

116,293

109,500

110,762

118,515

16b

108,729

116,341

110,806

118,562

16c

108,769

116,382

110,845

118,604

17a

109,465

110,015

117,716

111,539

112,089

119,935

17b

111,257

119,045

113,393

121,331

18a

111,309

112,571

120,451

113,446

114,708

122,738

18b

112,662

120,549

114,799

122,835

18c

112,701

120,590

114,838

122,877

18d

112,742

120,634

114,878

122,920

18e

112,742

120,634

114,878

122,920

18f

112,742

120,634

114,878

122,920

12

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

230

1A. 208-Day Schedule / 2023-24 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

61,990

66,330

66,284

70,924

61,990

62,925

67,330

66,284

67,219

71,924

62,958

64,080

68,566

67,252

68,374

73,160

64,153

65,368

69,944

68,447

69,662

74,538

65,481

67,444

72,166

69,775

71,738

76,760

67,624

70,054

74,958

71,918

74,348

79,552

70,318

72,888

77,990

74,612

77,182

82,585

73,235

75,805

81,111

77,529

80,099

85,706

76,227

78,797

84,313

80,521

83,091

88,907

79,272

81,702

87,421

83,566

85,996

92,016

82,217

84,460

90,372

86,511

88,754

94,967

85,022

86,891

92,974

89,316

91,185

97,568

87,473

89,062

95,296

91,767

93,356

99,891

14a

91,652

93,007

99,517

95,945

97,300

104,111

14b

95,605

102,297

99,897

106,889

14c

97,757

104,600

102,051

109,195

15a

98,885

99,855

106,845

103,179

104,149

111,440

15b

100,352

107,377

104,645

111,970

15c

100,387

107,415

104,680

112,008

16a

100,419

101,681

108,798

104,712

105,974

113,392

16b

101,757

108,880

106,050

113,473

16c

101,803

108,929

106,096

113,522

17a

101,843

102,393

109,561

106,136

106,686

114,154

17b

103,130

110,349

107,424

114,944

18a

104,097

105,359

112,734

108,519

109,781

117,466

18b

105,458

112,840

109,880

117,572

18c

105,553

112,941

109,974

117,672

18d

105,593

112,985

110,015

117,716

18e

105,635

113,029

110,056

117,760

18f

105,635

113,029

110,056

117,760

13

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

231

1A. 208-Day Schedule / 2023-24 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

68,431

73,221

70,577

75,517

68,431

69,366

74,221

70,577

71,512

76,518

69,398

70,520

75,457

71,545

72,667

77,753

70,594

71,809

76,835

72,740

73,955

79,132

71,922

73,885

79,057

74,068

76,031

81,353

74,065

76,495

81,849

76,211

78,641

84,146

76,759

79,329

84,882

78,905

81,475

87,178

79,675

82,245

88,003

81,822

84,392

90,299

82,667

85,237

91,204

84,815

87,385

93,502

85,712

88,142

94,312

87,859

90,289

96,609

88,657

90,900

97,263

90,805

93,048

99,561

91,463

93,332

99,865

93,610

95,479

102,163

93,914

95,503

102,188

96,060

97,649

104,485

14a

98,093

99,448

106,409

100,238

101,593

108,704

14b

102,043

109,186

104,191

111,484

14c

104,197

111,491

106,344

113,789

15a

105,327

106,297

113,738

107,473

108,443

116,034

15b

106,792

114,267

108,937

116,563

15c

106,827

114,305

108,972

116,600

16a

106,858

108,120

115,688

109,003

110,265

117,984

16b

108,196

115,770

110,342

118,066

16c

108,242

115,819

110,387

118,114

17a

108,283

108,833

116,451

110,428

110,978

118,746

17b

109,571

117,241

111,719

119,539

18a

110,729

111,991

119,831

112,941

114,203

122,197

18b

112,090

119,936

114,301

122,302

18c

112,184

120,037

114,395

122,403

18d

112,225

120,080

114,436

122,446

18e

112,266

120,125

114,478

122,491

18f

112,266

120,125

114,478

122,491

14

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

232

1A. 208-Day Schedule / 2023-24 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

72,725

77,815

74,872

80,113

72,725

73,660

78,816

74,872

75,807

81,114

73,692

74,814

80,051

75,840

76,962

82,349

74,888

76,103

81,430

77,035

78,250

83,728

76,216

78,179

83,651

78,363

80,326

85,949

78,359

80,789

86,444

80,506

82,936

88,742

81,053

83,623

89,476

83,200

85,770

91,774

83,970

86,540

92,597

86,117

88,687

94,895

86,962

89,532

95,799

89,109

91,679

98,097

90,007

92,437

98,907

92,154

94,584

101,205

92,951

95,194

101,858

95,099

97,342

104,156

95,757

97,626

104,460

97,905

99,774

106,758

98,208

99,797

106,783

100,355

101,944

109,081

14a

102,384

103,739

111,001

104,532

105,887

113,299

14b

106,337

113,781

108,486

116,080

14c

108,492

116,087

110,637

118,382

15a

109,621

110,591

118,332

111,766

112,736

120,628

15b

111,085

118,861

113,234

121,160

15c

111,120

118,898

113,269

121,198

16a

111,151

112,413

120,282

113,300

114,562

122,581

16b

112,489

120,364

114,638

122,663

16c

112,535

120,412

114,684

122,712

17a

112,576

113,126

121,044

114,724

115,274

123,344

17b

113,865

121,836

116,012

124,132

18a

115,151

116,413

124,562

117,362

118,624

126,928

18b

116,511

124,667

118,723

127,033

18c

116,605

124,768

118,817

127,134

18d

116,646

124,811

118,857

127,177

18e

116,688

124,856

118,899

127,222

18f

116,688

124,856

118,899

127,222

15

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

233

1B. 228-Day Schedule / 2019-20 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

59,614

63,787

63,741

68,203

59,614

60,635

64,879

63,741

64,762

69,295

60,666

61,892

66,224

64,793

66,019

70,640

61,955

63,283

67,712

66,082

67,410

72,128

63,375

65,520

70,107

67,503

69,648

74,524

65,645

68,301

73,082

69,772

72,428

77,498

68,464

71,273

76,262

72,591

75,400

80,679

71,493

74,302

79,503

75,621

78,430

83,920

74,563

77,372

82,788

78,691

81,500

87,205

79,596

82,252

88,009

83,724

86,380

92,426

84,523

86,974

93,062

88,652

91,103

97,480

88,886

90,929

97,294

93,016

95,059

101,713

91,922

93,658

100,214

96,051

97,787

104,632

14a

94,057

95,538

102,226

98,188

99,669

106,645

14b

95,538

102,226

99,669

106,645

14c

95,538

102,226

99,669

106,645

15a

95,538

96,599

103,360

99,669

100,729

107,780

15b

96,599

103,360

100,729

107,780

15c

96,599

103,360

100,729

107,780

16a

97,250

98,627

105,531

101,381

102,758

109,951

16b

99,539

106,506

103,791

111,057

16c

99,574

106,544

103,827

111,095

17a

99,604

100,205

107,219

103,856

104,457

111,769

17b

100,205

107,219

104,457

111,769

18a

100,205

101,581

108,691

104,457

105,833

113,242

18b

101,581

108,691

105,833

113,242

18c

101,581

108,691

105,833

113,242

18d

101,581

108,691

105,833

113,242

18e

101,581

108,691

105,833

113,242

18f

101,581

108,691

105,833

113,242

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

234

1B. 228-Day Schedule / 2019-20 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

65,807

70,413

67,871

72,622

65,807

66,828

71,506

67,871

68,892

73,714

66,859

68,085

72,851

68,923

70,149

75,059

68,148

69,476

74,339

70,212

71,540

76,547

69,569

71,714

76,734

71,633

73,778

78,943

71,838

74,494

79,709

73,902

76,558

81,917

74,657

77,466

82,888

76,722

79,531

85,098

77,686

80,495

86,129

79,751

82,560

88,339

80,756

83,565

89,414

82,821

85,630

91,624

85,789

88,445

94,636

87,854

90,510

96,845

90,716

93,167

99,688

92,781

95,232

101,898

95,081

97,124

103,923

97,145

99,188

106,131

98,116

99,852

106,842

100,181

101,917

109,052

14a

100,253

101,734

108,855

102,317

103,798

111,063

14b

101,734

108,855

103,798

111,063

14c

101,734

108,855

103,798

111,063

15a

101,734

102,794

109,989

103,798

104,858

112,198

15b

102,794

109,989

104,858

112,198

15c

102,794

109,989

104,858

112,198

16a

103,444

104,821

112,159

105,510

106,887

114,369

16b

105,915

113,329

108,042

115,605

16c

105,951

113,367

108,077

115,643

17a

105,980

106,581

114,042

108,107

108,708

116,317

17b

106,581

114,042

108,708

116,317

18a

106,581

107,957

115,514

108,708

110,084

117,790

18b

107,957

115,514

110,084

117,790

18c

107,957

115,514

110,084

117,790

18d

107,957

115,514

110,084

117,790

18e

107,957

115,514

110,084

117,790

18f

107,957

115,514

110,084

117,790

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

235

1B. 228-Day Schedule / 2019-20 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

69,936

74,832

72,001

77,041

69,936

70,957

75,924

72,001

73,022

78,134

70,988

72,214

77,269

73,053

74,279

79,478

72,277

73,605

78,757

74,342

75,670

80,967

73,698

75,843

81,152

75,763

77,908

83,362

75,967

78,623

84,127

78,032

80,688

86,336

78,786

81,595

87,306

80,852

83,661

89,517

81,815

84,624

90,547

83,881

86,690

92,758

84,885

87,694

93,833

86,951

89,760

96,043

89,917

92,573

99,053

91,982

94,638

101,262

94,845

97,296

104,106

96,909

99,360

106,315

99,211

101,254

108,342

101,274

103,317

110,549

102,245

103,981

111,260

104,310

106,046

113,470

14a

104,381

105,862

113,272

106,446

107,927

115,481

14b

105,862

113,272

107,927

115,481

14c

105,862

113,272

107,927

115,481

15a

105,862

106,922

114,406

107,927

108,987

116,616

15b

106,922

114,406

108,987

116,616

15c

106,922

114,406

108,987

116,616

16a

107,574

108,951

116,577

109,638

111,015

118,786

16b

110,168

117,880

112,294

120,155

16c

110,203

117,918

112,330

120,193

17a

110,233

110,834

118,592

112,358

112,959

120,866

17b

110,834

118,592

112,959

120,866

18a

110,834

112,210

120,065

112,959

114,335

122,339

18b

112,210

120,065

114,335

122,339

18c

112,210

120,065

114,335

122,339

18d

112,210

120,065

114,335

122,339

18e

112,210

120,065

114,335

122,339

18f

112,210

120,065

114,335

122,339

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

236

1B. 228-Day Schedule / 2020-21 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

61,402

65,701

65,653

70,249

61,402

62,423

66,793

65,653

66,674

71,341

62,454

63,680

68,138

66,705

67,931

72,686

63,748

65,076

69,632

67,999

69,327

74,180

65,181

67,326

72,039

69,432

71,577

76,587

67,486

70,142

75,052

71,738

74,394

79,601

70,350

73,159

78,280

74,601

77,410

82,829

73,411

76,220

81,555

77,663

80,472

86,105

76,531

79,340

84,894

80,783

83,592

89,443

79,693

82,349

88,113

83,945

86,601

92,663

84,719

87,170

93,272

88,971

91,422

97,822

89,583

91,626

98,040

93,836

95,879

102,590

93,657

95,393

102,070

97,911

99,647

106,622

14a

96,468

97,949

104,805

100,721

102,202

109,356

14b

98,405

105,293

102,659

109,845

14c

98,405

105,293

102,659

109,845

15a

98,405

99,465

106,427

102,659

103,719

110,979

15b

99,496

106,461

103,750

111,013

15c

99,496

106,461

103,750

111,013

16a

99,496

100,873

107,935

103,750

105,127

112,486

16b

101,586

108,697

105,840

113,249

16c

102,525

109,702

106,905

114,388

17a

102,561

103,162

110,384

106,941

107,543

115,071

17b

103,211

110,436

107,591

115,122

18a

103,211

104,587

111,908

107,591

108,967

116,595

18b

104,628

111,952

109,008

116,639

18c

104,628

111,952

109,008

116,639

18d

104,628

111,952

109,008

116,639

18e

104,628

111,952

109,008

116,639

18f

104,628

111,952

109,008

116,639

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

237

1B. 228-Day Schedule / 2020-21 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

67,781

72,526

69,907

74,801

67,781

68,802

73,618

69,907

70,928

75,893

68,833

70,059

74,963

70,959

72,185

77,238

70,127

71,455

76,457

72,253

73,581

78,732

71,560

73,705

78,864

73,686

75,831

81,139

73,866

76,522

81,878

75,992

78,648

84,153

76,729

79,538

85,106

78,855

81,664

87,380

79,790

82,599

88,380

81,917

84,726

90,656

82,910

85,719

91,719

85,037

87,846

93,995

86,072

88,728

94,939

88,199

90,855

97,215

91,098

93,549

100,097

93,225

95,676

102,373

95,962

98,005

104,865

98,089

100,132

107,141

100,038

101,774

108,898

102,164

103,900

111,173

14a

102,848

104,329

111,632

104,975

106,456

113,908

14b

104,786

112,121

106,912

114,395

14c

104,786

112,121

106,912

114,395

15a

104,786

105,846

113,255

106,912

107,972

115,530

15b

105,877

113,289

108,003

115,564

15c

105,877

113,289

108,003

115,564

16a

105,877

107,254

114,762

108,003

109,380

117,037

16b

107,966

115,524

110,093

117,800

16c

109,093

116,729

111,283

119,073

17a

109,129

109,730

117,412

111,319

111,920

119,755

17b

109,779

117,463

111,969

119,807

18a

109,779

111,155

118,936

111,969

113,345

121,279

18b

111,196

118,980

113,386

121,323

18c

111,196

118,980

113,386

121,323

18d

111,196

118,980

113,386

121,323

18e

111,196

118,980

113,386

121,323

18f

111,196

118,980

113,386

121,323

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

238

1B. 228-Day Schedule / 2020-21 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

72,034

77,077

74,161

79,352

72,034

73,055

78,169

74,161

75,182

80,445

73,086

74,312

79,514

75,213

76,439

81,789

74,380

75,708

81,008

76,507

77,835

83,284

75,813

77,958

83,415

77,940

80,085

85,691

78,119

80,775

86,429

80,246

82,902

88,705

80,982

83,791

89,656

83,109

85,918

91,932

84,042

86,851

92,931

86,170

88,979

95,208

87,163

89,972

96,270

89,291

92,100

98,547

90,325

92,981

99,489

92,453

95,109

101,766

95,350

97,801

104,647

97,477

99,928

106,923

100,214

102,257

109,415

102,340

104,383

111,690

104,292

106,028

113,450

106,417

108,153

115,723

14a

107,101

108,582

116,183

109,228

110,709

118,458

14b

109,037

116,670

111,164

118,946

14c

109,037

116,670

111,164

118,946

15a

109,037

110,097

117,804

111,164

112,224

120,080

15b

110,129

117,838

112,256

120,114

15c

110,129

117,838

112,256

120,114

16a

110,129

111,506

119,312

112,256

113,633

121,588

16b

112,219

120,074

114,345

122,349

16c

113,473

121,416

115,663

123,759

17a

113,510

114,111

122,098

115,700

116,301

124,442

17b

114,159

122,150

116,348

124,492

18a

114,159

115,535

123,622

116,348

117,724

125,965

18b

115,576

123,667

117,765

126,009

18c

115,576

123,667

117,765

126,009

18d

115,576

123,667

117,765

126,009

18e

115,576

123,667

117,765

126,009

18f

115,576

123,667

117,765

126,009

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

239

1B. 228-Day Schedule / 2021-22 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

63,244

67,672

67,623

72,356

63,244

64,265

68,764

67,623

68,644

73,449

64,296

65,522

70,109

68,674

69,900

74,793

65,590

66,918

71,603

69,969

71,297

76,287

67,029

69,174

74,016

71,407

73,552

78,701

69,346

72,002

77,042

73,724

76,380

81,727

72,246

75,055

80,309

76,625

79,434

84,995

75,354

78,163

83,634

79,732

82,541

88,319

78,506

81,315

87,007

82,886

85,695

91,693

81,720

84,376

90,282

86,099

88,755

94,968

84,819

87,270

93,379

89,199

91,650

98,065

89,785

91,828

98,256

94,165

96,208

102,942

94,374

96,110

102,838

98,755

100,491

107,525

14a

98,255

99,736

106,717

102,636

104,117

111,405

14b

100,887

107,950

105,268

112,637

14c

101,357

108,452

105,738

113,140

15a

101,357

102,417

109,586

105,738

106,798

114,274

15b

102,449

109,620

106,830

114,308

15c

102,481

109,655

106,863

114,343

16a

102,481

103,858

111,128

106,863

108,240

115,817

16b

103,900

111,173

108,281

115,861

16c

104,634

111,958

109,015

116,647

17a

105,601

106,202

113,636

110,112

110,713

118,463

17b

106,257

113,695

110,769

118,523

18a

106,307

107,683

115,221

110,819

112,195

120,048

18b

107,724

115,265

112,236

120,093

18c

107,767

115,311

112,279

120,138

18d

107,767

115,311

112,279

120,138

18e

107,767

115,311

112,279

120,138

18f

107,767

115,311

112,279

120,138

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

240

1B. 228-Day Schedule / 2021-22 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

69,815

74,702

72,004

77,045

69,815

70,836

75,794

72,004

73,025

78,137

70,866

72,092

77,139

73,056

74,282

79,482

72,161

73,489

78,633

74,350

75,678

80,976

73,599

75,744

81,046

75,789

77,934

83,389

75,916

78,572

84,072

78,106

80,762

86,415

78,817

81,626

87,340

81,007

83,816

89,683

81,924

84,733

90,664

84,114

86,923

93,007

85,076

87,885

94,037

87,267

90,076

96,382

88,290

90,946

97,312

90,481

93,137

99,657

91,390

93,841

100,410

93,580

96,031

102,754

96,355

98,398

105,286

98,546

100,589

107,631

100,945

102,681

109,868

103,135

104,871

112,212

14a

104,827

106,308

113,750

107,017

108,498

116,093

14b

107,459

114,981

109,650

117,325

14c

107,929

115,484

110,119

117,827

15a

107,929

108,989

116,618

110,119

111,179

118,961

15b

109,021

116,652

111,211

118,995

15c

109,054

116,688

111,243

119,031

16a

109,054

110,431

118,161

111,243

112,620

120,504

16b

110,472

118,205

112,662

120,548

16c

111,205

118,989

113,396

121,334

17a

112,366

112,967

120,874

114,621

115,222

123,288

17b

113,022

120,934

115,278

123,348

18a

113,072

114,448

122,460

115,328

116,704

124,873

18b

114,490

122,504

116,745

124,917

18c

114,532

122,549

116,788

124,963

18d

114,532

122,549

116,788

124,963

18e

114,532

122,549

116,788

124,963

18f

114,532

122,549

116,788

124,963

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

241

1B. 228-Day Schedule / 2021-22 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

74,195

79,389

76,386

81,733

74,195

75,216

80,481

76,386

77,407

82,825

75,247

76,473

81,826

77,438

78,664

84,170

76,541

77,869

83,320

78,732

80,060

85,664

77,979

80,124

85,733

80,170

82,315

88,077

80,297

82,953

88,759

82,487

85,143

91,103

83,198

86,007

92,027

85,389

88,198

94,372

86,305

89,114

95,352

88,495

91,304

97,696

89,457

92,266

98,725

91,649

94,458

101,070

92,671

95,327

102,000

94,863

97,519

104,345

95,770

98,221

105,097

97,962

100,413

107,442

100,735

102,778

109,972

102,926

104,969

112,316

105,325

107,061

114,555

107,515

109,251

116,898

14a

109,209

110,690

118,438

111,397

112,878

120,780

14b

111,839

119,668

114,030

122,012

14c

112,309

120,170

114,499

122,514

15a

112,309

113,369

121,304

114,499

115,559

123,649

15b

113,400

121,338

115,591

123,683

15c

113,433

121,373

115,624

123,718

16a

113,433

114,810

122,847

115,624

117,001

125,191

16b

114,851

122,891

117,042

125,235

16c

115,586

123,677

117,775

126,020

17a

116,877

117,478

125,702

119,133

119,734

128,115

17b

117,534

125,761

119,790

128,175

18a

117,584

118,960

127,287

119,838

121,214

129,699

18b

119,001

127,331

121,256

129,744

18c

119,044

127,377

121,298

129,789

18d

119,044

127,377

121,298

129,789

18e

119,044

127,377

121,298

129,789

18f

119,044

127,377

121,298

129,789

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

242

1B. 228-Day Schedule / 2022-23 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

65,458

70,040

69,990

74,889

65,458

66,479

71,133

69,990

71,011

75,981

66,515

67,741

72,483

71,046

72,272

77,331

67,815

69,143

73,983

72,347

73,675

78,832

69,261

71,406

76,404

73,792

75,937

81,253

71,595

74,251

79,448

76,126

78,782

84,297

74,522

77,331

82,744

79,054

81,863

87,593

77,682

80,491

86,125

82,215

85,024

90,975

80,899

83,708

89,567

85,430

88,239

94,416

84,161

86,817

92,895

88,694

91,350

97,744

87,329

89,780

96,065

91,862

94,313

100,915

90,325

92,368

98,834

94,858

96,901

103,684

95,042

96,778

103,553

99,575

101,311

108,403

14a

99,474

100,955

108,022

104,008

105,489

112,873

14b

103,226

110,452

107,761

115,305

14c

104,418

111,728

108,952

116,579

15a

104,904

105,964

113,382

109,439

110,499

118,234

15b

106,001

113,421

110,536

118,274

15c

106,034

113,457

110,569

118,309

16a

106,068

107,445

114,966

110,603

111,980

119,819

16b

107,493

115,018

112,028

119,870

16c

107,536

115,064

112,071

119,916

17a

108,296

108,897

116,520

112,831

113,432

121,372

17b

109,919

117,613

114,588

122,609

18a

109,976

111,352

119,147

114,646

116,022

124,143

18b

111,452

119,254

116,122

124,250

18c

111,495

119,299

116,164

124,296

18d

111,539

119,347

116,208

124,343

18e

111,539

119,347

116,208

124,343

18f

111,539

119,347

116,208

124,343

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

243

1B. 228-Day Schedule / 2022-23 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

72,258

77,316

74,524

79,741

72,258

73,279

78,409

74,524

75,545

80,834

73,315

74,541

79,759

75,581

76,807

82,184

74,616

75,944

81,260

76,882

78,210

83,685

76,061

78,206

83,680

78,327

80,472

86,105

78,395

81,051

86,724

80,661

83,317

89,149

81,322

84,131

90,020

83,588

86,397

92,445

84,483

87,292

93,403

86,750

89,559

95,828

87,699

90,508

96,843

89,965

92,774

99,268

90,961

93,617

100,171

93,229

95,885

102,597

94,129

96,580

103,341

96,397

98,848

105,767

97,125

99,168

106,110

99,393

101,436

108,536

101,842

103,578

110,829

104,110

105,846

113,255

14a

106,275

107,756

115,298

108,542

110,023

117,725

14b

110,029

117,731

112,295

120,156

14c

111,220

119,005

113,487

121,431

15a

111,707

112,767

120,660

113,973

115,033

123,085

15b

112,804

120,700

115,070

123,125

15c

112,837

120,735

115,103

123,160

16a

112,871

114,248

122,245

115,137

116,514

124,670

16b

114,296

122,297

116,562

124,722

16c

114,339

122,342

116,605

124,767

17a

115,097

115,698

123,797

117,365

117,966

126,223

17b

116,921

125,105

119,255

127,603

18a

116,978

118,354

126,639

119,313

120,689

129,137

18b

118,454

126,746

120,789

129,244

18c

118,497

126,791

120,831

129,290

18d

118,541

126,839

120,875

129,337

18e

118,541

126,839

120,875

129,337

18f

118,541

126,839

120,875

129,337

11

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

244

1B. 228-Day Schedule / 2022-23 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

76,792

82,167

79,059

84,594

76,792

77,813

83,260

79,059

80,080

85,686

77,849

79,075

84,610

80,116

81,342

87,036

79,149

80,477

86,111

81,417

82,745

88,537

80,595

82,740

88,531

82,862

85,007

90,958

82,929

85,585

91,576

85,196

87,852

94,002

85,856

88,665

94,872

88,123

90,932

97,298

89,017

91,826

98,254

91,285

94,094

100,680

92,233

95,042

101,695

94,500

97,309

104,121

95,495

98,151

105,022

97,764

100,420

107,449

98,663

101,114

108,192

100,932

103,383

110,620

101,659

103,702

110,961

103,928

105,971

113,388

106,375

108,111

115,679

108,643

110,379

118,105

14a

110,808

112,289

120,150

113,075

114,556

122,575

14b

114,564

122,583

116,829

125,007

14c

115,754

123,856

118,021

126,283

15a

116,239

117,299

125,510

118,507

119,567

127,937

15b

117,336

125,550

119,604

127,976

15c

117,369

125,585

119,637

128,011

16a

117,403

118,780

127,095

119,671

121,048

129,521

16b

118,829

127,147

121,096

129,573

16c

118,871

127,192

121,139

129,618

17a

119,631

120,232

128,648

121,897

122,498

131,073

17b

121,590

130,101

123,925

132,599

18a

121,648

123,024

131,635

123,982

125,358

134,133

18b

123,123

131,742

125,457

134,239

18c

123,166

131,788

125,500

134,285

18d

123,210

131,835

125,544

134,332

18e

123,210

131,835

125,544

134,332

18f

123,210

131,835

125,544

134,332

12

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

245

1B. 228-Day Schedule / 2023-24 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

67,749

72,491

72,439

77,510

67,749

68,770

73,584

72,439

73,460

78,602

68,806

70,032

74,934

73,496

74,722

79,952

70,112

71,440

76,440

74,802

76,130

81,459

71,563

73,708

78,868

76,253

78,398

83,886

73,905

76,561

81,920

78,595

81,251

86,938

76,850

79,659

85,235

81,540

84,349

90,253

80,038

82,847

88,646

84,728

87,537

93,664

83,308

86,117

92,145

87,999

90,808

97,165

86,637

89,293

95,544

91,328

93,984

100,562

89,856

92,307

98,768

94,547

96,998

103,788

92,922

94,965

101,613

97,614

99,657

106,633

95,601

97,337

104,150

100,292

102,028

109,170

14a

100,166

101,647

108,762

104,857

106,338

113,781

14b

104,489

111,803

109,181

116,824

14c

106,839

114,318

111,533

119,340

15a

108,073

109,133

116,773

112,766

113,826

121,793

15b

109,673

117,350

114,367

122,372

15c

109,711

117,391

114,405

122,413

16a

109,745

111,122

118,901

114,439

115,816

123,923

16b

111,206

118,990

115,899

124,012

16c

111,256

119,044

115,949

124,066

17a

111,300

111,901

119,734

115,994

116,595

124,756

17b

112,708

120,598

117,402

125,620

18a

113,766

115,142

123,202

118,599

119,975

128,373

18b

115,250

123,317

120,082

128,488

18c

115,353

123,428

120,186

128,599

18d

115,397

123,475

120,230

128,646

18e

115,443

123,524

120,276

128,695

18f

115,443

123,524

120,276

128,695

13

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

246

1B. 228-Day Schedule / 2023-24 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

74,787

80,022

77,133

82,532

74,787

75,808

81,115

77,133

78,154

83,625

75,844

77,070

82,465

78,190

79,416

84,975

77,150

78,478

83,971

79,495

80,823

86,481

78,602

80,747

86,399

80,947

83,092

88,909

80,943

83,599

89,451

83,289

85,945

91,961

83,888

86,697

92,765

86,233

89,042

95,275

87,076

89,885

96,177

89,421

92,230

98,687

90,348

93,157

99,677

92,693

95,502

102,187

93,676

96,332

103,075

96,021

98,677

105,585

96,894

99,345

106,299

99,241

101,692

108,810

99,961

102,004

109,144

102,307

104,350

111,655

102,639

104,375

111,681

104,986

106,722

114,192

14a

107,204

108,685

116,293

109,550

111,031

118,804

14b

111,527

119,334

113,874

121,845

14c

113,880

121,851

116,225

124,361

15a

115,112

116,173

124,305

117,459

118,519

126,816

15b

116,714

124,884

119,059

127,393

15c

116,752

124,925

119,098

127,434

16a

116,786

118,163

126,434

119,132

120,509

128,944

16b

118,246

126,524

120,592

129,033

16c

118,296

126,577

120,642

129,087

17a

118,340

118,942

127,267

120,686

121,287

129,777

17b

119,748

128,130

122,095

130,641

18a

121,013

122,389

130,956

123,429

124,805

133,542

18b

122,497

131,071

124,913

133,657

18c

122,600

131,182

125,016

133,767

18d

122,644

131,229

125,061

133,815

18e

122,690

131,278

125,106

133,863

18f

122,690

131,278

125,106

133,863

14

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

247

1B. 228-Day Schedule / 2023-24 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

79,480

85,043

81,827

87,554

79,480

80,501

86,136

81,827

82,848

88,647

80,536

81,762

87,486

82,883

84,109

89,997

81,842

83,170

88,992

84,189

85,517

91,503

83,294

85,439

91,420

85,641

87,786

93,931

85,635

88,291

94,472

87,982

90,638

96,983

88,580

91,389

97,786

90,927

93,736

100,298

91,768

94,577

101,198

94,115

96,924

103,709

95,040

97,849

104,698

97,387

100,196

107,210

98,368

101,024

108,096

100,715

103,371

110,607

101,587

104,038

111,320

103,935

106,386

113,833

104,653

106,696

114,165

107,001

109,044

116,677

107,331

109,067

116,702

109,680

111,416

119,215

14a

111,895

113,376

121,312

114,242

115,723

123,823

14b

116,219

124,355

118,565

126,865

14c

118,573

126,874

120,918

129,382

15a

119,805

120,865

129,326

122,152

123,212

131,837

15b

121,405

129,903

123,752

132,414

15c

121,443

129,944

123,790

132,455

16a

121,477

122,854

131,454

123,824

125,201

133,965

16b

122,938

131,543

125,284

134,054

16c

122,988

131,597

125,334

134,108

17a

123,032

123,633

132,287

125,379

125,980

134,798

17b

124,440

133,151

126,786

135,661

18a

125,846

127,222

136,127

128,262

129,638

138,713

18b

127,329

136,242

129,746

138,828

18c

127,433

136,353

129,848

138,937

18d

127,477

136,400

129,892

138,985

18e

127,522

136,449

129,938

139,033

18f

127,522

136,449

129,938

139,033

15

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

248

1C. 248-Day Schedule / 2019-20 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

64,682

69,209

69,163

74,005

64,682

65,790

70,395

69,163

70,271

75,190

65,823

67,153

71,854

70,304

71,634

76,649

67,221

68,662

73,469

71,703

73,144

78,264

68,764

71,091

76,067

73,245

75,572

80,862

71,225

74,107

79,295

75,706

78,588

84,089

74,284

77,332

82,746

78,765

81,813

87,540

77,571

80,619

86,262

82,053

85,101

91,058

80,903

83,951

89,827

85,383

88,431

94,622

86,362

89,243

95,490

90,843

93,724

100,284

91,710

94,370

100,975

96,190

98,850

105,770

96,446

98,663

105,569

100,926

103,143

110,363

99,740

101,624

108,737

104,220

106,104

113,532

14a

102,058

103,665

110,922

106,538

108,145

115,715

14b

103,665

110,922

108,145

115,715

14c

103,665

110,922

108,145

115,715

15a

103,665

104,816

112,153

108,145

109,295

116,946

15b

104,816

112,153

109,295

116,946

15c

104,816

112,153

109,295

116,946

16a

105,520

107,013

114,504

110,000

111,493

119,297

16b

108,002

115,562

112,614

120,497

16c

108,040

115,603

112,653

120,538

17a

108,072

108,724

116,335

112,684

113,337

121,270

17b

108,724

116,335

113,337

121,270

18a

108,724

110,214

117,929

113,337

114,827

122,864

18b

110,214

117,929

114,827

122,864

18c

110,214

117,929

114,827

122,864

18d

110,214

117,929

114,827

122,864

18e

110,214

117,929

114,827

122,864

18f

110,214

117,929

114,827

122,864

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

249

1C. 248-Day Schedule / 2019-20 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

71,402

76,401

73,643

78,798

71,402

72,510

77,586

73,643

74,751

79,983

72,544

73,874

79,045

74,784

76,114

81,442

73,942

75,383

80,660

76,182

77,623

83,057

75,485

77,812

83,259

77,724

80,051

85,655

77,946

80,828

86,486

80,187

83,069

88,883

81,005

84,053

89,937

83,245

86,293

92,333

84,292

87,340

93,454

86,532

89,580

95,851

87,624

90,672

97,019

89,863

92,911

99,415

93,083

95,964

102,681

95,323

98,204

105,079

98,429

101,089

108,166

100,669

103,329

110,562

103,167

105,384

112,761

105,405

107,622

115,156

106,462

108,346

115,930

108,701

110,585

118,326

14a

108,778

110,385

118,112

111,020

112,627

120,510

14b

110,385

118,112

112,627

120,510

14c

110,385

118,112

112,627

120,510

15a

110,385

111,535

119,343

112,627

113,777

121,741

15b

111,535

119,343

113,777

121,741

15c

111,535

119,343

113,777

121,741

16a

112,242

113,735

121,697

114,481

115,974

124,093

16b

114,921

122,966

117,228

125,434

16c

114,960

123,007

117,266

125,475

17a

114,991

115,643

123,738

117,298

117,950

126,207

17b

115,643

123,738

117,950

126,207

18a

115,643

117,133

125,333

117,950

119,440

127,801

18b

117,133

125,333

119,440

127,801

18c

117,133

125,333

119,440

127,801

18d

117,133

125,333

119,440

127,801

18e

117,133

125,333

119,440

127,801

18f

117,133

125,333

119,440

127,801

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

250

1C. 248-Day Schedule / 2019-20 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

75,883

81,195

78,123

83,592

75,883

76,991

82,380

78,123

79,231

84,778

77,024

78,354

83,839

79,265

80,595

86,236

78,423

79,864

85,454

80,663

82,104

87,851

79,966

82,293

88,053

82,205

84,532

90,449

82,427

85,309

91,281

84,667

87,549

93,678

85,486

88,534

94,731

87,725

90,773

97,127

88,772

91,820

98,248

91,013

94,061

100,645

92,104

95,152

101,813

94,344

97,392

104,209

97,564

100,445

107,476

99,803

102,684

109,872

102,909

105,569

112,959

105,151

107,811

115,358

107,647

109,864

117,554

109,887

112,104

119,951

110,941

112,825

120,723

113,182

115,066

123,120

14a

113,258

114,865

122,905

115,498

117,105

125,302

14b

114,865

122,905

117,105

125,302

14c

114,865

122,905

117,105

125,302

15a

114,865

116,015

124,136

117,105

118,255

126,533

15b

116,015

124,136

118,255

126,533

15c

116,015

124,136

118,255

126,533

16a

116,721

118,214

126,489

118,961

120,454

128,886

16b

119,535

127,902

121,842

130,370

16c

119,573

127,943

121,880

130,412

17a

119,605

120,257

128,675

121,912

122,564

131,143

17b

120,257

128,675

122,564

131,143

18a

120,257

121,747

130,269

122,564

124,054

132,738

18b

121,747

130,269

124,054

132,738

18c

121,747

130,269

124,054

132,738

18d

121,747

130,269

124,054

132,738

18e

121,747

130,269

124,054

132,738

18f

121,747

130,269

124,054

132,738

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

251

1C. 248-Day Schedule / 2020-21 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

66,622

71,286

71,238

76,225

66,622

67,730

72,471

71,238

72,346

77,410

67,763

69,093

73,930

72,379

73,709

78,869

69,167

70,608

75,551

73,784

75,225

80,490

70,722

73,049

78,163

75,338

77,665

83,102

73,224

76,106

81,433

77,839

80,721

86,371

76,331

79,379

84,935

80,946

83,994

89,873

79,652

82,700

88,489

84,267

87,315

93,427

83,037

86,085

92,111

87,654

90,702

97,051

86,469

89,350

95,605

91,084

93,965

100,543

91,920

94,580

101,201

96,535

99,195

106,139

97,201

99,418

106,377

101,816

104,033

111,315

101,623

103,507

110,752

106,237

108,121

115,689

14a

104,673

106,280

113,719

109,288

110,895

118,657

14b

106,775

114,250

111,389

119,186

14c

106,775

114,250

111,389

119,186

15a

106,775

107,926

115,480

111,389

112,539

120,417

15b

107,960

115,517

112,574

120,454

15c

107,960

115,517

112,574

120,454

16a

107,960

109,453

117,115

112,574

114,067

122,052

16b

110,223

117,939

114,837

122,876

16c

111,242

119,029

115,993

124,112

17a

111,281

111,934

119,769

116,032

116,685

124,852

17b

111,986

119,825

116,737

124,908

18a

111,986

113,476

121,419

116,737

118,227

126,503

18b

113,520

121,467

118,271

126,550

18c

113,520

121,467

118,271

126,550

18d

113,520

121,467

118,271

126,550

18e

113,520

121,467

118,271

126,550

18f

113,520

121,467

118,271

126,550

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

252

1C. 248-Day Schedule / 2020-21 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

73,545

78,693

75,852

81,162

73,545

74,653

79,878

75,852

76,960

82,347

74,686

76,016

81,337

76,993

78,323

83,806

76,090

77,531

82,958

78,397

79,838

85,427

77,645

79,972

85,570

79,952

82,279

88,039

80,146

83,028

88,840

82,453

85,335

91,308

83,253

86,301

92,342

85,561

88,609

94,811

86,575

89,623

95,896

88,881

91,929

98,364

89,960

93,008

99,519

92,267

95,315

101,988

93,392

96,273

103,012

95,698

98,579

105,480

98,843

101,503

108,608

101,150

103,810

111,077

104,122

106,339

113,783

106,429

108,646

116,251

108,545

110,429

118,160

110,851

112,735

120,626

14a

111,596

113,203

121,127

113,903

115,510

123,595

14b

113,697

121,656

116,005

124,126

14c

113,697

121,656

116,005

124,126

15a

113,697

114,847

122,886

116,005

117,156

125,356

15b

114,881

122,923

117,190

125,393

15c

114,881

122,923

117,190

125,393

16a

114,881

116,374

124,521

117,190

118,683

126,991

16b

117,147

125,347

119,454

127,815

16c

118,369

126,655

120,745

129,197

17a

118,408

119,061

127,395

120,784

121,437

129,937

17b

119,113

127,451

121,489

129,993

18a

119,113

120,603

129,045

121,489

122,979

131,587

18b

120,647

129,093

123,023

131,635

18c

120,647

129,093

123,023

131,635

18d

120,647

129,093

123,023

131,635

18e

120,647

129,093

123,023

131,635

18f

120,647

129,093

123,023

131,635

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

253

1C. 248-Day Schedule / 2020-21 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

78,160

83,631

80,467

86,100

78,160

79,268

84,816

80,467

81,575

87,285

79,301

80,631

86,275

81,608

82,938

88,744

80,705

82,146

87,896

83,012

84,453

90,365

82,260

84,587

90,508

84,567

86,894

92,977

84,761

87,643

93,778

87,068

89,950

96,246

87,868

90,916

97,280

90,176

93,224

99,749

91,190

94,238

100,835

93,496

96,544

103,302

94,575

97,623

104,457

96,883

99,931

106,926

98,007

100,888

107,950

100,313

103,194

110,418

103,458

106,118

113,546

105,764

108,424

116,014

108,736

110,953

118,720

111,046

113,263

121,191

113,159

115,043

123,096

115,467

117,351

125,565

14a

116,210

117,817

126,064

118,518

120,125

128,533

14b

118,311

126,592

120,618

129,061

14c

118,311

126,592

120,618

129,061

15a

118,311

119,461

127,823

120,618

121,768

130,292

15b

119,495

127,860

121,803

130,329

15c

119,495

127,860

121,803

130,329

16a

119,495

120,988

129,458

121,803

123,296

131,927

16b

121,760

130,283

124,067

132,752

16c

123,121

131,739

125,497

134,282

17a

123,160

123,813

132,479

125,536

126,189

135,022

17b

123,865

132,535

126,241

135,078

18a

123,865

125,355

134,130

126,241

127,731

136,672

18b

125,399

134,177

127,775

136,720

18c

125,399

134,177

127,775

136,720

18d

125,399

134,177

127,775

136,720

18e

125,399

134,177

127,775

136,720

18f

125,399

134,177

127,775

136,720

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

254

1C. 248-Day Schedule / 2021-22 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

68,621

73,424

73,375

78,512

68,621

69,729

74,610

73,375

74,483

79,697

69,762

71,092

76,068

74,517

75,847

81,156

71,166

72,607

77,690

75,921

77,362

82,777

72,727

75,054

80,307

77,481

79,808

85,395

75,241

78,123

83,591

79,995

82,877

88,679

78,389

81,437

87,137

83,142

86,190

92,224

81,760

84,808

90,745

86,513

89,561

95,831

85,181

88,229

94,405

89,935

92,983

99,492

88,668

91,549

97,957

93,423

96,304

103,045

92,031

94,691

101,319

96,784

99,444

106,405

97,418

99,635

106,609

102,171

104,388

111,695

102,400 104,284 111,584 107,154 109,038 116,670

14a

106,612

108,219

115,794

111,365

112,972

120,880

14b

109,468

117,131

114,221

122,217

14c

109,979

117,677

114,731

122,762

15a

109,979

111,129

118,908

114,731

115,881

123,993

15b

111,163 111,163 118,945 115,916 115,916 124,030

15c

111,199

118,983

115,951

124,068

16a

111,199

112,692

120,580

115,951

117,444

125,665

16b

112,737

120,628

117,489

125,713

16c

113,530

121,477

118,283

126,562

17a

114,579

115,231

123,297

119,473

120,125

128,533

17b

115,292

123,362

120,185

128,598

18a

115,345

116,835

125,014

120,239

121,729

130,250

18b

116,880

125,062

121,773

130,298

18c

116,926

125,111

121,820

130,347

18d

116,926

125,111

121,820

130,347

18e

116,926

125,111

121,820

130,347

18f

116,926

125,111

121,820

130,347

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

255

1C. 248-Day Schedule / 2021-22 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

75,751

81,053

78,128

83,597

75,751

76,859

82,239

78,128

79,236

84,782

76,892

78,222

83,698

79,269

80,599

86,241

78,296

79,737

85,319

80,673

82,114

87,862

79,857

82,184

87,937

82,234

84,561

90,480

82,371

85,253

91,220

84,748

87,630

93,764

85,519

88,567

94,767

87,895

90,943

97,309

88,890

91,938

98,374

91,267

94,315

100,917

92,312 95,360 102,035 94,687 97,735 104,577

95,798

98,679

105,587

98,175

101,056

108,130

99,161

101,821

108,949

101,537

104,197

111,490

104,548

106,765

114,239

106,925

109,142

116,782

109,529

111,413

119,212

111,905

113,789

121,754

14a

113,742 115,349 123,424 116,117 117,724 125,965

14b

116,599

124,761

118,975

127,303

14c

117,108

125,305

119,486

127,849

15a

117,108

118,258

126,536

119,486

120,636

129,080

15b

118,292

126,573

120,670

129,117

15c

118,328

126,611

120,706

129,155

16a

118,328

119,821

128,208

120,706

122,199

130,753

16b

119,866

128,256

122,244

130,801

16c

120,662

129,108

123,037

131,650

17a

121,920

122,572

131,152

124,367

125,019

133,771

17b

122,632

131,217

125,080

133,835

18a

122,686

124,176

132,868

125,133

126,623

135,487

18b

124,221

132,916

126,668

135,535

18c

124,267

132,966

126,714

135,584

18d

124,267

132,966

126,714

135,584

18e

124,267

132,966

126,714

135,584

18f

124,267

132,966

126,714

135,584

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

256

1C. 248-Day Schedule / 2021-22 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

80,504

86,140

82,881

88,683

80,504

81,612

87,325

82,881

83,989

89,868

81,646

82,976

88,784

84,022

85,352

91,327

83,050

84,491

90,405

85,426

86,867

92,948

84,610

86,937

93,023

86,987

89,314

95,566

87,124

90,006

96,307

89,501

92,383

98,850

90,273

93,321

99,853

92,648

95,696

102,395

93,644

96,692

103,460

96,020

99,068

106,003

97,065

100,113

107,121

99,441

102,489

109,663

100,552

103,433

110,673

102,928

105,809

113,216

103,915

106,575

114,035

106,290

108,950

116,577

109,301

111,518

119,325

111,677

113,894

121,867

114,282

116,166

124,297

116,661

118,545

126,843

14a

118,495

120,102

128,509

120,871

122,478

131,052

14b

121,352

129,846

123,728

132,389

14c

121,860

130,390

124,237

132,933

15a

121,860

123,010

131,621

124,237

125,387

134,164

15b

123,045

131,658

125,421

134,201

15c

123,080

131,696

125,457

134,239

16a

123,080

124,573

133,293

125,457

126,950

135,836

16b

124,618

133,341

126,995

135,884

16c

125,413

134,192

127,789

136,735

17a

126,814

127,467

136,389

129,262

129,914

139,008

17b

127,527

136,454

129,974

139,072

18a

127,581

129,071

138,106

130,028

131,518

140,724

18b

129,115

138,153

131,563

140,772

18c

129,161 129,161 138,203 131,609 131,609 140,821

18d

129,161

138,203

131,609

140,821

18e

129,161

138,203

131,609

140,821

18f

129,161 129,161 138,203 131,609 131,609 140,821

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

257

1C. 248-Day Schedule / 2022-23 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

71,022

75,994

75,943

81,259

71,022

72,130

77,180

75,943

77,051

82,445

72,169

73,499

78,644

77,090

78,420

83,910

73,580

75,021

80,273

78,501

79,942

85,538

75,148

77,475

82,899

80,069

82,396

88,164

77,681

80,563

86,202

82,602

85,484

91,467

80,857

83,905

89,778

85,778

88,826

95,044

84,287

87,335

93,449

89,207

92,255

98,713

87,776

90,824

97,182

92,696

95,744

102,446

91,317

94,198

100,792

96,237

99,118

106,057

94,753

97,413

104,232

99,674

102,334

109,498

98,005

100,222

107,238

102,925

105,142

112,502

103,122

105,006

112,356

108,042

109,926

117,621

14a

107,934

109,541

117,209

112,854

114,461

122,473

14b

112,007

119,847

116,926

125,110

14c

113,299

121,230

118,219

126,494

15a

113,828

114,978

123,026

118,747

119,897

128,289

15b

115,018

123,070

119,937

128,333

15c

115,054

123,108

119,973

128,371

16a

115,091

116,584

124,745

120,009

121,502

130,008

16b

116,636

124,801

121,555

130,064

16c

116,682

124,850

121,601

130,113

17a

117,504

118,156

126,427

122,422

123,075

131,690

17b

119,264

127,613

124,329

133,032

18a

119,327

120,817

129,274

124,392

125,882

134,693

18b

120,925

129,389

125,989

134,809

18c

120,971

129,439

126,036

134,858

18d

121,018

129,490

126,083

134,909

18e

121,018

129,490

126,083

134,909

18f

121,018

129,490

126,083

134,909

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

258

1C. 248-Day Schedule / 2022-23 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

78,402

83,890

80,862

86,522

78,402

79,510

85,076

80,862

81,970

87,708

79,549

80,879

86,540

82,009

83,339

89,173

80,960

82,401

88,169

83,420

84,861

90,801

82,528

84,855

90,795

84,988

87,315

93,427

85,060

87,942

94,098

87,520

90,402

96,730

88,237

91,285

97,675

90,697

93,745

100,307

91,667

94,715

101,345

94,126

97,174

103,976

95,156

98,204

105,078

97,616

100,664

107,710

98,697

101,578

108,689

101,156

104,037

111,319

102,133

104,793

112,128

104,593

107,253

114,761

105,385

107,602

115,134

107,844

110,061

117,765

110,502

112,386

120,253

112,962

114,846

122,885

14a

115,313

116,920

125,104

117,771

119,378

127,735

14b

119,387

127,744

121,844

130,373

14c

120,680

129,128

123,139

131,759

15a

121,206

122,357

130,922

123,668

124,818

133,555

15b

122,397

130,965

124,858

133,598

15c

122,433

131,003

124,894

133,636

16a

122,469

123,962

132,640

124,930

126,423

135,273

16b

124,015

132,696

126,476

135,329

16c

124,061

132,745

126,522

135,379

17a

124,885

125,537

134,324

127,343

127,996

136,955

17b

126,862

135,742

129,395

138,453

18a

126,924

128,414

137,403

129,457

130,947

140,114

18b

128,522

137,519

131,055

140,229

18c

128,569

137,568

131,101

140,279

18d

128,616

137,619

131,149

140,330

18e

128,616 128,616

137,619

131,149 131,149

140,330

18f

128,616

137,619

131,149

140,330

11

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

259

1C. 248-Day Schedule / 2022-23 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

83,322

89,155

85,782

91,787

83,322

84,430

90,340

85,782

86,890

92,972

84,469

85,799

91,805

86,929

88,259

94,437

85,880

87,321

93,433

88,340

89,781

96,065

87,448

89,775

96,059

89,908

92,235

98,691

89,980

92,862

99,362

92,440

95,322

101,995

93,156

96,204

102,939

95,616

98,664

105,571

96,587

99,635

106,609

99,046

102,094

109,240

100,076

103,124

110,343

102,536

105,584

112,975

103,617

106,498

113,953

106,076

108,957

116,584

107,053

109,713

117,393

109,513

112,173

120,025

110,305

112,522

120,398

112,763

114,980

123,029

115,422

117,306

125,517

117,880

119,764

128,148

14a

120,231

121,838

130,367

122,694

124,301

133,002

14b

124,305

133,007

126,765

135,639

14c

125,599

134,391

128,059

137,023

15a

126,125

127,275

136,185

128,585

129,735

138,817

15b

127,316

136,228

129,775

138,860

15c

127,351

136,266

129,811

138,898

16a

127,388

128,881

137,903

129,848

131,341

140,535

16b

128,933

137,959

131,393

140,591

16c

128,980

138,008

131,440

140,640

17a

129,802

130,454

139,586

132,262

132,914

142,218

17b

131,928

141,163

134,461

143,873

18a

131,990

133,480

142,824

134,523

136,013

145,534

18b

133,588

142,939

136,121

145,650

18c

133,634

142,989

136,167

145,699

18d

133,682

143,040

136,215

145,750

18e

133,682

143,040

136,215

145,750

18f

133,682

143,040

136,215

145,750

12

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

260

1C. 248-Day Schedule / 2023-24 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

73,508

78,654

78,601

84,104

73,508

74,616

79,839

78,601

79,709

85,289

74,655

75,985

81,304

79,748

81,078

86,754

76,072

77,513

82,939

81,165

82,606

88,388

77,647

79,974

85,572

82,740

85,067

91,022

80,187

83,069

88,884

85,280

88,162

94,334

83,382

86,430

92,480

88,475

91,523

97,930

86,842

89,890

96,182

91,935

94,983

101,632

90,392

93,440

99,981

95,484

98,532

105,429

94,003

96,884

103,666

99,095

101,976

109,114

97,495

100,155

107,166

102,587

105,247

112,615

100,823

103,040

110,252

105,916

108,133

115,702

103,730

105,614

113,007

108,822

110,706

118,455

14a

108,681

110,288

118,008

113,773

115,380

123,457

14b

113,375

121,311

118,467

126,760

14c

115,927

124,042

121,018

129,489

15a

117,265

118,415

126,704

122,357

123,507

132,152

15b

119,002

127,332

124,093

132,780

15c

119,044

127,377

124,135

132,824

16a

119,081

120,574

129,014

124,172

125,665

134,461

16b

120,664

129,111

125,755

134,558

16c

120,718

129,169

125,809

134,616

17a

120,766

121,418

129,918

125,857

126,509

135,365

17b

122,291

130,852

127,382

136,299

18a

123,439

124,929

133,674

128,681

130,171

139,283

18b

125,045

133,799

130,287

139,407

18c

125,157

133,918

130,399

139,527

18d

125,205

133,969

130,447

139,578

18e

125,254

134,022

130,496

139,631

18f

125,254

134,022

130,496

139,631

13

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

261

1C. 248-Day Schedule / 2023-24 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

81,146

86,826

83,692

89,551

81,146

82,254

88,012

83,692

84,800

90,736

82,293

83,623

89,477

84,839

86,169

92,201

83,710

85,151

91,111

86,256

87,697

93,836

85,285

87,612

93,745

87,831

90,158

96,469

87,825

90,707

97,056

90,371

93,253

99,781

91,020

94,068

100,653

93,566

96,614

103,377

94,480

97,528

104,355

97,026

100,074

107,079

98,030

101,078

108,153

100,575

103,623

110,876

101,641

104,522

111,839

104,187

107,068

114,563

105,133

107,793

115,339

107,678

110,338

118,062

108,461

110,678

118,425

111,007

113,224

121,149

111,368

113,252

121,179

113,913

115,797

123,902

14a

116,319

117,926

126,181

118,865

120,472

128,905

14b

121,012

129,483

123,557

132,206

14c

123,565

132,215

126,109

134,936

15a

124,904

126,054

134,878

127,449

128,599

137,601

15b

126,639

135,504

129,186

138,229

15c

126,681

135,548

129,228

138,274

16a

126,718

128,211

137,185

129,265

130,758

139,911

16b

128,301

137,282

130,848

140,008

16c

128,355

137,340

130,902

140,066

17a

128,403

129,055

138,089

130,950

131,603

140,815

17b

129,931

139,026

132,475

141,749

18a

131,302

132,792

142,088

133,924

135,414

144,893

18b

132,909

142,213

135,531

145,018

18c

133,021

142,332

135,642

145,137

18d

133,068

142,383

135,690

145,188

18e

133,118

142,436

135,739

145,241

18f

133,118

142,436

135,739

145,241

14

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

262

1C. 248-Day Schedule / 2023-24 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

86,238

92,275

88,784

94,999

86,238

87,346

93,461

88,784

89,892

96,185

87,385

88,715

94,925

89,931

91,261

97,649

88,802

90,243

96,560

91,348

92,789

99,284

90,377

92,704

99,193

92,923

95,250

101,917

92,917

95,799

102,505

95,463

98,345

105,229

96,112

99,160

106,102

98,658

101,706

108,826

99,572

102,620

109,803

102,118

105,166

112,527

103,122

106,170

113,602

105,667

108,715

116,325

106,733

109,614

117,287

109,279

112,160

120,011

110,225

112,885

120,787

112,770

115,430

123,510

113,553

115,770

123,874

116,099

118,316

126,598

116,460

118,344

126,628

119,005

120,889

129,351

14a

121,411

123,018

131,630

123,956

125,563

134,353

14b

126,103

134,930

128,651

137,657

14c

128,656

137,662

131,202

140,386

15a

129,995

131,145

140,325

132,541

133,691

143,049

15b

131,730

140,951

134,276

143,675

15c

131,772

140,996

134,318

143,720

16a

131,809

133,302

142,633

134,355

135,848

145,357

16b

133,392

142,729

135,938

145,454

16c

133,446

142,787

135,992

145,511

17a

133,494

134,146

143,536

136,040

136,692

146,261

17b

135,020

144,472

137,566

147,196

18a

136,545

138,035

147,698

139,167

140,657

150,503

18b

138,152

147,823

140,774

150,628

18c

138,264

147,942

140,885

150,747

18d

138,312

147,993

140,933

150,799

18e

138,361

148,046

140,983

150,851

18f

138,361

148,046

140,983

150,851

15

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

263

1D. 52-Week Schedule / 2019-20 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

65,926

70,541

70,491

75,426

65,926

67,056

71,750

70,491

71,621

76,635

67,090

68,445

73,236

71,655

73,010

78,121

68,515

69,983

74,882

73,080

74,548

79,766

70,085

72,457

77,529

74,650

77,022

82,414

72,595

75,532

80,819

77,160

80,097

85,703

75,712

78,818

84,336

80,278

83,384

89,220

79,062

82,168

87,920

83,627

86,733

92,805

82,456

85,562

91,552

87,022

90,128

96,436

88,022

90,959

97,327

92,587

95,524

102,211

93,468

96,179

102,912

98,036

100,747

107,800

98,299

100,558

107,597

102,866

105,125

112,484

101,653

103,573

110,823

106,219

108,139

115,709

14a

104,015

105,653

113,048

108,580

110,218

117,933

14b

105,653

113,048

110,218

117,933

14c

105,653

113,048

110,218

117,933

15a

105,653

106,825

114,303

110,218

111,390

119,187

15b

106,825

114,303

111,390

119,187

15c

106,825

114,303

111,390

119,187

16a

107,546

109,067

116,702

112,113

113,634

121,589

16b

110,075

117,780

114,776

122,810

16c

110,114

117,822

114,815

122,852

17a

110,146

110,811

118,568

114,848

115,512

123,598

17b

110,811

118,568

115,512

123,598

18a

110,811

112,329

120,192

115,512

117,030

125,222

18b

112,329

120,192

117,030

125,222

18c

112,329

120,192

117,030

125,222

18d

112,329

120,192

117,030

125,222

18e

112,329

120,192

117,030

125,222

18f

112,329

120,192

117,030

125,222

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

264

1D. 52-Week Schedule / 2019-20 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

72,775

77,869

75,059

80,313

72,775

73,905

79,078

75,059

76,189

81,522

73,939

75,294

80,564

76,222

77,577

83,008

75,364

76,832

82,210

77,647

79,115

84,653

76,934

79,306

84,857

79,217

81,589

87,301

79,443

82,380

88,147

81,728

84,665

90,591

82,561

85,667

91,664

84,845

87,951

94,107

85,911

89,017

95,248

88,194

91,300

97,691

89,306

92,412

98,881

91,590

94,696

101,324

94,871

97,808

104,655

97,156

100,093

107,099

100,318

103,029

110,241

102,601

105,312

112,684

105,148

107,407

114,926

107,431

109,690

117,368

108,502

110,422

118,152

110,786

112,706

120,596

14a

110,864

112,502

120,378

113,149

114,787

122,822

14b

112,502

120,378

114,787

122,822

14c

112,502

120,378

114,787

122,822

15a

112,502

113,675

121,632

114,787

115,959

124,077

15b

113,675

121,632

115,959

124,077

15c

113,675

121,632

115,959

124,077

16a

114,396

115,917

124,031

116,679

118,200

126,474

16b

117,129

125,328

119,479

127,843

16c

117,168

125,370

119,518

127,885

17a

117,200

117,865

126,115

119,551

120,216

128,631

17b

117,865

126,115

120,216

128,631

18a

117,865

119,383

127,739

120,216

121,734

130,255

18b

119,383

127,739

121,734

130,255

18c

119,383

127,739

121,734

130,255

18d

119,383

127,739

121,734

130,255

18e

119,383

127,739

121,734

130,255

18f

119,383

127,739

121,734

130,255

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

265

1D. 52-Week Schedule / 2019-20 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

77,341

82,755

79,624

85,197

77,341

78,471

83,964

79,624

80,754

86,406

78,505

79,860

85,450

80,788

82,143

87,892

79,930

81,398

87,096

82,212

83,680

89,538

81,500

83,872

89,743

83,782

86,154

92,185

84,010

86,947

93,034

86,293

89,230

95,476

87,127

90,233

96,550

89,410

92,516

98,992

90,477

93,583

100,134

92,760

95,866

102,576

93,872

96,978

103,767

96,155

99,261

106,209

99,438

102,375

109,541

101,721

104,658

111,984

104,885

107,596

115,128

107,167

109,878

117,570

109,716

111,975

119,813

111,996

114,255

122,253

113,068

114,988

123,037

115,351

117,271

125,480

14a

115,431

117,069

125,263

117,714

119,352

127,707

14b

117,069

125,263

119,352

127,707

14c

117,069

125,263

119,352

127,707

15a

117,069

118,241

126,518

119,352

120,524

128,961

15b

118,241

126,518

120,524

128,961

15c

118,241

126,518

120,524

128,961

16a

118,963

120,484

128,918

121,245

122,766

131,360

16b

121,830

130,358

124,180

132,873

16c

121,869

130,400

124,220

132,915

17a

121,901

122,566

131,145

124,252

124,917

133,661

17b

122,566

131,145

124,917

133,661

18a

122,566

124,084

132,770

124,917

126,435

135,285

18b

124,084

132,770

126,435

135,285

18c

124,084

132,770

126,435

135,285

18d

124,084

132,770

126,435

135,285

18e

124,084

132,770

126,435

135,285

18f

124,084

132,770

126,435

135,285

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

266

1D. 52-Week Schedule / 2020-21 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

67,904

72,657

72,606

77,689

67,904

69,034

73,866

72,606

73,736

78,898

69,068

70,423

75,353

73,770

75,125

80,384

70,499

71,967

77,004

75,201

76,669

82,035

72,082

74,454

79,666

76,784

79,156

84,697

74,631

77,568

82,998

79,333

82,270

88,029

77,798

80,904

86,567

82,500

85,606

91,598

81,183

84,289

90,189

85,885

88,991

95,220

84,633

87,739

93,881

89,335

92,441

98,912

88,129

91,066

97,441

92,831

95,768

102,472

93,688

96,399

103,147

98,390

101,101

108,178

99,064

101,323

108,416

103,770

106,029

113,451

103,574

105,494

112,879

108,279

110,199

117,912

14a

106,680

108,318

115,900

111,383

113,021

120,933

14b

108,822

116,440

113,524

121,471

14c

108,822

116,440

113,524

121,471

15a

108,822

109,995

117,694

113,524

114,697

122,725

15b

110,030

117,732

114,732

122,763

15c

110,030

117,732

114,732

122,763

16a

110,030

111,551

119,359

114,732

116,253

124,390

16b

112,339

120,203

117,043

125,236

16c

113,377

121,313

118,219

126,494

17a

113,417

114,082

122,067

118,259

118,924

127,249

17b

114,135

122,125

118,978

127,306

18a

114,135

115,653

123,749

118,978

120,496

128,930

18b

115,699

123,798

120,541

128,979

18c

115,699

123,798

120,541

128,979

18d

115,699

123,798

120,541

128,979

18e

115,699

123,798

120,541

128,979

18f

115,699

123,798

120,541

128,979

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

267

1D. 52-Week Schedule / 2020-21 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

74,958

80,205

77,310

82,722

74,958

76,088

81,414

77,310

78,440

83,931

76,122

77,477

82,901

78,474

79,829

85,417

77,553

79,021

84,552

79,905

81,373

87,069

79,137

81,509

87,214

81,489

83,861

89,731

81,685

84,622

90,545

84,037

86,974

93,062

84,852

87,958

94,115

87,205

90,311

96,633

88,237

91,343

97,737

90,589

93,695

100,254

91,687

94,793

101,429

94,039

97,145

103,946

95,185

98,122

104,990

97,537

100,474

107,507

100,742

103,453

110,695

103,095

105,806

113,213

106,120

108,379

115,965

108,472

110,731

118,482

110,630

112,550

120,428

112,981

114,901

122,944

14a

113,735

115,373

123,449

116,087

117,725

125,966

14b

115,878

123,989

118,231

126,507

14c

115,878

123,989

118,231

126,507

15a

115,878

117,050

125,243

118,231

119,403

127,761

15b

117,085

125,281

119,438

127,799

15c

117,085

125,281

119,438

127,799

16a

117,085

118,606

126,908

119,438

120,959

129,426

16b

119,394

127,752

121,746

130,269

16c

120,643

129,088

123,063

131,678

17a

120,683

121,348

129,842

123,104

123,769

132,432

17b

121,400

129,898

123,822

132,490

18a

121,400

122,918

131,523

123,822

125,340

134,114

18b

122,964

131,571

125,386

134,163

18c

122,964

131,571

125,386

134,163

18d

122,964

131,571

125,386

134,163

18e

122,964

131,571

125,386

134,163

18f

122,964

131,571

125,386

134,163

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

268

1D. 52-Week Schedule / 2020-21 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

79,661

85,238

82,012

87,753

79,661

80,791

86,447

82,012

83,142

88,962

80,825

82,180

87,933

83,176

84,531

90,448

82,256

83,724

89,584

84,607

86,075

92,100

83,840

86,212

92,246

86,191

88,563

94,762

86,388

89,325

95,578

88,739

91,676

98,093

89,556

92,662

99,148

91,907

95,013

101,664

92,940

96,046

102,769

95,291

98,397

105,285

96,390

99,496

106,461

98,741

101,847

108,977

99,888

102,825

110,022

102,239

105,176

112,538

105,446

108,157

115,728

107,797

110,508

118,244

110,824

113,083

120,999

113,175

115,434

123,514

115,334

117,254

125,462

117,683

119,603

127,975

14a

118,437

120,075

128,480

120,789

122,427

130,997

14b

120,581

129,021

122,933

131,538

14c

120,581

129,021

122,933

131,538

15a

120,581

121,753

130,276

122,933

124,105

132,792

15b

121,788

130,313

124,140

132,830

15c

121,788

130,313

124,140

132,830

16a

121,788

123,309

131,941

124,140

125,661

134,457

16b

124,098

132,785

126,449

135,301

16c

125,485

134,269

127,906

136,859

17a

125,526

126,190

135,024

127,946

128,611

137,614

17b

126,243

135,080

128,664

137,671

18a

126,243

127,761

136,704

128,664

130,182

139,295

18b

127,806

136,753

130,228

139,344

18c

127,806

136,753

130,228

139,344

18d

127,806

136,753

130,228

139,344

18e

127,806

136,753

130,228

139,344

18f

127,806

136,753

130,228

139,344

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

269

1D. 52-Week Schedule / 2021-22 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

69,941

74,837

74,784

80,019

69,941

71,071

76,046

74,784

75,914

81,228

71,105

72,460

77,532

75,948

77,303

82,714

72,536

74,004

79,184

77,379

78,847

84,366

74,126

76,498

81,852

78,969

81,341

87,034

76,688

79,625

85,199

81,531

84,468

90,381

79,895

83,001

88,811

84,738

87,844

93,993

83,331

86,437

92,487

88,174

91,280

97,669

86,818

89,924

96,218

91,661

94,767

101,400

90,371

93,308

99,840

95,215

98,152

105,022

93,798

96,509

103,265

98,641

101,352

108,447

99,291

101,550

108,659

104,134

106,393

113,841

104,363

106,283

113,723

109,210

111,130

118,909

14a

108,659

110,297

118,018

113,505

115,143

123,202

14b

111,568

119,377

116,412

124,561

14c

112,087

119,933

116,930

125,115

15a

112,087

113,259

121,187

116,930

118,102

126,370

15b

113,294

121,225

118,138

126,407

15c

113,331

121,264

118,174

126,446

16a

113,331

114,852

122,891

118,174

119,695

128,073

16b

114,897

122,940

119,740

128,122

16c

115,709

123,809

120,555

128,993

17a

116,778

117,443

125,664

121,766

122,430

131,000

17b

117,504

125,729

122,492

131,066

18a

117,559

119,077

127,413

122,547

124,065

132,750

18b

119,123

127,462

124,111

132,798

18c

119,170

127,512

124,157

132,848

18d

119,170

127,512

124,157

132,848

18e

119,170

127,512

124,157

132,848

18f

119,170

127,512

124,157

132,848

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

270

1D. 52-Week Schedule / 2021-22 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

77,207

82,611

79,630

85,204

77,207

78,337

83,821

79,630

80,760

86,413

78,371

79,726

85,307

80,794

82,149

87,899

79,801

81,269

86,958

82,224

83,692

89,551

81,391

83,763

89,627

83,814

86,186

92,219

83,954

86,891

92,973

86,376

89,313

95,565

87,161

90,267

96,585

89,583

92,689

99,178

90,596

93,702

100,262

93,020

96,126

102,855

94,083

97,189

103,993

96,506

99,612

106,585

97,637

100,574

107,614

100,060

102,997

110,207

101,065

103,776

111,040

103,488

106,199

113,633

106,557

108,816

116,433

108,981

111,240

119,026

111,630

113,550

121,498

114,053

115,973

124,091

14a

115,926

117,564

125,794

118,348

119,986

128,385

14b

118,834

127,153

121,257

129,745

14c

119,354

127,709

121,778

130,302

15a

119,354

120,526

128,963

121,778

122,950

131,556

15b

120,561

129,001

122,985

131,594

15c

120,598

129,039

123,021

131,633

16a

120,598

122,119

130,667

123,021

124,542

133,260

16b

122,164

130,716

124,588

133,309

16c

122,976

131,584

125,399

134,177

17a

124,262

124,927

133,672

126,755

127,420

136,339

17b

124,988

133,738

127,482

136,405

18a

125,042

126,560

135,420

127,537

129,055

138,089

18b

126,606

135,468

129,100

138,137

18c

126,653

135,519

129,147

138,188

18d

126,653

135,519

129,147

138,188

18e

126,653

135,519

129,147

138,188

18f

126,653

135,519

129,147

138,188

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

271

1D. 52-Week Schedule / 2021-22 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

82,051

87,795

84,473

90,386

82,051

83,181

89,004

84,473

85,603

91,595

83,215

84,570

90,490

85,637

86,992

93,081

84,646

86,114

92,142

87,067

88,535

94,733

86,235

88,607

94,810

88,657

91,029

97,401

88,798

91,735

98,156

91,220

94,157

100,748

92,005

95,111

101,769

94,426

97,532

104,360

95,442

98,548

105,446

97,863

100,969

108,037

98,928

102,034

109,176

101,349

104,455

111,767

102,481

105,418

112,798

104,903

107,840

115,389

105,909

108,620

116,224

108,331

111,042

118,815

111,402

113,661

121,617

113,824

116,083

124,208

116,475

118,395

126,683

118,897

120,817

129,274

14a

120,771

122,409

130,978

123,191

124,829

133,567

14b

123,677

132,335

126,100

134,927

14c

124,198

132,892

126,621

135,484

15a

124,198

125,370

134,146

126,621

127,793

136,738

15b

125,405

134,184

127,828

136,776

15c

125,442

134,223

127,864

136,815

16a

125,442

126,963

135,850

127,864

129,385

138,442

16b

127,008

135,899

129,431

138,491

16c

127,821

136,769

130,243

139,360

17a

129,250

129,914

139,008

131,743

132,408

141,676

17b

129,976

139,074

132,469

141,742

18a

130,030

131,548

140,756

132,524

134,042

143,425

18b

131,594

140,805

134,088

143,474

18c

131,640

140,855

134,135

143,524

18d

131,640

140,855

134,135

143,524

18e

131,640

140,855

134,135

143,524

18f

131,640

140,855

134,135

143,524

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

272

1D. 52-Week Schedule / 2022-23 School Year

Step

Lane 1

Lane 2

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

72,389

77,456

77,402

82,820

72,389

73,519

78,666

77,402

78,532

84,029

73,559

74,914

80,158

78,571

79,926

85,521

74,996

76,464

81,817

80,009

81,477

87,180

76,594

78,966

84,493

81,606

83,978

89,857

79,175

82,112

87,860

84,188

87,125

93,223

82,412

85,518

91,504

87,425

90,531

96,868

85,906

89,012

95,243

90,918

94,024

100,606

89,462

92,568

99,048

94,474

97,580

104,411

93,071

96,008

102,729

98,084

101,021

108,092

96,574

99,285

106,235

101,587

104,298

111,599

99,887

102,146

109,296

104,900

107,159

114,660

105,104

107,024

114,516

110,117

112,037

119,880

14a

110,003

111,641

119,456

115,019

116,657

124,823

14b

114,158

122,149

119,173

127,515

14c

115,472

123,555

120,486

128,920

15a

116,010

117,182

125,385

121,023

122,195

130,749

15b

117,223

125,429

122,236

130,792

15c

117,260

125,468

122,272

130,831

16a

117,297

118,818

127,135

122,310

123,831

132,499

16b

118,871

127,192

123,884

132,556

16c

118,919

127,243

123,931

132,606

17a

119,759

120,424

128,853

124,774

125,439

134,219

17b

121,553

130,062

126,715

135,585

18a

121,617

123,135

131,754

126,779

128,297

137,278

18b

123,245

131,872

128,407

137,396

18c

123,292

131,923

128,454

137,446

18d

123,341

131,975

128,503

137,498

18e

123,341

131,975

128,503

137,498

18f

123,341

131,975

128,503

137,498

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

273

1D. 52-Week Schedule / 2022-23 School Year

Step

Lane 3

Lane 4

Base

Salary

Total

Comp

Base

Salary

Total

Comp

79,909

85,503

82,417

88,186

79,909

81,039

86,712

82,417

83,547

89,395

81,079

82,434

88,204

83,586

84,941

90,887

82,516

83,984

89,863

85,024

86,492

92,546

84,114

86,486

92,540

86,621

88,993

95,223

86,695

89,632

95,906

89,202

92,139

98,589

89,932

93,038

99,551

92,439

95,545

102,234

93,426

96,532

103,289

95,933

99,039

105,972

96,982

100,088

107,094

99,491

102,597

109,778

100,591

103,528

110,775

103,098

106,035

113,458

104,094

106,805

114,282

106,602

109,313

116,965

107,408

109,667

117,344

109,916

112,175

120,027

112,624

114,544

122,563

115,133

117,053

125,247

14a

117,524

119,162

127,504

120,032

121,670

130,187

14b

121,679

130,196

124,185

132,878

14c

122,994

131,603

125,501

134,286

15a

123,531

124,704

133,433

126,040

127,212

136,117

15b

124,745

133,477

127,253

136,161

15c

124,781

133,516

127,290

136,200

16a

124,818

126,339

135,183

127,327

128,848

137,867

16b

126,393

135,240

128,901

137,924

16c

126,440

135,291

128,948

137,975

17a

127,280

127,945

136,901

129,788

130,452

139,584

17b

129,299

138,350

131,880

141,111

18a

129,363

130,881

140,043

131,943

133,461

142,804

18b

130,990

140,159

133,572

142,922

18c

131,037

140,210

133,619

142,972

18d

131,086

140,262

133,667

143,024

18e

131,086

140,262

133,667

143,024

18d

131,086

140,262

133,667

143,024

11

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

274

1D. 52-Week Schedule / 2022-23 School Year

Step

Lane 5

Lane 6

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

84,923

90,868

87,429

93,549

84,923

86,053

92,077

87,429

88,559

94,758

86,092

87,447

93,569

88,599

89,954

96,251

87,530

88,998

95,228

90,036

91,504

97,910

89,128

91,500

97,905

91,634

94,006

100,586

91,709

94,646

101,271

94,215

97,152

103,953

94,946

98,052

104,915

97,452

100,558

107,597

98,440

101,546

108,654

100,946

104,052

111,336

101,997

105,103

112,460

104,503

107,609

115,142

105,605

108,542

116,140

108,111

111,048

118,821

109,108

111,819

119,646

111,614

114,325

122,328

112,422

114,681

122,709

114,928

117,187

125,390

117,639

119,559

127,928

120,146

122,066

130,610

14a

122,539

124,177

132,870

125,045

126,683

135,551

14b

126,694

135,562

129,198

138,242

14c

128,006

136,967

130,514

139,650

15a

128,545

129,717

138,797

131,052

132,225

141,480

15b

129,758

138,841

132,266

141,524

15c

129,795

138,880

132,302

141,563

16a

129,832

131,353

140,548

132,340

133,861

143,231

16b

131,406

140,605

133,914

143,288

16c

131,454

140,655

133,961

143,338

17a

132,295

132,960

142,267

134,801

135,466

144,949

17b

134,461

143,874

137,042

146,635

18a

134,525

136,043

145,566

137,106

138,624

148,327

18b

136,152

145,683

138,734

148,445

18c

136,199

145,733

138,781

148,496

18d

136,248

145,785

138,830

148,548

18e

136,248

145,785

138,830

148,548

18d

136,248

145,785

138,830

148,548

12

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

275

1D. 52-Week Schedule / 2023-24 School Year

Step

Lane 1

Lane 2

Base

Salary

Total

Comp

Base

Salary

Total

Comp

74,923

80,167

80,111

85,719

74,923

76,053

81,376

80,111

81,241

86,928

76,092

77,447

82,869

81,280

82,635

88,420

77,536

79,004

84,534

82,724

84,192

90,085

79,140

81,512

87,218

84,328

86,700

92,770

81,730

84,667

90,593

86,918

89,855

96,144

84,986

88,092

94,258

90,174

93,280

99,810

88,511

91,617

98,030

93,699

96,805

103,581

92,127

95,233

101,900

97,315

100,421

107,451

95,808

98,745

105,657

100,996

103,933

111,208

99,368

102,079

109,225

104,556

107,267

114,776

102,760

105,019

112,371

107,948

110,207

117,922

105,721

107,641

115,176

110,909

112,829

120,727

14a

110,770

112,408

120,277

115,958

117,596

125,828

14b

115,548

123,637

120,740

129,192

14c

118,153

126,424

123,344

131,978

15a

119,514

120,686

129,134

124,703

125,875

134,687

15b

121,284

129,774

126,472

135,325

15c

121,326

129,819

126,514

135,370

16a

121,364

122,885

131,487

126,552

128,073

137,038

16b

122,977

131,585

128,165

137,136

16c

123,032

131,644

128,220

137,195

17a

123,081

123,746

132,408

128,269

128,934

137,959

17b

124,639

133,363

129,829

138,917

18a

125,808

127,326

136,238

131,150

132,668

141,955

18b

127,445

136,366

132,787

142,082

18c

127,559

136,488

132,902

142,205

18d

127,608

136,540

132,950

142,257

18e

127,658

136,594

133,001

142,311

18f

127,658

136,594

133,001

142,311

13

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

276

1D. 52-Week Schedule / 2023-24 School Year

Step

Lane 3

Lane 4

Base

Salary Salary

Total

Comp

Base

Salary Salary

Total

Comp

82,706

88,495

85,301

91,272

82,706

83,836

89,705

85,301

86,431

92,481

83,876

85,231

91,197

86,471

87,826

93,974

85,319

86,787

92,862

87,914

89,382

95,639

86,924

89,296

95,546

89,519

91,891

98,323

89,513

92,450

98,921

92,108

95,045

101,698

92,769

95,875

102,586

95,364

98,470

105,363

96,294

99,400

106,358

98,890

101,996

109,135

99,911

103,017

110,228

102,506

105,612

113,005

103,591

106,528

113,985

106,187

109,124

116,763

107,152

109,863

117,553

109,747

112,458

120,330

110,543

112,802

120,699

113,139

115,398

123,475

113,506

115,426

123,505

116,101

118,021

126,282

14a

118,553

120,191

128,605

121,150

122,788

131,383

14b

123,333

131,966

125,928

134,743

14c

125,938

134,753

128,532

137,529

15a

127,298

128,471

137,464

129,894

131,066

140,240

15b

129,068

138,103

131,665

140,881

15c

129,111

138,148

131,707

140,926

16a

129,148

130,669

139,816

131,745

133,266

142,594

16b

130,761

139,915

133,358

142,693

16c

130,816

139,974

133,413

142,752

17a

130,865

131,530

140,737

133,462

134,126

143,515

17b

132,423

141,693

135,018

144,470

18a

133,825

135,343

144,817

136,496

138,014

147,675

18b

135,462

144,944

138,133

147,802

18c

135,575

145,065

138,247

147,924

18d

135,624

145,117

138,296

147,976

18e

135,674

145,171

138,346

148,030

18f

135,674

145,171

138,346

148,030

14

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 216 and 217.

277

1D. 52-Week Schedule / 2023-24 School Year

Step

Lane 5

Lane 6

Base

Salary

Total

Comp

Base

Salary

Total

Comp

87,895

94,048

90,489

96,824

87,895

89,025

95,257

90,489

91,619

98,033

89,065

90,420

96,749

91,659

93,014

99,525

90,508

91,976

98,414

93,102

94,570

101,190

92,113

94,485

101,099

94,707

97,079

103,874

94,702

97,639

104,474

97,296

100,233

107,249

97,958

101,064

108,139

100,552

103,658

110,914

101,484

104,590

111,911

104,078

107,184

114,686

105,100

108,206

115,780

107,694

110,800

118,556

108,781

111,718

119,539

111,375

114,312

122,314

112,341

115,052

123,105

114,935

117,646

125,881

115,733

117,992

126,251

118,327

120,586

129,027

118,695

120,615

129,058

121,289

123,209

131,834

14a

123,744

125,382

134,159

126,338

127,976

136,934

14b

128,523

137,520

131,117

140,296

14c

131,128

140,307

133,720

143,080

15a

132,486

133,659

143,015

135,082

136,254

145,792

15b

134,257

143,655

136,853

146,432

15c

134,300

143,701

136,895

146,478

16a

134,337

135,858

145,369

136,933

138,454

148,145

16b

135,951

145,467

138,546

148,244

16c

136,006

145,526

138,601

148,303

17a

136,054

136,719

146,290

138,650

139,314

149,066

17b

137,613

147,246

140,207

150,022

18a

139,168

140,686

150,534

141,838

143,356

153,391

18b

140,805

150,661

143,475

153,519

18c

140,918

150,782

143,590

153,641

18d

140,966

150,834

143,638

153,693

18e

141,017

150,888

143,689

153,747

18f

141,017

150,888

143,689

153,747

15

278

Understanding PSRP salary tables

For PSRPs hired before 1/1/17, the “Total Comp” column in

your salary table equals the sum of the “Salary” column and

the pension pick-up (Article 36-4.1), which is 7% of “Salary”.

For PSRPs hired on or after 1/1/17, the “Total Comp” col-

umn in your salary table equals the sum of the “Salary”

column and an amount of added salary equal to the pen-

sion pickup (Article 36-4.1), which is 7% of “Salary”.

Bi-weekly pay calculation

This section is designed to help you calculate your gross

pay (pay before taxes, insurance and other deductions) for

a typical 10-day pay period.

For PSRPs hired before 1/1/17, divide “Salary” by num-

ber of days in annual schedule, and multiply by 10—or the

number of days in the pay period.

For PSRPs hired after 1/1/17, divide “Total Comp” by

number of days in annual schedule, and multiply by 10—or

the number of days in the pay period.

Steps and year of credited service

The table below displays the

year of credited service

associated with the step.

Step Year of Credited Service

1 1st Year

2 After 1st Year

3 After 2nd Year

4 3.5 Year to 6th Year

5 7th Year to 11th Year

6 12th Year to 16th year

7 17th Year to 18th Year

8 19th Year to 20th Year

9 21st Year to 24th Year

10 25th Year and Thereafter

PSRP Lanes

PSRP lane adjustments

will be made pursuant to

already established pro-

cesses for teachers. Lane

II is set at the educa-

tional level of Associate’s

Degree. Effective, July 1,

2021, Lane III is set at the

educational level of Bach-

elor’s degree or higher.

For more help

For additional con-

tract-related resources,

go to www.ctulocal1.org/

contract.

279

1E. PSRP Job Titles & Grades*

Jobcode

Job Title

Lane 1

Lane 2

Lane 3

501043 Attendance Coordinator G08 / NG8 G37 / N37 G40 / N40

003150

Audio And Vision Screen Tech

G08 / NG8

G37 / N37

G40 / N40

000940

Audio-Visual Technician

GA3 / NA3

G26 / N26

G41 / N41

501347 College and Career Specialist G38 / N38 G39 / N39 G42 / N42

500656

College/Career Coach

G0X / NGX

G24 / N24

G43 / N43

000711 Community Relations Rep GA8 / NA8 G29 / N29 G44 / N44

000712

Community Relations Rep II

G25 / N25

G55 / N55

504473

Comprehensive Service Coord

G08 / NG8

G37 / N37

G40 / N40

000671

Computer Technician

T11 / NTB

T12 / NTC

T13 / NTD

504468

CTE Academy Coordinator

G0X / NGX

G24 / N24

G43 / N43

003429

Ed Sign Language Interpreter

G33 / N33

G34 / N34

G35 / N35

504492

Family Engagement Coordinator

G08 / NG8

G37 / N37

G40 / N40

501409

Gear Up Coach

G0X / NGX

G24 / N24

G43 / N43

003618

Health Service Nurse

G11 / NGB

G36 / N36

G45 / N45

003620

Hospital Licensed Prac Nurse

G08 / NG8

G37 / N37

G40 / N40

003917

Instructor Assistant

G03 / NG3

GB3 / NB3

G46 / N46

000470

Interpreter Clerk

SC9 / NC9

G31 / N31

G47 / N47

000702

Parent Advocate

GB6 / NB6

G30 / N30

G48 / N48

000703

Parent Advocate-Bilingual

GB6 / NB6

G30 / N30

G48 / N48

000474 School Assist Bilingual-Spnish GA1 / NA1 GA2 / NA2 G49 / N49

000462

School Assistant

GA1 / NA1

GA2 / NA2

G49 / N49

000475

School Assistant-Bilingual

GA1 / NA1

GA2 / NA2

G49 / N49

000468 School Clerk SC9 / NC9 G31 / N31 G47 / N47

002501

School Clerk (Bilin Spanish)

SC9 / NC9

G31 / N31

G47 / N47

000467 School Clerk Assistant G05 / NG5 G22 / N22 G50 / N50

000701

School Community Representive

G03 / NG3

GB3 / NB3

G46 / N46

000466

School Counseling Ofﬁce Asst

G06 / NG6

GC6 / NC6

G51 / N51

000531

School Library Assistant

G06 / NG6

GC6 / NC6

G51 / N51

003501

School Social Svc Assistant

GA1 / NA1

GA2 / NA2

G49 / N49

000472

Special Education Support Clrk

G09 / NG9

G23 / N23

G52 / N52

500992

STLS Advocate

SC9 / NC9

G31 / N31

G47 / N47

003515

Student Special Needs Prm Asst

GA7 / NA7

G28 / N28

G53 / N53

000710

Student Special Svc Advocate

G0X / NGX

G24 / N24

G43 / N43

000463

Teacher Assistant

GB1 / NB1

GB2 / NB2

G54 / N54

000478

Teacher Assistant Bilingual

GB1 / NB1

GB2 / NB2

G54 / N54

000476

Teacher Asst Bil Spanish

GB1 / NB1

GB2 / NB2

G54 / N54

002520

Teacher Asst-Montessori Prm

G03 / NG3

GB3 / NB3

G46 / N46

000691

Technology Coordinator

T11 / NTB

T12 / NTC

T13 / NTD

003015

Youth Intervention Specialist

G0X / NGX

G24 / N24

G43 / N43

The grade to the left of the / is for PSRPs hired before 1-1-17, and

the grade to the right of the / is for PSRPs hired on or after 1-1-17.

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

280

1F. 208-Day Schedule / Teacher Assistant, Teacher Assistant Bilingual, Teacher Asst Bil Spanish

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Salary 30,862.31 32,096.80 31,788.18 33,059.71 32,741.83 34,051.50 35,033.75 33,887.79 35,243.30 36,259.94 35,073.86 36,476.82 37,529.03

Total Comp

33,022.67

34,343.58

34,013.35

35,373.89

35,033.75

36,435.10

37,486.12

36,259.94

37,710.33

38,798.13

37,529.03

39,030.19

40,156.07

Salary

32,446.51

33,744.37

33,419.90

34,756.70

34,422.50

35,799.40

36,832.08

35,627.29

37,052.38

38,121.20

36,874.24

38,349.21

39,455.44

Total Comp

34,717.76

36,106.47

35,759.30

37,189.67

36,832.08

38,305.36

39,410.32

38,121.20

39,646.05

40,789.68

39,455.44

41,033.66

42,217.32

Salary

34,112.02

35,476.51

35,135.39

36,540.80

36,189.45

37,637.02

38,722.71

37,456.08

38,954.32

40,078.00

38,767.04

40,317.72

41,480.73

Total Comp 36,499.87 37,959.86 37,594.86 39,098.66 38,722.71 40,271.62 41,433.30 40,078.00 41,681.12 42,883.46 41,480.73 43,139.96 44,384.38

Salary 35,863.03 37,297.55 36,938.92 38,416.48 38,047.09 39,568.98 40,710.39 39,378.74 40,953.89 42,135.25 40,757.00 42,387.28 43,609.99

Total Comp

38,373.45

39,908.38

39,524.65

41,105.63

40,710.39

42,338.80

43,560.12

42,135.25

43,820.66

45,084.72

43,609.99

45,354.39

46,662.68

Salary

37,703.92

39,212.08

38,835.04

40,388.44

40,000.09

41,600.10

42,800.10

41,400.10

43,056.10

44,298.10

42,849.10

44,563.06

45,848.54

Total Comp

40,343.20

41,956.93

41,553.49

43,215.63

42,800.10

44,512.10

45,796.11

44,298.10

46,070.03

47,398.97

45,848.54

47,682.48

49,057.93

Salary

39,639.31

41,224.88

40,828.49

42,461.63

42,053.34

43,735.48

44,997.08

43,525.21

45,266.22

46,571.97

45,048.59

46,850.53

48,201.99

Total Comp 42,414.06 44,110.62 43,686.48 45,433.94 44,997.08 46,796.96 48,146.87 46,571.97 48,434.85 49,832.01 48,201.99 50,130.07 51,576.13

Salary

41,674.04

43,341.00

42,924.26

44,641.23

44,211.99

45,980.47

47,306.83

45,759.41

47,589.78

48,962.57

47,360.99

49,255.43

50,676.26

Total Comp

44,591.22

46,374.87

45,928.96

47,766.12

47,306.83

49,199.10

50,618.30

48,962.57

50,921.07

52,389.95

50,676.26

52,703.31

54,223.59

Salary

43,813.21

45,565.74

45,127.61

46,932.71

46,481.44

48,340.70

49,735.14

48,108.29

50,032.62

51,475.87

49,792.08

51,783.76

53,277.52

Total Comp 46,880.14 48,755.34 48,286.54 50,218.01 49,735.14 51,724.55 53,216.60 51,475.87 53,534.90 55,079.18 53,277.52 55,408.63 57,006.95

Salary 45,127.61 46,932.71 46,481.44 48,340.70 47,875.88 49,790.92 51,227.19 49,551.54 51,533.60 53,020.15 51,285.84 53,337.28 54,875.85

Total Comp

48,286.54

50,218.01

49,735.14

51,724.55

51,227.19

53,276.28

54,813.10

53,020.15

55,140.95

56,731.56

54,875.85

57,070.88

58,717.16

Salary

46,481.44

48,340.70

47,875.88

49,790.92

49,312.16

51,284.64

52,764.01

51,038.08

53,079.61

54,610.75

52,824.42

54,937.39

56,522.13

Total Comp

49,735.14

51,724.55

51,227.19

53,276.28

52,764.01

54,874.57

56,457.49

54,610.75

56,795.18

58,433.50

56,522.13

58,783.01

60,478.68

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

281

1F. 208-Day Schedule / Instructor Assistant, Teacher Asst-Montessori Prm, School Community Representive

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Salary

32,803.95

34,116.11

33,788.07

35,139.60

34,801.72

36,193.78

37,237.84

36,019.78

37,460.57

38,541.16

37,280.47

38,771.69

39,890.10

Total Comp

35,100.23

36,504.24

36,153.24

37,599.37

37,237.84

38,727.35

39,844.48

38,541.16

40,082.81

41,239.04

39,890.10

41,485.70

42,682.41

Salary 34,487.82 35,867.33 35,522.45 36,943.35 36,588.13 38,051.65 39,149.30 37,868.71 39,383.46 40,519.52 39,194.12 40,761.88 41,937.70

Total Comp

36,901.97

38,378.04

38,009.02

39,529.39

39,149.30

40,715.27

41,889.75

40,519.52

42,140.30

43,355.89

41,937.70

43,615.21

44,873.34

Salary

36,258.12

37,708.44

37,345.86

38,839.69

38,466.24

40,004.89

41,158.87

39,812.55

41,405.06

42,599.43

41,205.99

42,854.23

44,090.41

Total Comp 38,796.19 40,348.03 39,960.07 41,558.47 41,158.87 42,805.23 44,039.99 42,599.43 44,303.41 45,581.39 44,090.41 45,854.03 47,176.74

Salary

38,119.29

39,644.06

39,262.87

40,833.38

40,440.75

42,058.38

43,271.60

41,856.18

43,530.43

44,786.11

43,321.14

45,053.99

46,353.62

Total Comp

40,787.64

42,419.14

42,011.27

43,691.72

43,271.60

45,002.47

46,300.62

44,786.11

46,577.55

47,921.14

46,353.62

48,207.77

49,598.38

Salary

40,075.99

41,679.03

41,278.27

42,929.40

42,516.62

44,217.29

45,492.78

44,004.70

45,764.89

47,085.03

45,544.87

47,366.66

48,733.01

Total Comp

42,881.31

44,596.57

44,167.75

45,934.46

45,492.78

47,312.50

48,677.28

47,085.03

48,968.43

50,380.98

48,733.01

50,682.33

52,144.32

Salary

42,133.14

43,818.46

43,397.13

45,133.02

44,699.05

46,487.01

47,827.98

46,263.51

48,114.05

49,501.96

47,882.74

49,798.05

51,234.53

Total Comp 45,082.46 46,885.76 46,434.93 48,292.33 47,827.98 49,741.10 51,175.94 49,501.96 51,482.04 52,967.10 51,234.53 53,283.91 54,820.95

Salary

44,295.88

46,067.72

45,624.76

47,449.75

46,993.50

48,873.24

50,283.04

48,638.27

50,583.80

52,042.95

50,340.61

52,354.24

53,864.45

Total Comp

47,396.59

49,292.46

48,818.49

50,771.23

50,283.04

52,294.37

53,802.86

52,042.95

54,124.67

55,685.96

53,864.45

56,019.03

57,634.97

Salary

46,569.64

48,432.42

47,966.73

49,885.40

49,405.73

51,381.96

52,864.13

51,134.93

53,180.33

54,714.38

52,924.65

55,041.64

56,629.38

Total Comp

49,829.51

51,822.69

51,324.40

53,377.37

52,864.13

54,978.70

56,564.62

54,714.38

56,902.95

58,544.38

56,629.38

58,894.55

60,593.43

Salary

47,966.73

49,885.40

49,405.73

51,381.96

50,887.90

52,923.42

54,450.05

52,668.98

54,775.74

56,355.81

54,512.39

56,692.89

58,328.26

Total Comp

51,324.40

53,377.37

52,864.13

54,978.70

54,450.05

56,628.06

58,261.56

56,355.81

58,610.04

60,300.71

58,328.26

60,661.39

62,411.24

Salary 49,405.73 51,381.96 50,887.90 52,923.42 52,414.54 54,511.12 56,083.56 54,249.05 56,419.01 58,046.48 56,147.76 58,393.67 60,078.11

Total Comp

52,864.13

54,978.70

54,450.05

56,628.06

56,083.56

58,326.90

60,009.40

58,046.48

60,368.34

62,109.73

60,078.11

62,481.23

64,283.57

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

282

1F. 208-Day Schedule / Hospital Licensed Prac Nurse, Audio & Vision Screen Tech, Family Engagement Coord, Comprehensive Service Coord, Attendance Coord

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Salary

41,401.96

43,058.04

42,644.02

44,349.78

43,923.34

45,680.27

46,997.97

45,460.65

47,279.08

48,642.90

47,051.78

48,933.85

50,345.40

Total Comp 44,300.09 46,072.10 45,629.10 47,454.26 46,997.97 48,877.89 50,287.83 48,642.90 50,588.61 52,047.90 50,345.40 52,359.22 53,869.58

Salary

43,527.17

45,268.25

44,832.98

46,626.30

46,177.97

48,025.09

49,410.43

47,794.20

49,705.97

51,139.79

49,467.00

51,445.68

52,929.69

Total Comp

46,574.07

48,437.03

47,971.29

49,890.14

49,410.43

51,386.85

52,869.16

51,139.79

53,185.39

54,719.58

52,929.69

55,046.87

56,634.76

Salary

45,761.47

47,591.92

47,134.31

49,019.68

48,548.34

50,490.27

51,946.72

50,247.53

52,257.43

53,764.86

52,006.19

54,086.44

55,646.63

Total Comp

48,964.77

50,923.36

50,433.71

52,451.06

51,946.72

54,024.59

55,582.99

53,764.86

55,915.45

57,528.40

55,646.63

57,872.49

59,541.89

Salary

48,110.45

50,034.87

49,553.77

51,535.92

51,040.38

53,081.99

54,613.21

52,826.79

54,939.86

56,524.67

54,675.73

56,862.76

58,503.03

Total Comp

51,478.18

53,537.31

53,022.53

55,143.43

54,613.21

56,797.73

58,436.13

56,524.67

58,785.65

60,481.39

58,503.03

60,843.15

62,598.24

Salary

50,580.02

52,603.22

52,097.42

54,181.31

53,660.34

55,806.75

57,416.56

55,538.45

57,759.99

59,426.14

57,482.30

59,781.59

61,506.06

Total Comp

54,120.62

56,285.44

55,744.24

57,974.01

57,416.56

59,713.23

61,435.72

59,426.14

61,803.19

63,585.97

61,506.06

63,966.30

65,811.48

Salary

53,176.35

55,303.40

54,771.64

56,962.50

56,414.79

58,671.38

60,363.82

58,389.30

60,724.88

62,476.55

60,432.93

62,850.25

64,663.23

Total Comp

56,898.69

59,174.64

58,605.65

60,949.88

60,363.82

62,778.37

64,589.29

62,476.55

64,975.62

66,849.91

64,663.23

67,249.76

69,189.66

Salary

55,905.95

58,142.19

57,583.13

59,886.45

59,310.62

61,683.05

63,462.36

61,386.49

63,841.95

65,683.55

63,535.02

66,076.42

67,982.47

Total Comp

59,819.36

62,212.14

61,613.95

64,078.50

63,462.36

66,000.86

67,904.73

65,683.55

68,310.89

70,281.39

67,982.47

70,701.77

72,741.24

Salary

58,775.66

61,126.69

60,538.93

62,960.49

62,355.10

64,849.31

66,719.96

64,537.53

67,119.03

69,055.16

66,796.34

69,468.20

71,472.09

Total Comp

62,889.96

65,405.56

64,776.66

67,367.73

66,719.96

69,388.76

71,390.36

69,055.16

71,817.36

73,889.02

71,472.09

74,330.97

76,475.13

Salary

60,538.93

62,960.49

62,355.10

64,849.31

64,225.75

66,794.78

68,721.56

66,473.66

69,132.60

71,126.81

68,800.23

71,552.24

73,616.25

Total Comp

64,776.66

67,367.73

66,719.96

69,388.76

68,721.56

71,470.42

73,532.07

71,126.81

73,971.88

76,105.69

73,616.25

76,560.90

78,769.39

Salary

62,355.10

64,849.31

64,225.75

66,794.78

66,152.53

68,798.63

70,783.20

68,467.87

71,206.58

73,260.62

70,864.24

73,698.81

75,824.74

Total Comp

66,719.96

69,388.76

68,721.56

71,470.42

70,783.20

73,614.53

75,738.03

73,260.62

76,191.04

78,388.86

75,824.74

78,857.73

81,132.47

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

283

1F. 208-Day Schedule / Health Service Nurse

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G11/NGB

Lane 2

G36/N36

Lane 1

G11/NGB

Lane 2

G36/N36

Lane 1

G11/NGB

Lane 2

G36/N36

Lane 3

G45/N45

Lane 1

G11/NGB

Lane 2

G36/N36

Lane 3

G45/N45

Lane 1

G11/NGB

Lane 2

G36/N36

Lane 3

G45/N45

Salary

51,580.44

53,643.66

53,127.86

55,252.97

54,721.69

56,910.56

58,552.21

56,636.95

58,902.43

60,601.54

58,619.24

60,964.01

62,722.59

Total Comp

55,191.07

57,398.72

56,846.81

59,120.68

58,552.21

60,894.30

62,650.87

60,601.54

63,025.60

64,843.65

62,722.59

65,231.50

67,113.17

Salary

54,228.13

56,397.25

55,854.97

58,089.17

57,530.62

59,831.84

61,557.76

59,544.19

61,925.96

63,712.28

61,628.24

64,093.37

65,942.21

Total Comp

58,024.09

60,345.06

59,764.82

62,155.41

61,557.76

64,020.07

65,866.81

63,712.28

66,260.77

68,172.14

65,942.21

68,579.90

70,558.17

Salary

57,011.72

59,292.19

58,722.07

61,070.95

60,483.73

62,903.08

64,717.59

62,600.66

65,104.69

66,982.71

64,791.68

67,383.35

69,327.10

Total Comp

61,002.54

63,442.64

62,832.61

65,345.92

64,717.59

67,306.29

69,247.82

66,982.71

69,662.02

71,671.50

69,327.10

72,100.19

74,180.00

Salary

59,938.19

62,335.72

61,736.34

64,205.79

63,588.43

66,131.97

68,039.62

65,814.02

68,446.58

70,421.01

68,117.51

70,842.21

72,885.74

Total Comp

64,133.87

66,699.22

66,057.88

68,700.20

68,039.62

70,761.20

72,802.39

70,421.01

73,237.85

75,350.48

72,885.74

75,801.17

77,987.74

Salary

63,014.89

65,535.48

64,905.33

67,501.55

66,852.49

69,526.59

71,532.17

69,192.33

71,960.02

74,035.79

71,614.06

74,478.63

76,627.05

Total Comp

67,425.93

70,122.97

69,448.71

72,226.66

71,532.17

74,393.46

76,539.42

74,035.79

76,997.23

79,218.30

76,627.05

79,692.13

81,990.94

Salary

66,249.51

68,899.49

68,237.00

70,966.48

70,284.11

73,095.47

75,204.00

72,744.05

75,653.81

77,836.14

75,290.09

78,301.70

80,560.40

Total Comp

70,886.98

73,722.46

73,013.59

75,934.13

75,204.00

78,212.16

80,468.28

77,836.14

80,949.58

83,284.67

80,560.40

83,782.82

86,199.63

Salary

69,650.18

72,436.18

71,739.68

74,609.27

73,891.87

76,847.55

79,064.30

76,478.09

79,537.21

81,831.55

79,154.82

82,321.01

84,695.66

Total Comp

74,525.69

77,506.72

76,761.46

79,831.92

79,064.30

82,226.87

84,598.80

81,831.55

85,104.81

87,559.76

84,695.66

88,083.48

90,624.35

Salary

73,225.40

76,154.41

75,422.16

78,439.05

77,684.82

80,792.22

83,122.76

80,403.79

83,619.94

86,032.06

83,217.93

86,546.64

89,043.18

Total Comp

78,351.18

81,485.22

80,701.71

83,929.78

83,122.76

86,447.67

88,941.36

86,032.06

89,473.34

92,054.30

89,043.18

92,604.91

95,276.20

Salary

75,422.16

78,439.05

77,684.82

80,792.22

80,015.37

83,215.98

85,616.44

82,815.91

86,128.54

88,613.02

85,714.46

89,143.04

91,714.48

Total Comp

80,701.71

83,929.78

83,122.76

86,447.67

85,616.44

89,041.10

91,609.60

88,613.02

92,157.54

94,815.93

91,714.48

95,383.06

98,134.49

Salary

77,684.82

80,792.22

80,015.37

83,215.98

82,415.83

85,712.46

88,184.94

85,300.38

88,712.40

91,271.41

88,285.90

91,817.33

94,465.91

Total Comp

83,122.76

86,447.67

85,616.44

89,041.10

88,184.94

91,712.34

94,357.88

91,271.41

94,922.27

97,660.41

94,465.91

98,244.55

101,078.52

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

284

1F. 208-Day Schedule / School Clerk Assistant

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Salary

34,799.23

36,191.20

35,843.21

37,276.94

36,918.50

38,395.24

39,502.80

38,210.65

39,739.08

40,885.40

39,548.03

41,129.95

42,316.39

Total Comp

37,235.18

38,724.58

38,352.23

39,886.32

39,502.80

41,082.91

42,268.00

40,885.40

42,520.81

43,747.38

42,316.39

44,009.04

45,278.53

Salary

36,585.52

38,048.94

37,683.08

39,190.40

38,813.57

40,366.12

41,530.52

40,172.05

41,778.93

42,984.09

41,578.07

43,241.19

44,488.53

Total Comp

39,146.50

40,712.36

40,320.90

41,933.73

41,530.52

43,191.74

44,437.66

42,984.09

44,703.46

45,992.98

44,488.53

46,268.08

47,602.73

Salary

38,463.49

40,002.03

39,617.40

41,202.09

40,805.92

42,438.15

43,662.33

42,234.12

43,923.49

45,190.51

43,712.32

45,460.81

46,772.18

Total Comp

41,155.94

42,802.17

42,390.61

44,086.24

43,662.33

45,408.83

46,718.70

45,190.51

46,998.13

48,353.85

46,772.18

48,643.07

50,046.23

Salary

40,437.87

42,055.38

41,651.00

43,317.04

42,900.53

44,616.55

45,903.57

44,402.05

46,178.13

47,510.19

45,956.12

47,794.37

49,173.05

Total Comp

43,268.52

44,999.26

44,566.57

46,349.23

45,903.57

47,739.71

49,116.82

47,510.19

49,410.60

50,835.91

49,173.05

51,139.97

52,615.16

Salary

42,513.59

44,214.13

43,788.99

45,540.55

45,102.66

46,906.77

48,259.85

46,681.26

48,548.51

49,948.95

48,315.10

50,247.71

51,697.16

Total Comp

45,489.54

47,309.12

46,854.22

48,728.39

48,259.85

50,190.24

51,638.04

49,948.95

51,946.90

53,445.37

51,697.16

53,765.05

55,315.96

Salary

44,695.86

46,483.69

46,036.73

47,878.20

47,417.84

49,314.55

50,737.08

49,077.46

51,040.56

52,512.88

50,795.17

52,826.98

54,350.83

Total Comp

47,824.57

49,737.55

49,259.30

51,229.68

50,737.08

52,766.57

54,288.68

52,512.88

54,613.40

56,188.78

54,350.83

56,524.87

58,155.39

Salary

46,990.15

48,869.75

48,399.85

50,335.84

49,851.85

51,845.92

53,341.48

51,596.66

53,660.53

55,208.43

53,402.54

55,538.65

57,140.72

Total Comp

50,279.46

52,290.63

51,787.84

53,859.35

53,341.48

55,475.13

57,075.38

55,208.43

57,416.76

59,073.02

57,140.72

59,426.35

61,140.57

Salary

49,402.20

51,378.29

50,884.27

52,919.64

52,410.80

54,507.23

56,079.55

54,245.18

56,414.98

58,042.34

56,143.76

58,389.51

60,073.82

Total Comp

52,860.36

54,974.77

54,446.17

56,624.02

56,079.55

58,322.74

60,005.12

58,042.34

60,364.03

62,105.30

60,073.82

62,476.77

64,278.99

Salary

50,884.27

52,919.64

52,410.80

54,507.23

53,983.12

56,142.45

57,761.94

55,872.53

58,107.43

59,783.61

57,828.07

60,141.19

61,876.03

Total Comp

54,446.17

56,624.02

56,079.55

58,322.74

57,761.94

60,072.42

61,805.28

59,783.61

62,174.95

63,968.46

61,876.03

64,351.08

66,207.36

Salary

52,410.80

54,507.23

53,983.12

56,142.45

55,602.62

57,826.72

59,494.80

57,548.71

59,850.66

61,577.12

59,562.91

61,945.43

63,732.32

Total Comp

56,079.55

58,322.74

57,761.94

60,072.42

59,494.80

61,874.59

63,659.43

61,577.12

64,040.20

65,887.51

63,732.32

66,281.61

68,193.58

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

285

1F. 208-Day Schedule / School Library Assistant, School Counseling Ofﬁce Asst

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Salary

37,583.91

39,087.27

38,711.43

40,259.89

39,872.77

41,467.69

42,663.87

41,268.32

42,919.05

44,157.10

42,712.71

44,421.22

45,702.60

Total Comp

40,214.79

41,823.38

41,421.23

43,078.08

42,663.87

44,370.42

45,650.34

44,157.10

45,923.39

47,248.10

45,702.60

47,530.71

48,901.78

Salary

39,513.14

41,093.66

40,698.53

42,326.47

41,919.49

43,596.27

44,853.85

43,386.67

45,122.14

46,423.74

44,905.20

46,701.41

48,048.57

Total Comp

42,279.06

43,970.22

43,547.43

45,289.33

44,853.85

46,648.01

47,993.62

46,423.74

48,280.69

49,673.40

48,048.57

49,970.51

51,411.97

Salary

41,541.39

43,203.05

42,787.63

44,499.14

44,071.26

45,834.11

47,156.25

45,613.76

47,438.31

48,806.72

47,210.24

49,098.65

50,514.96

Total Comp

44,449.29

46,227.26

45,782.77

47,614.08

47,156.25

49,042.50

50,457.19

48,806.72

50,758.99

52,223.19

50,514.96

52,535.55

54,051.00

Salary

43,673.76

45,420.71

44,983.97

46,783.33

46,333.49

48,186.83

49,576.84

47,955.16

49,873.37

51,312.03

49,633.59

51,618.94

53,107.95

Total Comp

46,730.92

48,600.16

48,132.85

50,058.16

49,576.84

51,559.91

53,047.21

51,312.03

53,364.51

54,903.87

53,107.95

55,232.26

56,825.50

Salary

45,915.58

47,752.21

47,293.05

49,184.77

48,711.84

50,660.32

52,121.67

50,416.76

52,433.43

53,945.93

52,181.34

54,268.60

55,834.04

Total Comp

49,129.67

51,094.86

50,603.56

52,627.71

52,121.67

54,206.54

55,770.19

53,945.93

56,103.77

57,722.14

55,834.04

58,067.40

59,742.42

Salary

48,272.48

50,203.38

49,720.66

51,709.48

51,212.28

53,260.77

54,797.14

53,004.71

55,124.89

56,715.03

54,859.87

57,054.27

58,700.06

Total Comp

51,651.56

53,717.62

53,201.10

55,329.15

54,797.14

56,989.02

58,632.93

56,715.03

58,983.64

60,685.09

58,700.06

61,048.06

62,809.07

Salary

50,750.36

52,780.38

52,272.87

54,363.79

53,841.06

55,994.70

57,609.93

55,725.50

57,954.52

59,626.28

57,675.89

59,982.92

61,713.20

Total Comp

54,302.89

56,475.00

55,931.97

58,169.25

57,609.93

59,914.33

61,642.63

59,626.28

62,011.33

63,800.12

61,713.20

64,181.73

66,033.13

Salary

53,355.44

55,489.65

54,956.10

57,154.34

56,604.78

58,868.97

60,567.12

58,585.95

60,929.39

62,686.97

60,636.46

63,061.92

64,881.01

Total Comp

57,090.32

59,373.93

58,803.03

61,155.15

60,567.12

62,989.80

64,806.82

62,686.97

65,194.44

67,075.05

64,881.01

67,476.25

69,422.68

Salary

54,956.10

57,154.34

56,604.78

58,868.97

58,302.93

60,635.04

62,384.13

60,343.53

62,757.27

64,567.58

62,455.55

64,953.77

66,827.44

Total Comp

58,803.03

61,155.15

60,567.12

62,989.80

62,384.13

64,879.50

66,751.02

64,567.58

67,150.28

69,087.31

66,827.44

69,500.54

71,505.36

Salary

56,604.78

58,868.97

58,302.93

60,635.04

60,052.01

62,454.09

64,255.65

62,153.83

64,639.99

66,504.60

64,329.22

66,902.39

68,832.26

Total Comp

60,567.12

62,989.80

62,384.13

64,879.50

64,255.65

66,825.88

68,753.55

66,504.60

69,164.79

71,159.92

68,832.26

71,585.55

73,650.52

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

286

1F. 208-Day Schedule / School Social Svc Assistant, School Assistant, School Assistant-Bilingual, School Assist Bilingual-Spnish

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Salary

30,588.12

31,811.65

31,505.76

32,766.00

32,450.94

33,748.98

34,722.50

33,586.72

34,930.19

35,937.79

34,762.26

36,152.75

37,195.61

Total Comp

32,729.29

34,038.46

33,711.17

35,059.62

34,722.50

36,111.40

37,153.08

35,937.79

37,375.30

38,453.44

37,195.61

38,683.44

39,799.31

Salary

32,158.24

33,444.57

33,122.99

34,447.91

34,116.68

35,481.35

36,504.85

35,310.76

36,723.20

37,782.52

36,546.64

38,008.51

39,104.91

Total Comp

34,409.32

35,785.69

35,441.60

36,859.26

36,504.85

37,965.04

39,060.19

37,782.52

39,293.82

40,427.29

39,104.91

40,669.10

41,842.25

Salary

33,808.96

35,161.32

34,823.23

36,216.16

35,867.93

37,302.65

38,378.68

37,123.31

38,608.24

39,721.94

38,422.62

39,959.53

41,112.21

Total Comp

36,175.59

37,622.61

37,260.86

38,751.29

38,378.68

39,913.83

41,065.19

39,721.94

41,310.82

42,502.47

41,112.21

42,756.69

43,990.06

Salary

35,544.42

36,966.19

36,610.75

38,075.18

37,709.07

39,217.43

40,348.71

39,028.89

40,590.04

41,760.91

40,394.90

42,010.69

43,222.54

Total Comp

38,032.52

39,553.83

39,173.50

40,740.44

40,348.71

41,962.65

43,173.11

41,760.91

43,431.35

44,684.17

43,222.54

44,951.44

46,248.12

Salary

37,368.95

38,863.71

38,490.02

40,029.62

39,644.72

41,230.51

42,419.85

41,032.28

42,673.58

43,904.54

42,468.41

44,167.15

45,441.20

Total Comp

39,984.78

41,584.17

41,184.32

42,831.69

42,419.85

44,116.64

45,389.24

43,904.54

45,660.73

46,977.86

45,441.20

47,258.85

48,622.09

Salary

39,287.14

40,858.63

40,465.75

42,084.39

41,679.73

43,346.92

44,597.31

43,138.52

44,864.06

46,158.21

44,648.37

46,434.30

47,773.75

Total Comp

42,037.24

43,718.73

43,298.36

45,030.29

44,597.31

46,381.20

47,719.12

46,158.21

48,004.54

49,389.29

47,773.75

49,684.70

51,117.91

Salary

41,303.79

42,955.95

42,542.91

44,244.62

43,819.20

45,571.96

46,886.54

45,352.87

47,166.98

48,527.57

46,940.22

48,817.83

50,226.03

Total Comp

44,195.06

45,962.86

45,520.91

47,341.75

46,886.54

48,762.00

50,168.60

48,527.57

50,468.67

51,924.50

50,226.03

52,235.07

53,741.85

Salary

43,423.96

45,160.92

44,726.68

46,515.75

46,068.48

47,911.22

49,293.28

47,680.88

49,588.12

51,018.54

49,349.71

51,323.70

52,804.19

Total Comp

46,463.64

48,322.19

47,857.55

49,771.85

49,293.28

51,265.01

52,743.81

51,018.54

53,059.28

54,589.84

52,804.19

54,916.36

56,500.48

Salary

44,726.68

46,515.75

46,068.48

47,911.22

47,450.54

49,348.56

50,772.08

49,111.31

51,075.76

52,549.10

50,830.20

52,863.41

54,388.32

Total Comp

47,857.55

49,771.85

49,293.28

51,265.01

50,772.08

52,802.96

54,326.12

52,549.10

54,651.06

56,227.54

54,388.32

56,563.85

58,195.50

Salary

46,068.48

47,911.22

47,450.54

49,348.56

48,874.05

50,829.02

52,295.24

50,584.65

52,608.03

54,125.57

52,355.11

54,449.31

56,019.97

Total Comp

49,293.28

51,265.01

50,772.08

52,802.96

52,295.24

54,387.05

55,955.91

54,125.57

56,290.59

57,914.36

56,019.97

58,260.77

59,941.36

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

287

1F. 208-Day Schedule / Audio-Visual Technician

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA3/NA3

Lane 2

G26/N26

Lane 1

GA3/NA3

Lane 2

G26/N26

Lane 1

GA3/NA3

Lane 2

G26/N26

Lane 3

G41/N41

Lane 1

GA3/NA3

Lane 2

G26/N26

Lane 3

G41/N41

Lane 1

GA3/NA3

Lane 2

G26/N26

Lane 3

G41/N41

Salary

31,740.69

33,010.32

32,692.91

34,000.63

33,673.70

35,020.64

36,030.85

34,852.28

36,246.37

37,291.93

36,072.11

37,514.99

38,597.15

Total Comp

33,962.54

35,321.04

34,981.41

36,380.67

36,030.85

37,472.09

38,553.01

37,291.93

38,783.61

39,902.37

38,597.15

40,141.04

41,298.95

Salary

33,369.97

34,704.77

34,371.07

35,745.92

35,402.21

36,818.29

37,880.36

36,641.28

38,106.93

39,206.17

37,923.73

39,440.68

40,578.39

Total Comp

35,705.87

37,134.11

36,777.05

38,248.13

37,880.36

39,395.57

40,531.98

39,206.17

40,774.42

41,950.60

40,578.39

42,201.52

43,418.88

Salary

35,082.89

36,486.21

36,135.38

37,580.79

37,219.44

38,708.22

39,824.80

38,522.12

40,063.01

41,218.67

39,870.39

41,465.21

42,661.32

Total Comp 37,538.69 39,040.24 38,664.86 40,211.45 39,824.80 41,417.79 42,612.54 41,218.67 42,867.42 44,103.98 42,661.32 44,367.78 45,647.62

Salary

36,883.74

38,359.09

37,990.25

39,509.86

39,129.96

40,695.15

41,869.05

40,499.50

42,119.48

43,334.47

41,916.99

43,593.67

44,851.18

Total Comp

39,465.60

41,044.22

40,649.57

42,275.55

41,869.05

43,543.82

44,799.89

43,334.47

45,067.85

46,367.88

44,851.18

46,645.22

47,990.76

Salary

38,777.02

40,328.10

39,940.33

41,537.94

41,138.54

42,784.08

44,018.24

42,578.39

44,281.53

45,558.88

44,068.63

45,831.38

47,153.44

Total Comp

41,491.41

43,151.07

42,736.15

44,445.60

44,018.24

45,778.97

47,099.52

45,558.88

47,381.23

48,748.00

47,153.44

49,039.58

50,454.18

Salary 40,767.49 42,398.19 41,990.51 43,670.13 43,250.23 44,980.24 46,277.74 44,763.99 46,554.55 47,897.47 46,330.73 48,183.96 49,573.88

Total Comp

43,621.21

45,366.06

44,929.85

46,727.04

46,277.74

48,128.85

49,517.19

47,897.47

49,813.36

51,250.29

49,573.88

51,556.83

53,044.05

Salary

42,860.13

44,574.54

44,145.93

45,911.77

45,470.31

47,289.12

48,653.23

47,061.77

48,944.24

50,356.10

48,708.93

50,657.29

52,118.56

Total Comp

45,860.34

47,694.75

47,236.15

49,125.60

48,653.23

50,599.36

52,058.96

50,356.10

52,370.34

53,881.02

52,118.56

54,203.30

55,766.86

Salary

45,060.19

46,862.60

46,411.99

48,268.47

47,804.35

49,716.53

51,150.66

49,477.51

51,456.61

52,940.93

51,209.22

53,257.59

54,793.86

Total Comp

48,214.40

50,142.98

49,660.83

51,647.27

51,150.66

53,196.69

54,731.21

52,940.93

55,058.57

56,646.80

54,793.86

56,985.62

58,629.44

Salary

46,411.99

48,268.47

47,804.35

49,716.53

49,238.48

51,208.02

52,685.18

50,961.83

53,000.31

54,529.16

52,745.50

54,855.32

56,437.68

Total Comp

49,660.83

51,647.27

51,150.66

53,196.69

52,685.18

54,792.59

56,373.14

54,529.16

56,710.33

58,346.20

56,437.68

58,695.19

60,388.32

Salary

47,804.35

49,716.53

49,238.48

51,208.02

50,715.64

52,744.27

54,265.73

52,490.69

54,590.31

56,165.03

54,327.86

56,500.98

58,130.81

Total Comp 51,150.66 53,196.69 52,685.18 54,792.59 54,265.73 56,436.36 58,064.34 56,165.03 58,411.64 60,096.59 58,130.81 60,456.04 62,199.97

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

288

1F. 208-Day Schedule / Student Special Needs Prm Asst

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Salary

38,209.83

39,738.22

39,356.13

40,930.37

40,536.81

42,158.28

43,374.39

41,955.60

43,633.82

44,892.49

43,424.04

45,161.01

46,463.73

Total Comp

40,884.52

42,519.90

42,111.05

43,795.50

43,374.39

45,109.36

46,410.59

44,892.49

46,688.19

48,034.96

46,463.73

48,322.28

49,716.19

Salary

40,171.18

41,778.03

41,376.32

43,031.37

42,617.61

44,322.31

45,600.84

44,109.23

45,873.60

47,196.87

45,653.05

47,479.17

48,848.76

Total Comp

42,983.17

44,702.49

44,272.66

46,043.57

45,600.84

47,424.88

48,792.90

47,196.87

49,084.75

50,500.65

48,848.76

50,802.71

52,268.18

Salary

42,233.22

43,922.55

43,500.21

45,240.22

44,805.22

46,597.43

47,941.59

46,373.40

48,228.34

49,619.54

47,996.47

49,916.33

51,356.23

Total Comp 45,189.54 46,997.12 46,545.23 48,407.04 47,941.59 49,859.25 51,297.50 49,619.54 51,604.32 53,092.91 51,356.23 53,410.47 54,951.16

Salary

44,401.10

46,177.14

45,733.13

47,562.45

47,105.12

48,989.33

50,402.48

48,753.80

50,703.95

52,166.57

50,460.19

52,478.59

53,992.40

Total Comp

47,509.17

49,409.54

48,934.45

50,891.83

50,402.48

52,418.58

53,930.66

52,166.57

54,253.23

55,818.23

53,992.40

56,152.09

57,771.87

Salary

46,680.25

48,547.46

48,080.66

50,003.89

49,523.08

51,504.01

52,989.70

51,256.39

53,306.65

54,844.34

53,050.36

55,172.38

56,763.89

Total Comp

49,947.87

51,945.79

51,446.31

53,504.16

52,989.70

55,109.29

56,698.98

54,844.34

57,038.11

58,683.44

56,763.89

59,034.44

60,737.36

Salary

49,076.40

51,039.46

50,548.70

52,570.64

52,065.16

54,147.76

55,709.72

53,887.44

56,042.94

57,659.56

55,773.50

58,004.44

59,677.64

Total Comp

52,511.75

54,612.22

54,087.11

56,250.59

55,709.72

57,938.11

59,609.40

57,659.56

59,965.94

61,695.73

59,677.64

62,064.75

63,855.08

Salary

51,595.55

53,659.37

53,143.42

55,269.16

54,737.72

56,927.23

58,569.36

56,653.54

58,919.68

60,619.29

58,636.42

60,981.87

62,740.96

Total Comp

55,207.24

57,415.53

56,863.46

59,138.00

58,569.36

60,912.14

62,669.22

60,619.29

63,044.06

64,862.64

62,740.96

65,250.60

67,132.83

Salary

54,244.01

56,413.77

55,871.33

58,106.18

57,547.47

59,849.37

61,575.79

59,561.63

61,944.10

63,730.95

61,646.29

64,112.14

65,961.53

Total Comp

58,041.09

60,362.73

59,782.32

62,173.62

61,575.79

64,038.82

65,886.10

63,730.95

66,280.18

68,192.11

65,961.53

68,599.99

70,578.84

Salary

55,871.33

58,106.18

57,547.47

59,849.37

59,273.89

61,644.85

63,423.07

61,348.48

63,802.42

65,642.87

63,495.68

66,035.50

67,940.37

Total Comp

59,782.32

62,173.62

61,575.79

64,038.82

63,423.07

65,959.99

67,862.68

65,642.87

68,268.59

70,237.88

67,940.37

70,657.99

72,696.20

Salary

57,547.47

59,849.37

59,273.89

61,644.85

61,052.11

63,494.20

65,325.76

63,188.93

65,716.49

67,612.16

65,400.55

68,016.57

69,978.59

Total Comp

61,575.79

64,038.82

63,423.07

65,959.99

65,325.76

67,938.79

69,898.56

67,612.16

70,316.65

72,345.01

69,978.59

72,777.73

74,877.09

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

289

1F. 208-Day Schedule / Community Relations Rep

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Salary

40,056.05

41,658.29

41,257.73

42,908.04

42,495.46

44,195.28

45,470.14

43,982.80

45,742.11

47,061.60

45,522.20

47,343.09

48,708.75

Total Comp

42,859.97

44,574.37

44,145.77

45,911.60

45,470.14

47,288.95

48,653.05

47,061.60

48,944.06

50,355.91

48,708.75

50,657.10

52,118.36

Salary

42,112.17

43,796.65

43,375.53

45,110.55

44,676.80

46,463.87

47,804.17

46,240.49

48,090.11

49,477.32

47,858.90

49,773.26

51,209.03

Total Comp

45,060.02

46,862.42

46,411.82

48,268.29

47,804.17

49,716.34

51,150.47

49,477.32

51,456.41

52,940.73

51,209.03

53,257.39

54,793.66

Salary

44,273.83

46,044.79

45,602.05

47,426.13

46,970.11

48,848.91

50,258.02

48,614.06

50,558.62

52,017.05

50,315.55

52,328.18

53,837.64

Total Comp

47,373.00

49,267.92

48,794.19

50,745.96

50,258.02

52,268.34

53,776.08

52,017.05

54,097.73

55,658.24

53,837.64

55,991.15

57,606.28

Salary

46,546.46

48,408.32

47,942.85

49,860.57

49,381.14

51,356.38

52,837.82

51,109.48

53,153.86

54,687.14

52,898.31

55,014.24

56,601.19

Total Comp

49,804.71

51,796.90

51,298.85

53,350.81

52,837.82

54,951.33

56,536.46

54,687.14

56,874.63

58,515.24

56,601.19

58,865.24

60,563.27

Salary

48,935.74

50,893.17

50,403.81

52,419.97

51,915.93

53,992.56

55,550.04

53,732.98

55,882.30

57,494.29

55,613.64

57,838.18

59,506.59

Total Comp

52,361.24

54,455.69

53,932.08

56,089.36

55,550.04

57,772.04

59,438.54

57,494.29

59,794.07

61,518.89

59,506.59

61,886.86

63,672.06

Salary

51,447.67

53,505.57

52,991.10

55,110.74

54,580.83

56,764.06

58,401.49

56,491.16

58,750.81

60,445.54

58,468.35

60,807.08

62,561.13

Total Comp

55,049.00

57,250.96

56,700.47

58,968.49

58,401.49

60,737.55

62,489.59

60,445.54

62,863.36

64,676.73

62,561.13

65,063.58

66,940.41

Salary

54,088.53

56,252.08

55,711.19

57,939.64

57,382.53

59,677.83

61,399.30

59,390.91

61,766.55

63,548.28

61,469.60

63,928.38

65,772.47

Total Comp

57,874.73

60,189.72

59,610.97

61,995.41

61,399.30

63,855.27

65,697.25

63,548.28

66,090.21

67,996.66

65,772.47

68,403.37

70,376.54

Salary

56,864.96

59,139.56

58,570.91

60,913.74

60,328.04

62,741.16

64,551.00

62,439.52

64,937.10

66,810.28

64,624.90

67,209.90

69,148.64

Total Comp

60,845.51

63,279.33

62,670.87

65,177.71

64,551.00

67,133.04

69,069.57

66,810.28

69,482.69

71,487.00

69,148.64

71,914.59

73,989.05

Salary

58,570.91

60,913.74

60,328.04

62,741.16

62,137.88

64,623.39

66,487.53

64,312.70

66,885.21

68,814.59

66,563.65

69,226.19

71,223.10

Total Comp

62,670.87

65,177.71

64,551.00

67,133.04

66,487.53

69,147.03

71,141.66

68,814.59

71,567.18

73,631.61

71,223.10

74,072.03

76,208.72

Salary

60,328.04

62,741.16

62,137.88

64,623.39

64,002.01

66,562.09

68,482.15

66,242.08

68,891.77

70,879.03

68,560.56

71,302.98

73,359.80

Total Comp

64,551.00

67,133.04

66,487.53

69,147.03

68,482.15

71,221.44

73,275.90

70,879.03

73,714.19

75,840.56

73,359.80

76,294.19

78,494.98

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

290

1F. 208-Day Schedule / Community Relations Rep II

Step

2019-20

2020-21

2021-2022

2022-2023

2023-2024

Lane 2

G25/N25

Lane 2

G25/N25

Lane 2

G25/N25

Lane 3

G55/N55

Lane 2

G25/N25

Lane 3

G55/N55

Lane 2

G25/N25

Lane 3

G55/N55

Salary

46,769.57

48,172.66

49,617.84

51,049.12

51,354.46

52,835.84

53,151.87

54,685.10

Total Comp

50,043.44

51,544.75

53,091.09

54,622.56

54,949.28

56,534.35

56,872.50

58,513.05

Salary

49,170.31

50,645.42

52,164.78

53,669.53

53,990.55

55,547.97

55,880.22

57,492.14

Total Comp

52,612.23

54,190.60

55,816.31

57,426.40

57,769.88

59,436.32

59,791.83

61,516.60

Salary

51,694.27

53,245.10

54,842.46

56,424.45

56,761.94

58,399.31

58,748.61

60,443.28

Total Comp 55,312.87 56,972.26 58,681.43 60,374.16 60,735.28 62,487.26 62,861.01 64,674.31

Salary

54,347.80

55,978.23

57,657.58

59,320.78

59,675.60

61,397.01

61,764.24

63,545.90

Total Comp

58,152.15

59,896.71

61,693.61

63,473.24

63,852.89

65,694.80

66,087.74

67,994.12

Salary

57,137.53

58,851.66

60,617.21

62,365.78

62,738.81

64,548.59

64,934.67

66,807.79

Total Comp

61,137.16

62,971.28

64,860.42

66,731.39

67,130.53

69,066.99

69,480.10

71,484.33

Salary 60,070.47 61,872.58 63,728.76 65,567.09 65,959.27 67,861.94 68,267.84 70,237.11

Total Comp

64,275.40

66,203.66

68,189.77

70,156.79

70,576.42

72,612.27

73,046.59

75,153.70

Salary

63,153.95

65,048.57

67,000.03

68,932.72

69,345.03

71,345.37

71,772.11

73,842.46

Total Comp

67,574.73

69,601.97

71,690.03

73,758.01

74,199.18

76,339.54

76,796.15

79,011.43

Salary

66,395.72

68,387.59

70,439.22

72,471.12

72,904.59

75,007.61

75,456.25

77,632.87

Total Comp

71,043.42

73,174.72

75,369.96

77,544.10

78,007.91

80,258.14

80,738.19

83,067.17

Salary

68,387.59

70,439.22

72,552.39

74,645.25

75,091.73

77,257.83

77,719.94

79,961.86

Total Comp

73,174.72

75,369.96

77,631.06

79,870.42

80,348.15

82,665.88

83,160.33

85,559.19

Salary

70,439.22

72,552.39

74,728.97

76,884.61

77,344.48

79,575.57

80,051.54

82,360.71

Total Comp 75,369.96 77,631.06 79,959.99 82,266.53 82,758.59 85,145.86 85,655.14 88,125.96

11

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

291

1F. 208-Day Schedule /

Youth Intervention Specialist, College/Career Coach, Student Special Svc Advocate, Gear Up Coach, CTE Academy Coordinator

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Salary

46,769.57

48,640.36

48,172.66

50,099.57

49,617.84

51,602.55

53,091.09

51,354.46

53,408.64

54,949.28

53,151.87

55,277.94

56,872.50

Total Comp

50,043.44

52,045.18

51,544.75

53,606.54

53,091.09

55,214.73

56,807.46

54,949.28

57,147.25

58,795.73

56,872.50

59,147.40

60,853.58

Salary 49,170.31 51,137.12 50,645.42 52,671.23 52,164.78 54,251.37 55,816.31 53,990.55 56,150.17 57,769.88 55,880.22 58,115.42 59,791.83

Total Comp

52,612.23

54,716.72

54,190.60

56,358.22

55,816.31

58,048.97

59,723.46

57,769.88

60,080.68

61,813.78

59,791.83

62,183.50

63,977.26

Salary

51,694.27

53,762.05

53,245.10

55,374.91

54,842.46

57,036.15

58,681.43

56,761.94

59,032.42

60,735.28

58,748.61

61,098.55

62,861.01

Total Comp

55,312.87

57,525.39

56,972.26

59,251.15

58,681.43

61,028.69

62,789.13

60,735.28

63,164.69

64,986.75

62,861.01

65,375.45

67,261.28

Salary

54,347.80

56,521.71

55,978.23

58,217.36

57,657.58

59,963.88

61,693.61

59,675.60

62,062.62

63,852.89

61,764.24

64,234.81

66,087.74

Total Comp

58,152.15

60,478.23

59,896.71

62,292.58

61,693.61

64,161.36

66,012.17

63,852.89

66,407.00

68,322.59

66,087.74

68,731.25

70,713.88

Salary

57,137.53

59,423.04

58,851.66

61,205.73

60,617.21

63,041.90

64,860.42

62,738.81

65,248.37

67,130.53

64,934.67

67,532.06

69,480.10

Total Comp 61,137.16 63,582.65 62,971.28 65,490.13 64,860.42 67,454.83 69,400.64 67,130.53 69,815.75 71,829.67 69,480.10 72,259.30 74,343.71

Salary

60,070.47

62,473.29

61,872.58

64,347.49

63,728.76

66,277.91

68,189.77

65,959.27

68,597.64

70,576.42

68,267.84

70,998.55

73,046.59

Total Comp

64,275.40

66,846.42

66,203.66

68,851.81

68,189.77

70,917.36

72,963.06

70,576.42

73,399.47

75,516.76

73,046.59

75,968.45

78,159.85

Salary

63,153.95

65,680.11

65,048.57

67,650.52

67,000.03

69,680.03

71,690.03

69,345.03

72,118.83

74,199.18

71,772.11

74,642.99

76,796.15

Total Comp

67,574.73

70,277.72

69,601.97

72,386.05

71,690.03

74,557.63

76,708.33

74,199.18

77,167.15

79,393.13

76,796.15

79,868.00

82,171.88

Salary 66,395.72 69,051.55 68,387.59 71,123.09 70,439.22 73,256.79 75,369.96 72,904.59 75,820.77 78,007.91 75,456.25 78,474.50 80,738.19

Total Comp

71,043.42

73,885.15

73,174.72

76,101.71

75,369.96

78,384.76

80,645.86

78,007.91

81,128.23

83,468.46

80,738.19

83,967.71

86,389.86

Salary

68,387.59

71,123.09

70,439.22

73,256.79

72,552.39

75,454.49

77,631.06

75,091.73

78,095.40

80,348.15

77,719.94

80,828.73

83,160.33

Total Comp

73,174.72

76,101.71

75,369.96

78,384.76

77,631.06

80,736.30

83,065.23

80,348.15

83,562.07

85,972.52

83,160.33

86,486.75

88,981.56

Salary

70,439.22

73,256.79

72,552.39

75,454.49

74,728.97

77,718.12

79,959.99

77,344.48

80,438.26

82,758.59

80,051.54

83,253.60

85,655.14

Total Comp

75,369.96

78,384.76

77,631.06

80,736.30

79,959.99

83,158.39

85,557.19

82,758.59

86,068.94

88,551.69

85,655.14

89,081.35

91,651.00

12

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

292

1F. 208-Day Schedule / Parent Advocate, Parent Advocate-Bilingual

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Salary

36,363.90

37,818.45

37,454.82

38,953.01

38,578.46

40,121.60

41,278.95

39,928.71

41,525.85

42,723.72

41,326.21

42,979.26

44,219.05

Total Comp

38,909.37

40,465.75

40,076.65

41,679.72

41,278.95

42,930.11

44,168.48

42,723.72

44,432.66

45,714.38

44,219.05

45,987.81

47,314.38

Salary

38,230.50

39,759.72

39,377.41

40,952.51

40,558.74

42,181.08

43,397.85

41,978.29

43,657.42

44,916.77

43,447.53

45,185.43

46,488.86

Total Comp

40,906.63

42,542.90

42,133.83

43,819.19

43,397.85

45,133.76

46,435.70

44,916.77

46,713.44

48,060.95

46,488.86

48,348.41

49,743.08

Salary

40,192.91

41,800.63

41,398.70

43,054.65

42,640.66

44,346.29

45,625.51

44,133.08

45,898.41

47,222.40

45,677.74

47,504.85

48,875.18

Total Comp

43,006.42

44,726.67

44,296.61

46,068.47

45,625.51

47,450.53

48,819.29

47,222.40

49,111.30

50,527.97

48,875.18

50,830.19

52,296.45

Salary

42,256.06

43,946.30

43,523.74

45,264.69

44,829.45

46,622.63

47,967.52

46,398.49

48,254.42

49,646.38

48,022.43

49,943.33

51,384.00

Total Comp

45,213.98

47,022.54

46,570.40

48,433.22

47,967.52

49,886.22

51,325.24

49,646.38

51,632.23

53,121.63

51,384.00

53,439.36

54,980.88

Salary

44,425.11

46,202.12

45,757.87

47,588.18

47,130.60

49,015.83

50,429.74

48,780.17

50,731.38

52,194.78

50,487.48

52,506.98

54,021.60

Total Comp

47,534.87

49,436.26

48,960.92

50,919.35

50,429.74

52,446.93

53,959.83

52,194.78

54,282.58

55,848.42

54,021.60

56,182.47

57,803.11

Salary

46,705.50

48,573.72

48,106.67

50,030.93

49,549.87

51,531.86

53,018.36

51,284.11

53,335.48

54,874.00

53,079.06

55,202.22

56,794.59

Total Comp

49,974.89

51,973.88

51,474.13

53,533.10

53,018.36

55,139.09

56,729.64

54,874.00

57,068.96

58,715.18

56,794.59

59,066.38

60,770.21

Salary

49,102.95

51,067.07

50,576.04

52,599.08

52,093.32

54,177.05

55,739.85

53,916.58

56,073.25

57,690.75

55,803.67

58,035.81

59,709.92

Total Comp

52,540.16

54,641.76

54,116.36

56,281.01

55,739.85

57,969.45

59,641.64

57,690.75

59,998.38

61,729.10

59,709.92

62,098.32

63,889.62

Salary

51,623.46

53,688.40

53,172.16

55,299.05

54,767.33

56,958.02

58,601.04

56,684.18

58,951.55

60,652.08

58,668.13

61,014.86

62,774.90

Total Comp

55,237.10

57,446.59

56,894.21

59,169.98

58,601.04

60,945.08

62,703.11

60,652.08

63,078.16

64,897.72

62,774.90

65,285.90

67,169.14

Salary

53,172.16

55,299.05

54,767.33

56,958.02

56,410.35

58,666.76

60,359.07

58,384.71

60,720.10

62,471.64

60,428.17

62,845.30

64,658.15

Total Comp

56,894.21

59,169.98

58,601.04

60,945.08

60,359.07

62,773.43

64,584.21

62,471.64

64,970.50

66,844.65

64,658.15

67,244.47

69,184.22

Salary

54,767.33

56,958.02

56,410.35

58,666.76

58,102.66

60,426.76

62,169.84

60,136.25

62,541.70

64,345.79

62,241.02

64,730.66

66,597.89

Total Comp

58,601.04

60,945.08

60,359.07

62,773.43

62,169.84

64,656.64

66,521.73

64,345.79

66,919.62

68,849.99

66,597.89

69,261.81

71,259.74

13

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

293

1F. 208-Day Schedule / College and Career Specialist

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G38/N38

Lane 2

G39/N39

Lane 1

G38/N38

Lane 2

G39/N39

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Salary

62,167.08

64,653.76

64,032.09

66,593.38

65,953.06

68,591.18

70,569.77

68,261.41

70,991.87

73,039.71

70,650.56

73,476.58

75,596.10

Total Comp

66,518.78

69,179.53

68,514.34

71,254.91

70,569.77

73,392.56

75,509.65

73,039.71

75,961.30

78,152.49

75,596.10

78,619.95

80,887.83

Salary

65,358.19

67,972.51

67,318.93

70,011.69

69,338.50

72,112.04

74,192.20

71,765.35

74,635.96

76,788.92

74,277.14

77,248.22

79,476.53

Total Comp

69,933.26

72,730.59

72,031.26

74,912.51

74,192.20

77,159.88

79,385.65

76,788.92

79,860.48

82,164.15

79,476.53

82,655.60

85,039.89

Salary

68,713.10

71,461.62

70,774.49

73,605.47

72,897.72

75,813.63

78,000.56

75,449.14

78,467.11

80,730.58

78,089.86

81,213.46

83,556.15

Total Comp

73,523.01

76,463.93

75,728.70

78,757.85

78,000.56

81,120.59

83,460.60

80,730.58

83,959.81

86,381.73

83,556.15

86,898.40

89,405.09

Salary

72,240.22

75,129.83

74,407.42

77,383.72

76,639.65

79,705.23

82,004.42

79,322.03

82,494.92

84,874.58

82,098.31

85,382.24

87,845.19

Total Comp

77,297.03

80,388.91

79,615.94

82,800.58

82,004.42

85,284.60

87,744.73

84,874.58

88,269.56

90,815.80

87,845.19

91,358.99

93,994.35

Salary 75,948.39 78,986.32 78,226.84 81,355.91 80,573.65 83,796.59 86,213.80 83,393.72 86,729.47 89,231.28 86,312.50 89,765.00 92,354.38

Total Comp

81,264.78

84,515.37

83,702.72

87,050.83

86,213.80

89,662.35

92,248.77

89,231.28

92,800.54

95,477.47

92,354.38

96,048.55

98,819.19

Salary

79,846.91

83,040.78

82,242.31

85,532.01

84,709.58

88,097.97

90,639.25

87,674.42

91,181.39

93,811.63

90,743.02

94,372.74

97,095.03

Total Comp

85,436.19

88,853.64

87,999.28

91,519.25

90,639.25

94,264.82

96,984.00

93,811.63

97,564.09

100,378.44

97,095.03

100,978.84

103,891.69

Salary

83,945.54

87,303.36

86,463.90

89,922.46

89,057.82

92,620.13

95,291.87

92,174.84

95,861.84

98,627.08

95,400.96

99,217.00

102,079.03

Total Comp

89,821.73

93,414.59

92,516.38

96,217.03

95,291.87

99,103.54

101,962.30

98,627.08

102,572.17

105,530.98

102,079.03

106,162.19

109,224.56

Salary

88,254.56

91,784.74

90,902.19

94,538.28

93,629.26

97,374.43

100,183.31

96,906.28

100,782.54

103,689.72

100,298.00

104,309.92

107,318.86

Total Comp

94,432.38

98,209.67

97,265.35

101,155.96

100,183.31

104,190.64

107,196.14

103,689.72

107,837.31

110,948.00

107,318.86

111,611.62

114,831.18

Salary

90,902.19

94,538.28

93,629.26

97,374.43

96,438.14

100,295.66

103,188.81

99,813.47

103,806.01

106,800.42

103,306.94

107,439.22

110,538.43

Total Comp

97,265.35

101,155.96

100,183.31

104,190.64

103,188.81

107,316.36

110,412.02

106,800.42

111,072.43

114,276.44

110,538.43

114,959.97

118,276.12

Salary

93,629.26

97,374.43

96,438.14

100,295.66

99,331.28

103,304.53

106,284.47

102,807.88

106,920.19

110,004.43

106,406.15

110,662.40

113,854.58

Total Comp

100,183.31

104,190.64

103,188.81

107,316.36

106,284.47

110,535.85

113,724.38

110,004.43

114,404.60

117,704.74

113,854.58

118,408.77

121,824.40

14

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

294

1F. 208-Day Schedule / Special Education Support Clrk

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Salary

45,586.63

47,410.10

46,954.23

48,832.40

48,362.86

50,297.37

51,748.26

50,055.56

52,057.78

53,559.44

51,807.50

53,879.80

55,434.03

Total Comp

48,777.69

50,728.80

50,241.02

52,250.67

51,748.26

53,818.19

55,370.63

53,559.44

55,701.82

57,308.61

55,434.03

57,651.39

59,314.41

Salary

47,926.64

49,843.71

49,364.44

51,339.02

50,845.38

52,879.19

54,404.55

52,624.96

54,729.96

56,308.71

54,466.84

56,645.51

58,279.52

Total Comp

51,281.51

53,332.77

52,819.95

54,932.75

54,404.55

56,580.73

58,212.87

56,308.71

58,561.06

60,250.32

58,279.52

60,610.70

62,359.08

Salary

50,386.77

52,402.24

51,898.38

53,974.31

53,455.33

55,593.54

57,197.20

55,326.26

57,539.31

59,199.10

57,262.68

59,553.19

61,271.07

Total Comp

53,913.85

56,070.40

55,531.26

57,752.51

57,197.20

59,485.09

61,201.00

59,199.10

61,567.07

63,343.04

61,271.07

63,721.91

65,560.04

Salary

52,973.18

55,092.11

54,562.38

56,744.87

56,199.25

58,447.22

60,133.20

58,166.22

60,492.87

62,237.86

60,202.04

62,610.12

64,416.18

Total Comp

56,681.30

58,948.56

58,381.74

60,717.01

60,133.20

62,538.52

64,342.52

62,237.86

64,727.37

66,594.51

64,416.18

66,992.83

68,925.32

Salary

55,692.36

57,920.05

57,363.13

59,657.65

59,084.02

61,447.38

63,219.90

61,151.96

63,598.04

65,432.60

63,292.28

65,823.97

67,722.74

Total Comp

59,590.82

61,974.45

61,378.54

63,833.69

63,219.90

65,748.70

67,645.29

65,432.60

68,049.90

70,012.88

67,722.74

70,431.65

72,463.33

Salary

58,551.11

60,893.15

60,307.64

62,719.95

62,116.87

64,601.54

66,465.05

64,290.96

66,862.60

68,791.33

66,541.14

69,202.79

71,199.02

Total Comp

62,649.68

65,155.67

64,529.17

67,110.34

66,465.05

69,123.65

71,117.60

68,791.33

71,542.98

73,606.72

71,199.02

74,046.98

76,182.95

Salary 61,556.60 64,018.87 63,403.30 65,939.43 65,305.40 67,917.61 69,876.78 67,591.09 70,294.73 72,322.46 69,956.77 72,755.05 74,853.75

Total Comp

65,865.56

68,500.19

67,841.53

70,555.19

69,876.78

72,671.85

74,768.15

72,322.46

75,215.36

77,385.04

74,853.75

77,847.90

80,093.51

Salary

64,716.37

67,305.03

66,657.86

69,324.18

68,657.60

71,403.90

73,463.63

71,060.61

73,903.04

76,034.86

73,547.74

76,489.64

78,696.08

Total Comp

69,246.52

72,016.38

71,323.91

74,176.87

73,463.63

76,402.17

78,606.08

76,034.86

79,076.25

81,357.30

78,696.08

81,843.92

84,204.80

Salary

66,657.86

69,324.18

68,657.60

71,403.90

70,717.33

73,546.02

75,667.54

73,192.43

76,120.13

78,315.90

75,754.17

78,784.33

81,056.96

Total Comp

71,323.91

74,176.87

73,463.63

76,402.17

75,667.54

78,694.24

80,964.27

78,315.90

81,448.54

83,798.02

81,056.96

84,299.24

86,730.95

Salary

68,657.60

71,403.90

70,717.33

73,546.02

72,838.85

75,752.40

77,937.56

75,388.21

78,403.73

80,665.38

78,026.79

81,147.86

83,488.67

Total Comp

73,463.63

76,402.17

75,667.54

78,694.24

77,937.56

81,055.07

83,393.19

80,665.38

83,891.99

86,311.96

83,488.67

86,828.21

89,332.87

15

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

295

1F. 208-Day Schedule / Computer Technician, Technology Coordinator (con’t. on next page)

Step

2019-20

2020-21

2021-2022

2022-2023

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Salary

51,149.38

56,430.41

62,167.08

52,683.86

58,123.33

64,032.09

54,264.38

59,867.03

65,953.06

56,163.63

61,962.37

68,261.41

Total Comp

54,729.84

60,380.54

66,518.78

56,371.73

62,191.96

68,514.34

58,062.88

64,057.72

70,569.77

60,095.09

66,299.74

73,039.71

Salary

53,774.94

59,327.05

65,358.19

55,388.18

61,106.86

67,318.93

57,049.83

62,940.07

69,338.50

59,046.57

65,142.97

71,765.35

Total Comp

57,539.18

63,479.95

69,933.26

59,265.36

65,384.34

72,031.26

61,043.32

67,345.87

74,192.20

63,179.83

69,702.98

76,788.92

Salary

56,535.26

62,372.38

68,713.10

58,231.32

64,243.55

70,774.49

59,978.26

66,170.85

72,897.72

62,077.50

68,486.83

75,449.14

Total Comp

60,492.73

66,738.44

73,523.01

62,307.51

68,740.60

75,728.70

64,176.74

70,802.81

78,000.56

66,422.93

73,280.91

80,730.58

Salary

59,437.28

65,574.02

72,240.22

61,220.40

67,541.24

74,407.42

63,057.01

69,567.48

76,639.65

65,264.01

72,002.34

79,322.03

Total Comp

63,597.89

70,164.20

77,297.03

65,505.83

72,269.13

79,615.94

67,471.00

74,437.20

82,004.42

69,832.49

77,042.50

84,874.58

Salary

62,488.27

68,940.01

75,948.39

64,362.91

71,008.21

78,226.84

66,293.80

73,138.46

80,573.65

68,614.08

75,698.30

83,393.72

Total Comp

66,862.44

73,765.81

81,264.78

68,868.32

75,978.78

83,702.72

70,934.37

78,258.15

86,213.80

73,417.07

80,997.18

89,231.28

Salary

65,695.86

72,478.78

79,846.91

67,666.74

74,653.14

82,242.31

69,696.74

76,892.74

84,709.58

72,136.12

79,583.98

87,674.42

Total Comp 70,294.57 77,552.29 85,436.19 72,403.41 79,878.86 87,999.28 74,575.51 82,275.23 90,639.25 77,185.65 85,154.86 93,811.63

Salary

69,068.10

76,199.20

83,945.54

71,140.15

78,485.17

86,463.90

73,274.35

80,839.73

89,057.82

75,838.95

83,669.12

92,174.84

Total Comp

73,902.87

81,533.14

89,821.73

76,119.96

83,979.13

92,516.38

78,403.55

86,498.51

95,291.87

81,147.68

89,525.96

98,627.08

Salary

72,613.45

80,110.59

88,254.56

74,791.85

82,513.90

90,902.19

77,035.60

84,989.32

93,629.26

79,731.85

87,963.95

96,906.28

Total Comp

77,696.39

85,718.33

94,432.38

80,027.28

88,289.88

97,265.35

82,428.10

90,938.57

100,183.31

85,313.08

94,121.42

103,689.72

Salary

74,791.85

82,513.90

90,902.19

77,035.60

84,989.32

93,629.26

79,346.67

87,539.00

96,438.14

82,123.81

90,602.87

99,813.47

Total Comp 80,027.28 88,289.88 97,265.35 82,428.10 90,938.57 100,183.31 84,900.94 93,666.73 103,188.81 87,872.47 96,945.07 106,800.42

Salary 77,035.60 84,989.32 93,629.26 79,346.67 87,539.00 96,438.14 81,727.07 90,165.17 99,331.28 84,587.52 93,320.95 102,807.88

Total Comp

82,428.10

90,938.57

100,183.31

84,900.94

93,666.73

103,188.81

87,447.97

96,476.73

106,284.47

90,508.65

99,853.42

110,004.43

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

296

1F. 208-Day Schedule / Computer Technician, Technology Coordinator (con’t.)

Step

2023-2024

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Salary

58,129.36

64,131.06

70,650.56

Total Comp

62,198.41

68,620.23

75,596.10

Salary

61,113.20

67,422.98

74,277.14

Total Comp

65,391.13

72,142.58

79,476.53

Salary

64,250.21

70,883.87

78,089.86

Total Comp

68,747.73

75,845.74

83,556.15

Salary

67,548.25

74,522.42

82,098.31

Total Comp

72,276.63

79,738.99

87,845.19

Salary

71,015.58

78,347.74

86,312.50

Total Comp

75,986.67

83,832.08

92,354.38

Salary

74,660.89

82,369.42

90,743.02

Total Comp 79,887.15 88,135.28 97,095.03

Salary

78,493.32

86,597.54

95,400.96

Total Comp

83,987.85

92,659.36

102,079.03

Salary

82,522.47

91,042.69

100,298.00

Total Comp

88,299.04

97,415.67

107,318.86

Salary

84,998.14

93,773.97

103,306.94

Total Comp 90,948.01 100,338.14 110,538.43

Salary 87,548.08 96,587.19 106,406.15

Total Comp

93,676.45

103,348.29

113,854.58

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

297

1F. 208-Day Schedule / Ed Sign Language Interpreter (con’t. on next page)

Step

2019-20

2020-21

2021-2022

2022-2023

Lane 1

G33/N33

Lane 2

G34/N34

Lane 3

G35/N35

Lane 1

G33/N33

Lane 2

G34/N34

Lane 3

G35/N35

Lane 1

G33/N33

Lane 2

G34/N34

Lane 3

G35/N35

Lane 1

G33/N33

Lane 2

G34/N34

Lane 3

G35/N35

Salary

43,833.30

45,586.63

51,580.44

45,148.30

46,954.23

53,127.86

46,502.75

48,362.86

54,721.69

48,130.34

50,055.56

56,636.95

Total Comp

46,901.63

48,777.69

55,191.07

48,308.68

50,241.02

56,846.81

49,757.94

51,748.26

58,552.21

51,499.47

53,559.44

60,601.54

Salary

46,083.31

47,926.64

54,228.13

47,465.81

49,364.44

55,854.97

48,889.78

50,845.38

57,530.62

50,600.93

52,624.96

59,544.19

Total Comp

49,309.14

51,281.51

58,024.09

50,788.42

52,819.95

59,764.82

52,312.07

54,404.55

61,557.76

54,142.99

56,308.71

63,712.28

Salary

48,448.82

50,386.77

57,011.72

49,902.28

51,898.38

58,722.07

51,399.35

53,455.33

60,483.73

53,198.33

55,326.26

62,600.66

Total Comp

51,840.24

53,913.85

61,002.54

53,395.44

55,531.26

62,832.61

54,997.31

57,197.20

64,717.59

56,922.21

59,199.10

66,982.71

Salary

50,935.75

52,973.18

59,938.19

52,463.82

54,562.38

61,736.34

54,037.74

56,199.25

63,588.43

55,929.06

58,166.22

65,814.02

Total Comp

54,501.25

56,681.30

64,133.87

56,136.29

58,381.74

66,057.88

57,820.38

60,133.20

68,039.62

59,844.09

62,237.86

70,421.01

Salary

53,550.34

55,692.36

63,014.89

55,156.85

57,363.13

64,905.33

56,811.56

59,084.02

66,852.49

58,799.96

61,151.96

69,192.33

Total Comp

57,298.87

59,590.82

67,425.93

59,017.83

61,378.54

69,448.71

60,788.37

63,219.90

71,532.17

62,915.96

65,432.60

74,035.79

Salary

56,299.14

58,551.11

66,249.51

57,988.12

60,307.64

68,237.00

59,727.76

62,116.87

70,284.11

61,818.23

64,290.96

72,744.05

Total Comp

60,240.08

62,649.68

70,886.98

62,047.28

64,529.17

73,013.59

63,908.70

66,465.05

75,204.00

66,145.51

68,791.33

77,836.14

Salary

59,189.04

61,556.60

69,650.18

60,964.71

63,403.30

71,739.68

62,793.65

65,305.40

73,891.87

64,991.43

67,591.09

76,478.09

Total Comp

63,332.27

65,865.56

74,525.69

65,232.24

67,841.53

76,761.46

67,189.21

69,876.78

79,064.30

69,540.83

72,322.46

81,831.55

Salary

62,227.28

64,716.37

73,225.40

64,094.10

66,657.86

75,422.16

66,016.92

68,657.60

77,684.82

68,327.51

71,060.61

80,403.79

Total Comp

66,583.19

69,246.52

78,351.18

68,580.68

71,323.91

80,701.71

70,638.11

73,463.63

83,122.76

73,110.44

76,034.86

86,032.06

Salary

64,094.10

66,657.86

75,422.16

66,016.92

68,657.60

77,684.82

67,997.43

70,717.33

80,015.37

70,377.34

73,192.43

82,815.91

Total Comp 68,580.68 71,323.91 80,701.71 70,638.11 73,463.63 83,122.76 72,757.25 75,667.54 85,616.44 75,303.75 78,315.90 88,613.02

Salary 66,016.92 68,657.60 77,684.82 67,997.43 70,717.33 80,015.37 70,037.35 72,838.85 82,415.83 72,488.66 75,388.21 85,300.38

Total Comp

70,638.11

73,463.63

83,122.76

72,757.25

75,667.54

85,616.44

74,939.97

77,937.56

88,184.94

77,562.86

80,665.38

91,271.41

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

298

1F. 208-Day Schedule / Ed Sign Language Interpreter (con’t.)

Step

2023-2024

Lane 1

G33/N33

Lane 2

G34/N34

Lane 3

G35/N35

Salary

49,814.90

51,807.50

58,619.24

Total Comp

53,301.95

55,434.03

62,722.59

Salary

52,371.96

54,466.84

61,628.24

Total Comp

56,038.00

58,279.52

65,942.21

Salary

55,060.27

57,262.68

64,791.68

Total Comp

58,914.49

61,271.07

69,327.10

Salary

57,886.58

60,202.04

68,117.51

Total Comp

61,938.64

64,416.18

72,885.74

Salary

60,857.96

63,292.28

71,614.06

Total Comp

65,118.02

67,722.74

76,627.05

Salary

63,981.87

66,541.14

75,290.09

Total Comp

68,460.60

71,199.02

80,560.40

Salary

67,266.13

69,956.77

79,154.82

Total Comp

71,974.76

74,853.75

84,695.66

Salary

70,718.98

73,547.74

83,217.93

Total Comp

75,669.30

78,696.08

89,043.18

Salary

72,840.55

75,754.17

85,714.46

Total Comp

77,939.38

81,056.96

91,714.48

Salary

75,025.76

78,026.79

88,285.90

Total Comp 80,277.57 83,488.67 94,465.91

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

299

1F. 208-Day Schedule (38.6wk) / Youth Intervention Specialist, College/Career Coach, Student Special Svc Advocate, Gear Up Coach, CTE Academy Coordinator

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Salary 40,722.18 42,351.06 41,943.84 43,621.60 43,202.16 44,930.24 46,226.31 44,714.23 46,502.80 47,844.23 46,279.23 48,130.40 49,518.78

Total Comp

43,572.73

45,315.64

44,879.91

46,675.11

46,226.31

48,075.36

49,462.15

47,844.23

49,758.00

51,193.33

49,518.78

51,499.53

52,985.09

Salary 42,812.49 44,524.99 44,096.87 45,860.74 45,419.77 47,236.57 48,599.16 47,009.47 48,889.84 50,300.13 48,654.80 50,600.99 52,060.63

Total Comp

45,809.37

47,641.74

47,183.65

49,070.99

48,599.16

50,543.12

52,001.10

50,300.13

52,312.13

53,821.14

52,060.63

54,143.06

55,704.88

Salary

45,010.11

46,810.51

46,360.41

48,214.83

47,751.22

49,661.27

51,093.81

49,422.52

51,399.42

52,882.09

51,152.30

53,198.40

54,732.96

Total Comp

48,160.81

50,087.25

49,605.64

51,589.86

51,093.81

53,137.56

54,670.37

52,882.09

54,997.37

56,583.84

54,732.96

56,922.28

58,564.27

Salary

47,320.53

49,213.35

48,740.14

50,689.75

50,202.35

52,210.44

53,716.51

51,959.43

54,037.81

55,596.59

53,778.01

55,929.13

57,542.47

Total Comp

50,632.96

52,658.28

52,151.95

54,238.03

53,716.51

55,865.17

57,476.67

55,596.59

57,820.45

59,488.35

57,542.47

59,844.17

61,570.44

Salary

49,749.54

51,739.52

51,242.03

53,291.71

52,779.29

54,890.46

56,473.84

54,626.56

56,811.63

58,450.42

56,538.49

58,800.03

60,496.19

Total Comp

53,232.01

55,361.29

54,828.97

57,022.13

56,473.84

58,732.79

60,427.01

58,450.42

60,788.44

62,541.95

60,496.19

62,916.04

64,730.92

Salary

52,303.24

54,395.37

53,872.34

56,027.23

55,488.51

57,708.05

59,372.71

57,430.61

59,727.83

61,450.75

59,440.68

61,818.31

63,601.53

Total Comp

55,964.47

58,203.05

57,643.40

59,949.14

59,372.71

61,747.61

63,528.80

61,450.75

63,908.78

65,752.30

63,601.53

66,145.59

68,053.63

Salary

54,988.03

57,187.55

56,637.67

58,903.17

58,336.80

60,670.27

62,420.37

60,378.59

62,793.73

64,605.09

62,491.84

64,991.51

66,866.27

Total Comp

58,837.19

61,190.68

60,602.30

63,026.40

62,420.37

64,917.19

66,789.80

64,605.09

67,189.29

69,127.44

66,866.27

69,540.92

71,546.90

Salary

57,810.62

60,123.05

59,544.94

61,926.74

61,331.29

63,784.54

65,624.48

63,477.89

66,017.00

67,921.34

65,699.61

68,327.60

70,298.59

Total Comp

61,857.37

64,331.66

63,713.09

66,261.61

65,624.48

68,249.46

70,218.20

67,921.34

70,638.19

72,675.83

70,298.59

73,110.53

75,219.49

Salary

59,544.94

61,926.74

61,331.29

63,784.54

63,171.23

65,698.08

67,593.22

65,382.22

67,997.51

69,958.98

67,670.60

70,377.43

72,407.54

Total Comp

63,713.09

66,261.61

65,624.48

68,249.46

67,593.22

70,296.95

72,324.74

69,958.98

72,757.34

74,856.11

72,407.54

75,303.85

77,476.07

Salary

61,331.29

63,784.54

63,171.23

65,698.08

65,066.37

67,669.02

69,621.01

67,343.69

70,037.44

72,057.75

69,700.72

72,488.75

74,579.77

Total Comp

65,624.48

68,249.46

67,593.22

70,296.95

69,621.01

72,405.85

74,494.48

72,057.75

74,940.06

77,101.79

74,579.77

77,562.96

79,800.35

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

300

1F. 208-Day Schedule (40.2wk) / School Clerk, School Clerk Bilin Spanish, Interpreter Clerk, STLS Advocate

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Salary

46,241.03

48,090.67

47,628.26

49,533.39

49,057.11

51,019.40

52,491.11

50,774.11

52,805.07

54,328.30

52,551.20

54,653.25

56,229.79

Total Comp

49,477.90

51,457.02

50,962.24

53,000.73

52,491.11

54,590.75

56,165.49

54,328.30

56,501.43

58,131.28

56,229.79

58,478.98

60,165.87

Salary

48,614.64

50,559.22

50,073.08

52,076.00

51,575.27

53,638.28

55,185.54

53,380.40

55,515.62

57,117.03

55,248.72

57,458.67

59,116.13

Total Comp

52,017.66

54,098.37

53,578.19

55,721.32

55,185.54

57,392.96

59,048.52

57,117.03

59,401.71

61,115.22

59,116.13

61,480.77

63,254.26

Salary

51,110.08

53,154.48

52,643.38

54,749.12

54,222.68

56,391.59

58,018.27

56,120.48

58,365.30

60,048.91

58,084.70

60,408.08

62,150.62

Total Comp

54,687.79

56,875.30

56,328.42

58,581.56

58,018.27

60,339.00

62,079.55

60,048.91

62,450.87

64,252.34

62,150.62

64,636.65

66,501.17

Salary

53,733.62

55,882.96

55,345.63

57,559.45

57,006.00

59,286.24

60,996.42

59,001.21

61,361.25

63,131.29

61,066.25

63,508.90

65,340.89

Total Comp

57,494.97

59,794.77

59,219.82

61,588.61

60,996.42

63,436.27

65,266.17

63,131.29

65,656.54

67,550.48

65,340.89

67,954.52

69,914.75

Salary

56,491.83

58,751.50

58,186.58

60,514.04

59,932.18

62,329.47

64,127.43

62,029.80

64,511.00

66,371.89

64,200.85

66,768.88

68,694.91

Total Comp

60,446.25

62,864.10

62,259.64

64,750.03

64,127.43

66,692.53

68,616.35

66,371.89

69,026.77

71,017.92

68,694.91

71,442.70

73,503.55

Salary

59,391.62

61,767.28

61,173.36

63,620.30

63,008.56

65,528.91

67,419.16

65,213.86

67,822.42

69,778.84

67,496.35

70,196.20

72,221.09

Total Comp

63,549.03

66,090.99

65,455.50

68,073.72

67,419.16

70,115.93

72,138.51

69,778.84

72,569.99

74,663.35

72,221.09

75,109.94

77,276.57

Salary

62,440.25

64,937.86

64,313.46

66,886.00

66,242.87

68,892.58

70,879.87

68,561.37

71,303.82

73,360.66

70,961.01

73,799.45

75,928.28

Total Comp

66,811.07

69,483.51

68,815.40

71,568.02

70,879.87

73,715.06

75,841.46

73,360.66

76,295.09

78,495.91

75,928.28

78,965.42

81,243.26

Salary

65,645.38

68,271.20

67,614.74

70,319.33

69,643.19

72,428.91

74,518.21

72,080.70

74,963.93

77,126.35

74,603.52

77,587.66

79,825.77

Total Comp

70,240.56

73,050.18

72,347.78

75,241.69

74,518.21

77,498.94

79,734.48

77,126.35

80,211.40

82,525.19

79,825.77

83,018.80

85,413.57

Salary

67,614.74

70,319.33

69,643.19

72,428.91

71,732.48

74,601.78

76,753.76

74,243.12

77,212.84

79,440.14

76,841.63

79,915.29

82,220.54

Total Comp

72,347.78

75,241.69

74,518.21

77,498.94

76,753.76

79,823.91

82,126.52

79,440.14

82,617.74

85,000.95

82,220.54

85,509.36

87,975.98

Salary

69,643.19

72,428.91

71,732.48

74,601.78

73,884.46

76,839.84

79,056.37

76,470.41

79,529.23

81,823.34

79,146.88

82,312.75

84,687.16

Total Comp

74,518.21

77,498.94

76,753.76

79,823.91

79,056.37

82,218.62

84,590.31

81,823.34

85,096.28

87,550.98

84,687.16

88,074.65

90,615.26

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

301

1G. 248-Day Schedule / Teacher Assistant, Teacher Assistant Bilingual, Teacher Asst Bil Spanish

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Salary

36,379.73

37,834.92

37,471.13

38,969.97

38,595.26

40,139.07

41,296.93

39,946.09

41,543.94

42,742.32

41,344.21

42,997.97

44,238.30

Total Comp

38,926.31

40,483.37

40,094.10

41,697.87

41,296.93

42,948.80

44,187.71

42,742.32

44,452.01

45,734.28

44,238.30

46,007.83

47,334.98

Salary

38,247.15

39,777.03

39,394.56

40,970.34

40,576.40

42,199.45

43,416.75

41,996.57

43,676.43

44,936.33

43,466.45

45,205.11

46,509.10

Total Comp

40,924.45

42,561.42

42,152.18

43,838.27

43,416.75

45,153.41

46,455.92

44,936.33

46,733.78

48,081.87

46,509.10

48,369.47

49,764.74

Salary

40,210.42

41,818.83

41,416.73

43,073.40

42,659.23

44,365.60

45,645.38

44,152.30

45,918.39

47,242.96

45,697.63

47,525.54

48,896.47

Total Comp

43,025.14

44,746.15

44,315.90

46,088.53

45,645.38

47,471.19

48,840.55

47,242.96

49,132.68

50,549.97

48,896.47

50,852.33

52,319.22

Salary

42,274.46

43,965.44

43,542.70

45,284.40

44,848.98

46,642.94

47,988.40

46,418.69

48,275.44

49,668.00

48,043.34

49,965.08

51,406.38

Total Comp

45,233.67

47,043.02

46,590.68

48,454.31

47,988.40

49,907.94

51,347.59

49,668.00

51,654.72

53,144.76

51,406.38

53,462.63

55,004.83

Salary

44,444.46

46,222.24

45,777.79

47,608.90

47,151.12

49,037.17

50,451.70

48,801.41

50,753.47

52,217.51

50,509.46

52,529.84

54,045.13

Total Comp

47,555.57

49,457.79

48,982.24

50,941.53

50,451.70

52,469.77

53,983.32

52,217.51

54,306.21

55,872.74

54,045.13

56,206.93

57,828.28

Salary

46,725.84

48,594.88

48,127.62

50,052.72

49,571.45

51,554.30

53,041.45

51,306.45

53,358.70

54,897.90

53,102.17

55,226.26

56,819.32

Total Comp

49,996.65

51,996.52

51,496.55

53,556.41

53,041.45

55,163.10

56,754.35

54,897.90

57,093.81

58,740.75

56,819.32

59,092.10

60,796.68

Salary

49,124.33

51,089.30

50,598.06

52,621.98

52,116.00

54,200.64

55,764.12

53,940.06

56,097.67

57,715.87

55,827.97

58,061.08

59,735.92

Total Comp

52,563.03

54,665.56

54,139.93

56,305.52

55,764.12

57,994.69

59,667.61

57,715.87

60,024.50

61,755.98

59,735.92

62,125.36

63,917.44

Salary

51,645.94

53,711.78

53,195.32

55,323.13

54,791.18

56,982.82

58,626.56

56,708.87

58,977.22

60,678.49

58,693.68

61,041.43

62,802.24

Total Comp

55,261.15

57,471.60

56,918.99

59,195.75

58,626.56

60,971.62

62,730.42

60,678.49

63,105.63

64,925.98

62,802.24

65,314.33

67,198.39

Salary

53,195.32

55,323.13

54,791.18

56,982.82

56,434.91

58,692.31

60,385.36

58,410.13

60,746.54

62,498.84

60,454.49

62,872.67

64,686.30

Total Comp

56,918.99

59,195.75

58,626.56

60,971.62

60,385.36

62,800.77

64,612.33

62,498.84

64,998.80

66,873.76

64,686.30

67,273.76

69,214.34

Salary

54,791.18

56,982.82

56,434.91

58,692.31

58,127.96

60,453.08

62,196.92

60,162.44

62,568.94

64,373.81

62,268.12

64,758.85

66,626.89

Total Comp

58,626.56

60,971.62

60,385.36

62,800.77

62,196.92

64,684.79

66,550.70

64,373.81

66,948.76

68,879.98

66,626.89

69,291.97

71,290.77

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

302

1G. 248-Day Schedule / Instructor Assistant, Teacher Asst-Montessori Prm, School Community Representive

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Lane 1

G03/NG3

Lane 2

GB3/NB3

Lane 3

G46/N46

Salary

38,858.33

40,412.66

40,024.08

41,625.04

41,224.80

42,873.79

44,110.53

42,667.67

44,374.37

45,654.40

44,161.03

45,927.48

47,252.31

Total Comp

41,578.41

43,241.55

42,825.76

44,538.79

44,110.53

45,874.96

47,198.27

45,654.40

47,480.58

48,850.21

47,252.31

49,142.40

50,559.97

Salary

40,852.97

42,487.09

42,078.56

43,761.70

43,340.91

45,074.55

46,374.78

44,857.85

46,652.16

47,997.89

46,427.87

48,284.99

49,677.82

Total Comp

43,712.68

45,461.18

45,024.06

46,825.02

46,374.78

48,229.77

49,621.01

47,997.89

49,917.81

51,357.75

49,677.82

51,664.93

53,155.27

Salary

42,950.00

44,668.00

44,238.50

46,008.04

45,565.65

47,388.28

48,755.25

47,160.45

49,046.87

50,461.68

48,811.07

50,763.51

52,227.84

Total Comp

45,956.50

47,794.76

47,335.19

49,228.60

48,755.25

50,705.46

52,168.11

50,461.68

52,480.15

53,994.00

52,227.84

54,316.95

55,883.79

Salary

45,154.67

46,960.86

46,509.31

48,369.68

47,904.59

49,820.77

51,257.91

49,581.25

51,564.50

53,051.94

51,316.59

53,369.26

54,908.75

Total Comp

48,315.50

50,248.12

49,764.96

51,755.56

51,257.91

53,308.23

54,845.96

53,051.94

55,174.01

56,765.57

54,908.75

57,105.10

58,752.37

Salary

47,472.51

49,371.41

48,896.68

50,852.55

50,363.58

52,378.13

53,889.04

52,126.31

54,211.36

55,775.15

53,950.73

56,108.76

57,727.28

Total Comp

50,795.58

52,827.41

52,319.45

54,412.23

53,889.04

56,044.60

57,661.27

55,775.15

58,006.16

59,679.41

57,727.28

60,036.37

61,768.19

Salary

49,909.33

51,905.70

51,406.61

53,462.87

52,948.80

55,066.76

56,655.22

54,802.01

56,994.09

58,638.15

56,720.08

58,988.89

60,690.49

Total Comp

53,402.98

55,539.10

55,005.07

57,205.27

56,655.22

58,921.43

60,621.09

58,638.15

60,983.68

62,742.82

60,690.49

63,118.11

64,938.82

Salary

52,471.23

54,570.08

54,045.37

56,207.18

55,666.73

57,893.40

59,563.40

57,615.06

59,919.66

61,648.12

59,631.59

62,016.85

63,805.80

Total Comp

56,144.21

58,389.98

57,828.54

60,141.68

59,563.40

61,945.93

63,732.84

61,648.12

64,114.04

65,963.48

63,805.80

66,358.03

68,272.21

Salary

55,164.64

57,371.22

56,819.58

59,092.36

58,524.16

60,865.13

62,620.85

60,572.51

62,995.41

64,812.58

62,692.55

65,200.25

67,081.02

Total Comp

59,026.16

61,387.21

60,796.95

63,228.82

62,620.85

65,125.69

67,004.31

64,812.58

67,405.09

69,349.46

67,081.02

69,764.27

71,776.70

Salary

56,819.58

59,092.36

58,524.16

60,865.13

60,279.89

62,691.08

64,499.48

62,389.68

64,885.27

66,756.96

64,573.32

67,156.26

69,093.45

Total Comp

60,796.95

63,228.82

62,620.85

65,125.69

64,499.48

67,079.46

69,014.44

66,756.96

69,427.24

71,429.95

69,093.45

71,857.19

73,930.00

Salary

58,524.16

60,865.13

60,279.89

62,691.08

62,088.28

64,571.82

66,434.46

64,261.37

66,831.83

68,759.67

66,510.52

69,170.94

71,166.26

Total Comp

62,620.85

65,125.69

64,499.48

67,079.46

66,434.46

69,091.84

71,084.88

68,759.67

71,510.06

73,572.85

71,166.26

74,012.91

76,147.90

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

303

1G. 248-Day Schedule / Hospital Licensed Prac Nurse, Audio & Vision Screen Tech, Family Engagement Coord, Comprehensive Service Coord, Attendance Coordinator

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Salary

49,055.47

51,017.68

50,527.13

52,548.21

52,042.94

54,124.66

55,685.95

53,864.45

56,019.02

57,634.96

55,749.70

57,979.69

59,652.18

Total Comp

52,489.35

54,588.92

54,064.03

56,226.59

55,685.95

57,913.39

59,583.97

57,634.96

59,940.36

61,669.40

59,652.18

62,038.27

63,827.83

Salary

51,573.54

53,636.48

53,120.74

55,245.57

54,714.37

56,902.94

58,544.37

56,629.37

58,894.54

60,593.42

58,611.40

60,955.85

62,714.19

Total Comp

55,183.69

57,391.03

56,839.20

59,112.76

58,544.37

60,886.15

62,642.48

60,593.42

63,017.16

64,834.96

62,714.19

65,222.76

67,104.19

Salary

54,220.87

56,389.70

55,847.49

58,081.39

57,522.92

59,823.83

61,549.52

59,536.22

61,917.67

63,703.75

61,619.99

64,084.79

65,933.38

Total Comp

58,016.33

60,336.98

59,756.82

62,147.09

61,549.52

64,011.50

65,857.99

63,703.75

66,251.90

68,163.02

65,933.38

68,570.72

70,548.72

Salary

57,004.08

59,284.25

58,714.21

61,062.77

60,475.63

62,894.66

64,708.93

62,592.28

65,095.97

66,973.74

64,783.01

67,374.33

69,317.82

Total Comp

60,994.37

63,434.14

62,824.20

65,337.17

64,708.93

67,297.28

69,238.55

66,973.74

69,652.69

71,661.90

69,317.82

72,090.53

74,170.07

Salary

59,930.17

62,327.37

61,728.07

64,197.20

63,579.92

66,123.11

68,030.51

65,805.21

68,437.42

70,411.58

68,108.39

70,832.73

72,875.98

Total Comp

64,125.28

66,690.29

66,049.04

68,691.00

68,030.51

70,751.73

72,792.64

70,411.58

73,228.04

75,340.39

72,875.98

75,791.02

77,977.30

Salary

63,006.45

65,526.71

64,896.64

67,492.51

66,843.54

69,517.29

71,522.59

69,183.07

71,950.39

74,025.88

71,604.48

74,468.65

76,616.79

Total Comp

67,416.90

70,113.58

69,439.41

72,216.99

71,522.59

74,383.50

76,529.17

74,025.88

76,986.92

79,207.69

76,616.79

79,681.46

81,979.96

Salary

66,240.64

68,890.27

68,227.86

70,956.98

70,274.70

73,085.69

75,193.93

72,734.31

75,643.69

77,825.71

75,280.01

78,291.21

80,549.61

Total Comp

70,877.49

73,712.59

73,003.81

75,923.97

75,193.93

78,201.68

80,457.50

77,825.71

80,938.74

83,273.51

80,549.61

83,771.60

86,188.09

Salary

69,640.85

72,426.48

71,730.08

74,599.28

73,881.98

76,837.26

79,053.72

76,467.85

79,526.56

81,820.60

79,144.22

82,309.99

84,684.32

Total Comp

74,515.71

77,496.34

76,751.18

79,821.23

79,053.72

82,215.87

84,587.48

81,820.60

85,093.42

87,548.04

84,684.32

88,071.69

90,612.22

Salary

71,730.08

74,599.28

73,881.98

76,837.26

76,098.44

79,142.38

81,425.33

78,761.88

81,912.36

84,275.21

81,518.55

84,779.29

87,224.85

Total Comp

76,751.18

79,821.23

79,053.72

82,215.87

81,425.33

84,682.34

87,125.10

84,275.21

87,646.22

90,174.48

87,224.85

90,713.84

93,330.59

Salary

73,881.98

76,837.26

76,098.44

79,142.38

78,381.39

81,516.65

83,868.09

81,124.74

84,369.73

86,803.47

83,964.11

87,322.67

89,841.59

Total Comp

79,053.72

82,215.87

81,425.33

84,682.34

83,868.09

87,222.81

89,738.85

86,803.47

90,275.61

92,879.71

89,841.59

93,435.26

96,130.50

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

304

1G. 248-Day Schedule / School Clerk Assistant

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Lane 1

G05/NG5

Lane 2

G22/N22

Lane 3

G50/N50

Salary

41,226.34

42,875.39

42,463.13

44,161.65

43,737.02

45,486.50

46,798.61

45,267.81

47,078.53

48,436.56

46,852.19

48,726.28

50,131.84

Total Comp

44,112.18

45,876.67

45,435.54

47,252.97

46,798.61

48,670.55

50,074.51

48,436.56

50,374.02

51,827.12

50,131.84

52,137.12

53,641.07

Salary

43,342.53

45,076.23

44,642.81

46,428.52

45,982.09

47,821.37

49,200.84

47,591.46

49,495.12

50,922.87

49,257.16

51,227.45

52,705.17

Total Comp

46,376.51

48,231.57

47,767.80

49,678.51

49,200.84

51,168.87

52,644.89

50,922.87

52,959.78

54,487.47

52,705.17

54,813.37

56,394.53

Salary

45,567.35

47,390.04

46,934.37

48,811.75

48,342.40

50,276.10

51,726.37

50,034.39

52,035.76

53,536.79

51,785.59

53,857.01

55,410.58

Total Comp

48,757.07

50,707.35

50,219.78

52,228.57

51,726.37

53,795.43

55,347.22

53,536.79

55,678.27

57,284.37

55,410.58

57,627.00

59,289.32

Salary

47,906.37

49,822.63

49,343.57

51,317.31

50,823.87

52,856.83

54,381.54

52,602.71

54,706.82

56,284.90

54,443.80

56,621.55

58,254.87

Total Comp

51,259.82

53,310.21

52,797.62

54,909.52

54,381.54

56,556.81

58,188.25

56,284.90

58,536.29

60,224.84

58,254.87

60,585.06

62,332.71

Salary

50,365.46

52,380.08

51,876.43

53,951.48

53,432.72

55,570.03

57,173.01

55,302.86

57,514.98

59,174.06

57,238.46

59,528.00

61,245.16

Total Comp

53,891.04

56,046.69

55,507.78

57,728.09

57,173.01

59,459.93

61,175.12

59,174.06

61,541.03

63,316.25

61,245.16

63,694.96

65,532.32

Salary

52,950.78

55,068.81

54,539.30

56,720.87

56,175.48

58,422.50

60,107.76

58,141.62

60,467.29

62,211.54

60,176.58

62,583.64

64,388.94

Total Comp

56,657.33

58,923.63

58,357.05

60,691.34

60,107.76

62,512.08

64,315.31

62,211.54

64,700.00

66,566.34

64,388.94

66,964.50

68,896.17

Salary

55,668.80

57,895.55

57,338.87

59,632.42

59,059.03

61,421.39

63,193.16

61,126.10

63,571.14

65,404.92

63,265.51

65,796.13

67,694.10

Total Comp

59,565.62

61,948.24

61,352.59

63,806.69

63,193.16

65,720.89

67,616.69

65,404.92

68,021.12

69,983.27

67,694.10

70,401.86

72,432.68

Salary

58,526.34

60,867.40

60,282.13

62,693.42

62,090.60

64,574.22

66,436.94

64,263.77

66,834.32

68,762.23

66,513.00

69,173.52

71,168.91

Total Comp

62,623.19

65,128.12

64,501.88

67,081.96

66,436.94

69,094.42

71,087.53

68,762.23

71,512.72

73,575.59

71,168.91

74,015.67

76,150.74

Salary

60,282.13

62,693.42

62,090.60

64,574.22

63,953.32

66,511.45

68,430.05

66,191.68

68,839.35

70,825.10

68,508.39

71,248.73

73,303.98

Total Comp

64,501.88

67,081.96

66,436.94

69,094.42

68,430.05

71,167.25

73,220.15

70,825.10

73,658.10

75,782.86

73,303.98

76,236.14

78,435.26

Salary

62,090.60

64,574.22

63,953.32

66,511.45

65,871.92

68,506.79

70,482.95

68,177.43

70,904.53

72,949.85

70,563.64

73,386.19

75,503.10

Total Comp

66,436.94

69,094.42

68,430.05

71,167.25

70,482.95

73,302.27

75,416.76

72,949.85

75,867.85

78,056.34

75,503.10

78,523.22

80,788.32

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

305

1G. 248-Day Schedule / School Library Assistant, School Counseling Ofﬁce Asst

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Lane 1

G06/NG6

Lane 2

GC6/NC6

Lane 3

G51/N51

Salary

44,529.82

46,311.01

45,865.71

47,700.34

47,241.68

49,131.35

50,548.60

48,895.14

50,850.95

52,317.80

50,606.47

52,630.73

54,148.93

Total Comp

47,646.91

49,552.78

49,076.31

51,039.37

50,548.60

52,570.55

54,087.00

52,317.80

54,410.52

55,980.05

54,148.93

56,314.88

57,939.35

Salary

46,815.58

48,688.21

48,220.05

50,148.85

49,666.65

51,653.32

53,143.32

51,404.99

53,461.19

55,003.34

53,204.16

55,332.33

56,928.45

Total Comp

50,092.68

52,096.38

51,595.46

53,659.27

53,143.32

55,269.05

56,863.35

55,003.34

57,203.47

58,853.57

56,928.45

59,205.59

60,913.44

Salary

49,218.68

51,187.43

50,695.24

52,723.05

52,216.10

54,304.74

55,871.23

54,043.66

56,205.41

57,826.72

55,935.19

58,172.60

59,850.65

Total Comp

52,663.99

54,770.55

54,243.91

56,413.66

55,871.23

58,106.07

59,782.21

57,826.72

60,139.79

61,874.59

59,850.65

62,244.68

64,040.20

Salary

51,745.13

53,814.94

53,297.49

55,429.38

54,896.41

57,092.27

58,739.16

56,817.78

59,090.50

60,795.03

58,806.41

61,158.66

62,922.86

Total Comp

55,367.29

57,581.98

57,028.31

59,309.44

58,739.16

61,088.73

62,850.90

60,795.03

63,226.83

65,050.68

62,922.86

65,439.77

67,327.46

Salary

54,401.27

56,577.32

56,033.31

58,274.64

57,714.30

60,022.88

61,754.31

59,734.31

62,123.68

63,915.71

61,825.01

64,298.01

66,152.76

Total Comp

58,209.36

60,537.73

59,955.64

62,353.86

61,754.31

64,224.48

66,077.11

63,915.71

66,472.34

68,389.81

66,152.76

68,798.87

70,783.45

Salary

57,193.75

59,481.50

58,909.56

61,265.94

60,676.85

63,103.92

64,924.22

62,800.53

65,312.56

67,196.57

64,998.55

67,598.50

69,548.45

Total Comp

61,197.31

63,645.20

63,033.23

65,554.56

64,924.22

67,521.19

69,468.92

67,196.57

69,884.44

71,900.33

69,548.45

72,330.39

74,416.84

Salary

60,129.57

62,534.75

61,933.45

64,410.79

63,791.46

66,343.11

68,256.86

66,024.16

68,665.12

70,645.85

68,335.00

71,068.40

73,118.45

Total Comp

64,338.64

66,912.18

66,268.79

68,919.55

68,256.86

70,987.13

73,034.84

70,645.85

73,471.68

75,591.06

73,118.45

76,043.19

78,236.74

Salary

63,216.08

65,744.73

65,112.57

67,717.07

67,065.94

69,748.58

71,760.56

69,413.25

72,189.78

74,272.18

71,842.72

74,716.42

76,871.71

Total Comp

67,641.21

70,346.86

69,670.45

72,457.26

71,760.56

74,630.98

76,783.80

74,272.18

77,243.07

79,471.23

76,871.71

79,946.57

82,252.73

Salary

65,112.57

67,717.07

67,065.94

69,748.58

69,077.92

71,841.04

73,913.38

71,495.65

74,355.48

76,500.34

73,998.00

76,957.92

79,177.86

Total Comp

69,670.45

72,457.26

71,760.56

74,630.98

73,913.38

76,869.91

79,087.31

76,500.34

79,560.36

81,855.37

79,177.86

82,344.97

84,720.31

Salary

67,065.94

69,748.58

69,077.92

71,841.04

71,150.26

73,996.27

76,130.78

73,640.52

76,586.14

78,795.36

76,217.94

79,266.65

81,553.19

Total Comp

71,760.56

74,630.98

73,913.38

76,869.91

76,130.78

79,176.01

81,459.93

78,795.36

81,947.17

84,311.03

81,553.19

84,815.32

87,261.92

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

306

1G. 248-Day Schedule / School Social Svc Assistant, School Assistant, School Assistant-Bilingual/Spnish

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Lane 1

GA1/NA1

Lane 2

GA2/NA2

Lane 3

G49/N49

Salary

36,228.65

37,677.79

37,315.51

38,808.13

38,434.97

39,972.37

41,125.42

39,780.20

41,371.40

42,564.81

41,172.50

42,819.40

44,054.58

Total Comp

38,764.65

40,315.24

39,927.59

41,524.70

41,125.42

42,770.44

44,004.20

42,564.81

44,267.40

45,544.35

44,054.58

45,816.76

47,138.40

Salary

38,088.31

39,611.84

39,230.95

40,800.19

40,407.88

42,024.20

43,236.44

41,822.16

43,495.05

44,749.71

43,285.93

45,017.37

46,315.95

Total Comp

40,754.49

42,384.67

41,977.12

43,656.21

43,236.44

44,965.89

46,262.99

44,749.71

46,539.70

47,882.19

46,315.95

48,168.59

49,558.07

Salary

40,043.42

41,645.16

41,244.72

42,894.51

42,482.07

44,181.35

45,455.81

43,968.94

45,727.70

47,046.76

45,507.85

47,328.16

48,693.40

Total Comp

42,846.46

44,560.32

44,131.85

45,897.13

45,455.81

47,274.04

48,637.72

47,046.76

48,928.63

50,340.04

48,693.40

50,641.14

52,101.94

Salary

42,098.90

43,782.85

43,361.86

45,096.34

44,662.72

46,449.23

47,789.11

46,225.91

48,074.95

49,461.73

47,843.82

49,757.57

51,192.89

Total Comp

45,045.82

46,847.65

46,397.19

48,253.08

47,789.11

49,700.67

51,134.35

49,461.73

51,440.20

52,924.05

51,192.89

53,240.60

54,776.39

Salary

44,259.88

46,030.27

45,587.68

47,411.18

46,955.31

48,833.52

50,242.18

48,598.74

50,542.69

52,000.65

50,299.70

52,311.69

53,820.68

Total Comp

47,358.07

49,252.39

48,778.81

50,729.97

50,242.18

52,251.86

53,759.13

52,000.65

54,080.68

55,640.70

53,820.68

55,973.50

57,588.12

Salary

46,531.79

48,393.06

47,927.74

49,844.85

49,365.57

51,340.20

52,821.16

51,093.37

53,137.10

54,669.91

52,881.64

54,996.90

56,583.35

Total Comp

49,789.01

51,780.57

51,282.68

53,333.99

52,821.16

54,934.01

56,518.65

54,669.91

56,856.70

58,496.80

56,583.35

58,846.69

60,544.19

Salary

48,920.32

50,877.13

50,387.93

52,403.44

51,899.57

53,975.55

55,532.54

53,716.05

55,864.69

57,476.17

55,596.11

57,819.96

59,487.84

Total Comp

52,344.74

54,438.53

53,915.08

56,071.69

55,532.54

57,753.84

59,419.81

57,476.17

59,775.22

61,499.51

59,487.84

61,867.35

63,651.99

Salary

51,431.45

53,488.71

52,974.40

55,093.37

54,563.63

56,746.17

58,383.08

56,473.36

58,732.29

60,426.49

58,449.92

60,787.92

62,541.42

Total Comp

55,031.66

57,232.92

56,682.60

58,949.91

58,383.08

60,718.41

62,469.90

60,426.49

62,843.55

64,656.35

62,541.42

65,043.07

66,919.32

Salary

52,974.40

55,093.37

54,563.63

56,746.17

56,200.54

58,448.56

60,134.58

58,167.56

60,494.26

62,239.29

60,203.42

62,611.56

64,417.66

Total Comp

56,682.60

58,949.91

58,383.08

60,718.41

60,134.58

62,539.96

64,344.00

62,239.29

64,728.86

66,596.04

64,417.66

66,994.37

68,926.90

Salary

54,563.63

56,746.17

56,200.54

58,448.56

57,886.55

60,202.02

61,938.61

59,912.58

62,309.09

64,106.46

62,009.52

64,489.90

66,350.19

Total Comp

58,383.08

60,718.41

60,134.58

62,539.96

61,938.61

64,416.16

66,274.32

64,106.46

66,670.72

68,593.92

66,350.19

69,004.20

70,994.70

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

307

1G. 248-Day Schedule / Parent Advocate, Parent Advocate-Bilingual

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Salary

43,486.51

45,225.97

44,791.10

46,582.75

46,134.84

47,980.23

49,364.27

47,749.55

49,659.54

51,092.02

49,420.79

51,397.62

52,880.24

Total Comp

46,530.56

48,391.79

47,926.48

49,843.54

49,364.27

51,338.85

52,819.77

51,092.02

53,135.70

54,668.47

52,880.24

54,995.45

56,581.86

Salary

45,718.72

47,547.47

47,090.28

48,973.89

48,502.99

50,443.11

51,898.20

50,200.59

52,208.62

53,714.63

51,957.61

54,035.92

55,594.65

Total Comp

48,919.03

50,875.79

50,386.60

52,402.06

51,898.20

53,974.13

55,531.07

53,714.63

55,863.22

57,474.66

55,594.65

57,818.43

59,486.27

Salary

48,065.51

49,988.13

49,507.48

51,487.78

50,992.70

53,032.41

54,562.19

52,777.45

54,888.54

56,471.87

54,624.66

56,809.64

58,448.38

Total Comp

51,430.10

53,487.30

52,973.00

55,091.92

54,562.19

56,744.68

58,381.54

56,471.87

58,730.74

60,424.90

58,448.38

60,786.32

62,539.77

Salary

50,532.77

52,554.08

52,048.75

54,130.70

53,610.22

55,754.62

57,362.93

55,486.57

57,706.04

59,370.63

57,428.60

59,725.75

61,448.60

Total Comp

54,070.06

56,232.87

55,692.17

57,919.85

57,362.93

59,657.45

61,378.34

59,370.63

61,745.46

63,526.58

61,448.60

63,906.55

65,750.01

Salary

53,126.67

55,251.74

54,720.47

56,909.29

56,362.09

58,616.57

60,307.43

58,334.76

60,668.15

62,418.19

60,376.48

62,791.54

64,602.83

Total Comp

56,845.54

59,119.36

58,550.91

60,892.94

60,307.43

62,719.73

64,528.95

62,418.19

64,914.92

66,787.47

64,602.83

67,186.94

69,125.03

Salary

55,853.73

58,087.87

57,529.34

59,830.51

59,255.22

61,625.43

63,403.08

61,329.15

63,782.32

65,622.19

63,475.67

66,014.70

67,918.97

Total Comp

59,763.49

62,154.03

61,556.39

64,018.65

63,403.08

65,939.21

67,841.30

65,622.19

68,247.08

70,215.74

67,918.97

70,635.73

72,673.30

Salary

58,720.76

61,069.59

60,482.38

62,901.68

62,296.85

64,788.73

66,657.63

64,477.24

67,056.33

68,990.65

66,733.95

69,403.31

71,405.32

Total Comp

62,831.21

65,344.46

64,716.15

67,304.80

66,657.63

69,323.94

71,323.67

68,990.65

71,750.28

73,820.00

71,405.32

74,261.54

76,403.70

Salary

61,734.96

64,204.36

63,587.01

66,130.49

65,494.62

68,114.41

70,079.25

67,786.93

70,498.41

72,532.02

70,159.48

72,965.86

75,070.64

Total Comp

66,056.41

68,698.67

68,038.10

70,759.63

70,079.25

72,882.42

74,984.79

72,532.02

75,433.30

77,609.26

75,070.64

78,073.47

80,325.59

Salary

63,587.01

66,130.49

65,494.62

68,114.41

67,459.46

70,157.84

72,181.62

69,820.54

72,613.36

74,707.98

72,264.26

75,154.83

77,322.76

Total Comp

68,038.10

70,759.63

70,079.25

72,882.42

72,181.62

75,068.89

77,234.34

74,707.98

77,696.30

79,937.54

77,322.76

80,415.67

82,735.35

Salary

65,494.62

68,114.41

67,459.46

70,157.84

69,483.25

72,262.58

74,347.07

71,915.16

74,791.77

76,949.22

74,432.19

77,409.48

79,642.44

Total Comp

70,079.25

72,882.42

72,181.62

75,068.89

74,347.07

77,320.96

79,551.37

76,949.22

80,027.19

82,335.67

79,642.44

82,828.14

85,217.41

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

308

1G. 248-Day Schedule / Special Education Support Clrk

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Salary

54,017.67

56,178.38

55,638.20

57,863.73

57,307.35

59,599.64

61,318.87

59,313.11

61,685.63

63,465.03

61,389.07

63,844.63

65,686.30

Total Comp

57,798.91

60,110.87

59,532.88

61,914.19

61,318.87

63,771.62

65,611.19

63,465.03

66,003.63

67,907.58

65,686.30

68,313.75

70,284.34

Salary

56,790.46

59,062.08

58,494.18

60,833.94

60,249.00

62,658.96

64,466.43

62,357.72

64,852.03

66,722.76

64,540.24

67,121.85

69,058.05

Total Comp

60,765.79

63,196.43

62,588.77

65,092.32

64,466.43

67,045.09

68,979.08

66,722.76

69,391.67

71,393.35

69,058.05

71,820.38

73,892.12

Salary

59,705.58

62,093.80

61,496.75

63,956.62

63,341.65

65,875.32

67,775.57

65,558.61

68,180.95

70,147.71

67,853.16

70,567.29

72,602.88

Total Comp

63,884.97

66,440.37

65,801.52

68,433.58

67,775.57

70,486.59

72,519.86

70,147.71

72,953.62

75,058.05

72,602.88

75,507.00

77,685.08

Salary

62,770.34

65,281.15

64,653.45

67,239.58

66,593.05

69,256.77

71,254.56

68,923.81

71,680.76

73,748.47

71,336.14

74,189.58

76,329.67

Total Comp

67,164.26

69,850.83

69,179.19

71,946.35

71,254.56

74,104.75

76,242.38

73,748.47

76,698.41

78,910.87

76,329.67

79,382.86

81,672.75

Salary

65,992.41

68,632.10

67,972.18

70,691.07

70,011.35

72,811.80

74,912.14

72,461.74

75,360.21

77,534.06

74,997.90

77,997.82

80,247.76

Total Comp

70,611.88

73,436.35

72,730.23

75,639.44

74,912.14

77,908.63

80,155.99

77,534.06

80,635.43

82,961.45

80,247.76

83,457.67

85,865.10

Salary

69,379.87

72,155.07

71,461.27

74,319.72

73,605.11

76,549.31

78,757.46

76,181.29

79,228.54

81,513.98

78,847.63

82,001.54

84,366.97

Total Comp

74,236.46

77,205.92

76,463.56

79,522.10

78,757.46

81,907.76

84,270.49

81,513.98

84,774.54

87,219.95

84,366.97

87,741.64

90,272.65

Salary

72,941.22

75,858.87

75,129.46

78,134.64

77,383.34

80,478.67

82,800.17

80,091.76

83,295.43

85,698.18

82,894.97

86,210.77

88,697.62

Total Comp

78,047.11

81,168.99

80,388.52

83,604.06

82,800.17

86,112.18

88,596.19

85,698.18

89,126.11

91,697.05

88,697.62

92,245.52

94,906.45

Salary

76,685.38

79,752.79

78,985.94

82,145.37

81,355.51

84,609.74

87,050.40

84,202.96

87,571.08

90,097.16

87,150.06

90,636.06

93,250.57

Total Comp

82,053.35

85,335.49

84,514.95

87,895.55

87,050.40

90,532.42

93,143.93

90,097.16

93,701.05

96,403.97

93,250.57

96,980.59

99,778.11

Salary

78,985.94

82,145.37

81,355.51

84,609.74

83,796.18

87,148.03

89,661.91

86,729.05

90,198.21

92,800.08

89,764.56

93,355.15

96,048.08

Total Comp

84,514.95

87,895.55

87,050.40

90,532.42

89,661.91

93,248.39

95,938.25

92,800.08

96,512.08

99,296.09

96,048.08

99,890.01

102,771.45

Salary

81,355.51

84,609.74

83,796.18

87,148.03

86,310.07

89,762.47

92,351.77

89,330.92

92,904.15

95,584.08

92,457.50

96,155.80

98,929.53

Total Comp

87,050.40

90,532.42

89,661.91

93,248.39

92,351.77

96,045.84

98,816.39

95,584.08

99,407.45

102,274.97

98,929.53

102,886.71

105,854.59

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

309

1G. 248-Day Schedule (48.2wk) / School Clerk, School Clerk Bilin Spanish, Interpreter Clerk, STLS Advocate

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Salary

54,668.63

56,855.38

56,308.69

58,561.04

57,997.95

60,317.87

62,057.81

60,027.88

62,429.00

64,229.83

62,128.86

64,614.01

66,477.88

Total Comp

58,495.44

60,835.26

60,250.30

62,660.31

62,057.81

64,540.12

66,401.86

64,229.83

66,799.03

68,725.92

66,477.88

69,136.99

71,131.33

Salary

57,474.84

59,773.83

59,199.08

61,567.04

60,975.05

63,414.06

65,243.31

63,109.18

65,633.55

67,526.82

65,318.00

67,930.72

69,890.26

Total Comp

61,498.07

63,958.00

63,343.02

65,876.74

65,243.31

67,853.04

69,810.34

67,526.82

70,227.90

72,253.70

69,890.26

72,685.87

74,782.58

Salary

60,425.08

62,842.09

62,237.84

64,727.35

64,104.97

66,669.17

68,592.32

66,348.65

69,002.59

70,993.05

68,670.85

71,417.68

73,477.81

Total Comp

64,654.84

67,241.03

66,594.49

69,258.27

68,592.32

71,336.01

73,393.78

70,993.05

73,832.77

75,962.57

73,477.81

76,416.92

78,621.25

Salary

63,526.77

66,067.84

65,432.58

68,049.88

67,395.55

70,091.38

72,113.24

69,754.40

72,544.57

74,637.21

72,195.80

75,083.63

77,249.51

Total Comp 67,973.65 70,692.59 70,012.86 72,813.37 72,113.24 74,997.77 77,161.17 74,637.21 77,622.69 79,861.81 77,249.51 80,339.49 82,656.97

Salary

66,787.67

69,459.18

68,791.30

71,542.96

70,855.04

73,689.24

75,814.90

73,334.97

76,268.37

78,468.42

75,901.69

78,937.76

81,214.81

Total Comp

71,462.81

74,321.32

73,606.69

76,550.96

75,814.90

78,847.49

81,121.94

78,468.42

81,607.15

83,961.21

81,214.81

84,463.40

86,899.85

Salary 70,215.96 73,024.60 72,322.44 75,215.34 74,492.11 77,471.80 79,706.56 77,099.34 80,183.31 82,496.29 79,797.81 82,989.73 85,383.66

Total Comp

75,131.08

78,136.32

77,385.01

80,480.41

79,706.56

82,894.82

85,286.02

82,496.29

85,796.14

88,271.03

85,383.66

88,799.01

91,360.52

Salary

73,820.22

76,773.03

76,034.83

79,076.22

78,315.88

81,448.51

83,797.99

81,056.93

84,299.21

86,730.92

83,893.92

87,249.68

89,766.50

Total Comp

78,987.64

82,147.15

81,357.27

84,611.56

83,797.99

87,149.91

89,663.85

86,730.92

90,200.15

92,802.08

89,766.50

93,357.16

96,050.15

Salary

77,609.50

80,713.88

79,937.79

83,135.30

82,335.92

85,629.36

88,099.43

85,217.68

88,626.38

91,182.91

88,200.29

91,728.31

94,374.32

Total Comp 83,042.17 86,363.85 85,533.43 88,954.77 88,099.43 91,623.41 94,266.39 91,182.91 94,830.23 97,565.72 94,374.32 98,149.29 100,980.52

Salary

79,937.79

83,135.30

82,335.92

85,629.36

84,806.00

88,198.24

90,742.42

87,774.21

91,285.17

93,918.40

90,846.30

94,480.16

97,205.54

Total Comp

85,533.43

88,954.77

88,099.43

91,623.41

90,742.42

94,372.11

97,094.39

93,918.40

97,675.14

100,492.69

97,205.54

101,093.77

104,009.93

Salary 82,335.92 85,629.36 84,806.00 88,198.24 87,350.18 90,844.18 93,464.69 90,407.43 94,023.73 96,735.95 93,571.69 97,314.56 100,121.71

Total Comp

88,099.43

91,623.41

90,742.42

94,372.11

93,464.69

97,203.28

100,007.22

96,735.95

100,605.39

103,507.47

100,121.71

104,126.58

107,130.23

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

310

1H. 52-Week Schedule / Teacher Assistant, Teacher Assistant Bilingual, Teacher Asst Bil Spanish

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Lane 1

GB1/NB1

Lane 2

GB2/NB2

Lane 3

G54/N54

Salary

37,065.48

38,548.10

38,177.45

39,704.54

39,322.77

40,895.68

42,075.36

40,699.07

42,327.03

43,548.00

42,123.53

43,808.48

45,072.18

Total Comp 39,660.07 41,246.47 40,849.87 42,483.86 42,075.36 43,758.38 45,020.64 43,548.00 45,289.92 46,596.36 45,072.18 46,875.07 48,227.23

Salary

38,968.10

40,526.82

40,137.14

41,742.62

41,341.25

42,994.90

44,235.14

42,788.20

44,499.72

45,783.37

44,285.78

46,057.21

47,385.79

Total Comp

41,695.86

43,363.70

42,946.74

44,664.61

44,235.14

46,004.55

47,331.60

45,783.37

47,614.70

48,988.21

47,385.79

49,281.22

50,702.79

Salary

40,968.37

42,607.11

42,197.42

43,885.32

43,463.35

45,201.88

46,505.78

44,984.56

46,783.95

48,133.48

46,559.02

48,421.38

49,818.15

Total Comp 43,836.16 45,589.60 45,151.24 46,957.29 46,505.78 48,366.01 49,761.18 48,133.48 50,058.82 51,502.83 49,818.15 51,810.88 53,305.42

Salary

43,071.32

44,794.18

44,363.46

46,138.00

45,694.37

47,522.14

48,892.97

47,293.67

49,185.42

50,604.23

48,948.95

50,906.91

52,375.38

Total Comp

46,086.32

47,929.77

47,468.91

49,367.66

48,892.97

50,848.69

52,315.48

50,604.23

52,628.40

54,146.52

52,375.38

54,470.39

56,041.65

Salary

45,282.22

47,093.51

46,640.69

48,506.32

48,039.91

49,961.51

51,402.71

49,721.31

51,710.16

53,201.80

51,461.55

53,520.02

55,063.86

Total Comp 48,451.98 50,390.06 49,905.54 51,901.76 51,402.71 53,458.81 55,000.90 53,201.80 55,329.87 56,925.93 55,063.86 57,266.42 58,918.33

Salary

47,606.61

49,510.88

49,034.81

50,996.20

50,505.85

52,526.09

54,041.26

52,273.56

54,364.50

55,932.71

54,103.13

56,267.26

57,890.35

Total Comp

50,939.07

52,976.64

52,467.25

54,565.94

54,041.26

56,202.92

57,824.15

55,932.71

58,170.02

59,848.00

57,890.35

60,205.97

61,942.68

Salary

50,050.31

52,052.33

51,551.82

53,613.90

53,098.38

55,222.31

56,815.26

54,956.82

57,155.09

58,803.80

56,880.31

59,155.52

60,861.93

Total Comp 53,553.84 55,695.99 55,160.45 57,366.87 56,815.26 59,087.87 60,792.33 58,803.80 61,155.95 62,920.06 60,861.93 63,296.41 65,122.27

Salary

52,619.45

54,724.23

54,198.04

56,365.96

55,823.98

58,056.94

59,731.66

57,777.82

60,088.93

61,822.26

59,800.04

62,192.04

63,986.04

Total Comp

56,302.81

58,554.93

57,991.90

60,311.57

59,731.66

62,120.92

63,912.87

61,822.26

64,295.15

66,149.82

63,986.04

66,545.48

68,465.07

Salary

54,198.04

56,365.96

55,823.98

58,056.94

57,498.70

59,798.64

61,523.61

59,511.15

61,891.60

63,676.93

61,594.04

64,057.80

65,905.62

Total Comp

57,991.90

60,311.57

59,731.66

62,120.92

61,523.61

63,984.55

65,830.26

63,676.93

66,224.01

68,134.32

65,905.62

68,541.85

70,519.02

Salary

55,823.98

58,056.94

57,498.70

59,798.64

59,223.66

61,592.60

63,369.31

61,296.49

63,748.34

65,587.24

63,441.86

65,979.54

67,882.79

Total Comp

59,731.66

62,120.92

61,523.61

63,984.55

63,369.31

65,904.09

67,805.17

65,587.24

68,210.73

70,178.35

67,882.79

70,598.10

72,634.59

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

311

1H. 52-Week Schedule /

Hospital Licensed Prac Nurse, Audio & Vision Screen Tech, Family Engagement Coordinator, Comprehensive Service Coord, Attendance Coordinator

Step

2019-20 2020-21 2021-22 2022-23 2023-24

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Lane 1

G08/NG8

Lane 2

G37/N37

Lane 3

G40/N40

Salary

49,993.89

51,993.64

51,493.71

53,553.45

53,038.52

55,160.06

56,751.21

54,894.86

57,090.66

58,737.50

56,816.18

59,088.83

60,793.32

Total Comp 53,493.46 55,633.20 55,098.26 57,302.19 56,751.21 59,021.26 60,723.80 58,737.50 61,087.00 62,849.13 60,793.32 63,225.05 65,048.85

Salary

52,560.13

54,662.54

54,136.94

56,302.41

55,761.04

57,991.48

59,664.32

57,712.68

60,021.19

61,752.57

59,732.62

62,121.93

63,913.91

Total Comp

56,239.34

58,488.91

57,926.52

60,243.58

59,664.32

62,050.89

63,840.82

61,752.57

64,222.67

66,075.25

63,913.91

66,470.46

68,387.88

Salary

55,258.10

57,468.43

56,915.85

59,192.48

58,623.32

60,968.25

62,726.95

60,675.14

63,102.14

64,922.40

62,798.77

65,310.72

67,194.68

Total Comp 59,126.17 61,491.22 60,899.95 63,335.95 62,726.95 65,236.03 67,117.84 64,922.40 67,519.29 69,466.96 67,194.68 69,882.47 71,898.31

Salary 58,094.56 60,418.35 59,837.40 62,230.90 61,632.52 64,097.82 65,946.80 63,789.66 66,341.25 68,254.94 66,022.30 68,663.19 70,643.86

Total Comp

62,161.18

64,647.63

64,026.02

66,587.06

65,946.80

68,584.67

70,563.07

68,254.94

70,985.13

73,032.78

70,643.86

73,469.61

75,588.93

Salary

61,076.62

63,519.69

62,908.92

65,425.28

64,796.19

67,388.04

69,331.92

67,064.06

69,746.62

71,758.54

69,411.30

72,187.75

74,270.09

Total Comp

65,351.99

67,966.07

67,312.55

70,005.05

69,331.92

72,105.20

74,185.16

71,758.54

74,628.88

76,781.64

74,270.09

77,240.89

79,468.99

Salary 64,211.75 66,780.22 66,138.11 68,783.63 68,122.25 70,847.14 72,890.81 70,506.53 73,326.79 75,441.99 72,974.26 75,893.23 78,082.46

Total Comp

68,706.58

71,454.84

70,767.77

73,598.49

72,890.81

75,806.44

77,993.16

75,441.99

78,459.67

80,722.93

78,082.46

81,205.75

83,548.23

Salary

67,507.82

70,208.13

69,533.05

72,314.37

71,619.04

74,483.80

76,632.38

74,125.71

77,090.74

79,314.51

76,720.11

79,788.91

82,090.52

Total Comp

72,233.36

75,122.70

74,400.36

77,376.38

76,632.38

79,697.67

81,996.64

79,314.51

82,487.09

84,866.52

82,090.52

85,374.14

87,836.85

Salary

70,973.07

73,811.99

73,102.26

76,026.35

75,295.33

78,307.14

80,566.00

77,930.67

81,047.89

83,385.81

80,658.24

83,884.57

86,304.32

Total Comp 75,941.18 78,978.83 78,219.42 81,348.20 80,566.00 83,788.64 86,205.62 83,385.81 86,721.24 89,222.82 86,304.32 89,756.49 92,345.62

Salary

73,102.26

76,026.35

75,295.33

78,307.14

77,554.19

80,656.36

82,982.98

80,268.59

83,479.33

85,887.39

83,077.99

86,401.11

88,893.44

Total Comp

78,219.42

81,348.20

80,566.00

83,788.64

82,982.98

86,302.30

88,791.79

85,887.39

89,322.88

91,899.50

88,893.44

92,449.18

95,115.99

Salary

75,295.33

78,307.14

77,554.19

80,656.36

79,880.81

83,076.05

85,472.47

82,676.64

85,983.71

88,464.01

85,570.33

88,993.14

91,560.25

Total Comp

80,566.00

83,788.64

82,982.98

86,302.30

85,472.47

88,891.37

91,455.54

88,464.01

92,002.57

94,656.49

91,560.25

95,222.66

97,969.47

2

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

312

1H. 52-Week Schedule / School Clerk, School Clerk Bilin Spanish, Interpreter Clerk, STLS Advocate

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Lane 1

SC9/NC9

Lane 2

G31/N31

Lane 3

G47/N47

Salary 55,836.86 58,070.34 57,511.97 59,812.45 59,237.33 61,606.82 63,383.94 61,310.63 63,763.06 65,602.38 63,456.50 65,994.76 67,898.46

Total Comp

59,745.44

62,135.26

61,537.80

63,999.32

63,383.94

65,919.30

67,820.81

65,602.38

68,226.47

70,194.54

67,898.46

70,614.40

72,651.35

Salary

58,703.03

61,051.15

60,464.12

62,882.69

62,278.04

64,769.17

66,637.51

64,457.78

67,036.09

68,969.82

66,713.80

69,382.35

71,383.76

Total Comp

62,812.24

65,324.73

64,696.61

67,284.47

66,637.51

69,303.01

71,302.13

68,969.82

71,728.61

73,797.71

71,383.76

74,239.11

76,380.63

Salary

61,716.32

64,184.98

63,567.81

66,110.52

65,474.85

68,093.84

70,058.09

67,766.47

70,477.12

72,510.12

70,138.29

72,943.82

75,047.97

Total Comp 66,036.47 68,677.92 68,017.56 70,738.26 70,058.09 72,860.41 74,962.15 72,510.12 75,410.52 77,585.83 75,047.97 78,049.89 80,301.33

Salary

64,884.29

67,479.66

66,830.82

69,504.05

68,835.74

71,589.17

73,654.25

71,245.00

74,094.80

76,232.15

73,738.57

76,688.11

78,900.27

Total Comp

69,426.19

72,203.24

71,508.98

74,369.34

73,654.25

76,600.42

78,810.04

76,232.15

79,281.43

81,568.40

78,900.27

82,056.28

84,423.29

Salary 68,214.88 70,943.47 70,261.32 73,071.77 72,369.16 75,263.93 77,435.00 74,902.08 77,898.16 80,145.23 77,523.65 80,624.60 82,950.31

Total Comp

72,989.92

75,909.51

75,179.61

78,186.80

77,435.00

80,532.40

82,855.45

80,145.23

83,351.04

85,755.39

82,950.31

86,268.32

88,756.83

Salary

71,716.42

74,585.08

73,867.91

76,822.63

76,083.95

79,127.31

81,409.83

78,746.89

81,896.77

84,259.17

81,503.03

84,763.15

87,208.24

Total Comp

76,736.57

79,806.03

79,038.67

82,200.22

81,409.83

84,666.22

87,108.52

84,259.17

87,629.54

90,157.31

87,208.24

90,696.57

93,312.82

Salary

75,397.71

78,413.61

77,659.64

80,766.02

79,989.43

83,189.00

85,588.69

82,789.06

86,100.62

88,584.29

85,686.67

89,114.14

91,684.74

Total Comp

80,675.55

83,902.57

83,095.81

86,419.65

85,588.69

89,012.23

91,579.90

88,584.29

92,127.66

94,785.19

91,684.74

95,352.13

98,102.67

Salary

79,267.96

82,438.67

81,645.99

84,911.83

84,095.37

87,459.19

89,982.05

87,038.71

90,520.26

93,131.42

90,085.07

93,688.47

96,391.02

Total Comp

84,816.71

88,209.38

87,361.21

90,855.66

89,982.05

93,581.33

96,280.79

93,131.42

96,856.68

99,650.62

96,391.02

100,246.66

103,138.39

Salary 81,645.99 84,911.83 84,095.37 87,459.19 86,618.24 90,082.97 92,681.51 89,649.87 93,235.87 95,925.37 92,787.62 96,499.12 99,282.75

Total Comp

87,361.21

90,855.66

89,982.05

93,581.33

92,681.51

96,388.77

99,169.22

95,925.37

99,762.38

102,640.14

99,282.75

103,254.06

106,232.55

Salary

84,095.37

87,459.19

86,618.24

90,082.97

89,216.78

92,785.45

95,461.96

92,339.37

96,032.95

98,803.13

95,571.25

99,394.10

102,261.24

Total Comp

89,982.05

93,581.33

92,681.51

96,388.77

95,461.96

99,280.44

102,144.29

98,803.13

102,755.25

105,719.35

102,261.24

106,351.69

109,419.52

3

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

313

1H. 52-Week Schedule / Student Special Needs Prm Asst

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Lane 1

GA7/NA7

Lane 2

G28/N28

Lane 3

G53/N53

Salary 42,603.81 44,307.96 43,881.92 45,637.20 45,198.38 47,006.31 48,362.26 46,780.32 48,651.53 50,054.94 48,417.63 50,354.34 51,806.87

Total Comp

45,586.07

47,409.51

46,953.65

48,831.80

48,362.26

50,296.75

51,747.62

50,054.94

52,057.14

53,558.79

51,806.87

53,879.14

55,433.35

Salary

44,790.71

46,582.34

46,134.43

47,979.81

47,518.46

49,419.20

50,844.75

49,181.61

51,148.87

52,624.32

50,902.96

52,939.08

54,466.17

Total Comp

47,926.06

49,843.10

49,363.84

51,338.39

50,844.75

52,878.54

54,403.89

52,624.32

54,729.29

56,308.02

54,466.17

56,644.82

58,278.80

Salary

47,089.86

48,973.46

48,502.56

50,442.66

49,957.64

51,955.94

53,454.67

51,706.15

53,774.40

55,325.59

53,515.87

55,656.50

57,261.98

Total Comp 50,386.15 52,401.60 51,897.74 53,973.65 53,454.67 55,592.86 57,196.50 55,325.59 57,538.61 59,198.38 57,261.98 59,552.46 61,270.32

Salary

49,507.04

51,487.32

50,992.25

53,031.94

52,522.02

54,622.90

56,198.56

54,360.29

56,534.70

58,165.51

56,262.90

58,513.42

60,201.30

Total Comp

52,972.53

55,091.43

54,561.71

56,744.18

56,198.56

58,446.50

60,132.46

58,165.51

60,492.13

62,237.10

60,201.30

62,609.36

64,415.39

Salary

52,048.29

54,130.22

53,609.74

55,754.13

55,218.03

57,426.76

59,083.30

57,150.66

59,436.69

61,151.21

59,150.94

61,516.98

63,291.50

Total Comp

55,691.67

57,919.34

57,362.42

59,656.92

59,083.30

61,446.63

63,219.13

61,151.21

63,597.26

65,431.80

63,291.50

65,823.16

67,721.91

Salary 54,719.99 56,908.79 56,361.59 58,616.05 58,052.44 60,374.54 62,116.11 60,084.27 62,487.64 64,290.17 62,187.22 64,674.71 66,540.33

Total Comp

58,550.39

60,892.41

60,306.90

62,719.18

62,116.11

64,600.75

66,464.24

64,290.17

66,861.78

68,790.48

66,540.33

69,201.94

71,198.15

Salary

57,528.83

59,829.98

59,254.69

61,624.88

61,032.33

63,473.63

65,304.60

63,168.47

65,695.21

67,590.26

65,379.36

67,994.54

69,955.92

Total Comp

61,555.85

64,018.08

63,402.52

65,938.62

65,304.60

67,916.78

69,875.92

67,590.26

70,293.87

72,321.58

69,955.92

72,754.16

74,852.83

Salary

60,481.85

62,901.12

62,296.30

64,788.16

64,165.19

66,731.80

68,656.76

66,410.98

69,067.41

71,059.74

68,735.36

71,484.77

73,546.83

Total Comp 64,715.58 67,304.20 66,657.05 69,323.33 68,656.76 71,403.03 73,462.73 71,059.74 73,902.13 76,033.93 73,546.83 76,488.71 78,695.11

Salary

62,296.30

64,788.16

64,165.19

66,731.80

66,090.15

68,733.76

70,716.46

68,403.30

71,139.44

73,191.54

70,797.42

73,629.32

75,753.24

Total Comp

66,657.05

69,323.33

68,656.76

71,403.03

70,716.46

73,545.12

75,666.61

73,191.54

76,119.20

78,314.94

75,753.24

78,783.37

81,055.97

Salary

64,165.19

66,731.80

66,090.15

68,733.76

68,072.85

70,795.77

72,837.95

70,455.40

73,273.62

75,387.28

72,921.34

75,838.20

78,025.84

Total Comp

68,656.76

71,403.03

70,716.46

73,545.12

72,837.95

75,751.47

77,936.61

75,387.28

78,402.77

80,664.39

78,025.84

81,146.87

83,487.65

4

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

314

1H. 52-Week Schedule / Community Relations Rep

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Lane 1

GA8/NA8

Lane 2

G29/N29

Lane 3

G44/N44

Salary 44,663.97 46,450.53 46,003.89 47,844.04 47,384.00 49,279.36 50,700.88 49,042.44 51,004.14 52,475.42 50,758.93 52,789.29 54,312.06

Total Comp

47,790.45

49,702.06

49,224.16

51,193.13

50,700.88

52,728.92

54,249.95

52,475.42

54,574.43

56,148.69

54,312.06

56,484.54

58,113.90

Salary 46,956.62 48,834.89 48,365.32 50,299.93 49,816.28 51,808.93 53,303.42 51,559.85 53,622.24 55,169.04 53,364.44 55,499.02 57,099.95

Total Comp

50,243.58

52,253.33

51,750.89

53,820.93

53,303.42

55,435.56

57,034.66

55,169.04

57,375.80

59,030.87

57,099.95

59,383.95

61,096.95

Salary 49,366.96 51,341.64 50,847.97 52,881.88 52,373.40 54,468.34 56,039.54 54,206.47 56,374.73 58,000.93 56,103.70 58,347.85 60,030.96

Total Comp

52,822.64

54,935.55

54,407.32

56,583.62

56,039.54

58,281.12

59,962.31

58,000.93

60,320.96

62,060.99

60,030.96

62,432.20

64,233.13

Salary

51,901.02

53,977.06

53,458.05

55,596.37

55,061.79

57,264.26

58,916.12

56,988.95

59,268.51

60,978.18

58,983.57

61,342.91

63,112.42

Total Comp

55,534.09

57,755.45

57,200.11

59,488.12

58,916.12

61,272.76

63,040.24

60,978.18

63,417.31

65,246.65

63,112.42

65,636.91

67,530.29

Salary

54,565.16

56,747.76

56,202.11

58,450.20

57,888.17

60,203.70

61,940.35

59,914.26

62,310.83

64,108.26

62,011.26

64,491.71

66,352.05

Total Comp

58,384.72

60,720.11

60,136.26

62,541.71

61,940.35

64,417.96

66,276.17

64,108.26

66,672.59

68,595.84

66,352.05

69,006.13

70,996.69

Salary

57,366.05

59,660.69

59,087.03

61,450.51

60,859.64

63,294.03

65,119.81

62,989.73

65,509.32

67,399.01

65,194.37

67,802.14

69,757.97

Total Comp

61,381.67

63,836.94

63,223.12

65,752.05

65,119.81

67,724.61

69,678.20

67,399.01

70,094.97

72,116.94

69,757.97

72,548.29

74,641.03

Salary

60,310.71

62,723.14

62,120.03

64,604.83

63,983.63

66,542.98

68,462.49

66,223.06

68,871.98

70,858.68

68,540.87

71,282.50

73,338.73

Total Comp

64,532.46

67,113.76

66,468.44

69,127.17

68,462.49

71,200.99

73,254.86

70,858.68

73,693.02

75,818.78

73,338.73

76,272.28

78,472.44

Salary

63,406.53

65,942.79

65,308.72

67,921.07

67,267.99

69,958.71

71,976.75

69,622.37

72,407.26

74,495.93

72,059.15

74,941.51

77,103.29

Total Comp

67,844.99

70,558.79

69,880.34

72,675.55

71,976.75

74,855.82

77,015.12

74,495.93

77,475.77

79,710.65

77,103.29

80,187.42

82,500.52

Salary

65,308.72

67,921.07

67,267.99

69,958.71

69,286.03

72,057.47

74,136.05

71,711.04

74,579.48

76,730.81

74,220.92

77,189.76

79,416.39

Total Comp

69,880.34

72,675.55

71,976.75

74,855.82

74,136.05

77,101.49

79,325.57

76,730.81

79,800.04

82,101.97

79,416.39

82,593.04

84,975.54

Salary

67,267.99

69,958.71

69,286.03

72,057.47

71,364.61

74,219.19

76,360.13

73,862.37

76,816.86

79,032.73

76,447.55

79,505.45

81,798.88

Total Comp

71,976.75

74,855.82

74,136.05

77,101.49

76,360.13

79,414.53

81,705.34

79,032.73

82,194.04

84,565.03

81,798.88

85,070.83

87,524.80

5

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

315

1H. 52-Week Schedule / Community Relations Rep II

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 2

G25/N25

Lane 2

G25/N25

Lane 2

G25/N25

Lane 3

G55/N55

Lane 2

G25/N25

Lane 3

G55/N55

Lane 2

G25/N25

Lane 3

G55/N55

Salary

52,156.48

53,721.17

55,332.81

56,928.95

57,269.46

58,921.46

59,273.89

60,983.71

Total Comp

55,807.43

57,481.65

59,206.10

60,913.97

61,278.32

63,045.96

63,423.06

65,252.57

Salary

54,833.73

56,478.74

58,173.10

59,851.17

60,209.16

61,945.96

62,316.48

64,114.07

Total Comp

58,672.09

60,432.25

62,245.22

64,040.76

64,423.80

66,282.18

66,678.64

68,602.06

Salary

57,648.41

59,377.86

61,159.19

62,923.40

63,299.77

65,125.72

65,515.26

67,405.12

Total Comp 61,683.79 63,534.31 65,440.34 67,328.04 67,730.75 69,684.52 70,101.33 72,123.48

Salary

60,607.56

62,425.79

64,298.56

66,153.33

66,549.01

68,468.70

68,878.23

70,865.10

Total Comp

64,850.09

66,795.60

68,799.46

70,784.06

71,207.45

73,261.51

73,699.71

75,825.66

Salary

63,718.62

65,630.18

67,599.08

69,549.06

69,965.05

71,983.27

72,413.83

74,502.69

Total Comp

68,178.92

70,224.29

72,331.02

74,417.49

74,862.60

77,022.10

77,482.79

79,717.88

Salary 66,989.37 68,999.05 71,069.02 73,119.09 73,556.44 75,678.26 76,130.91 78,326.99

Total Comp

71,678.62

73,828.98

76,043.85

78,237.42

78,705.39

80,975.73

81,460.07

83,809.88

Salary

70,428.01

72,540.85

74,717.07

76,872.37

77,332.17

79,562.91

80,038.80

82,347.61

Total Comp

75,357.97

77,618.71

79,947.27

82,253.44

82,745.42

85,132.31

85,641.51

88,111.94

Salary

74,043.16

76,264.45

78,552.38

80,818.32

81,301.72

83,646.96

84,147.28

86,574.60

Total Comp

79,226.18

81,602.96

84,051.05

86,475.60

86,992.84

89,502.25

90,037.59

92,634.83

Salary

76,264.45

78,552.38

80,908.96

83,242.87

83,740.77

86,156.37

86,671.70

89,171.84

Total Comp 81,602.96 84,051.05 86,572.58 89,069.87 89,602.62 92,187.31 92,738.71 95,413.87

Salary

78,552.38

80,908.96

83,336.22

85,740.15

86,252.99

88,741.06

89,271.85

91,847.00

Total Comp

84,051.05

86,572.58

89,169.76

91,741.96

92,290.70

94,952.93

95,520.88

98,276.29

6

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

316

1H. 52-Week Schedule / Youth Intervention Specialist, College/Career Coach, Student Special Svc Advocate, Gear Up Coach, CTE Academy Coordinator

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Lane 1

G0X/NGX

Lane 2

G24/N24

Lane 3

G43/N43

Salary

52,156.48

54,242.74

53,721.17

55,870.02

55,332.81

57,546.12

59,206.10

57,269.46

59,560.23

61,278.32

59,273.89

61,644.84

63,423.06

Total Comp

55,807.43

58,039.73

57,481.65

59,780.92

59,206.10

61,574.35

63,350.53

61,278.32

63,729.45

65,567.80

63,423.06

65,959.98

67,862.67

Salary 54,833.73 57,027.08 56,478.74 58,737.89 58,173.10 60,500.03 62,245.22 60,209.16 62,617.53 64,423.80 62,316.48 64,809.14 66,678.64

Total Comp

58,672.09

61,018.97

60,432.25

62,849.54

62,245.22

64,735.03

66,602.39

64,423.80

67,000.75

68,933.47

66,678.64

69,345.78

71,346.14

Salary

57,648.41

59,954.34

59,377.86

61,752.97

61,159.19

63,605.56

65,440.34

63,299.77

65,831.76

67,730.75

65,515.26

68,135.87

70,101.33

Total Comp

61,683.79

64,151.15

63,534.31

66,075.68

65,440.34

68,057.95

70,021.16

67,730.75

70,439.98

72,471.90

70,101.33

72,905.38

75,008.42

Salary

60,607.56

63,031.87

62,425.79

64,922.82

64,298.56

66,870.51

68,799.46

66,549.01

69,210.97

71,207.45

68,878.23

71,633.36

73,699.71

Total Comp 64,850.09 67,444.10 66,795.60 69,467.42 68,799.46 71,551.44 73,615.43 71,207.45 74,055.74 76,191.97 73,699.71 76,647.69 78,858.69

Salary

63,718.62

66,267.36

65,630.18

68,255.38

67,599.08

70,303.05

72,331.02

69,965.05

72,763.65

74,862.60

72,413.83

75,310.38

77,482.79

Total Comp

68,178.92

70,906.08

70,224.29

73,033.26

72,331.02

75,224.26

77,394.19

74,862.60

77,857.11

80,102.99

77,482.79

80,582.11

82,906.59

Salary

66,989.37

69,668.94

68,999.05

71,759.01

71,069.02

73,911.78

76,043.85

73,556.44

76,498.69

78,705.39

76,130.91

79,176.15

81,460.07

Total Comp

71,678.62

74,545.77

73,828.98

76,782.14

76,043.85

79,085.60

81,366.92

78,705.39

81,853.60

84,214.76

81,460.07

84,718.48

87,162.28

Salary

70,428.01

73,245.13

72,540.85

75,442.48

74,717.07

77,705.76

79,947.27

77,332.17

80,425.46

82,745.42

80,038.80

83,240.35

85,641.51

Total Comp

75,357.97

78,372.29

77,618.71

80,723.45

79,947.27

83,145.16

85,543.58

82,745.42

86,055.24

88,537.60

85,641.51

89,067.17

91,636.42

Salary

74,043.16

77,004.88

76,264.45

79,315.03

78,552.38

81,694.48

84,051.05

81,301.72

84,553.79

86,992.84

84,147.28

87,513.17

90,037.59

Total Comp

79,226.18

82,395.22

81,602.96

84,867.08

84,051.05

87,413.09

89,934.62

86,992.84

90,472.55

93,082.34

90,037.59

93,639.09

96,340.22

Salary

76,264.45

79,315.03

78,552.38

81,694.48

80,908.96

84,145.31

86,572.58

83,740.77

87,090.40

89,602.62

86,671.70

90,138.56

92,738.71

Total Comp 81,602.96 84,867.08 84,051.05 87,413.09 86,572.58 90,035.49 92,632.66 89,602.62 93,186.73 95,874.81 92,738.71 96,448.26 99,230.43

Salary

78,552.38

81,694.48

80,908.96

84,145.31

83,336.22

86,669.67

89,169.76

86,252.99

89,703.11

92,290.70

89,271.85

92,842.72

95,520.88

Total Comp

84,051.05

87,413.09

86,572.58

90,035.49

89,169.76

92,736.55

95,411.64

92,290.70

95,982.33

98,751.05

95,520.88

99,341.71

102,207.34

7

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

317

1H. 52-Week Schedule / Parent Advocate, Parent Advocate-Bilingual

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Lane 1

GB6/NB6

Lane 2

G30/N30

Lane 3

G48/N48

Salary

40,543.29

42,165.02

41,759.59

43,429.97

43,012.38

44,732.87

46,023.24

44,517.81

46,298.52

47,634.06

46,075.93

47,918.97

49,301.25

Total Comp

43,381.32

45,116.57

44,682.76

46,470.07

46,023.24

47,864.17

49,244.87

47,634.06

49,539.42

50,968.44

49,301.25

51,273.30

52,752.34

Salary 42,624.42 44,329.40 43,903.16 45,659.28 45,220.25 47,029.06 48,385.67 46,802.96 48,675.08 50,079.17 48,441.06 50,378.70 51,831.94

Total Comp

45,608.13

47,432.46

46,976.38

48,855.43

48,385.67

50,321.09

51,772.66

50,079.17

52,082.33

53,584.71

51,831.94

53,905.21

55,460.17

Salary

44,812.38

46,604.88

46,156.75

48,003.02

47,541.46

49,443.11

50,869.36

49,205.41

51,173.62

52,649.79

50,927.60

52,964.70

54,492.53

Total Comp

47,949.25

49,867.22

49,387.73

51,363.24

50,869.36

52,904.13

54,430.21

52,649.79

54,755.78

56,335.27

54,492.53

56,672.23

58,307.01

Salary

47,112.65

48,997.16

48,526.03

50,467.07

49,981.81

51,981.09

53,480.54

51,731.18

53,800.42

55,352.36

53,541.77

55,683.44

57,289.69

Total Comp 50,410.54 52,426.96 51,922.85 53,999.77 53,480.54 55,619.76 57,224.18 55,352.36 57,566.45 59,227.02 57,289.69 59,581.28 61,299.97

Salary

49,531.00

51,512.24

51,016.93

53,057.61

52,547.44

54,649.33

56,225.76

54,386.60

56,562.06

58,193.66

56,290.13

58,541.73

60,230.44

Total Comp

52,998.17

55,118.10

54,588.11

56,771.64

56,225.76

58,474.79

60,161.56

58,193.66

60,521.40

62,267.21

60,230.44

62,639.65

64,446.57

Salary 52,073.48 54,156.42 53,635.68 55,781.11 55,244.76 57,454.55 59,111.89 57,178.32 59,465.45 61,180.80 59,179.56 61,546.75 63,322.13

Total Comp

55,718.62

57,947.37

57,390.18

59,685.79

59,111.89

61,476.36

63,249.72

61,180.80

63,628.04

65,463.46

63,322.13

65,855.02

67,754.68

Salary

54,746.47

56,936.33

56,388.87

58,644.42

58,080.53

60,403.75

62,146.17

60,113.35

62,517.88

64,321.28

62,217.32

64,706.01

66,572.53

Total Comp

58,578.72

60,921.87

60,336.09

62,749.53

62,146.17

64,632.02

66,496.40

64,321.28

66,894.14

68,823.77

66,572.53

69,235.43

71,232.61

Salary

57,556.67

59,858.94

59,283.37

61,654.70

61,061.87

63,504.35

65,336.20

63,199.04

65,727.00

67,622.97

65,411.00

68,027.44

69,989.77

Total Comp 61,585.64 64,049.06 63,433.21 65,970.53 65,336.20 67,949.65 69,909.74 67,622.97 70,327.89 72,356.58 69,989.77 72,789.36 74,889.06

Salary

59,283.37

61,654.70

61,061.87

63,504.35

62,893.73

65,409.48

67,296.29

65,095.01

67,698.81

69,651.66

67,373.33

70,068.27

72,089.47

Total Comp

63,433.21

65,970.53

65,336.20

67,949.65

67,296.29

69,988.14

72,007.03

69,651.66

72,437.72

74,527.27

72,089.47

74,973.04

77,135.73

Salary 61,061.87 63,504.35 62,893.73 65,409.48 64,780.54 67,371.76 69,315.18 67,047.86 69,729.77 71,741.21 69,394.53 72,170.31 74,252.15

Total Comp

65,336.20

67,949.65

67,296.29

69,988.14

69,315.18

72,087.78

74,167.24

71,741.21

74,610.86

76,763.09

74,252.15

77,222.24

79,449.80

8

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

318

1H. 52-Week Schedule / College and Career Specialist

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G38/N38

Lane 2

G39/N39

Lane 1

G38/N38

Lane 2

G39/N39

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Lane 1

G38/N38

Lane 2

G39/N39

Lane 3

G42/N42

Salary

69,627.72

72,412.83

71,716.55

74,585.21

73,868.05

76,822.77

79,038.81

76,453.43

79,511.57

81,805.17

79,129.30

82,294.47

84,668.35

Total Comp

74,501.66

77,481.73

76,736.71

79,806.18

79,038.81

82,200.36

84,571.53

81,805.17

85,077.38

87,531.53

84,668.35

88,055.08

90,595.13

Salary

73,201.79

76,129.86

75,397.84

78,413.76

77,659.78

80,766.17

83,095.96

80,377.87

83,592.99

86,004.32

83,191.10

86,518.74

89,014.47

Total Comp

78,325.91

81,458.95

80,675.69

83,902.72

83,095.96

86,419.80

88,912.68

86,004.32

89,444.49

92,024.62

89,014.47

92,575.05

95,245.49

Salary

76,959.32

80,037.69

79,268.10

82,438.82

81,646.14

84,911.99

87,361.37

84,503.76

87,883.91

90,419.02

87,461.39

90,959.84

93,583.69

Total Comp

82,346.47

85,640.33

84,816.87

88,209.54

87,361.37

90,855.83

93,476.67

90,419.02

94,035.78

96,748.35

93,583.69

97,327.03

100,134.54

Salary

80,909.73

84,146.12

83,337.02

86,670.50

85,837.13

89,270.62

91,845.73

88,841.43

92,395.09

95,060.33

91,950.88

95,628.92

98,387.44

Total Comp 86,573.41 90,036.35 89,170.61 92,737.44 91,845.73 95,519.56 98,274.93 95,060.33 98,862.74 101,714.55 98,387.44 102,322.94 105,274.56

Salary

85,062.92

88,465.43

87,614.80

91,119.40

90,243.25

93,852.98

96,560.28

93,401.76

97,137.83

99,939.88

96,670.82

100,537.66

103,437.78

Total Comp 91,017.32 94,658.01 93,747.84 97,497.75 96,560.28 100,422.69 103,319.49 99,939.88 103,937.48 106,935.68 103,437.78 107,575.29 110,678.43

Salary

89,429.29

93,006.46

92,112.17

95,796.66

94,875.54

98,670.56

101,516.82

98,196.18

102,124.03

105,069.91

101,633.05

105,698.37

108,747.36

Total Comp 95,689.34 99,516.92 98,560.02 102,502.42 101,516.82 105,577.50 108,623.00 105,069.91 109,272.71 112,424.81 108,747.36 113,097.25 116,359.67

Salary

94,019.80

97,780.59

96,840.39

100,714.01

99,745.60

103,735.43

106,727.80

103,236.70

107,366.17

110,463.27

106,849.98

111,123.98

114,329.48

Total Comp

100,601.18

104,625.23

103,619.22

107,763.99

106,727.80

110,996.91

114,198.74

110,463.27

114,881.80

118,195.70

114,329.48

118,902.66

122,332.55

Salary

98,845.94

102,799.78

101,811.32

105,883.77

104,865.66

109,060.29

112,206.25

108,535.96

112,877.39

116,133.47

112,334.72

116,828.10

120,198.15

Total Comp

105,765.16

109,995.76

108,938.11

113,295.64

112,206.25

116,694.50

120,060.69

116,133.47

120,778.81

124,262.82

120,198.15

125,006.07

128,612.02

Salary

101,811.32

105,883.77

104,865.66

109,060.29

108,011.63

112,332.09

115,572.44

111,792.04

116,263.72

119,617.48

115,704.76

120,332.95

123,804.09

Total Comp

108,938.11

113,295.64

112,206.25

116,694.50

115,572.44

120,195.34

123,662.51

119,617.48

124,402.18

127,990.70

123,804.09

128,756.25

132,470.38

Salary

104,865.66

109,060.29

108,011.63

112,332.09

111,251.98

115,702.06

119,039.62

115,145.80

119,751.63

123,206.00

119,175.90

123,942.94

127,518.21

Total Comp

112,206.25

116,694.50

115,572.44

120,195.34

119,039.62

123,801.20

127,372.39

123,206.00

128,134.24

131,830.42

127,518.21

132,618.94

136,444.49

9

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

319

1H. 52-Week Schedule / Special Education Support Clrk

Step

2019-20

2020-21

2021-22

2022-23

2023-24

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Lane 1

G09/NG9

Lane 2

G23/N23

Lane 3

G52/N52

Salary

55,046.66

57,248.53

56,698.06

58,965.98

58,399.00

60,734.96

62,486.93

60,442.97

62,860.69

64,673.98

62,558.47

65,060.81

66,937.56

Total Comp

58,899.93

61,255.92

60,666.92

63,093.60

62,486.93

64,986.41

66,861.02

64,673.98

67,260.93

69,201.15

66,937.56

69,615.07

71,623.19

Salary

57,872.27

60,187.16

59,608.44

61,992.77

61,396.69

63,852.56

65,694.46

63,545.57

66,087.40

67,993.76

65,769.67

68,400.45

70,373.54

Total Comp

61,923.33

64,400.26

63,781.03

66,332.27

65,694.46

68,322.24

70,293.07

67,993.76

70,713.51

72,753.33

70,373.54

73,188.49

75,299.69

Salary

60,842.92

63,276.63

62,668.20

65,174.93

64,548.25

67,130.18

69,066.63

66,807.44

69,479.74

71,483.96

69,145.70

71,911.53

73,985.90

Total Comp

65,101.92

67,706.00

67,054.98

69,737.18

69,066.63

71,829.29

73,901.29

71,483.96

74,343.32

76,487.84

73,985.90

76,945.33

79,164.91

Salary 63,966.05 66,524.69 65,885.03 68,520.44 67,861.59 70,576.05 72,611.90 70,236.74 73,046.21 75,153.31 72,695.03 75,602.83 77,783.68

Total Comp

68,443.68

71,181.42

70,496.99

73,316.87

72,611.90

75,516.37

77,694.73

75,153.31

78,159.44

80,414.04

77,783.68

80,895.03

83,228.54

Salary

67,249.50

69,939.48

69,266.99

72,037.67

71,345.00

74,198.80

76,339.15

73,842.07

76,795.75

79,011.02

76,426.54

79,483.61

81,776.40

Total Comp

71,956.97

74,835.25

74,115.68

77,080.30

76,339.15

79,392.71

81,682.89

79,011.02

82,171.46

84,541.79

81,776.40

85,047.46

87,500.75

Salary

70,701.50

73,529.55

72,822.54

75,735.44

75,007.22

78,007.50

80,257.72

77,632.47

80,737.77

83,066.74

80,349.61

83,563.59

85,974.08

Total Comp

75,650.60

78,676.62

77,920.12

81,036.92

80,257.72

83,468.03

85,875.76

83,066.74

86,389.41

88,881.41

85,974.08

89,413.04

91,992.26

Salary

74,330.68

77,303.91

76,560.60

79,623.03

78,857.42

82,011.72

84,377.44

81,617.43

84,882.13

87,330.65

84,474.04

87,853.00

90,387.22

Total Comp

79,533.83

82,715.18

81,919.85

85,196.64

84,377.44

87,752.54

90,283.86

87,330.65

90,823.88

93,443.80

90,387.22

94,002.71

96,714.33

Salary

78,146.16

81,272.01

80,490.55

83,710.17

82,905.26

86,221.47

88,708.63

85,806.95

89,239.22

91,813.43

88,810.19

92,362.60

95,026.90

Total Comp

83,616.39

86,961.05

86,124.88

89,569.88

88,708.63

92,256.98

94,918.23

91,813.43

95,485.97

98,240.37

95,026.90

98,827.98

101,678.79

Salary

80,490.55

83,710.17

82,905.26

86,221.47

85,392.42

88,808.12

91,369.89

88,381.15

91,916.40

94,567.84

91,474.49

95,133.47

97,877.71

Total Comp

86,124.88

89,569.88

88,708.63

92,256.98

91,369.89

95,024.68

97,765.78

94,567.84

98,350.55

101,187.58

97,877.71

101,792.82

104,729.15

Salary

82,905.26

86,221.47

85,392.42

88,808.12

87,954.19

91,472.36

94,110.99

91,032.59

94,673.89

97,404.87

94,218.73

97,987.48

100,814.04

Total Comp

88,708.63

92,256.98

91,369.89

95,024.68

94,110.99

97,875.43

100,698.75

97,404.87

101,301.07

104,223.21

100,814.04

104,846.60

107,871.02

10

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

320

1H. 52-Week Schedule / Computer Technician, Technology Coordinator (con’t. on next page)

Step

2019-20

2020-21

2021-2022

2022-2023

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Salary

57,285.23

63,201.84

69,627.72

59,003.78

65,097.89

71,716.55

60,773.90

67,050.83

73,868.05

62,900.98

69,397.61

76,453.43

Total Comp

61,295.19

67,625.96

74,501.66

63,134.05

69,654.74

76,736.71

65,028.07

71,744.39

79,038.81

67,304.05

74,255.44

81,805.17

Salary

60,225.74

66,446.06

73,201.79

62,032.51

68,439.44

75,397.84

63,893.49

70,492.62

77,659.78

66,129.76

72,959.86

80,377.87

Total Comp

64,441.54

71,097.28

78,325.91

66,374.79

73,230.20

80,675.69

68,366.03

75,427.11

83,095.96

70,758.84

78,067.05

86,004.32

Salary

63,317.20

69,856.81

76,959.32

65,216.71

71,952.51

79,268.10

67,173.21

74,111.09

81,646.14

69,524.28

76,704.98

84,503.76

Total Comp

67,749.40

74,746.79

82,346.47

69,781.88

76,989.19

84,816.87

71,875.34

79,298.86

87,361.37

74,390.98

82,074.32

90,419.02

Salary

66,567.34

73,442.64

80,909.73

68,564.36

75,645.92

83,337.02

70,621.29

77,915.29

85,837.13

73,093.04

80,642.33

88,841.43

Total Comp

71,227.05

78,583.62

86,573.41

73,363.87

80,941.13

89,170.61

75,564.78

83,369.36

91,845.73

78,209.55

86,287.29

95,060.33

Salary

69,984.32

77,212.53

85,062.92

72,083.85

79,528.91

87,614.80

74,246.36

81,914.77

90,243.25

76,844.98

84,781.79

93,401.76

Total Comp

74,883.22

82,617.41

91,017.32

77,129.72

85,095.93

93,747.84

79,443.61

87,648.81

96,560.28

82,224.13

90,716.52

99,939.88

Salary

73,576.69

81,175.94

89,429.29

75,783.99

83,611.22

92,112.17

78,057.51

86,119.55

94,875.54

80,789.52

89,133.74

98,196.18

Total Comp

78,727.06

86,858.25

95,689.34

81,088.87

89,464.00

98,560.02

83,521.54

92,147.92

101,516.82

86,444.79

95,373.10

105,069.91

Salary

77,353.47

85,342.79

94,019.80

79,674.07

87,903.07

96,840.39

82,064.29

90,540.17

99,745.60

84,936.54

93,709.07

103,236.70

Total Comp

82,768.21

91,316.79

100,601.18

85,251.25

94,056.29

103,619.22

87,808.79

96,877.98

106,727.80

90,882.10

100,268.71

110,463.27

Salary

81,324.11

89,723.53

98,845.94

83,763.83

92,415.24

101,811.32

86,276.74

95,187.69

104,865.66

89,296.43

98,519.26

108,535.96

Total Comp

87,016.79

96,004.18

105,765.16

89,627.30

98,884.30

108,938.11

92,316.12

101,850.83

112,206.25

95,547.18

105,415.61

116,133.47

Salary

83,763.83

92,415.24

101,811.32

86,276.74

95,187.69

104,865.66

88,865.05

98,043.33

108,011.63

91,975.32

101,474.84

111,792.04

Total Comp

89,627.30

98,884.30

108,938.11

92,316.12

101,850.83

112,206.25

95,085.60

104,906.36

115,572.44

98,413.60

108,578.08

119,617.48

Salary

86,276.74

95,187.69

104,865.66

88,865.05

98,043.33

108,011.63

91,531.00

100,984.63

111,251.98

94,734.58

104,519.09

115,145.80

Total Comp

92,316.12

101,850.83

112,206.25

95,085.60

104,906.36

115,572.44

97,938.17

108,053.55

119,039.62

101,366.00

111,835.42

123,206.00

1

For an explanation of Total Comp and how to calculate

bi-weekly pay, see pages 278 and 279.

321

1H. 52-Week Schedule / Computer Technician, Technology Coordinator (con’t.)

Step

2023-2024

Lane 1

T11/NTB

Lane 2

T12/NTC

Lane 3

T13/NTD

Salary

65,102.52

71,826.52

79,129.30

Total Comp

69,659.69

76,854.38

84,668.35

Salary

68,444.30

75,513.46

83,191.10

Total Comp

73,235.40

80,799.40

89,014.47

Salary

71,957.63

79,389.65

87,461.39

Total Comp

76,994.66

84,946.93

93,583.69

Salary

75,651.29

83,464.81

91,950.88

Total Comp

80,946.88

89,307.35

98,387.44

Salary

79,534.56

87,749.15

96,670.82

Total Comp

85,101.98

93,891.59

103,437.78

Salary

83,617.16

92,253.42

101,633.05

Total Comp

89,470.36

98,711.16

108,747.36

Salary

87,909.32

96,988.89

106,849.98

Total Comp

94,062.97

103,778.11

114,329.48

Salary

92,421.81

101,967.44

112,334.72

Total Comp

98,891.33

109,105.16

120,198.15

Salary

95,194.46

105,026.46

115,704.76

Total Comp 101,858.07 112,378.31 123,804.09

Salary 98,050.29 108,177.26 119,175.90

Total Comp 104,913.81 115,749.66 127,518.21

2

322

1I. Incentives for High-Needs and Retiree Special Ed-

ucation Substitutes.

i. Substitutes filling assignments in high-needs

schools are afforded an incentive rate of $45 per day.

ii. Retired substitutes with special education cre-

dentials filling special education assignments are

afforded an incentive of $35 per day.

1J. Cadre Substitutes.

i. Cadre substitutes, as defined in Article 23-6.2,

shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day $191.36

Effective July 1, 2020 Flat Rate per Day $197.10

Effective July 1, 2021 Flat Rate per Day $203.01

Effective July 1, 2022 Flat Rate per Day $210.12

Effective July 1, 2023 Flat Rate per Day $217.47

ii. A teacher who is a TAT who is displaced and as-

signed to the Cadre pursuant to Article 38-2 and

who has served as a TAT for one hundred school

days or more during the school year in which the

displacement occurred shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day $233.02

Effective July 1, 2020 Flat Rate per Day $240.01

Effective July 1, 2021 Flat Rate per Day $247.21

Effective July 1, 2022 Flat Rate per Day $255.87

Effective July 1, 2023 Flat Rate per Day $264.82

iii. A substitute in the Provisional Cadre position

(with a BA not in Education) shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day $150.00

Effective July 1, 2020 Flat Rate per Day $154.50

Effective July 1, 2021 Flat Rate per Day $159.14

Effective July 1, 2022 Flat Rate per Day $164.70

Effective July 1, 2023 Flat Rate per Day $170.47

323

1K. Day-to-Day Substitutes.

i. Day-to-day substitutes who hold a valid Type 39

substitute certificate and who do not have a bach-

elor’s degree in education shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day $126.21

Effective July 1, 2020 Flat Rate per Day $129.99

Effective July 1, 2021 Flat Rate per Day $133.89

Effective July 1, 2022 Flat Rate per Day $138.58

Effective July 1, 2023 Flat Rate per Day $143.43

ii. Day-to-day substitutes who hold a valid Type 39

substitute certificate, who have a bachelor’s degree

in education and who have fewer than one hundred

days of service shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day

Up to 6.50 day $170.40

8-hour day $194.77

Effective July 1, 2020 Flat Rate per Day

Up to 6.50 day $175.52

8-hour day $200.62

Effective July 1, 2021 Flat Rate per Day

Up to 6.50 day $180.78

8-hour day $206.63

Effective July 1, 2022 Flat Rate per Day

Up to 6.50 day $187.11

8-hour day $213.87

Effective July 1, 2023 Flat Rate per Day

Up to 6.50 day $193.66

8-hour day $221.35

iii. Day-to-day substitutes who hold a valid Type 39

substitute certificate, who have a bachelor’s degree

in education and who have one hundred or more

days of service shall be paid as follows:

324

Effective July 1, 2019 Flat Rate per Day

6.25/6.5 hour day $178.55

8-hour day $202.57

Effective July 1, 2020 Flat Rate per Day

6.25/6.5 hour day $183.91

8-hour day $208.65

Effective July 1, 2021 Flat Rate per Day

6.25/6.5 hour day $189.43

8-hour day $214.91

Effective July 1, 2022 Flat Rate per Day

6.25/6.5 hour day $196.05

8-hour day $222.43

Effective July 1, 2023 Flat Rate per Day

6.25/6.5 hour day $202.92

8-hour day $230.21

iv. Substitutes employed as Short-term Substitutes

(Associates Degree) shall be paid as follows:

Effective July 1, 2019 Flat Rate per Day $110.00

Effective July 1, 2020 Flat Rate per Day $113.30

Effective July 1, 2021 Flat Rate per Day $116.70

Effective July 1, 2022 Flat Rate per Day $120.78

Effective July 1, 2023 Flat Rate per Day $125.01

1L. [RESERVED]

. (Formerly RETIRED TEACHERS)

1M. M.A.T. (Masters of Arts in Teaching) Program.

Teachers serving on temporary certificates in the M.A.T.

program receive a prorated salary of a first-year teacher

(Lane I, Step 1) on the appropriate schedule as determined

by that portion of the teaching program they carry.

1N. Trade and Vocational School Teachers (Including

Cooperative Work Programs and Teachers in Voca-

tional Home Economics Programs). Eight-hour/ex-

tended-day trade and vocational teachers (including

325

cooperative work program teachers and teachers in vo-

cational home economics programs) shall be paid their

base salaries plus twenty percent of their base salaries.

1O. Vocational Teacher Service Providers (Part-Time

Employees).

Effective July 1, 2019 Rate per Hour

Teacher $31.11

Effective July 1, 2020 Rate per Hour

Teacher $32.04

Effective July 1, 2021 Rate per Hour

Teacher $33.01

Effective July 1, 2022 Rate per Hour

Teacher $34.16

Effective July 1, 2023 Rate per Hour

Teacher $35.36

1P. Longevity Pay Agreement. The parties agree as fol-

lows regarding pay for teachers on steps 14 and above:

A. Two new steps will be added to the teacher salary

schedules, so that the salary schedule from Step 14

on functions as follows:

(1) A new Step 15 is added, with a salary increase

of $970, to correspond with the 17th year of ser-

vice eligible for step credit, beginning 3 years

after a teacher’s entry into Step 14.

(2) The current Step 15, corresponding with the

20th year of service eligible for step credit, be-

comes Step 16, to begin 3 years after a teacher’s

entry into Step 15.

(3) A new Step 17 is added, with a salary increase

of $550, to correspond with the 23rd year of ser-

vice eligible for step credit, beginning 3 years

after a teacher’s entry into Step 16.

(4) The current Step 16, corresponding with the

25th year of service eligible for step credit, be

326

comes Step 18, to begin 2 years after a teacher’s

entry into Step 17.

B. A longevity payment of $2,100 will be made to

teachers who remain employed with CPS through

the conclusion of the school year in which they reach

the 5 year anniversary of their entry into Step 18, cor

responding with their 30th year of service eligible

for step credit. Longevity payments will be issued by

CPS on the last pay cycle of the qualifying fiscal year.

In order to implement A and B above, the parties

further agree that:

C. If the introduction of Step 15 (approx. at year 17)

and/or Step 17 (approx. at year 23) creates a situa-

tion whereby a step with fewer years of service has

a higher salary than a step with more years of ser-

vice, then the salary of the step with more years of

service will be adjusted to be identical to the step

with fewer years of service.

D. As of July 1, 2019, any teacher who has already

surpassed 30 years of service eligible for step credit,

meaning any teacher whose entry date into the former

Step 16 (under the 2015-19 labor contract) occurred at

least 5 years prior, shall receive the longevity payment

in FY2020. In subsequent years, teachers will receive

the longevity payment according to (B).

New step at year 17 $970

New step at year 23 $550

Longevity payment at year 30 $2,100

FY20 FY21 FY22 FY23 FY24 Total Five-Year Cost

$3.1M $4.4M $5.2M $5.9M $6.6M $25.0M

PART 2. INCREMENTS AND STIPENDS.

2A. National Board Certified Teachers and Clinicians.

The BOARD shall add the amounts set forth below

during the periods set forth below to the base salaries

327

on the teacher salary schedule to teachers who are or

become National Board Certified Teachers (NBCTs)

and to the base salaries on the clinicians’ salary sched-

ule to clinicians who obtain applicable state or federal

advanced related service provider credentials as set

forth below. In the event that a clinician has more than

one Advanced Related Service Provider Credential, the

clinician shall receive only one stipend as provided for

in this Section 2A.

Effective Date Addition

July 1, 2019 $2,019.47

July 1, 2020 $2,080.05

July 1, 2021 $2,142.45

July 1, 2022 $2,217.44

July 1, 2023 $2,295.05

Advanced Related Service Provider Credentials:

Nationally Certified School Psychologist, Certified

School Social Work Specialist, Nationally Certified

School Nurse, Certificate of Clinical Competence

Speech Language Pathology, Certificate of Clinical

Competence - Audiology, National Board for Certifi-

cation in Occupational Therapy, American Board of

Physical Therapy Specialists, Assistive Technology

Professional Certification and Orientation and Mo-

bility Specialist. In the event that a clinician has more

than one Advanced Related Service Provider Creden-

tial, the clinician shall receive only one stipend as pro-

vided for in this Section 2A.

2B. Head Teachers and Acting Head Teachers (Branch

Schools).

i. Head Teachers (Branch Schools). Effective Janu-

ary 1 of each year, in addition to monthly base salary

as a teacher, a head teacher shall be paid an incre-

ment according to the number of teachers on the

staff the head teacher supervises, as determined by

the last previous October enrollment report of the

school, as follows:

328

Number of Teachers

208-day

schedule

248-day

schedule

52-week

schedule

Effective July 1, 2019

2-3 $73.52 $73.36 $71.76

3.1-7 $110.40 $109.92 $107.84

7.1 or more $147.14 $146.63 $143.64

Effective July 1, 2020

2-3 $75.72 $75.56 $73.92

3.1-7 $113.71 $113.21 $111.07

7.1 or more $151.56 $151.02 $147.95

Effective July 1, 2021

2-3 $77.99 $77.82 $76.13

3.1-7 $117.12 $116.61 $114.40

7.1 or more $156.10 $155.56 $152.39

Effective July 1, 2022

2-3 $80.72 $80.55 $78.80

3.1-7 $121.22 $120.69 $118.41

7.1 or more $161.57 $161.00 $157.72

Effective July 1, 2023

2-3 $83.55 $83.37 $81.56

3.1-7 $125.47 $124.91 $122.55

7.1 or more $167.22 $166.63 $163.24

ii. Acting Head Teachers (Branch Schools). In ad-

dition to regular salary, an acting head teacher

shall receive the following increment based on the

number of weeks of employment budgeted for said

position:

Weeks of Employment Per Month

Effective July 1, 2019

208 days $36.80

248 days $36.58

52 weeks $35.91

329

Effective July 1, 2020

208 days $37.90

248 days $37.68

52 weeks $36.99

Effective July 1, 2021

208 days $39.04

248 days $38.81

52 weeks $38.10

Effective July 1, 2022

208 days $40.40

248 days $40.17

52 weeks $39.43

Effective July 1, 2023

208 days $41.82

248 days $41.57

52 weeks $40.81

2C. Psychologists, School Social Workers and Speech

Pathologists, Occupational Therapists, Physical Ther-

apists, and Certified School Nurses, Audiologists.

Psychologists, school social workers, speech pathol-

ogists, occupational therapists, physical therapists,

audiologists and certified school nurses shall receive

the following monthly increment based on the number

of weeks of employment budgeted for their positions

provided they meet the stipulated requirements for

their clinician position (Illinois School Code, section

14-1.09):

Days of Employment Rate per Month

Effective July 1, 2019

208 days $392.55

228 days $391.65

248 days $391.65

52 weeks $390.85

330

Effective July 1, 2020

208 days $404.33

228 days $403.39

248 days $403.39

52 weeks $402.57

Effective July 1, 2021

208 days $416.46

228 days $415.50

248 days $415.50

52 weeks $414.65

Effective July 1, 2022

208 days $431.03

228 days $430.04

248 days $430.04

52 weeks $429.16

Effective July 1, 2023

208 days $446.12

228 days $445.09

248 days $445.09

52 weeks $444.18

2D. Case Managers (Special Education).

Per Semester

Effective July 1, 2019 $1,622.60

Effective July 1, 2020 $1,671.28

Effective July 1, 2021 $1,721.41

Effective July 1, 2022 $1,781.66

Effective July 1, 2023 $1,844.02

331

2E. Stadium Directors.

Rate per month

First Year

of Service

Second Year

of Service and

thereafter

Effective July 1, 2019 $66.30 $99.42

Effective July 1, 2020 $68.29 $102.40

Effective July 1, 2021 $70.34 $105.47

Effective July 1, 2022 $72.80 $109.16

Effective July 1, 2023 $75.35 $112.98

2F. STLS Liaison. All STLS Liaisons shall, starting July

1, 2019, receive a stipend of $1,000 per semester.

PART 3. ADDITIONAL RATES OF PAY.

3A. High School Teachers–Additional Teaching Period

(Overtime Indicator). High school teachers employed

on an approved overtime basis shall be paid on a pro-

rated basis of their base salary for each period per day

in excess of the following:

6 for a 7-period day 16

2/3

percent

7 for an 8-period day 14

3/10

percent

8 for a 9-period day 12

1/2

percent

3B. Teachers of Driver Education.

Effective July 1, 2019 $32.76 per hour

Effective July 1, 2020 $33.74 per hour

Effective July 1, 2021 $34.75 per hour

Effective July 1, 2022 $35.97 per hour

Effective July 1, 2023 $37.23 per hour

3C. Summer School Personnel (Personnel Employed

for the Regular School Term of 38.6 Weeks).

i. Teachers in the regular summer schools shall be

paid 66-2/3 percent of their base salaries if employed

332

on a four-hour summer school day, eighty percent if

employed on a five-hour summer school day or one

hundred percent if employed on a six-hour sum

mer school day (not including any extra increments

earned during the regular school year). Base salaries

refer to their salaries as teachers during the month

of June immediately preceding the summer session.

ii. Teachers in the special elementary summer

schools shall be paid the regular base salaries for

which they qualify as teachers (not including any

extra increments).

iii. Part-time teachers shall be paid prorated on the

above basis.

iv. Teachers employed during the summer months

other than in summer school shall be paid the same

salaries they would receive as teachers in the spe-

cial elementary summer schools.

3D. Compensation for Teachers Engaged in Extracur-

ricular Activities.

i. High School Sports, Clubs and Other Extracur-

ricular Activities.

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

FOOTBALL

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 240

Head

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 160

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

333

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

CROSS COUNTRY

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

BASKETBALL

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 240

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

SWIMMING

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 77

WRESTLING

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Frosh-Soph

Coach

$27.00 $27.81 $28.64 $29.64 $30.68 77

Assistant

Varsity

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

TRACK AND FIELD (Indoor and Outdoor)

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 77

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

334

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

BASEBALL

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 140

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

GYMNASTICS

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

TENNIS

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Junior

Varsity

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

GOLF

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

BOWLING

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

SOCCER

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Junior

Varsity

Coach $27.00 $27.81 $28.64 $29.64 $30.68 140

335

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

CHEERLEADING

Fall $27.00 $27.81 $28.64 $29.64 $30.68 32.5

Winter $27.00 $27.81 $28.64 $29.64 $30.68 32.5

Competi

tion $27.00 $27.81 $28.64 $29.64 $30.68 11

POM PON

Fall $27.00 $27.81 $28.64 $29.64 $30.68 23

Winter $27.00 $27.81 $28.64 $29.64 $30.68 23

Competi-

tion $27.00 $27.81 $28.64 $29.64 $30.68 6

VOLLEYBALL

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 140

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

SOFTBALL

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 65

Soph

omore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 140

Freshman

Coach $27.00 $27.81 $28.64 $29.64 $30.68 52

WATER POLO

Varsity

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Frosh-Soph

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

336

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

LACROSSE

Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 200

Sophomore

Coach $27.00 $27.81 $28.64 $29.64 $30.68 70

ATHLETIC

DIRECTOR

$27.00 $27.81 $28.64 $29.64 $30.68 200

CHESS $27.00 $27.81 $28.64 $29.64 $30.68 20

CHECKERS

$27.00 $27.81 $28.64 $29.64 $30.68 20

ICE

SKATING $27.00 $27.81 $28.64 $29.64 $30.68 5

INTRA-

MURALS $27.00 $27.81 $28.64 $29.64 $30.68 70

INSTRU-

MENTAL

GROUP $27.00 $27.81 $28.64 $29.64 $30.68 85

VOCAL

GROUPS $27.00 $27.81 $28.64 $29.64 $30.68 50

DRAMA $27.00 $27.81 $28.64 $29.64 $30.68 75

OTHER CLUBS

(Flat Rate)

$240.93 $248.15 $255.60 $264.55 $273.80

n/a

OTHER ACTIVITIES (Approved by Principal)

$757.15 $779.87 $803.27 $831.38 $860.48

n/a

CROWD CONTROL (Approved Sports Teams Only-Per Session Rate)

Monday–

Friday $25.17 $25.92 $26.70 $27.63 $28.60 n/a

Saturday $37.75 $38.89 $40.05 $41.46 $42.91 n/a

337

ii. Elementary School Sports, Clubs and Other Ex-

tracurricular Activities.

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

BASKETBALL

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 20

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 30

CHEERLEADING

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

CHESS

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

CROSS COUNTRY

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

338

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

DOUBLE DUTCH

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

FLAG FOOTBALL

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

TACKLE FOOTBALL

Director $27.00 $27.81 $28.64 $29.64 $30.68 110

5th and 6th

Grade Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 50

5th and

6th Grade

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 50

7th and 8th

Grade Head

Coach $27.00 $27.81 $28.64 $29.64 $30.68 50

7th and

8th Grade

Assistant

Coach $27.00 $27.81 $28.64 $29.64 $30.68 50

GOLF

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

339

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

POM PON

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

SOCCER

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 20

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 30

SOFTBALL–16”

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

SOFTBALL–FAST PITCH

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

TENNIS

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

340

ACTIVITY

Position FY20 FY21 FY22 FY23 FY24

Max

imum

Hours

TRACK AND FIELD

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

VOLLEYBALL

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

WRESTLING

5th and

6th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 17

7th and

8th Grade

Coach $27.00 $27.81 $28.64 $29.64 $30.68 25

AREA MANAGERS

(All

Managers)

$27.00 $27.81 $28.64 $29.64 $30.68 192

3E. Non-Employee Hired for Coaching and Extra-

curricular Activities. Qualified non-employees may

be hired for coaching and extracurricular positions

set forth in this Agreement, provided as follows:

i. There are no certified teachers qualified and

available at the local school; and

ii. The BOARD has provided reasonable notice

and opportunity to qualified teachers at other

schools that a coaching or extracurricular posi-

tion is vacant; and

341

iii. The qualified non-employee complies with

the applicable standards set forth by the IHSA

for “Non-Faculty Coaches.”

3F. Social Center Personnel (Part-Time Employees).

Social Center Personnel shall be paid as follows during

the term of this Agreement:

Effective July 1, 2019 Hourly Rate

Program Coordinator $37.75

Teacher–Director $25.14

Teacher $21.99

Paraprofessional $15.07

Effective July 1, 2020 Hourly Rate

Program Coordinator $38.89

Teacher–Director $25.90

Teacher $22.65

Paraprofessional $15.52

Effective July 1, 2021 Hourly Rate

Program Coordinator $40.05

Teacher–Director $26.68

Teacher $23.33

Paraprofessional $15.98

Effective July 1, 2022 Hourly Rate

Program Coordinator $41.46

Teacher–Director $27.61

Teacher $24.15

Paraprofessional $16.54

Effective July 1, 2023 Hourly Rate

Program Coordinator $42.91

Teacher–Director $28.58

Teacher $24.99

Paraprofessional $17.12

342

3G. Summer Swimming Pools.

Hourly Rate

Effective July 1, 2019 $18.91

Effective July 1, 2020 $19.48

Effective July 1, 2021 $20.06

Effective July 1, 2022 $20.76

Effective July 1, 2023 $21.49

3H. After-School Rates of Pay (Teachers and PSRPs).

i. After-School Non-Instructional Rates of Pay.

Hourly Rate

Effective July 1, 2019 $42.13

Effective July 1, 2020 $43.39

Effective July 1, 2021 $44.69

Effective July 1, 2022 $46.26

Effective July 1, 2023 $47.88

ii. After-School Instructional Rates of Pay.

Hourly Rate

Effective July 1, 2019 $49.05

Effective July 1, 2020 $50.52

Effective July 1, 2021 $52.04

Effective July 1, 2022 $53.86

Effective July 1, 2023 $55.74

PART 4. REIMBURSEMENTS.

4A. Monthly Travel Reimbursement.*

*All travel reimbursement requirements must be met.

Effective July 1, 2019 Amount

Senior truant ofﬁcers and truant ofﬁcers assigned to high

schools, specialty schools and social adjustment school $192.50

Elementary school truant ofﬁcers $158.23

Kindergarten teachers serving two schools $48.79

343

All other teachers whose assignments require daily travel

from one school or branch to another $48.79

School community representatives $48.79

All cooperative education teachers (coordinators) $115.26

Speech/language pathology paraeducators $121.14

Audiometric and vision screening technicians $121.14

School social workers, speech patholgists, school

psychologists and teacher nurses $121.14

Field adjustment teachers–social adjustment $158.23

School social service assistants $68.35

Head Start Educational Resource Assistant $68.35

Head Start Health Resource Assistant $68.35

Head Start Parent Resource Assistant $68.35

Head Start Educational Resource Assistant $68.35

Effective July 1, 2020 Amount

Senior truant ofﬁcers and truant ofﬁcers assigned to high

schools, specialty schools and social adjustment school $198.28

Elementary school truant ofﬁcers $162.98

Kindergarten teachers serving two schools $50.26

All other teachers whose assignments require daily travel

from one school or branch to another $50.26

School community representatives $50.26

All cooperative education teachers (coordinators) $118.71

Speech/language pathology paraeducators $124.77

Audiometric and vision screening technicians $124.77

School social workers, speech patholgists, school

psychologists and teacher nurses $124.77

Field adjustment teachers–social adjustment $162.98

School social service assistants $70.40

Head Start Educational Resource Assistant $70.40

Head Start Health Resource Assistant $70.40

Head Start Parent Resource Assistant $70.40

Head Start Educational Resource Assistant $70.40

344

Effective July 1, 2021 Amount

Senior truant ofﬁcers and truant ofﬁcers assigned to high

schools, specialty schools and social adjustment school $204.22

Elementary school truant ofﬁcers $167.87

Kindergarten teachers serving two schools $51.76

All other teachers whose assignments require daily travel

from one school or branch to another $51.76

School community representatives $51.76

All cooperative education teachers (coordinators) $122.28

Speech/language pathology paraeducators $128.51

Audiometric and vision screening technicians $128.51

School social workers, speech patholgists, school

psychologists and teacher nurses $128.51

Field adjustment teachers–social adjustment $167.87

School social service assistants $72.51

Head Start Educational Resource Assistant $72.51

Head Start Health Resource Assistant $72.51

Head Start Parent Resource Assistant $72.51

Head Start Educational Resource Assistant $72.51

Effective July 1, 2022 Amount

Senior truant ofﬁcers and truant ofﬁcers assigned to high

schools, specialty schools and social adjustment school $211.37

Elementary school truant ofﬁcers $173.75

Kindergarten teachers serving two schools $53.58

All other teachers whose assignments require daily travel

from one school or branch to another $53.58

School community representatives $53.58

All cooperative education teachers (coordinators) $126.56

Speech/language pathology paraeducators $133.01

Audiometric and vision screening technicians $133.01

School social workers, speech patholgists, school

psychologists and teacher nurses $133.01

Field adjustment teachers–social adjustment $173.75

School social service assistants $75.05

Head Start Educational Resource Assistant $75.05

345

Head Start Health Resource Assistant $75.05

Head Start Parent Resource Assistant $75.05

Head Start Educational Resource Assistant $75.05

Effective July 1, 2023 Amount

Senior truant ofﬁcers and truant ofﬁcers assigned to high

schools, specialty schools and social adjustment school $218.77

Elementary school truant ofﬁcers $179.83

Kindergarten teachers serving two schools $55.45

All other teachers whose assignments require daily travel

from one school or branch to another $55.45

School community representatives $55.45

All cooperative education teachers (coordinators) $130.99

Speech/language pathology paraeducators $137.67

Audiometric and vision screening technicians $137.67

School social workers, speech patholgists, school

psychologists and teacher nurses $137.67

Field adjustment teachers–social adjustment $179.83

School social service assistants $77.68

Head Start Educational Resource Assistant $77.68

Head Start Health Resource Assistant $77.68

Head Start Parent Resource Assistant $77.68

Head Start Educational Resource Assistant $77.68

346

APPENDIX B

CONTRIBUTIONS TO

HEALTH CARE PLANS

Employee Contributions. .Employee contributions shall

increase as follows:

Change in Employee Health Contributions

Jan 1, 2020 0.0%

Jan 1, 2021 0.0%

Jan 1, 2022 0.0%

Jan 1, 2023 0.25%

Jan 1, 2024 0.5%

Effective July 1, 2019

HMO* PPO* PPO + HSA*

Single 2.0% 2.2% 0.0%

Employee + 1 2.2% 2.5% 1.0%

Family 2.5% 2.8% 1.9%

*All percentages are percent of base salary

APPENDIX C

PROCEDURES FOR WAIVERS

FOR THE DURATION

OF THIS AGREEMENT

1. .The school principal shall meet with the faculty during

the school day to discuss any proposal which may require

a waiver from any provision of this Agreement.

2. .In order to secure a waiver from any provision of this

Agreement, a secret ballot vote shall be conducted among

all UNION members assigned to the school.

3. .The procedures for conducting such a vote shall be mutu-

ally agreed upon between the principal and the school dele-

347

gate. If no school delegate has been appointed or elected to

the school, then procedures shall be agreed upon without

delay with a UNION representative. The principal will post

the proposed waiver at least forty-eight hours prior to the

vote. The UNION may schedule a private meeting at the

school with the bargaining unit members prior to the vote.

4. .A majority of fifty percent plus one of the UNION

members voting shall be required to approve a waiver. A

waiver that is rejected may not be submitted more than

once in any school year.

5. .If the waiver is approved, the principal and the school

delegate shall sign the waiver indicating that the voting pro

cedures were followed and reporting the results of the vote.

6. .Copies of this approved waiver shall be forwarded im-

mediately to the Office of Employee Engagement and the

UNION.

7. .The approved waiver automatically terminates at the

conclusion of the school year.

8. .Failure to implement the procedure, failure to imple-

ment the approved waiver or improper implementation

of the approved waiver shall be subject to the grievance

procedure pursuant to Article 3.

9. .The BOARD shall develop and distribute procedures

for waivers of BOARD policies and procedures.

APPENDIX D

BARGAINING UNIT

POSITIONS

TEACHERS

Acting Head Teacher

Assistive Technology Itinerants

Augmentative Communication Itinerants

Bilingual Teacher

Cadre Substitute

348

Case Manager

City-Wide Non-School-Based Teacher Coach

Counselor

CTE Academy Coordinator

Curriculum and Instructional Coach

Day-to-Day Substitute

Displaced FTB Cadre-100 Days

Displaced Full Time Basis Cadre

Early Childhood Teachers

Early Childhood Special Education Itinerants

Elementary School Teacher

Head Teacher

High School Support Teacher

High School Programmer

High School Teacher

Hospital Teachers

Instructional Support Leaders*

International Baccalaureate Teacher

Itinerant Teachers of the Deaf and Hard of Hearing

Itinerant Teachers of the Visually Impaired

Lead Teacher

Librarian

Literacy Coach

Literacy Intervention Teacher

Magnet Program Specialist

Middle School Teacher

Network College and Career Specialist*

Occupational Therapist

Orientation/Mobility Specialists

Part-Time Teacher

Physical Therapist

Playground Teacher*

Professional Development Teacher

Program Option Teacher

Provisional Certificate Substitute Teacher

Provisional Cadre

Regular Teacher

School Counselor

School Nurse

School Psychologist

School Social Worker

349

Special Education Teacher

Speech Pathologist

Stadium Director*

Teacher-Citywide

Teacher Leader

Teacher-Speech Pathologist

Temporarily Assigned Teacher

PARAPROFESSIONAL AND SCHOOL-RELATED PERSONNEL

Attendance Coordinator

Attendance and Truancy Specialist

Audio-Visual Technician

Audiometric and Vision Screening Technician

College and Career Coach

Community Relations Representative**

Comprehensive Service Coordinator

Computer Technician

CTE College and Career Coordinator

Day-to-day Sub School Clerk

Day-to-day Teacher Assistant

Educational Sign Language Interpreter**

Family Engagement Coordinator

Gear Up Coach

Health Service Nurse

Head Start Educational Resource Assistant

Head Start Health Resource Assistant

Head Start Parent Resource Assistant

Head Start Social Service Resource Assistant

Hospital Licensed Practical Nurse

Instructor Assistant**

Interpreter Clerk

Lifeguard

Occupational Therapist Assistant

Parent Advocate

Parent Advocate–Bilingual

Post-secondary Liaison

Program Schedule Clerk

Resident Social Worker

School Assistant**

School Assistant–Bilingual

350

School Assistant–Bilingual–Spanish

School Clerk Assistant

School Clerk**

School Clerk–Bilingual–Spanish*

School Community Representative

School Counseling Office Assistant

School Library Assistant

School Social Service Assistant**

Social Worker Assistant

Special Education Support Clerk

Speech/Language Pathology Paraeducator

Speech/Language Pathology Paraeducator–Bilingual

STLS Advocate

Student Special Needs Program Assistant

Student Special Services Advocate

Teacher Assistant

Teacher Assistant–Montessori Program

Teacher Assistant Bilingual I

Teacher Assistant Bilingual II

Technology Coordinator**

Truant Officer*

Youth Intervention Specialist

*Administrative position subject to negotiated terms

**The former gradations for this position title (e.g., Com-

munity Relations Representative I, Community Relations

Representative II) are obviated by and reflected in the PSRP

salary schedule adopted as part of the 2019-24 Agreement

that includes lanes that recognize educational attainment.

APPENDIX E

HEALTH CARE AND

RELATED BENEFITS

I. Medical Beneﬁt

A. Health Care Plan Design Effective

Plan Design. The Board and Union agree to provide a

healthcare plan to qualifying employees that include a

PPO, an HMO and HSA.

351

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Health Savings

Account

(Employer

Contribution)

n/a

$600 Employee Only

$1,500 Employee+1

$2,000 Family

n/a n/a

Annual Deductible

(not applicable to

services with co-pays)

none

$2,000 per person

$4,000 per family

$4,000 per person

$8,000 per family

$600 per person

$1,800 per family

$1,200 per person

$3,600 per family

Out-of-Pocket

Maximum

(including deductible)

$1,500 per person

$3,000 per family

$4,000 per person

$8,000 per family

$8,000 per person

$16,000 per family

$2,700 per person

$5,200 per family

$5,400 per person

$10,800 per family

Lifetime

Maximum

Coverage

Unlimited

352

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Care in Physician’s

Oce

(general doctor oce

visits such as x-rays,

allergy shots and

chemotherapy)

100% aer $30 co-pay

per visit

80% aer

deductible

50% aer

deductible

$25 co-pay and

80% aer

deductible

50% aer deductible

Preventive

(preventive screening)

(routine physical

check-ups for

adults and children,

mammograms, PSA,

pap smears, HPV

screenings, physicals

and immunizations)

100% (no co-pay)

(no deductible)

100% (no co-pay)

(no deductible)

50% aer deductible

100% (no co-pay) (no

deductible)

50% aer deductible

353

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Pre-Certication

through Vendor

Selected by the Board

HMO participants are

not required to obtain

pre-certication through

vendor selected by the

Board. Referrals are

handled by participants’

primary care physicians.

Pre-authorization required, failure can result in 50% additional co-insurance charge up

to $1,000 plus the co-insurance that is applicable to the service. Benets can be further

reduced or denied completely if it is determined that treatment or admission is not

medically necessary.

Inpatient Hospital

Services

Hospital

(Semi-Private) Room

and Board

100% aer $275 co-pay per

admission

80% aer

deductible

50% aer deductible

$100 per admission

and 80% aer

deductible

$100 per admission

and 50% aer

deductible

Doctor’s Visits

(including specialists,

x-rays, labs, drugs,

surgeon’s fees and

anesthesiologists)

100% $0 co-pay

included in

in-patient

hospitalization

included in

in-patient

hospitalization

included in in-patient

hospitalization

included in

in-patient

hospitalization

Outpatient

Hospital Care

(including surgery)

covered in full aer

$225 co-pay per visit

80% aer

deductible

50% aer deductible 80% aer deductible 50% aer deductible

354

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Maternity

Prenatal/Postnatal

100% aer

$45 co-pay per visit

80% aer

deductible

50% aer deductible

100% aer

$40 co-pay per visit

50% aer deductible

Hospital Coverage

(mother and newborn)

100% aer $275 co-pay per

admission

80% aer

deductible

50% aer deductible 80% aer deductible 50% aer deductible

Covered

Emergency Care

(if emergency)

100% aer

$200 co-pay per visit

80% aer

deductible

80% aer deductible

100% aer $200 co-

pay per visit

100% aer $200

co-pay per visit

Ambulance

(if emergency)

100% with $0 co-pay

100% aer

deductible

100% aer

deductible

100% aer deductible

100% aer

deductible

Mental Health and

Substance Abuse

Inpatient 100% aer $275 co-pay

100% aer

deductible

80% aer deductible 80% aer deductible 50% aer deductible

Outpatient 100% aer $20 co-pay

100% aer

deductible

80% aer deductible

100% aer

$25 co-pay

80% aer

$25 co-pay

The amount of this co-pay reflects the parties’ settlement of grievance case no. 20-02-117.

355

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Basic Vision Plan

*Employees have the

option of purchasing

additional coverage

by enrolling in the

Enhanced Vision Plan,

which is described in

paragraph (B)(3) below.

Annual eye exam through network provider covered at 100% aer $15 co-pay

Discounts on eyewear

erapy

(physical, occupational

and speech therapy for

restoration of function)

(services for acquisition

of function not covered)

(limited to 60 visits

per calendar year per

therapy)

100% for the number of

visits which, if approved

by a doctor, up to 60 visits

combined for all therapies,

plus $30 co-pay per visit per

calendar year

100% aer

deductible,

then $30 co-pay

80% aer deductible

100% aer

deductible,

then $30 co-pay

80% aer deductible

Chiropractic Care

(unlimited visits if

medically necessary)

100% aer

$45 co-pay per visit

100% aer

deductible,

then $30 co-pay

80% aer

deductible,

then $30 co-pay

100% aer

deductible,

and $30 co-pay

80% aer deductible

The amount of this co-pay reflects the parties’ settlement of grievance case no. 20-12-014(amr).

356

Benet Highlights

(for eligible expenses)

HMO

PPO with HSA

PPO

In-Network

Out-of-Network

In-Network

Out-of-Network

Care in Skilled

Nursing Facility

(non-custodial)

(up to 60 days per year if

medically necessary)

100%

80% aer

deductible

50% aer deductible 80% aer deductible 50% aer deductible

Prosthetic Devices and

Medical Equipment

100%

80% aer

deductible

50% aer deductible 80% aer deductible 50% aer deductible

357

Benet Highlights

(for eligible expenses)

HMO PPO with HSA PPO

Prescription Drugs

(preferred drug list)

(retail is for up to 30-

day supply)

(mail is for up to 90-

day supply)

*Your cost will be the

co-pay or the price

of the prescription,

whichever is less.

Employees enrolled

in the HMO or PPO

plan will have to pay

a $75 prescription

drug deductible per

calendar year per

household.

Retail (co-pay per prescription) in retail pharmacy network

Generic: $10

Brand Name: $40

Brand Name (Not on List): $55

Specialty: $95

80% covered aer medical

deductible is satised

Generic: $10

Brand Name: $40

Brand Name (Not on List): $55

Specialty: $95

Mail (co-pay per prescription)

Generic: $20

Brand Name: $90

Brand Name (Not on List): $120

Specialty: $200

80% covered aer medical

deductible is satised

Generic: $20

Brand Name: $90

Brand Name (Not on List):

$120 Specialty: $200

Retail purchases out of retail pharmacy network

Employees will pay 100% of the prescription price. Employee will need to submit a paper claim form, along

with the original prescription receipt(s), to Caremark for reimbursement of covered expenses.

Covered prescriptions purchased at a non-participating pharmacy will be reimbursed at 60% of the generic drug cost.

Brand Name: e plan will also only pay 60% of the generic drug cost

if a brand-name drug is issued when a generic drug is available.

358

B. Insurance Beneﬁts - Other

1. Pre-authorization. Pre-authorization required, fail-

ure can result in 50% additional co-insurance charge

up to $1,000 plus the coinsurance that is applicable to

the service. Benefits for medically unnecessary pro-

cedures are subject to further reduction or denial in

accordance with plan policy. The BOARD will con-

tinue to provide information about pre-authorization

to its employees during the Open Enrollment period.

The BOARD agrees that employees should be provided

with additional information materials upon which to

base health care decisions and will design a specific

communication piece such as a section of the annual

open enrollment materials, or other communication.

2. Chronic Care/Disease Management Program. The

parties agree to continue to maintain a chronic care/

disease management program. The program shall

provide individualized/customized treatment plans,

education support, monitoring via nurse care coor-

dinators, communications to employees through the

internet and mail, and targeted phone calls to engage

employees in preventive actions.

3. Enhanced Vision Plan. The BOARD shall continue to

offer an employee-paid vision plan providing contacts/

lenses once every calendar year and frames once every

calendar year. Employee premiums are as follows:

• Employee: as determined by insurer, or if self-in-

sured as determined by vendor.

• Employee + 1: as determined by insurer, or if

self-insured as determined by vendor.

• Family: as determined by insurer, or if self-in-

sured as determined by vendor.

In addition, there will be a $150 frame allowance every

calendar year and a $175 contacts/lenses allowance

every calendar year covered in network. Greater allow-

ances may be provided at the discretion of the BOARD.

359

4. Pharmaceutical Benefit. The prescription drug bene-

fit shall continue to include the following terms:

• Annual mailing providing employees with sum-

mary of Rx expenses and recommendations to save

employees money such as for generic substitutions.

• Retail Fill Restrictions (initial fill + 4, then em-

ployee must use mail order to avoid penalty).

6. Benefits Eligibility For New Hires. A newly hired em-

ployee will continue to be eligible for health care ben-

efits beginning on the first day of the month following

his or her date of hire.

7. Employee Assistance Program. An Employee Assis-

tance Program shall continue to be maintained as part

of the health care program.

C. Beneﬁt Information.

• The BOARD currently provides a guide, providing

an overview of its health care plans to new employees

and re-hired employees and during the annual Open

Enrollment period, and the BOARD will continue to do

so. The guide will be available online to allow employ-

ees to view current plan information electronically.

• The BOARD benefit plans provide a toll-free hotline

and an online site for members to access with questions

regarding their health care plan. The hours of opera-

tion for each health care plan are 8:00 a.m. to 6:00 p.m.

Additionally, the BOARD has a Benefits Customer Ser-

vice team which answers calls during business hours.

• As a result of the PeopleSoft conversion, the BOARD

relies on a unique identification number (“UID”) for

all employees. The BOARD will work with each of its

vendors to ensure that employees are routinely identi-

fied by these UIDs as opposed to the employees’ Social

Security numbers.

D. Anti-Fungal Drugs.

Griseofulvin is covered by the Board. All other anti-fungal

drugs have the option of going through medical necessity

360

review and may be covered after review with the exception

of Penlac which is excluded from the plan and Grifulvin V

and Gris-Peg which are no longer available on the market.

Drug Name Covered

Grifulvin V N/A

Gris-Peg No

Griseofulvin Yes

Lamisil No

Sporanox No

Penlac No

II. Dental Beneﬁt

Employees and eligible family members will have the

choice of PPO or Managed Care.

PPO Dental Plan - Member selects an in-network or an

out-of-network provider.

Managed Care - Member selects a dentist in the provider

network.

Plan Design:

Services PPO In-Network

PPO Out-

of-Network*

Managed

Care

Preventive 80% of PPO rate 80% of PPO rate 100%

Basic 80% of PPO rate 80% of PPO rate 85-75%

Major 50% of PPO rate 50% of PPO rate 70-65%

Individual Maximum

Beneﬁts Limit $1,500 annually None

*Deductible None $100 annually None

Employee Contributions:

PPO

• Employee: $0

• Employee plus one: 100% contributory at rates deter-

mined by plan provider

361

• Employee plus family: 100% contributory at rates de-

termined by plan provider

Managed Care

• Employee: $0

• Employee plus one: $0

• Employee plus family: $0

III. Flexible Spending Accounts (“FSAs”).

The BOARD will offer its employees two types of volun-

tary 100% contributory, flexible spending accounts:

Medical Reimbursement Account – to be used for FSA

eligible expenses not covered by the employee’s medical

or dental plan, such as co-pays, deductibles and co-insur-

ance. The maximum amount is $2,700 per year.

Dependent Care Account – to be used for dependent care

expenses. The maximum amount is $5,000 per year.

IV. Life and Personal Accident Insurance.

Employees are covered by Basic Life coverage. A volun-

tary Optional Life and matching Accidental Death and

Dismemberment insurance is available for employees and

eligible family members.

• Basic Life: $25,000

• Optional Dependent Life: $50,000 spouse

• Optional Dependent Accidental Death and Dismem-

berment: $50,000 spouse

Employee Contributions:

• Basic Life: $0

• Optional Dependent Life: 100% contributory at rates

determined by plan provider

• Optional Accidental Death and Dismemberment:

100% contributory at rates determined by plan pro-

vider

V. Savings and Retirement Program.

The BOARD will contribute, at retirement, a percentage

of the value of an employee’s unused retained sick day

362

bank to the employee’s 403(b) account, within legal limits,

based on retirement benefit eligibility requirements. The

“retained sick day bank” shall be as defined in Article 37-4

above and subject to the terms of that article. The percent-

age shall be as set forth in Article 37-4 above. If no account

exists, one will be established with one of the authorized

vendors, based on agreed-upon criteria.

• A contribution will be made for all employees, with

sick pay balances, meeting the pension benefit eligibil-

ity requirements.

• No exceptions.

• Contributions made on behalf of the employee will not

be subject to state or Medicare tax, as allowed by law.

APPENDIX F

[RESERVED]

(formerly GUIDELINES FOR TRANSFER OF SICK DAYS

— See Article 37)

APPENDIX G

FMLA LEAVE

Bargaining unit employees regularly employed on a year-

round basis who have been employed for at least twelve

months and who have worked a minimum of 1,250 hours

of service during the previous twelve-month period and

bargaining unit employees regularly employed on a ten-

month basis who have been employed for the equivalent

of at least twelve months and who have worked the equiv-

alent of a minimum of 1,250 hours of service during the

previous twelve-month period shall be entitled to unpaid

leave under the Family and Medical Leave Act (“FMLA”)

for any of the following reasons:

(a) To provide care for a son or daughter during the

twelve-month period after the birth of such child;

363

(b) To provide care for a son or daughter during the

twelve-month period after such child is adopted by or

placed in the foster care of the employee;

with a serious health condition; or

(d) To treat or recover from a serious health condition

of the employee.

Bargaining unit employees are entitled to a total of twelve

work weeks of unpaid leave for the above-stated reasons

during a “rolling” twelve-month period measured back-

wards from the date an employee uses any FMLA leave.

Bargaining unit employees shall be required to use their

accrued sick days concurrently with any leave of absence

taken under the FMLA. Employees will have the option,

upon appropriate notice, to use accrued vacation days.

During any leave taken under the FMLA, the employee’s

health care coverage under any group health plan shall be

maintained for the duration of such leave at the level and

under the conditions coverage would have been provided

if the employee had continued in employment continu-

ously for the duration of the leave. If the employee is using

vacation or sick days, the employee will accrue seniority

while on FMLA leave.

Bargaining unit employees must provide at least thirty

days’ advance notice before FMLA leave is to begin if the

need for leave is foreseeable based on an expected birth,

placement for adoption or foster care or planned medical

treatment for a serious health condition of the employee

or the employee’s son, daughter, spouse or parent. If thirty

days’ notice is not practicable (such as because of a lack

of knowledge of approximately when a leave will be re-

quired to begin, a change of circumstances or a medical

emergency), notice must be given as soon as practicable.

Failure to provide the notice set forth in this Section shall

not affect the employee’s entitlement to the leave when

the BOARD has actual knowledge of the FMLA-precip-

itating event.

A bargaining unit employee who takes FMLA leave shall

364

be entitled on return from such leave to be restored to the

position of employment held by the employee when the

leave commenced or to an equivalent position with equiv-

alent employment benefits, pay and other terms and con-

ditions of employment.

Except as may be specifically provided for in this Agree-

ment, bargaining unit employees’ rights and obligations

relating to FMLA leave shall be governed by the provi-

sions of the FMLA (including the regulations thereunder)

and BOARD rules or policies.

APPENDIX H

LAYOFF OF TEACHERS

Section 1 – Deﬁnitions

A. School actions. BOARD-approved actions to close,

consolidate, phase-out or turnaround a school.

B. School closing. A student attendance center is closed,

its attendance area boundary redistributed to two or

more schools and its students reassigned to one or

more schools.

C. School consolidation. A student attendance center is

closed, its attendance area boundary merged with one

other school and its students reassigned to one other

school.

D. Phase-out. A student attendance center is gradually

closed through the reassignment of the area atten-

dance boundary to one or more other student atten-

dance centers with no students reassigned; such center

may later be closed or consolidated.

E. Turnaround or reconstitution. All employees of the

school are removed from the school and reassigned or

laid off with no students reassigned to other schools.

F. Economic actions. Economic actions are those for

which the cause of the layoff of the employee is the

365

BOARD’s, unit’s or school’s lack of funds to maintain

current staffing levels; economic actions may take

the form of different transactions, including, but not

limited to, class size increases, changes in position

definitions (i.e., redefinitions) to meet program needs,

elimination of positions or the reduction of positions

from full- to part-time.

G. Other actions. Actions that are not school actions

or economic actions. They may be based on a school’s

enrollment or a school’s or unit’s educational program

and may include, but not be limited to, (i) drops in en-

rollment whereby a student attendance center receives

fewer positions or less resources due to a decline in

student enrollment, (ii) changes in the educational

or academic focus of the attendance center whereby

an entire attendance center or a substantial part of

an attendance center becomes focused on or changes

its focus to a particular content area or form of ped-

agogy (e.g., International Baccalaureate, Montessori

or STEM) that necessitates specialized credentials for

or training of teaching staff and sometimes support

staff, (iii) program closures whereby special programs

are eliminated (e.g., a grant-funded reading program

ends), (iv) redefinitions, (v) elimination of positions or

(vi) reduction of positions from full- to part-time.

Section 2 – Scope of Policy

Whenever there is a reduction in or change in the teach-

ing force that results in the lay off of appointed teachers,

teachers will be reassigned or laid off in accordance with

this policy.

Section 3 – Order of Teacher Layoff

If changes in an attendance center or program require the

layoff of some but not all teachers, the order of layoff of

teachers within the affected unit and certification shall

be by the following performance tiers and/or as follows:

1. Any teachers rated unsatisfactory;

2. Any substitute or temporary teachers;

366

3. Probationary appointed teachers by performance

tier (emerging: 209-250 score; developing: 251-284

score; proficient: 285-339 score; and excellent: 340-

400 score).

4. Tenured teachers rated satisfactory or, after the first

evaluation in the new evaluation system issues, first

tenured teachers rated emerging (209-250 score) and

then tenured teachers rated developing (251-284 score).

5. All other tenured teachers.

Within each of the foregoing five tiers, teachers shall be

displaced by inverse order of seniority, with the least se-

nior teacher being laid off first.

Section 4 – Notice of Position Closing

When a determination is made that a teacher’s services

are no longer required at an attendance center, the teacher

will be so notified (hereinafter “notice of layoff”) twen-

ty-one days in advance of the effective date of layoff, ex-

cept in the case of 20th day position closing.

Section 5 – Tenured Teachers’ Beneﬁts Upon Layoff

Notwithstanding any provision to the contrary in this

Agreement, all tenured teachers, except those whose last

summative rating was unsatisfactory, upon layoff for any

reason on or after June 21, 2016 shall be placed in the Reas-

signed Teacher Pool at the start of the subsequent school

year (or, in the case of teachers laid off during the school

year, immediately after the effective date of layoff ) for 10

school months. Those tenured teachers shall be placed in

a full-time teacher vacancy that exists on the 20th day of

the school year and for which they are qualified for the

balance of the school year on a temporary basis without

loss of salary or benefits. If that vacancy is filled by some-

one other than the tenured teacher before the expiration

of 10 school months, the tenured teacher shall be returned

to the reassigned teacher pool for the remainder of 10

school months. If no vacancy exists for which a teacher is

qualified on the 20th day, the teacher shall remain in the

Reassigned Teacher Pool for 10 school months.

367

After ratification of this Agreement, tenured teachers el-

igible for this benefit who were laid off at the end of the

2015-2016 school year shall be placed in the Reassigned

Teacher Pool effective the second semester of the 2016-

2017 school year for 10 school months.

B. Teacher Eligibility List.

1. The BOARD with input from the UNION shall cre-

ate a system by which candidates for hire as teachers

are prequalified through hiring screening methods.

Prequalified teachers shall include: (a) tenured teach-

ers laid off for any reason on or after June 15, 2010

whose most recent performance rating was in the top

two rating categories (i.e., excellent or superior and ex-

cellent or proficient); and (b) new applicants and other

teachers who pass uniform pre-screening hiring crite-

ria, including the consideration of employment history.

Tenured Teachers laid off between June 15, 2010 and

June 30, 2012 will not be placed on the teacher eligibil-

ity list if they are currently employed by the BOARD

in a full-time teacher position or have previously re-

signed or retired.

2. Eligible tenured teachers will be invited to be on the

teacher eligibility list and to confirm their desire to be

on the list (such as completing an on-line application).

The UNION will be copied on all communications.

3. Prequalified teachers will be admitted to the eligi-

bility list as they are laid off and shall remain on the

teacher eligibility list for two years or until they re-

ceive a permanent appointment, whichever first oc-

curs. However, teachers placed on the eligibility list

during 2012 will remain on the list until June 30, 2015

4. Inter-unit transfers are exempt from the process de-

scribed in this Section.

5. Principals shall hire only prequalified applicants

to permanent teaching positions and shall have the

discretion to hire any prequalified teacher. However,

principals who receive three or more applications from

368

prequalified displaced tenured teachers for a posted

vacancy must interview at least three prequalified

displaced tenured teachers for the position. If the prin

cipal does not select a prequalified displaced tenured

teacher, the principal shall provide the reason(s) for the

non-selection to the Talent Office, which shall commu

nicate the reason(s) to the prequalified displaced ten-

ured teacher. Such reasons may not be arbitrary.

6. Every July 1, the BOARD shall provide the UNION

with a list of permanent vacancies filled by teachers on

the eligibility list between the immediately preceding

July 1 to June 30 period. If fifty percent of those va-

cancies have not been filled by prequalified displaced

tenured teachers, the BOARD will assign a number of

prequalified displaced tenured teachers who were on

the eligibility list on the immediately preceding June

30 to the reassigned teacher pool for a period of five

school months, but excluding:

(a) displaced teachers then currently in the reas-

signed teacher pool under another provision of this

Agreement; and

(b) tenured teachers displaced between June 15,

2010 and June 30, 2012 who were placed into the

Reassigned Teacher Pool upon layoff.

Assignments to the reassigned teacher pool shall be

based on seniority. The number of prequalified dis-

placed tenured teachers assigned shall equal the dif-

ference between the numerical value of fifty percent

of the permanent vacancies filled during the immedi-

ately preceding July 1 to June 30 period and the actual

number of vacancies filled by prequalified displaced

tenured teachers. Prequalified displaced tenured

teachers who are placed in the reassigned teacher pool

and who do not find a permanent appointment by the

end of their five-month assignment shall be assigned

to the Cadre for five school months. If the prequalified

displaced tenured teacher is not appointed to a position

by the end of his or her assignment in the Cadre, he or

she shall be laid off and separated from BOARD em-

369

ployment, but will remain on the teacher eligibility list

for the remainder of his or her two years of eligibility.

C. Tenured Teachers Laid Off Due to School Actions.

Tenured teachers laid off due to school actions shall re-

ceive the following benefits:

1. Transfer to receiving schools in school closings and con-

solidations. Tenured teachers whose most recent rating is

in the top two rating categories (i.e., excellent or supe

rior and excellent or proficient) shall be appointed to a

vacancy at a school to which students from their school

have been assigned to the extent that a vacancy within the

teacher’s certification has been created as a result of or in

connection with the transfer of students. If more than one

teacher is eligible for appointment to the same vacancy,

selection for the vacancy shall be based on seniority.

2. Alternative severance benefit. A tenured teacher who

has been laid off due to school actions shall be offered the

opportunity to resign and receive three months of pay.

D. Tenured Teachers Laid Off for Reasons Other Than

Economic Actions and School Actions.

Recall to unit. A tenured teacher who has been laid off

from a school or unit shall be entitled to recall to the same

school or unit from which he or she had been laid off for

a period of ten school months from the date of layoff, pro-

vided that a vacancy within his or her certification is cre-

ated at the school or unit and that the teacher has been

rated proficient or better. Tenured teachers shall be re-

called in inverse order of layoff.

Section 6 – Probationary Teachers’ Beneﬁts Upon Layoff

Probationary teachers who are laid off and who have been

rated in the top two rating categories shall be offered

placement in the day-to-day substitute pool.

Section 7 – Eligibility to Apply to Other Positions

The terms of this policy do not preclude any teacher from

applying for vacant positions or employment as a Cadre or

day-to-day substitute at any time.

370

Section 8 – Reappointment with Tenure

Within two years after layoff from BOARD employment, if

the tenured teacher is appointed by a principal to a perma-

nent position, tenure and prior seniority will be restored

to the tenured teacher as of the date of appointment.

APPENDIX I

LAYOFF, INTERIM

ASSIGNMENT AND

REAPPOINTMENT OF PSRPS

The BOARD’s Layoff, Interim Assignment and Reappoint-

ment of Educational Support Personnel (“ESP”) Policy in-

corporated herein and reads in pertinent part as follows:

I. Layoff, Re-Stafﬁng, and Reappointment of Bargain-

ing Unit ESP.

The provisions of Section I of this policy

govern the CEO’s or designee’s decisions to layoff BOARD

employees in educational support personnel classifi-

cations or job titles in bargaining units certified for the

purposes of collective bargaining (“bargaining unit ESP

employees” or “bargaining unit PSRP employees”).

A. Reasons for Reductions in Force of Bargaining Unit

ESP Employees

: The Chief Executive Officer (CEO) or des-

ignee may conduct reductions in force, layoff or dismiss

bargaining unit ESP employees for the following reasons:

(1) lack of work or funds,

(2) decline in student enrollment,

(3) change in subject requirements,

(4) closing of an attendance center, department or

unit,

(5) privatization contracts with third parties,

(6) abolition of positions because of changes in du-

ties associated with them,

371

(7) change in organizational structure,

(8) reconstitution of attendance centers pursuant to

Section 34-8.3 of the Illinois School Code,

(9) intervention in an attendance center under Sec-

tion 34-8.4 of the Illinois School Code, or

(10) any other reason, which in the exercise of the

CEO or designee’s discretion, make a reduction in

force necessary or prudent.

B. Notice of Layoff. When the CEO or designee decides

to conduct a reduction in the work force which results

in the layoff of bargaining unit ESP employees, the

CEO or designee will give fourteen (14) calendar days’

advance written notice to affected bargaining unit ESP

employees or, if notice is given during the bargaining

unit ESP employees’ regular work year, fourteen (14)

calendar days pay in lieu of advance notice. The CEO or

designee will enclose with the notice of layoff: 1) a list

of ESP vacancies then existing; 2) instructions about

how to learn about future ESP vacancies; 3) instruc-

tions on how to apply for bargaining unit vacancies

posted on the Human Resources Department’s on-line

job bulletin in accordance with Section I.E.1 of this

policy; and 4) instructions on how to change address

and contact information with the Talent Office.

C. Criteria for Determining Bargaining Unit ESP Em-

ployees to Be Laid Off.

The school principal or unit head shall determine the

number of positions and which classification(s) within

the unit shall be affected. Employees within those

classifications will be laid off in the following order:

1. Employees who do not possess the highly quali-

fied status or who do not hold necessary certifica-

tions or other qualifications;

2. Employees rated unsatisfactory (i.e., below 1.9

points on current system) in their most recent per-

formance rating.

372

3. Employees rated developing (i.e., 2.0-2.6 points

on the current evaluation system) in their most re-

cent performance rating.

4. All other employees by seniority.

For the purposes of this policy only, “seniority” with

regard to layoff and reappointment shall mean the

length of full-time accumulated service in any career

service/ESP position, with such seniority accruing

from the date of initial appointment to a career ser-

vice/ESP position with the BOARD. This definition

of “seniority” shall apply only to those ESP employees

who are represented by a bargaining unit at the time

of their layoff.

D. Re-stafﬁng of a Bargaining Unit ESP Position in the

Laid Off ESP Employee’s Classiﬁcation or Job Title

at the School or Unit During the 2 Years following

Layoff of Bargaining Unit ESP Employees

. This recall

provision shall apply to PSRPs laid off on or after Feb-

ruary 1, 2014. Except as provided in Section I.F of this

policy (concerning layoffs under the BOARD’s Closing

of Schools Policy or Sections 34-8.3 or 34-8.4 of the Il-

linois School Code), and excluding employees whose

last rating was unsatisfactory, if a school or unit opens

a bargaining unit position in the same job title from

which one or more ESP employees at that school or

unit was laid off within two (2) years of the effective

date of the affected laid off bargaining unit ESP em-

ployee(s)’ layoff(s), the CEO or designee shall offer to

re-staff laid off bargaining unit ESP employees to the

position in order of seniority, provided that the laid off

bargaining unit ESP employee meets all of the qualifi-

cations for the position, including, where applicable,

being highly qualified for the position in accordance

with applicable BOARD policies and state and federal

rules and regulations. The CEO or designee shall make

the offer to re-staff to an eligible laid off bargaining

unit ESP irrespective of whether or not a laid off bar-

gaining unit ESP has accepted an interim assignment

under the provisions of Section I.E of this Policy or a

373

permanent appointment in another position or at an-

other school. A laid off bargaining unit ESP employee

offered re-staffing under this provision must demon-

strate highly qualified status for the position to the

Talent Office in accordance with existing staffing

procedures. Failure to do so will result in revocation

of the offer to re-staff.

In the case of a school closing or consolidation, teacher

assistants rated proficient or better who are assigned to

provide services to a student under an IEP who is trans

ferred shall be transferred with the student to the re-

ceiving school or other school that the student chooses.

In the case of school closings or consolidations, PSRPs

rated proficient or better shall be transferred to the re-

ceiving school to the extent that vacancies are opened

in their titles at the receiving school as a result of the

receipt of students.

E. Beneﬁts Upon Layoff. PSRPs whose most recent an-

nual rating was developing or better shall be placed in

positions for which they qualify that are vacant on the

20th day until the end of the semester.

F. Eligibility Pool for Consideration for and Interim

Assignment to Certain Bargaining Unit Positions

The CEO or designee shall maintain a list of laid off

bargaining unit ESP employees by job title who are

seeking re-employment with the BOARD for a period

of ten (10) school months after the effective date of

their layoff. The list will constitute the eligibility pool.

Laid off bargaining unit ESP employees in the eligibil-

ity pool will be eligible for interviews for appointment

to BOARD-funded positions for which they apply in

accordance with this Policy and for an interim assign-

ment to a vacant position in the title from which they

were laid off and for which they meet the minimum

qualifications as follows:

(1) Eligibility for Interviews for Bargaining Unit

ESP Vacancies Posted on the Human Resources

Department’s On-line Job Bulletin. A laid off bar-

374

gaining unit ESP employee in the eligibility pool

may apply for BOARD-funded bargaining unit va-

cancies in his or her former job title at schools or

units other than that from which he/she was laid off

that are posted on the Human Resources Depart-

ment’s on-line job bulletin for which they qualify

by submitting a timely application to the Talent

Office in accordance with instructions in their no-

tice of layoff and in accordance with the posting.

If a laid off bargaining unit ESP employee applies

for a BOARD-funded vacant bargaining unit ESP

position and meets the minimum qualifications for

the position as advertised including being highly

qualified in accordance with BOARD Policy and

state and federal regulations, the principal or unit

head shall interview and give the laid off bargain-

ing unit ESP consideration for appointment to the

position on the same terms as other qualified ap-

plicants. In order to qualify for an interview, the

laid off bargaining unit ESP employee must submit

a timely application to the Talent Office and must

demonstrate to the Talent Office in his or her appli-

cation or resume that he/she meets the minimum

qualifications of the position including, where ap-

plicable, being highly qualified for the position in

accordance with applicable state and federal rules

and regulations.

(2) Eligibility for Interim (Temporary) Assignment

at another School or Unit to a Vacancy in the Laid

Off Employee’s Former Title. If a position in a laid

off bargaining unit ESP employee’s former job title

at a School or Unit other than that from which the

bargaining unit ESP employee was laid off remains

vacant for a period of forty-five (45) calendar days

after it was created or became vacant and no offer

of employment to a candidate is pending the CEO

or designee will offer to assign and, if the offer is

accepted, assign a laid off bargaining unit ESP em-

ployee who is in the eligibility pool to the vacant

bargaining unit ESP position on an interim (tem-

375

porary) basis provided the laid off bargaining unit

ESP employee:

a. meets the minimum qualifications of the po-

sition, including, where applicable, being highly

qualified for the position in accordance with ap-

plicable state and federal rules and regulations;

b. has a minimum efficiency rating of 70% in his

or her previous position; and,

c. did not have disciplinary action pending at the

time of his or her layoff; and,

d. has not received a disciplinary suspension in

the ten (10) school months immediately preced-

ing his or her layoff.

If there is more than one laid off bargaining unit ESP

eligible for an interim assignment, the CEO or des-

ignee shall offer interim assignments to eligible and

qualified laid off bargaining unit ESP employees in

order of seniority. If a laid off bargaining unit ESP re-

jects an offer of an interim assignment, the laid off ESP

employee will forfeit his or her place in the eligibility

pool.

An interim assignment shall be for a maximum of sixty

school (60) calendar days. At any point during the in-

terim assignment, the principal or unit or department

head may remove or replace the laid off bargaining

unit ESP employee by appointing another employee

or applicant to the position. If the laid off bargaining

unit ESP who was given an interim assignment is not

removed or replaced during the sixty (60) calendar day

interim period, the CEO or designee shall appoint him

or her to the position. If the laid off bargaining unit

ESP is appointed to the position, the CEO or designee

shall remove him or her from the eligibility pool. If a

laid off bargaining unit ESP is removed from the in-

terim position, the CEO shall return him or her to the

eligibility pool, provided however that the interim as-

signment shall not extend his or her maximum period

of ten (10) school months in the eligibility pool.

376

G. ESP Layoffs Due to School or Unit Closing or In

Connection with BOARD Remedial Actions Under Sec

tion 34-8.3 or Section 34-8.4 (Intervention). In cases

in which the CEO or designee conducts a reduction in

force or layoff due to School or Unit closings, or in con

nection with BOARD remedial action under Section

34-8.3 or Section 34-8.4 of the Illinois School Code,

Section I. D of this Policy shall not apply to those ESPs.

H. Effect of Layoff/Appointment after Layoff. A layoff of

bargaining unit ESP employees shall result in the sever

ance of the bargaining unit ESP employees’ employment.

The CEO or designee shall pay out to the laid off bargain

ing unit employee his or her final wages and transmit

to him or her applicable benefit notices in accordance

with applicable law. In the event a laid off bargaining

unit ESP employee is appointed to any position within

ten (10) school months of the effective date of his or her

layoff, the CEO or designee shall appoint the laid off bar

gaining unit ESP employee to the position without loss

of seniority and shall restore his or her sick and personal

leave benefit day balances existing on the effective date

of layoff. If the laid off bargaining unit ESP employee is

appointed to a position more than ten (10) school months

after the effective date of his or her layoff, the CEO or

designee shall appoint the laid off bargaining unit ESP

employee to the position as a new employee with a new

seniority date and shall not restore sick and personal ben

efit day balances existing at the time of his or her layoff.

II. Layoff of ESPs Not in Units Organized for Collec-

tive Bargaining.

[Intentionally Omitted]

III. Notices and Communications with Laid off Em-

ployees/Addresses and Telephone Numbers.

Laid off

bargaining unit or non-bargaining unit ESP employees

shall bear the burden of ensuring that the Talent Office

has their current telephone number, home address, and,

where available, home or other electronic mail address.

Laid off bargaining unit or non-bargaining unit ESP em-

ployees shall be responsible for submitting changes of

address and contact information with the Talent Office

377

in accordance with its procedures. Except for the Notice

of Layoff and post-layoff benefit notices, which the CEO

or designee shall transmit to the laid off bargaining unit

or non-bargaining unit ESP employee by regular or cer-

tified mail to their last home address that is on file at the

BOARD’s Talent Office, the CEO or designee may com-

municate offers of re-staffing, interim assignment, and

interviews for positions telephonically, via regular mail or

via electronic mail as the CEO or designee deems appro-

priate under the circumstances. If laid off bargaining unit

or non-bargaining unit ESP employees cannot be reached

at the telephone number, address or electronic mail ad-

dress then on file with the Talent Office within three (3)

business days of the CEO or designee’s attempt to reach

them, the CEO’s or designee’s obligation, if any, to offer to

re-staff, assign on an interim basis or interview set forth

in this policy, will be deemed satisfied and discharged.

IV. CEO’s Report to the Board of All ESP Employees

Laid Off.

The CEO shall report the number of ESP employ-

ees laid off to the BOARD in the CEO’s quarterly report of

personnel transactions as provided in Board Rule 4-1(b).

MEMORANDUM OF

UNDERSTANDING

The following confirms the BOARD’s commitment with

respect to certain staffing issues. The BOARD will allo-

cate no less than $500,000 annually to recruit and train

the qualified staff required for Nursing, Social Worker

and Case Manager, School Psychologist, Physical Thera-

pist, Occupational Therapist, Speech Language Patholo-

gist, and Audiologist positions. Further, the BOARD will

report quarterly on its public website on its progress, in-

cluding but not limited to the number of positions opened

and filled, as well as the efforts underway to make signif-

icant progress toward the above goals.

The BOARD and the UNION will meet bi-monthly to as-

sess progress and to ascertain any and all initiatives to fill

these positions.

378

SIDE LETTERS

SIDE LETTER ON

STUDENT-BASED

BUDGETING

This letter confirms that CPS will continue to engage in a

process to review school funding and modify as needed, in

order to increase equity.

SIDE LETTER ON SQRP

This letter confirms that CPS will continue to engage in

a process to improve the School Quality Rating Policy, in

order to increase equity.

SIDE LETTER ON CHARTERS

There will be a net zero increase in the number of Board

authorized charter schools over the term of this agree-

ment and the total number of students enrolled by the

2023-24 school year will not exceed 101% of the total stu-

dent enrollment capacity as of school year 2019-20.

SIDE LETTER ON

TIMEKEEPING DUTIES

The BOARD agrees to work with the UNION to return

currently centralized timekeeping duties to school clerks,

school clerk assistants and substitute school clerks by the

beginning of the 2020-21 school year.

SIDE LETTER WITH RESPECT

TO ACCRETED TITLES

During the fall 2015, the Illinois Educational Labor Rela-

tions Board issued a certification order adding the follow-

ing titles to the Chicago Teachers Union bargaining unit:

• Instructional Support Leader

• College and Career Coach

379

• CTE College and Career Coordinator

• Youth Intervention Specialist, and

• Attendance and Truancy Specialist

The parties have concluded bargaining for a successor col-

lective bargaining agreement. However, the Union has not

made formal proposals with respect to the terms and con-

ditions of employment of the accreted titles. The parties

agree to continue bargaining with respect to those titles

during the next several months and to amend the succes-

sor agreement to incorporate those terms and conditions

of employment.

No rights or privileges established in the parties’ succes-

sor labor agreement shall be reduced or abridged by virtue

of the parties’ amendment concerning the accreted titles.

SIDE LETTER ON

PROGRESSIVE REVENUE

AND ILLINOIS CHARTER

COMMISSION

The Board and the Union shall collaborate to support

mutually agreeable legislation that calls for a sustainable

state tax that is levied on a progressive basis.

SIDE LETTER ON

DEFERRED PAY

CPS will advise bargaining unit members of the process by

which they can initiate voluntary deductions to simulate

deferred pay.

SIDE LETTER ON

AIR CONDITIONING

The Board will have air conditioning in all classrooms in

use by the end of the school year 2018-19.

380

SIDE LETTER ON

DEDICATED PENSION LEVY

As soon as practicable after the ratification of this collec-

tive bargaining agreement, the Board and CTU will jointly

petition the Illinois General Assembly, its leadership and

the Governor of the State of Illinois to enact legislation

that enables the Board to levy a property tax for the ex-

clusive benefit of the Public School Teachers Pension and

Retirement Fund of Chicago also known as the Chicago

Teachers Pension Fund, which property tax shall:

(1) be independent of the Board’s general education tax

levy;

(2) not be factored into the Board’s ability to increase

property taxes under the Property Tax Extension Lim-

itation Law (PTELL);

(3) offset on a dollar for dollar basis the Board’s liabil-

ity for annual payments toward a “deficiency in Fund”

as defined by and determined under 40 ILCS 5/17-129;

and,

(4) not be considered “available local resources” under

105 ILCS 5/18.05 for purposes of General State Aid al-

location to the Board.

SIDE LETTER ON

RETROACTIVITY

The provisions of this agreement are not retroactive un-

less a provision specifically states that it will be applied

retroactively.

SIDE LETTER ON

IEP BEST PRACTICE

The Board will work with the Joint Special Education

Committee to draft communication regarding the 10-day

draft IEP best practice.

381

SIDE LETTER ON

HEALTH INSURANCE

CPS shall pay a hold harmless lump sum to employees who

were enrolled in the Blue Advantage HMO on December

31, 2016 and on January 1, 2017. The lump sum shall be

equal to the difference between the 2016 and 2017 em-

ployee contributions for 12 months, which shall be cal-

culated by multiplying the employee’s contribution rates

(based on coverage level) for January 1, 2016 to December

31, 2016 and for January 1, 2017 to December 31, 2017 times

the employee’s current annual salary, i.e., Lump sum =

[Current Salary * 2017 Contribution Rate] – [Current Sal-

ary * 2016 Contribution Rate].

SIDE LETTER ON

INSTRUCTIONAL MINUTES

With regard to Articles 4-1 and 5-1 (minutes of student

instruction), and for the term of the 2015-19 collective

bargaining agreement, the parties shall abide by the past

practice that schools may provide up to 300 minutes of

instruction.

382

INDEX

2.2% pension legislation, 158 (36–5)

52-week academic calendar, 93 (19–4.4)

holidays/vacation days and, 117 (25–2.4)

salary schedule, 263–277, 310–321

208-day academic calendar, 92 (19–4.1)

holidays/vacation days and, 117 (25–2.1)

salary schedules, 218–232, 280–300

228-day academic calendar, 93 (19–4.2)

holidays/vacation days and, 117 (25–2.2)

salary schedules, 233–247

248-day academic calendar, 93 (19–4.3)

holidays/vacation days and, 117 (25–2.3)

salary schedule, 248–262, 301–309

403(b) account, 362

504 plans, 211 (49–4)

ability grouping assignments, 183 (40–7)

absence reporting, 121–122 (27–4)

absences, leaves of. See leaves of absences

abuse, verbal/non-verbal, 192 (44–25)

AC (attendance coordinator), 56–58 (10–3)

Academic Calendar Committee, 200 (45–4.15)

academic calendars, 92–93 (19)

accidents

health coverage and, 145 (32–4)

job-related, 77–78 (14–3; 14–4), 145 (32–4)

personal accident insurance, 142–143 (32–1.1(C); 32–1.2), 361

accredited titles, 378–379

activity calendars, 75 (13–3)

ad hoc professional problems committees (PPC), 194 (44–31)

administrative unit problems, 194 (44–31)

adoption, parental leave and, 150 (33–7.1(B); 33–7.2), 363

advanced placement, high school, 36 (6–5)

Advisory Committee on Budget, 199–200 (45–4.11)

advisory periods, 35–36 (6–3)

aer-school rate of pay, 160–161 (36–11)

agendas, Board meetings, 8 (1–5.3)

agreement

amendments or modications, 214 (50–2)

duration, 214 (50–1)

reproduction, 18 (1–22)

AIDS/HIV, 79 (14–7)

air conditioning, 200 (45–4.12), 379

Amendatory Acts, 209 (47–2)

American Sign Language Interpreters, 50–51 (9–19.1)

annuities, 11 (1–9). See also pensions

anti-fungal drugs, 359–360

appeals

of grievances, 22 (3–7.1), 24 (3–8.1(a))

preschool position requests, 214 (49–11)

teacher evaluations and, 179–181 (39–9)

appointed teachers, 109–110 (23–1; 23–2; 23–3). See also tenure/

tenured teachers

class coverage by, 121 (27–3)

discipline procedure for, 133–135 (29–3), 136 (29–4)

vacation pay, for displaced, 187 (43–3)

appointment, of teachers, 184 (42)

arbitration procedure, grievances and professional problems

383

adjustments, school-level, 21–22 (3–6)

appeals, 22 (3–7.1), 24 (3–8.1(a))

Chief Executive Ocer’s review, 22–23 (3–7)

conferences for, 20–24 (3–4; 3–6.5; 3–7.2; 3–7.3; 3–8.1(b))

decisions and awards, 28 (3–10.4) 24 (3–8.1(b))

demand for, 27–28 (3–10.2)

expedited, 24–25 (3–8.3)

grievance, denition of, 19 (3–1)

initiation at higher step, 24 (3–8.2)

investigation of, 20 (3–3)

Joint Arbitration Review Committee, 28 (3–11)

jurisdiction outside of principal or head administrator, 23–24 (3–8.1)

mediation, 25–27 (3–9)

panel, permanent, 27 (3–10.1)

parties to, 19–20 (3–2)

subpoenas in, 28 (3–10.3)

time limits for, 21 (3–5)

arts education

facilities for, high school, 36 (6–8)

schedule, elementary, 30 (4–6)

schedule, middle school, 33–34 (5–6)

stang for, 128 (28–1.III)

teacher periods and, high school, 38–39 (6–25)

assaults/battery, school-related, 77–78 (14–3; 14–4)

assessments, student, 194–196 (44–32; 44–33)

assigned teachers. See also substitutes

Cadre substitutes, 113 (23–6.2), 114 (23–6.6)

day-to-day substitutes, 113 (23–6.3)

part-time, 113–114 (23–6.4)

retired teachers, 114 (23–6.5)

temporarily assigned teacher (TAT), 113 (23–6.1)

assignments, of teachers, 182 (40–4), 184 (42)

assistants

clerk, 47 (9–14.5), 81 (15–14)

library, 46 (9–13)

media, 82 (15–18)

school, 49–50 (9–17)

special education, 49 (9–16.3)

teacher, 49 (9–16), 81 (15–17), 97 (20–1.13), 373

teacher, pre-K, 84 (17–3)

teacher, substitutes for early childhood, 84 (17–5)

attendance coordinator (AC), 56–58 (10–3)

attendance management training, 47 (9–14.6)

audiologists, 212 (49–9), 329–330

audiometric screening technicians, 48–49 (9–15)

autism students. See special education; special education teachers

bargaining rights, 209 (48)

bargaining unit employees. See also individual positions

duties outside of, 188 (44–7)

paraprofessional/school-related personnel (PSRPs), 349–350

teacher positions, 347–349

battery/assaults, school-related, 77 (14–3), 78 (14–4)

benets

of Cadre/provisional Cadre substitutes, 120 (27–2.5)

dental, 14–15 (1–17.2), 142 (32–1.1(C)), 165 (37–5.3), 168 (38–2.1),

360–361

disability (See disability, short-term)

for domestic partner status/civil unions, 145–148 (32–5; 32–7.1;

33–4), 150 (33–7.1(B))

384

health care (See health care and related benets)

insurance, 358–359

of laid-o Educational Support Personnel (ESP), 376

leaves (See leaves of absence)

life insurance, 145 (32–3), 361

paraprofessionals/school-related personnel (PSRPs), 44–45 (9–9)

of part-time teachers, 113–114 (23–6.4)

pensions (See pensions)

personal accident insurance, 142–143 (32–1.1(C); 32–1.2), 361

retirement (See retirement)

savings accounts, 156 (36–3.3), 361–362

during short-term disability, 165 (37–5.3)

sick days (See sick days)

vacation (See vacation)

for violence victims, school related, 78 (14–4)

workers’ compensation, 78 (14–4.2), 151 (33–10), 165 (37–5.2)

bereavement leaves, 148–149 (33–4)

bilingual education, 125 (28–1.I(A)), 189 (44–11), 203 (46–3)

Bilingual Education Committee, 200 (45–4.17), 203 (46–3.1)

bilingual education teachers, 122 (27–8), 203 (46–3.3), 204 (46–4)

Blue Advantage HMO, 381

BOARD

meetings, agenda and action information exchange, 8 (1–5.3)

policies and procedures, availability of, 193 (44–28)

premises, access to, 14 (1–15)

publications, 193 (44–29)

Board of Education of the City of Chicago. See BOARD

breastfeeding mothers, 192–193 (44–26)

budgets/nances

adjustments, high salaries, 162 (36–14)

information exchange of, 8 (1–5.4)

special education teachers and, 105

student-based, 378

bulletin boards, UNION materials and, 16 (1–18.1)

bulletins

CPS, 8–9 (1–5.5)

librarian, 80 (15–9)

business education, 38–39 (6–25)

business periods, UNION and local school, 13–14 (1–14)

Cadre/provisional Cadre substitutes

about, 113 (23–6.2), 114 (23–6.6)

compensation and benets of, 120 (27–2.5)

employment criteria for, 119 (27–2.2)

establishment of, 119 (27–2.1)

geographic-area specic, 123 (27–12.4)

pay of, 322

recruitment of, 119–120 (27–2.4), 120–121 (27–2.6)

temporarily assigned teachers (TAT) who become, 168–169 (38–2)

vacation pay for, 187 (43–3; 43–4)

calendars. See also schedules

academic, 92–93 (19)

activity, 75 (13–3)

Career and Technical Education (CTE). See also Cooperative Edu

cation programs

about, 85–86 (18–1)

appropriations for, 87 (18–5)

closure of program, 91 (18–18.2; 18–18.3)

cooperative education and, 88–91 (18–9; 18–13; 18–16; 18–17)

coordinators (CTEAC), 64–66 (10–7)

385

credentials, 89–90 (18–12; 18–9.4)

culinary arts, 87 (18–4)

lane/step placement, advanced, 86 (18–2)

materials/equipment for, 87–88 (18–6)

professional development and, 91–92 (18–19)

program expansion, 91 (18–18.4)

programming, 86–87 (18–3)

safety and, 88 (18–7; 18–8)

salaries and, 91 (18–18.1)

stang for, 124–125 (28–1(I))

student placement in, 90 (18–15)

teacher period maximums, 38–39 (6–25)

and teacher-coordinators, 88–89 (18–9.2; 18–9.3)

workforce council and, 89 (18–11)

Career and Technical Education Committee, 198 (45–4.1)

Career Clusters, 85–86 (18–1)

Case Management Committee, 199 (45–4.5)

case management/managers, 101 (20–7), 211 (49–4), 330

CCC (college and career coaches), 61–64 (10–6)

CCS (college and career specialist), 58–60 (10–4)

certications. See also National Board Certication

audiometric and vision screening, 49 (9–15.8)

driver’s education, 72 (11–7)

interpreters, Individualized Education Programs (IEP), 197 (44–36)

nurses, 100 (20–6.5)

professional development, 192 (44–23)

School Service Personnel, 93 (20–1.1(a))

charter schools, 378

checko, dues, 10 (1–6)

Chicago Teachers and Union Political Action Committee, 11 (1–10)

Chicago Teachers Union. See UNION

Chief Executive Ocers’ grievance review, 22–23 (3–7)

child care account, 361

child-rearing leave, 150 (33–7.1(B))

chorus, high school, 37 (6–10)

citizenship. See immigrants/immigration

City-Wide Professional Problems Committee, 12–13 (1–12.2)

civil unions/domestic partner status, 145–148 (32–5; 32–7.1; 33–4),

150 (33–7.1(B))

CIWP (Continuous Improvement Work Plan), 195 (44–32.2), 213

(49–10(B.3))

class coverage

absence reporting, 121–122 (27–4)

appointed teachers/temporarily appointed teachers for, 121 (27–3)

bilingual substitutes and, 122 (27–8)

Cadre substitutes (See Cadre/provisional Cadre substitutes)

day-to-day substitutes, 118 (27–1)

in-service meetings/workshops, during, 122 (27–6)

mandated testing, during, 122–123 (27–9)

ordered list, posted, 123 (27–10)

preparation periods and, 122 (27–5)

provisions for, 123 (27–12)

stang system errors and, 123 (27–11)

for teacher assistants in early childhood, 122 (27–7)

class sizes

administrative discretion for, 128–129 (28–1.VI)

elementary schools, art/music stang, 128 (28–1.III)

elementary schools, organization, 125–127 (28–1.I(B))

elementary schools, stang, 124–125 (28–1.I(A))

enforcement policy on, 129 (28–2)

high school, 127–128 (28–1(II))

monitoring process, 129–132 (28–3)

oversized, automatic investigation of, 132–133 (28–4)

oversized, funding for, 132–133 (28–4; 28–5)

386

oversized, remedies for, 132–133 (28–4)

policy modication for, 129 (28–1.VII)

for shop, home economics, laboratory, and draing classes, 128

(28–1.IV)

for special education, 128 (28–1.V)

classes/classrooms

assignments, 182 (40–5)

cleaning of, 188 (44–5)

exclusion of student from, 137 (30–1.1)

modied, 183 (40–6)

space availability, 125–127 (28–1.I(B))

teaching, during UNION leaves, 16 (1–17.6)

classications of teachers. See individual classications

cleaning, of school building, 188 (44–5)

clerk assistants, 47 (9–14.5), 81 (15–14)

clerks, 46–48 (9–14), 79–80 (15–2; 15–3), 92 (19–3)

climate, school, 140 (30–9.1; 30–9.2)

Clinician Work Load Committee, 199 (45–4.6)

clinicians

caseloads, for city-wide itinerant teachers and service providers, 96

(20–1.11)

counselors, 97–98 (20–2)

evaluation plans for, 175–176 (39–2.6; 39–2.7)

licensure compliance and, 96–97 (20–1.12)

meetings of, 96 (20–1.10), 102 (21–6)

paraprofessionals/school-related personnel (PSRPs), dened, 93–94

(20–1.1(b))

professional development content for, 94 (20–1.4)

schedule receipt, 94 (20–1.5)

subcontracting and privatization of, 97 (20–1.13)

teacher, dened, 93 (20–1.1(a))

teacher, preparation periods, 94 (20–1.3)

teacher, responsibilities, 94–95 (20–1.6)

travel time for, 96 (20–1.9)

vacancies lled, 96 (20–1.8)

work days, 94 (20–1.2)

work space and equipment for, 95 (20–1.7)

clothing/equipment, safety, 79 (14–6)

coaching positions, 75–76 (13)

cognitive disabilities/autism students. See special education; spe

cial education teachers

Collective Bargaining Agreement (CBA) applicability. See individ

ual positions

college and career coaches (CCC), 61–64 (10–6)

college and career specialist (CCS), 58–60 (10–4)

communicable diseases, 79 (14–7)

communications

of BOARD policies and procedures, 193 (44–28; 44–29)

for Cooperative Education teachers, 90 (18–13)

of faculty meeting reports, 188 (44–6)

grievance decisions, 22–23 (3–6.7; 3–7)

grievance information exchange, 7–8 (1–5.2)

for immigration/citizenship status resources, 208 (46–8.6)

on legislative interests, 73 (12–1)

to librarians, 80–81 (15–9; 15–10)

of positions opened and lled, 377

of texts and supplies, 39 (7–1)

UNION materials and, 16–17 (1–18)

compensation. See salaries/compensation

complaints. See grievances and professional problems

comprehensive service coordinator (CSC), 53–56 (10–2)

computer technicians/technology coordinators, 50 (9–18)

computers

access to, 191 (44–20)

387

condential information on, 192 (44–22)

conference leaves, 149 (33–6)

conferences. See also meetings

for evaluation of teachers (See under evaluations, teacher)

grievance, 20–21 (3–4), 22 (3–6.5), 22–23 (3–7.2; 3–7.3), 24

(3–8.1(b))

student discipline, 138 (30–2)

conicts, statute, rule, or regulation, 17 (1–20). See also grievances

and professional problems

conformity, 208–209 (47)

consulting teachers, 177–178 (39–7)

contact information changes, 190 (44–15)

Continuous Improvement Work Plan (CIWP), 195 (44–32.2), 213

(49–10(B.3))

convention leaves, 149 (33–6)

Cooperative Education programs. See also Career and Technical

Education (CTE)

communication service for, 90 (18–13)

credentials for, 89 (18–9.4), 89–90 (18–12)

extended days, 90 (18–16)

student placement in, 90–91 (18–17)

teacher-coordinators for, 88–89 (18–9.2; 18–9.2)

teachers, 88 (18–9.1)

work training, 90–91 (18–17)

COPE, 9 (1–5.8)

corrective action notice, 134 (29–2.2)

Counselor and Case Management Committee, 199 (45–4.5; 45–4.7)

counselors, 31 (4–14), 97–98 (20–2), 101 (20–7)

course changes, for teachers, 183 (40–8; 40–9)

crossing activities, 49 (9–16.2)

CSC (comprehensive service coordinator), 53–56 (10–2)

CTE (Career and Technical Education). See Career and Technical

Education (CTE)

culinary arts teachers, 87 (18–4)

culture, school, 140 (30–9.1)

custodial duties, of teachers, 188 (44–3)

DACA (Deferred Action for Childhood Arrivals), 207 (46–8.1)

death, leave for, 148–149 (33–4)

death, of employee

sick days and, 164 (37–4)

vacation pay and, 187 (43–2)

debt, student, 197 (44–37)

deductions

annuity or mutual fund, 11 (1–9)

Chicago Teachers Union Political Action Committee, 11 (1–10)

United Credit Union, 10–11 (1–7)

Deferred Action for Childhood Arrivals (DACA), 207 (46–8.1)

deferred pay accounts, 156 (36–3.3), 379

delegates, UNION

business periods for, 13 (1–14.1)

denition of, 17–18 (1–21)

handbook for, 9 (1–5.7)

dental coverage, 14–15 (1–17.2), 142 (32–1.1(C)), 165 (37–5.3), 168

(38–2.1), 360–361

department chair consultations, 36 (6–4)

department chairs, high school

Career and Technical Education (CTE), 87 (18–3)

librarians, 81 (15–11)

nomination and election of, 38 (6–24)

388

department meetings, high school, 37 (6–11)

departmental classes, 31 (4–11)

dependent care account, 361

direct deposit, 160 (36–9)

disability, short-term

benets, 165 (37–5.1)

eligibility for, 165 (37–5.2)

Family and Medical Leave Act (FMLA) and, 165–166 (37–5.4)

sick days and, 163–164 (37–3)

discipline, employee. See employee discipline

discipline, student, 198 (45–4.3)

diseases, communicable, 79 (14–7)

dismissals. See layo headings

displacements

of appointed tenured teachers, 109 (23–2.2)

vacation pay and, 187 (43–3)

diversity, equity, and inclusion (DEI). See also integration, quality

education

Diversity Committee, 200 (45–4.16)

equal employment opportunities and, 18–19 (2–1; 2–2)

equity, Joint Stang Committee on, 212–214 (49–10)

Oce of Diverse Learner Supports and Services, 12 (1–12.2), 108

(22–5), 175–176 (39–2.6; 39–2.7)

domestic partner status/civil unions

benets and, 145–148 (32–5; 32–7.1; 33–4), 150 (33–7.1(B))

recognition of, 18 (2–1)

do-not-hire lists, 181 (39–10)

draing classes/teachers, 38–39 (6–25), 128 (28–1.IV)

driver education teachers, 72–73 (11), 114–115 (24–1), 331

dues, UNION, 9 (1–5.8(a)), 10 (1–6)

duties, outside bargaining unit, 188 (44–7)

duty schedules

elementary, 29 (4–4)

high school, 38 (6–22)

middle school, 33 (5–4)

duty-free periods. See preparation periods

early childhood. See also preschool/pre-K

class coverage in, 122 (27–7)

hygienic equipment/facilities, 84 (17–4)

in-service meetings, half day and, 31 (4–13)

matriculation dates, 32 (4–17)

nap time in, 83 (17–1)

non-teaching time, 31–32 (4–16)

playground teachers, 84 (17–6)

report cards, kindergarten, 83 (17–2)

schedule models, 29 (4–2)

substitute teacher assistants, 84 (17–5)

teacher assistants, pre-K, 84 (17–3)

Early Childhood Education Committee, 56 (10–2(K)), 198 (45–4.2)

early departure/late arrival, 30 (4–9), 34 (5–9), 37–38 (6–18)

Early School Leaver, 89 (18–9.3)

Educational Support Personnel (ESP), 45 (9–10). See also layos, of

Educational Support Personnel (ESP)

Education-to-Careers (ETC). See Career and Technical Education

(CTE)

elementary school

beginning and ending times for, 29 (4–3)

class sizes, 124–127 (28–1.I(A); 28–1.I(B)), 132–133 (28–4)

department classes start, 31 (4–11)

389

half day early childhood/kindergarten, 31 (4–13)

late arrival/early departure, 30 (4–9)

library, physical and arts education programs, 30 (4–6)

matriculation dates, early childhood, 32 (4–17)

non-teaching time, early childhood/kindergarten, 31–32 (4–16)

placement of students, 31 (4–14)

preparation periods and, 29–32 (4–1; 4–5; 4–12; 4–19)

professional development activities and, 30–31 (4–10)

recess, 30 (4–7; 4–8)

safety and, 32 (4–18)

salaries/compensation, 337–340 (See also salaries/compensation)

schedule models, 29 (4–2)

schedules, duty, 29 (4–4)

school day, regular, 29 (4–1)

sta travel time, 31 (4–15)

stang ratios for, 98 (20–2.38)

student supervision, 30–31 (4–8; 4–12)

emergency situations, 78 (14–5)

employee discipline

complaints, anonymous, 137 (29–8)

dismissal, 135–136 (29–2.5) (See also layo headings)

professionalism in, 136–137 (29–6)

progressive discipline, 133–134 (29–2.1)

review of, 136 (29–4), 136 (29–5)

stale, 137 (29–9)

UNION, notices to, 137 (29–7)

UNION representation and, 136 (29–3)

warning, nal, 135 (29–2.4)

warning, rst, 134 (29–2.2)

warning, second, 134–135 (29–2.3)

Employee Discipline Committee, 199 (45–4.9)

employee identication numbers, 190 (44–18)

English Learner program, 203–205 (46–3.2; 46–5)

equal employment opportunities, 18–19 (2–1; 2–2)

equipment. See texts/supplies/equipment

equipment/clothing, safety, 79 (14–6)

equity. See diversity, equity, and inclusion (DEI)

evaluations

clinicians, 175–176 (39–2.6; 39–2.7)

for instructional support leaders (ISL), 70–72 (10–8(VIII))

paraprofessionals/school-related personnel (PSRPs), 44 (9–2)

evaluations, teacher

appeals process for, 179–181 (39–9)

best practices for, 174 (39–2.4(a))

conferences, post-observation, 173–174 (39–2.3(C.5)), 177 (39–5)

conferences, pre-observation, 173 (39–2.3(C.1); 39–2.3(C.2))

consulting teachers, 177–178 (39–7)

CPS Framework for Teaching and, 173 (39–2.3(C.3))

do-not-hire lists and, 181 (39–10)

evaluators for, 171–172 (39–2.2)

goals and purposes for, 169 (39–1(A))

Joint Teacher Evaluation committee and, 169–170 (39–1(B);

39–1(C))

observations, formal vs informal, 172 (39–2.3(A))

observations, timing and number of, 172 (39–2.3(B))

orientations and, 170–171 (39–1.1)

plan, 171 (39–2.1)

practice scoring, 177 (39–5)

for probationary appointed teachers, 176 (39–3)

process updates, 170 (39–1(D))

REACH, 169 (39–1(B)), 171 (39–1.2), 174 (39–2.4(a))

rescheduling of, 174 (39–2.3(C.7))

substitutes, unsatisfactory, 177 (39–6)

summative ratings and, 174–175 (39–2.3(D); 39–2.4; 39–2.5)

390

of tenured teachers, 176 (39–4), 178–179 (39–8)

exempt statuses. See individual positions

extended day programs, 151 (33–8)

extracurricular activities/personnel, 75–76 (13)

compensation for, 160–161 (36–11), 332–340, 342

Individualized Education Programs (IEP) and, 102 (21–5)

non-employee, 340–341

faculty meetings, 17 (1–19), 103–104 (21–12), 188 (44–6)

Family and Medical Leave Act (FMLA), 150 (33–7), 163 (37–3),

165–166 (37–5.4), 362–364

family engagement coordinator (FEC), 53–56 (10–2)

family illness leaves, 142 (32–1.1(A)), 148 (32–2.3)

nances/budgets. See budgets/nances

tness for duty, 79 (14–9)

exible spending accounts (FSA), 361

FMLA (Family and Medical Leave Act). See Family and Medical

Leave Act (FMLA)

Framework for Teaching, 173 (39–2.3(C.3)), 177 (39–5), 179

(39–8(C))

FSA (exible spending accounts), 361

funding

for driver education, 72 (11–6)

for oversized classrooms, 132–133 (28–4; 28–5)

for physical education classes, 83 (16–9)

for special education teachers, 106 (21–20)

texts/supplies/equipment, 40 (7–4)

workload reduction, 199 (45–4.7)

furniture, special education, 106–107 (21–20.3)

Gear Up Coach (GUC), 61 (10–5)

grade band, 183 (40–9)

grade level changes, for teachers, 183 (40–8; 40–9)

Gradebook parent portal, 196 (44–33.2)

grading practices, 195–196 (44–33)

grants, 103 (21–10), 188 (44–1)

grievances and professional problems

arbitration procedure and (See arbitration procedure, grievances

and professional problems)

decisions, communication of, 22–23 (3–6.7; 3–7)

ling deadlines, 21 (3–6.2)

information exchange and, 7–8 (1–5.2)

joint and consolidations, 21–22 (3–6.4)

by non-UNION members, 19–20 (3–2)

personnel les and, 153 (34–2)

resolution of, 7 (1–4)

resolution of, informal, 21 (3–6.1)

school-based committee for, 12–13 (1–12)

on special education teacher duties, 103 (21–11)

witnesses and, 23 (3–7.4), 28 (3–10.3)

GUC (gear up coach), 61 (10–5)

guest speakers, 37 (6–12)

guidance sta lists, 98 (20–2.5)

391

half day early childhood/kindergarten, 31 (4–13)

handbook, UNION delegate, 9 (1–5.7)

head teacher positions, 184 (42–3), 327–329

health care and related benets

accidents/illnesses, job-related, 145 (32–4)

anti-fungal drugs, 359–360

for Cadre/provisional Cadre substitutes, 120 (27–2.5)

chiropractic, 355

chronic care/disease management program, 358

contributions, 346

deductibles, 351

dental, 360–361

doctor visits, 353

domestic partners/civil unions and, 145 (32–5)

eligibility, new hires, 359

emergency care, 354

employee assistance program, 359

exible spending accounts (FSA), 361

group life insurance, 145 (32–3)

guide, 359

HMO (health maintenance organization) changes, 143–144 (32–2)

hospital services, 353

hotline, 359

infertility coverage, 143 (32–1.4)

insurance benets, 358–359

insurance carrier changes, 143 (32–2)

Labor-Management Committee and, 141 (31–2)

leaves of absence, during, 14–15 (1–17.2), 142 (32–1.1), 363

mammography coverage, 143 (32–1.3)

maternity, 354

maximums, 351

mental health/substance abuse, 354

nursing facilities, 356

pharmaceuticals, 357, 359

physician oce care, 352

plan highlights, 350–357

PPO (preferred provider organization), 143–144 (32–2)

pre-authorizations, 358

preventive care, 353

prosthetic devices/medical equipment, 356

reopening of, 145–146 (32–6)

short-term disability, during, 165 (37–5.3)

therapy, 355

unique identication number (UID), 359

vision, 355, 358

wellness programs and, 146–147 (32–7)

health savings account (HSA), 351

high school

advisory periods, 35–36 (6–3)

art facilities, 36 (6–8)

chorus, instrumental music, and science rooms, 37 (6–10)

class sizes, 127–128 (28–1.II), 132–133 (28–4)

cognitive disability/autism students in, 103 (21–8)

curriculum, 81 (15–13)

department chairs, consultation with, 36 (6–4)

department chairs, nomination and election of, 38 (6–24)

department meetings, 37 (6–11)

duty schedules, 38 (6–22)

guest speakers at, 37 (6–12)

journals, professional, 37 (6–13)

late arrival/early departure, 37–38 (6–18)

libraries/library classes (See under libraries/library classes)

materials service centers, 37 (6–15)

mathematics classrooms, 37 (6–9)

392

newspaper and yearbook sponsor training, 37 (6–15)

period pay, additional, 331

professional development activities, 36 (6–7)

rehabilitation surveys, 38 (6–20)

schedule models, 35 (6–2)

school day, regular, 35 (6–1)

science laboratory teachers, 38 (6–19)

screening/searching of students, 38 (6–23)

student placements, 36 (6–5)

teaching periods, 38–39 (6–25)

world language classes, 36 (6–6), 38 (6–21)

HIV/AIDS, 79 (14–7)

HMO (health maintenance organization), 143–144 (32–2)

holidays, 92–93 (19–4), 117 (25–2). See also vacation

home economics class sizes, 128 (28–1.IV)

homeless students, 203–204 (46–1.4). See also students in tempo

rary living situations (STLS)

honor classes/students, 127 (28–1.II), 183 (40–6)

hourly rate conversion, 156 (36–2)

HSA (health savings account), 351

hygienic care, 84 (17–4), 188 (44–7)

ICE (Immigration and Customs Enforcement). See immigrants/

immigration

identication numbers, employee, 190 (44–18)

IEPs (Individualized Education Programs). See Individual Educa

tion Programs (IEP)

Illinois Educational Labor Relations Act, 7 (1–2), 209 (48)

illness leaves, for family, 142 (32–1.1(A)), 363

immigrants/immigration

Deferred Action for Childhood Arrivals (DACA) and, 207 (46–8.1)

Immigration and Customs Enforcement (ICE), 205–206 (46–7.2),

206–207 (46–7.5; 46–7.6)

parents, and volunteer access for, 205 (46–6)

resources for, 207 (46–8.3)

status inquiries of, 206 (46–7.4)

termination converted to leave of absence for, 208 (46–8.5)

time o for immigration/citizenship status matters, 207 (46–8.4)

inclusivity. See diversity, equity, and inclusion (DEI); integration,

quality education

increments and stipends, 326–331

incumbent employee step placement

CTE Academy coordinators (CTEAC) and, 66 (10–7(3))

youth intervention specialists (YIS), 52 (10–1(3))

Individualized Education Programs (IEP). See also special educa

tion; special education teachers

best practice, 380

case manager stang formulas, 211 (49–4)

interpreter stipends, 197 (44–36)

meetings for, 104–105 (21–14)

release time for, 105–106 (21–16)

resource material for, 105 (21–15)

school closing/consolidations, transfer of teacher assistant with

student, 373

infertility coverage, 143 (32–1.4)

information exchange

bargaining unit employee, 9–10 (1–5.8)

board meeting agendas and actions, 8 (1–5.3)

nance and budget information, 8 (1–5.4)

general provision for, 7 (1–5.1)

393

grievances and professional problems, 7–8 (1–5.2)

handbook, UNION delegate, 9 (1–5.7)

newsletter and bulletins, CPS weekly, 8–9 (1–5.5)

reports, 9 (1–5.6)

Information Technology Committee, 199 (45–4.10)

informational tabling, 10 (1–5.8(c))

injuries, 77–78 (14–3; 14–4), 145 (32–4), 151 (33–10). See also

accidents

in-service meetings/workshops

class coverage during, 122 (27–6)

for computer technicians/technology coordinators, 50 (9–18.2)

early childhood, half day and, 31 (4–13)

leaves for, 149 (33–6)

librarians, 81 (15–10)

special education teachers, 103 (21–7)

work day, outside of, 188 (44–2)

instruction time, 29 (4–1), 33 (5–1), 381

instructional material. See texts/supplies

instructional plans, 193–194 (44–30)

instructional support leaders (ISL)

duty/responsibilities, 66 (10–8(I.a))

evaluation of, 70–72 (10–8(VIII))

layos of, 69–70 (10–8(VIII))

licensure and position denition, 66 (10–8(I.b))

professional opportunities for, 69 (10–8(IV))

return to classroom, 69 (10–8(V))

salaries, 67–68 (10–8(II))

supply money for, 69 (10–8(VI))

termination appeals and, 72 (10–8(IX))

work hours, 68 (10–8(III.a))

instrumental music, high school, 37 (6–10), 38 (6–20)

insurance

carrier changes, 143 (32–2)

life, 145 (32–3), 361

medical (See health care and related benets)

integration, quality education

about, 201 (46–1)

bilingual education and, 203–204 (46–3; 46–4), 204 (46–4)

English Learner teachers and, 204–205 (46–5)

immigrant parent volunteer access, 205 (46–6)

sanctuary employers, 207–208 (46–8)

sanctuary schools, 205–207 (46–7)

school community representatives, 202 (46–1.1)

standardized test inclusivity, 203 (46–2)

for students in temporary living situations (STLS), 202 (46–1.1;

46–1.2; 46–1.3)

Intensive Reading Improvement Program, 124–125 (28–1.I(A))

intercom signals, 189 (44–10)

interim/temporary assignments, 374–375

internet access, 191 (44–20)

internships, for health service nurses (HSN), 100 (20–6.5)

interpreters, 192 (44–24), 197 (44–36)

ISBE, 43 (8–3), 194–195 (44–32.1)

ISL (instructional support leaders). See instructional support

leaders (ISL)

itinerant teachers

city-wide, 96 (20–1.11)

geographical area and, 107 (22–2)

secure storage for, 107 (22–3)

travel time and (See travel times)

work day of, 107 (22–1)

work space for, 108 (22–5)

394

job fairs, 10 (1–5.8(b))

Joint Arbitration Review Committee, 28 (3–11)

joint class size assessment council, 129–132 (28–3)

Joint Committee on Teacher Evaluation, 199 (45–4.8)

Joint Stang Committee on Equity, 212–214 (49–10)

Joint Teacher Evaluation Committee, 169 (39–1(B)), 170 (39–1(C))

journals, professional, 37 (6–13)

kindergarten

class sizes, 124–125 (28–1.I(A)), 125 (28–1.I(B)), 132–133 (28–4)

in-service meetings, half day and, 31 (4–13)

non-teaching time, 31–32 (4–16)

report cards, 83 (17–2)

student placement aer, 31 (4–14)

travel time for, 31 (4–15)

Kronos training, 47 (9–14.6)

laboratory class sizes, 128 (28–1(IV))

Labor-Management Cooperation Committee, 140–141 (31)

lane/step placements and adjustments. See also salary schedules

adjustments, timelines of, 158–159 (36–6)

for attendance coordinator (AC), 57–58 (10–3(G))

claim/document submissions, 159 (36–6.4; 36–6.5)

for college and career coaches (CCC), 61–62 (10–6(E))

for college and career specialist (CCS), 58–59 (10–4(G))

of CTE Academy coordinators (CTEAC), 65–66 (10–7(E))

direct deposit and, 160 (36–9)

family engagement coordinator (FEC) and comprehensive service

coordinator (CSC), 54–55 (10–2(G))

for nurses, 101 (20–6.9)

Pay Committee and, 200 (45–4.14)

sick days, additional, 163 (37–2)

special education teachers, 101–102 (21–3)

for temporarily assigned teachers (TAT), 166–167 (38–1)

and work experience, non-educational industries, 86 (18–2)

workshops/training sessions participation, 159–160 (36–6.6)

youth intervention specialists (YIS), 52–53 (10–1(2); 10–1(3); 10–1

(4))

late arrival/early departure

of CTE Academy coordinators (CTEAC), 64–65 (10–7(1.f))

elementary, 30 (4–9)

high school, 37–38 (6–18)

middle school, 34 (5–9)

layos, of Educational Support Personnel (ESP)

benets and, 376

contact information and, 376–377

determination of, 371–372

eligibility pool of, for vacant positions, 373–375

Layo and Recall Policy, 45 (9–10)

notications of, 371

reasons for, 370–371

re-stang of, 372–373

school/unit closings, 376

seniority and, 376

layos, of paraprofessional/school-related personnel (PSRPs)

395

benets and, 373

re-stang of, 372–373

layos, teacher

causes, for appointed tenured teachers, 109 (23–2.1)

in closings/consolidation schools, 369

denitions, 364–365

discipline procedure for, 135 (29–2.5)

eligibility for other positions, 369

eligibility lists and, 367–369

order of, 365–366

policy scope, 365

position closing notication, 366

probationary teachers, 369

reappointment with tenure, 370

of tenured teachers, 366–367, 369

layos/recalls/displacement

appointments/assignments and, 109 (23–2.1), 184 (42–2)

of college and career coaches (CCC), 63 (10–6(J))

of college and career specialist (CCS), 60 (10–4(L))

of CTE Academy coordinators (CTEAC), 65 (10–7(D))

family engagement coordinator (FEC) and comprehensive service

coordinator (CSC), 55 (10–2(I))

of instructional support leaders (ISL), 69–70 (10–8(VIII))

of paraprofessionals/school-related personnel (PSRPs), 45 (9–10)

summative ratings for, 175 (39–2.5)

and teacher evaluations, appeal of, 179–181 (39–9)

leaves of absences

adoption, 150 (33–7.1(B); 33–7.2), 363

bereavement, 148–149 (33–4)

child-rearing, 150 (33–7.1(B))

conference, 149 (33–6)

disability (See disability, short-term)

extended, 152 (33–13)

extended-day programs, 151 (33–8)

Family and Medical Leave Act (FMLA) and (See Family and Medi

cal Leave Act (FMLA))

health benets during, 142 (32–1.1)

illness, personal, 151–152 (33–11)

illness of appointed teachers, 148 (33–3)

for immigration/citizenship issues, 208 (46–8.5)

parental, 142 (32–1.1(B)), 150–151 (33–7.1; 33–7.2; 33–7.3), 165

(37–5.1; 37–5.2), 363

for public oce, 14–16 (1–17)

return notication, 151 (33–9)

sabbatical, 152 (33–12)

study, 149 (33–5)

for temporarily assigned teachers (TAT), 148 (33–2)

travel, 149 (33–5)

for UNION business or elected public oce, 14–16 (1–17)

vacation pay and, 185 (43–1.2)

for violence victims, school related, 78 (14–4)

worker’s compensation and, 151 (33–10)

legislative partnership, 73–74 (12–1; 12–2)

lesson planning, 107 (21–20.4; 21–20.5), 183 (40–6), 193–194

(44–30)

leveled class placement, high school, 36 (6–5)

levies, 379–380

librarians

bulletins/communication to, 80–81 (15–9; 15–10)

clerical assistants and, 81 (15–14)

department chairs, 81 (15–11)

high school, duty assignments, 81 (15–15)

media assistants, 82 (15–18)

in multiple schools, 81 (15–15)

396

preparation periods, elementary, 80 (15–8)

stang ratios, 79–80 (15–1; 15–2)

subcontracting and privatization of, 97 (20–1.13)

teacher assistants and, 81 (15–17)

workshops/in-service meetings, 81 (15–10)

libraries/library classes

class sizes, elementary/middle school, 80 (15–6)

curriculum committees, high school, 81 (15–13)

facilities, 80 (15–4; 15–7)

high-school wide programs, 81 (15–12)

schedules, elementary, 30 (4–6), 80 (15–5)

schedules, middle schools, 33–34 (5–6)

storage, 81 (15–16)

use of, in librarian absence, 80 (15–7)

library assistants, 46 (9–13)

library clerks, 79–80 (15–2; 15–3)

licensure

clinician, 96–97 (20–1.12)

renewal, online classes and, 43 (8–3)

life insurance, 145 (32–3), 361

lockouts, 208 (47–1)

longevity pay agreement, 325–326

lunch periods

for American Sign Language Interpreters, 50–51 (9–19.1)

areas for, 189 (44–9)

of attendance coordinator (AC), 56 (10–3(E))

for clinicians, 94 (20–1.2)

for college and career coaches (CCC), 62 (10–6(H.1))

of CTE Academy coordinators (CTEAC), 64 (10–7(A))

elementary, 29 (4–1)

for family engagement coordinator (FEC) and comprehensive

service coordinator (CSC), 53–54 (10–2(E))

high school, 35 (6–1)

for instructional support leaders (ISL), 68 (10–8(III.a))

for itinerant teachers, 107 (22–1)

middle school, 33 (5–1)

nurses, for, 100 (20–6.7)

paraprofessionals/school-related personnel (PSRPs), 44 (9–1)

during professional development days, 92 (19–1)

for substitutes, 123 (27–12.1)

for youth intervention specialists (YIS), 52 (10–1(E))

mammography, 143 (32–1.3)

management rights, 209 (48–2)

master of arts in teaching, 324

materials service centers, high school, 37 (6–15)

materials/equipment for, 87–88 (18–6)

maternity leave, 150 (33–7.1), 165 (37–5.1; 37–5.2), 363. See also

Family and Medical Leave Act (FMLA)

matriculation dates, early childhood, 32 (4–17)

media assistants, 82 (15–18)

media equipment, 81 (15–16; 15–17)

mediation

discipline, 136 (29–4; 29–5)

grievance, 25–27 (3–9.1; 3–9.2; 3–9.3; 3–9.4)

medical benets. See health care and related benets

medical clearance, 79 (14–9)

medical reimbursement account, 361

meetings. See also conferences; in-service meetings/workshops

appeal of teacher evaluation, 180–181 (39–9(C); 39–9(D))

397

on bargaining unit employee information, 9 (1–5.8(a))

City-Wide Professional Problems Committee, 12–13 (1–12.2)

clinicians and, 96 (20–1.10)

cluster, for audiometric and vision screening technicians, 49

(9–15.3)

department, high school, 37 (6–11)

discipline, 133–135 (29–2)

faculty, 17 (1–19), 103–104 (21–12), 188 (44–6)

grievance, 22–25 (3–7.2; 3–7.4; 3–9.2)

for Individualized Education Programs (IEP), 102 (21–14), 197

(44–36)

Joint Teacher Evaluation committees, 170 (39–1(C))

Labor Management Committee, 140–141 (31–1)

leadership, regular, 11 (1–11)

leaves for, 149 (33–6)

new employee, 10 (1–5.8(b))

respectful, 192 (44–25)

School-Based Professional Problems Committees, 12 (1–12.1)

technology-related, 191 (44–19)

UNION, 17 (1–19)

during working hours, 14 (1–16)

Membership Committee, 197–198 (45–3)

mental health/substance abuse coverage, 354

middle school

beginning and ending times for, 33 (5–3)

late arrival/early departure, 34 (5–9)

library, physical and arts education programs, 33–34 (5–6)

preparation periods and, 33 (5–5) (See also preparation periods)

professional development activities and, 34 (5–10)

recess and, 34 (5–7; 5–8)

schedule models, 33 (5–2)

schedules, duty, 33 (5–4)

school day, regular, 32–33 (5–1)

Municipal Employees’ Annuity and Benet Fund of Chicago. See

pensions

music education

high school, 37 (6–10)

material selection for, high school, 190 (44–14)

rooms and rehabilitation surveys, high school, 38 (6–20)

stang for, 128 (28–1(III))

teacher periods for, high school, 38–39 (6–25)

mutual fund deductions, 11 (1–9)

naps, 83 (17–1)

National Board Certication

candidate support for, 193 (44–27)

candidates, assignment changes for, 183 (40–10)

consulting teachers and, 177 (39–7.1)

increments and stipends, 326–327

step/lane adjustments and, 159 (36–6.3)

newsletter, CPS, 8–9 (1–5.5)

newspaper advisors, 37 (6–15), 75 (13–1)

No Child Le Behind Act

paraprofessionals/school-related personnel (PSRPs) and, 46 (9–11),

160 (36–8)

school assistants and, 49–50 (9–17.2)

non-teaching time

early childhood/kindergarten, 31–32 (4–16)

for record completion, 196–197 (44–35)

non-verbal abuse, 192 (44–25)

398

nurses

clerical assistance for, 100 (20–6.6)

educational advancement for, 100–101 (20–6.8)

health service nurses (HSN) and, 100–101 (20–6.5; 20–6.8)

increments, 329–330

job classication changes, 101 (20–6.9)

lunch and, 100 (20–6.7)

professional orientation meetings, 100 (20–6.3)

salary adjustments for, 100 (20–6.4)

stang of, 210 (49–3)

subcontracting and privatization of, 97 (20–1.13), 196 (44–34)

supervision and, 99 (20–6.2)

work year of, 99 (20–6.1)

nursing mothers, 192–193 (44–26)

observations, teacher. See evaluations, teacher

occupational therapists, 211 (49–6). See also clinicians

Oce of Diverse Learner Supports and Services, 12 (1–12.2), 108

(22–5), 175–176 (39–2.6; 39–2.7)

Oce of Employee Engagement, 23–24 (3–8)

online professional development, 43 (8–3)

orchestra rooms, high school, 38 (6–20)

orientation sessions, 170–171 (39–1.1)

paperwork limitations, 191–192 (44–21)

paraprofessionals/school-related personnel (PSRPs)

American Sign Language Interpreters, 50–51 (9–19.1)

audiometric and vision screening technicians, 48–49 (9–15)

bargaining unit positions, 349–350

bonuses, 160 (36–7; 36–8)

clerks, 46–48 (9–14)

committee for, 200 (45–4.18)

computer technicians/technology coordinators, 50 (9–18)

discipline procedure for, 133–136 (29–3; 29–5)

duties and responsibilities, 44 (9–4)

evaluations of, 44 (9–2)

nancial support for teacher candidates, 51 (9–21)

layo and recall of (See layo headings)

library assistants, 46 (9–13)

No Child Le Behind Act and, 46 (9–11), 160 (36–8)

parental leave by, 150 (33–7.1(C))

policies and procedures and, 44 (9–6)

probationary period for, 51 (9–20)

salary schedules, 278–321

school assistants, 49–50 (9–17)

security for, 44 (9–3)

separation incentives, 161–162 (36–13)

sick days for, 163 (37–2.2)

sta development for, 44 (9–7)

summer school and, 115–116 (24–4)

teacher assistants, 49 (9–16), 81 (15–17)

teaching position, step placement of, 44–45 (9–9)

transfers, 44 (9–5; 9–8)

truant ocers, 46 (9–12)

vacation pay, for displaced, 187 (43–4)

work load of, 104 (21–13)

work schedule of, 43 (9–1)

399

work space for, 43 (9–1)

parent portal, Gradebook, 196 (44–33.2)

parental leave, 142 (32–1.1(B)), 150–151 (33–7.1; 33–7.2; 33–7.3).

See also Family and Medical Leave Act (FMLA); maternity leave

parental permission procedures, 76 (13–9)

parking, 188–189 (44–8)

part-time teachers, 113–114 (23–6.4)

PAT (probationary appointed teacher). See probationary appointed

teachers (PAT)

Pay Committee, 200 (45–4.14)

payroll

2.2% legislation, 158 (36–5)

corrections, 157 (36–3.5)

deductions and (see deductions)

deferred pay accounts, 156 (36–3.3), 379

direct deposit, 160 (36–9)

lane/step adjustments, 158–160 (36–6)

pension pick up, 157–158 (36–4)

procedure, 156–157 (36–3)

reports for, 9 (1–5.6)

pedagogic changes, 183 (40–8)

pensions

contributions, during leaves, 15 (1–17.3)

credits, sick days and, 164 (37–3)

pick up, 157–158 (36–4)

professional development teachers/teacher leaders, 42 (8–1.1;

8–2.1)

personal accident insurance, 142–143 (32–1.1(C); 32–1.2), 361

personal days, 44–45 (9–9), 118 (26)

personnel les

conferences, exchange of documents and, 153 (34–4)

conferences, notication of, 153–154 (34–6)

derogatory statements and, 153 (34–3)

examination of, 152–153 (34–1)

grievance matters, 153 (34–2)

materials, teacher submitted, 153 (34–5)

parent conferences/community representatives and, 154 (34–7)

personnel positions. See also individual positions

attendance coordinator (AC), 56–58 (10–3)

college and career coaches (CCC), 61–64 (10–6)

college and career specialist (CCS), 58–60 (10–4)

counselors, 97–98 (20–2), 101 (20–7)

CTE Academy coordinators (CTEAC), 64–66 (10–7)

driver education teachers, 72–73 (11)

early childhood teachers, 83–84 (17)

extracurricular, 75–76 (13)

family engagement coordinator (FEC)/comprehensive service

coordinator (CSC), 53–56 (10–2)

instructional support leaders (ISL) (See instructional support

leaders (ISL))

librarians, elementary/high school (See librarians)

library clerks, 79–80 (15–2; 15–3)

nurses, 99–101 (20–6)

physical education teachers (See physical education teachers)

school psychologists, 98–99 (20–3)

social workers, 99 (20–4)

speech language pathologists, 99 (20–5)

youth intervention specialists (YIS), 51–53

physical education classes

equipment for, 82 (16–6)

facilities for, 82 (16–5)

funding for, 83 (16–9)

multiple, in gymnasium, 83 (16–10)

schedules, elementary, 30 (4–6)

400

schedules, middle school, 33–34 (5–6)

successive, 82 (16–4)

Physical Education Committee, 200 (45–4.13)

physical education teachers

coaching positions and, 75 (13–2)

in multiple schools, 83 (16–8)

periods for, high school, 38–39 (6–25)

professional development for, 83 (16–7)

safety patrol, sponsors of, 82 (16–2)

supervisory position applications, 82 (16–3)

time allotment and, 82 (16–1)

physical therapists, 211 (49–7), 329–330

placement, student

post-preschool/kindergarten, 31 (4–14)

world language, 38 (6–21)

police, student misconduct and, 139 (30–4)

portal, parent, 196 (44–33.2)

position categories, reclassication of, 6–7 (1–1.2)

position closing, notice of, 366

PPO (preferred provider organization), 143–144 (32–2)

Practical Arts and Vocational Education (PAVE). See Career and

Technical Education (CTE)

preference sheets, 182 (40–2)

preparation periods

for American Sign Language Interpreters, 50–51 (9–19.1)

class coverage and, 122 (27–5)

for clinicians, 94 (20–1.3; 20–1.4)

culinary arts teachers, 87 (18–4)

elementary, 29–32 (4–1; 4–5; 4–12; 4–19)

high school, 35 (6–1), 37 (6–10)

for itinerant teachers, 107 (22–1)

librarians, elementary, 80 (15–8)

middle school, 33–34 (5–1; 5–5; 5–7)

for special education teachers, 107 (21–20.4; 21–20.5)

for UNION/school council business, 13–14 (1–14.1; 1–14.2)

prequalied teachers, vacant positions, 367–368

preschool/pre-K. See also early childhood

blended classrooms, 214 (49–11)

hygienic equipment and facilities for, 84 (17–4)

naps in, 83 (17–1)

position requests, 214 (49–11)

student placement aer, 31 (4–14)

teacher assistants and, 84 (17–3)

pre-screening, early childhood, 32 (4–17)

probationary appointed teachers (PAT)

displacement, lay o, or dismissal of, 109 (23–3.1; 23–3.2), 135

(29–2.5)

evaluations/observations of, 176 (39–3)

reappointment of, 110 (23–3.4)

renewal/non-renewal of, 110 (23.3.3)

tenure attainment, 110–112 (23–4; 23–5)

professional development

academic calendar and, 92 (19–1)

of audiometric and vision screening technicians, 49 (9–15.3)

for bilingual education teachers, 204 (46–4)

for Career and Technical Education (CTE) teachers, 91–92 (18–19)

certications, 192 (44–23)

for clerks, 47 (9–14.4)

for computer technicians/technology coordinators, 50 (9–18.2)

for counselors, 97 (20–2.2)

for English Learner instruction, 203 (46–3.2)

lane placement and, 159–160 (36–6.6)

leaves for, 149 (33–6)

for library assistants, 46 (9–13.3)

401

online, 43 (8–3)

for paraprofessionals/school-related personnel (PSRPs), 44 (9–7)

for pedagogic changes, 183 (40–8)

for physical education teachers, 83 (16–7)

report card pick-up, prior to, 92 (19–2)

schedule, elementary sta, 30–31 (4–10)

schedule, high school, 36 (6–7)

schedule, middle school, 34 (5–10)

special education teachers, 103 (21–7)

for speech language pathologists, 99 (20–5.1)

for substitute teachers, 123 (27–12.2)

summative ratings and, 175 (39–2.5)

teacher leaders, 42–43 (8–2)

teachers, 41–42 (8–1)

professional orientation workshops, 50 (9–18.2)

Professional Personnel Leadership Committee, 32 (4–18)

professional problems. See grievances and professional problems

Professional Problems Committee, 29 (4–1), 30 (4–8)

programming, teacher, 182–183 (40)

progressive discipline, 133–134 (29–2.1)

PSRPs (paraprofessional/school-related personnel). See paraprofes

sionals/school-related personnel (PSRPs)

psychologists, 98–99 (20–3), 211 (49–5), 329–330

public oce, leaves for, 14–16 (1–17)

Public School Teachers’ Pension and Retirement Fund of Chicago.

See pensions

publication advisors, 37 (6–15), 75 (13–1)

quality education, and integration. See integration, quality educa-

tion

REACH, 92 (18–19), 169 (39–1(B)), 171 (39–1.2), 174–176

(39–2.4(a); 39–2.7), 194–195 (44–32)

reappointment. See layos/recalls

Reassigned Teacher Pool, 152 (33–11), 164 (37–4), 208 (46–8.5),

366–368

recalls. See layos/recalls

recess

duty, school assistants, 49 (9–17.1)

duty, teacher assistants and, 49 (9–16.1)

early childhood, 84 (17–6)

elementary school, 30 (4–7; 4–8)

middle school, 34 (5–7; 5–8)

reclassication

of professional development teachers/teacher leaders, 42–43 (8–1.4;

8–2.4)

school assistants, 49–50 (9–17.2)

of teacher assistants, 49 (9–16.3)

recognition

agreement reproduction, 18 (1–22)

annuity or mutual fund deductions, 11 (1–9)

BOARD premises, access to, 14 (1–15)

Chicago Teachers Union Political Action Committee deductions,

11 (1–10)

delegates, UNION, 17–18 (1–21)

dues checko, 10 (1–6)

grievances and professional problems, resolution of, 7 (1–4)

402

information exchange, 7–19 (1–5)

leaves for UNION business or elected public oce, 14–16 (1–17)

meetings, mutually scheduled, 14 (1–16)

meetings, regular leadership, 11 (1–11)

meetings, UNION, 17 (1–19)

periods for UNION and local school council business, 13–14

(1–14)

professional problems committees, 12–13 (1–12)

representative unit, 6–7 (1–1)

representatives, designated, 7 (1–3)

sta lists, 13 (1–13)

statues, rules or regulations conicts, 17 (1–20)

status quo aer (See individual positions)

UNION, 7 (1–2), 16–17 (1–18), 209 (48–1)

United Credit Union deductions, 10–11 (1–7)

record completion, 196–197 (44–35)

recruitment, 19 (2–2), 377

rehabilitation surveys, high school, 38 (6–20)

reimbursements to sta

to college and career specialist (CCS), 60 (10–4(J))

for text/supplies, 39–40 (7–3)

travel, 342–345

release time, special education teachers, 105–106 (21–16)

remedial action, 376

remuneration provisions, 155–156 (36–1)

report cards

interpreters during pick-up of, 192 (44–24)

kindergarten, 83 (17–2)

professional development prior to pick-up of, 92 (19–2)

reports

committee, 197 (45–2)

deductions, 11 (1–7)

dues checko, 10 (1–6)

information exchange of, 9 (1–5.6)

representation, 209 (48)

resignation

notice of, 190 (44–17)

retained sick day bank and, 164 (37–4)

resource material, for Individualized Education Programs (IEP),

102 (21–15)

Restorative Justice practices, 140 (30–9)

restrooms, 188 (44–4)

retained sick day bank, 164 (37–4), 361–362

retired teachers, 114 (23–6.5), 121 (27–3.2)

retirement. See also pensions

incentive, teacher, 161 (36–12)

notice of, 190 (44–17)

pension pick up and, 157–158 (36–4.1)

retained sick day bank and, 361–362

sick days and, 164 (37–3; 37–4)

room assignments, 182 (40–5)

rule, statute or regulation, 17 (1–20)

sabbatical leaves, 152 (33–12)

safe and healthy work environment. See work environment, safety

and health in

safety, 32 (4–18), 88 (18–8), 198 (45–4.3)

safety equipment/clothing, 79 (14–6)

safety patrol, 82 (16–2)

salaries/compensations. See also lane/step placements and adjust

403

ments; salary schedules

aer school, 160–161 (36–11), 342

bi-weekly pay calculation, 216

budgetary adjustments, 162 (36–14)

of Cadre/provisional Cadre substitutes, 120 (27–2.5)

cost of living adjustments, 155–156 (36–1)

direct deposit for, 160 (36–9)

hourly rate conversion, 156 (36–2)

increments and stipends, 326–331

non-employee, coaching and extracurricular activities, 340–341

paraprofessional/school-related personnel (PSRPs), 160 (36–7;

36–8)

of part-time teachers, 113–114 (23–6.4)

Pay Committee and, 200 (45–4.14)

payroll procedures, 156–157 (36–3)

remuneration provisions, 155–156 (36–1)

retirement incentive, teacher, 161 (36–12)

separation incentive, paraprofessional/school-related personnel

(PSRPs), 161–162 (36–13)

social center personnel, 341

sports, clubs, and extracurricular activity pay, elementary, 337–340

sports, clubs, and extracurricular activity pay, high school, 332–336

summer swimming pools, 342

temporarily assigned teachers (TAT), adjustments, 166–167

(38–1.1)

temporarily assigned teachers (TAT), displacement, 168–169 (38–2)

transportation allowances, 160 (36–10)

salary schedules. See also lane/step placements and adjustments

52-week academic calendar, 263–277, 310–321

208-day academic calendar, 218–232

208-day academic calendar, paraprofessional/school-related per

sonnel (PSRPs), 280–300

228-day academic calendar, 233–247

248-day academic calendar, 248–262

248-day academic calendar, paraprofessional/school-related per

sonnel (PSRPs), 301–309

about, 216

paraprofessional/school-related personnel (PSRPs), 278–321

sanctuary employers, 207–208 (46–8)

sanctuary schools, 205–206 (46–7)

savings accounts, 156 (36–3.3), 361–362

schedules

of activities, 75 (13–3)

for clinicians, 94 (20–1.5)

elementary, 29–32 (4–1; 4–2; 4–3; 4–4; 4–5; 4–6; 4–9; 4–10; 4–12;

4–19), 80 (15–5)

high school, 35–38 (6–1; 6–2; 6–7; 6–18; 6–22)

middle school, 32–34 (5–1; 5–2; 5–3; 5–4; 5–5; 5–6; 5–7; 5–9; 5–10)

paraprofessionals/school-related personnel (PSRPs), 44 (9–1)

professional development teachers/teacher leaders, 42–43 (8–1.2;

8–1.3; 8–2.2; 8–2.3)

school assistants, 49–50 (9–17)

school closings/consolidations, 369, 373

School Community Representatives, 202 (46–1.1; 46–1.3)

school councils, business periods for, 13–14 (1–14)

school day. See also schedules

elementary, regular, 29 (4–1)

high school, regular, 35 (6–1)

middle school, regular, 32–33 (5–1)

School Improvement Plan for Advancing Academic Achievement

(SIPAA), 194–195 (44–32.1; 44–32.2)

School Quality Rating Policy, 378

school term, 112 (23–5.5)

school visits

404

by employees, 190 (44–16)

by Immigration and Customs Enforcement (ICE), 206 (46–7.5)

by UNION delegates, 14 (1–15)

School-Based Professional Problems Committees, 12 (1–12.1)

science education/teachers, 37 (6–10), 38 (6–19)

screening/searching, of high school students, 38 (6–23)

Secondary Transition Education Program (STEP), 89 (18–9.3)

seniority

accrual of during leaves, 15 (1–17.4)

Family and Medical Leave Act (FMLA) and, 363

immigration and, 208 (46–8.5)

layos and, 45 (9–10), 370, 372, 376

paraprofessional/school-related personnel (PSRPs), 45 (9–9; 9–10),

48 (9–17.2), 50 (9–18.3)

paraprofessionals/school-related personnel (PSRPs) to teacher,

44–45 (9–9)

part-time teachers and, 113–114 (23–6.4)

travel or study leave and, 149 (33–5)

severance pay, 369

shop class sizes, 128 (28–1.IV)

sick days

eligibility, new employees, 163 (37–1.2)

Family and Medical Leave Act (FMLA) and, 363

longevity and, 163 (37–2)

number of, 162 (37–1)

paraprofessionals/school-related personnel (PSRPs) to teacher,

44–45 (9–9)

pay for, 163 (37–1.1)

retained bank of, 164 (37–4), 361–362

roll over of, 163–164 (37–3)

transfer of, 166 (37–6)

side letters

on accredited titles, 378–379

on air conditioning, 379

on charter schools, 378

on deferred pay, 379

on health insurance, 381

on Individualized Education Programs (IEP) bet practice, 380

on instructional minutes, 381

on pension levy, 380

on progressive revenue, 379

on retroactivity, 380

on School Quality Rating Policy, 378

on student-based budgeting, 378

on timekeeping duties, 378

SIPAA (School Improvement Plan for Advancing Academic

Achievement), 194–195 (44–32.1)

social security numbers, 190 (44–18), 359

social workers, 99 (20–4.1), 210 (49–2), 329–330

soware usage, 190–191 (44–19)

special education. See also special education teachers

assistants, 49 (9–16.3)

class sizes of, 128 (28–1.V)

Individualized Education Programs (IEP) (See Individual Educa

tion Programs (IEP))

new high school teachers and, 103 (21–8)

placement re-evaluations, 103 (21–9)

text committees and, 39 (7–2)

Special Education Committee, 198 (45–4.4)

special education teachers. See also special education

application submissions for, 102 (21–4)

assessment data access, 106 (21–20.1)

case load development, 106 (21–18)

class coverage by, 121 (27–3)

405

clinician meetings and, 102 (21–6)

and cognitive disabilities/autism students, new high school teachers

of, 103 (21–8)

denition of, 101 (21–1)

duties of, 103 (21–11)

faculty meetings, 103–104 (21–12)

funding for position, 106 (21–20)

grants for, 103 (21–10)

Individualized Education Programs (IEP) and (See Individual

Education Programs (IEP))

in-service meetings and, 103 (21–7)

lane advancement of, 101–102 (21–3) (See also salary schedules)

lesson planning by, 107 (21–20.4; 21–20.5), 194 (44–30)

location assignment changes, 106–107 (21–20.3)

space for, 189 (44–11)

student ratios, 106 (21–19)

student referrals, 103 (21–9)

substitutes for, 121 (27–3.2)

summer school and, 115 (24–2.3)

temporarily assigned teachers (TAT), 101 (21–2)

training/resource materials for, 105 (21–15)

work load for, 104 (21–13)

specialized class placement, high school, 36 (6–5)

speech language pathologists, 99 (20–5), 211–212 (49–8), 329–330

Sports Committee, 201 (45–4.19)

spring recess, 186 (43–1.3(b))

stadium directors, 331

Sta Development Committee, 44 (9–7)

sta lists, 13 (1–13)

of bargaining units, 9–10 (1–5.8)

counselors, 98 (20–2.5)

gear up coach (GUC), 61 (10–5)

sta positions. See personnel positions

stang

of audiologists, 212 (49–9)

and case manager allocation formula, 211 (49–4)

of case managers, 211 (49–4)

of clerks, 46 (9–14.1)

highest needs for, 212 (49–10(A); 49–10(B))

of nurses, 210 (49–3)

of occupational therapists, 211 (49–6)

oversight of, 213–214 (49–10(C))

of physical therapists, 211 (49–7)

of psychologists, 211 (49–5)

of social workers, 210 (49–2)

of speech language pathologists, 211–212 (49–8)

Stang Centers, 10 (1–5.8(c))

stang ratios

for counselors, 98 (20–2.3)

elementary, 98 (20–2.38)

for librarians, 79 (15–1)

for library clerks, 79–80 (15–2)

for pre-K teacher, 84 (17–3)

for special education, 104 (21–13.2), 106 (21–19)

standardized test inclusivity, 203 (46–2)

statute, rule, or regulation conicts, 17 (1–20)

step/lane placements and adjustments. See lane/step placements

and adjustments

STLS (students in temporary living situations), 202 (46–1.1;

46–1.2; 46–1.3), 331

strike participation, 189 (44–13), 208 (47–1)

Student Code of Conduct, 138–139 (30–3)

student conduct. See student discipline

student debt, 197 (44–37)

406

student discipline

conferences for, 138 (30–2)

misconduct solutions, 139 (30–6)

police notication for, 139 (30–4)

policies and procedures for, 138–140 (30–3; 30–8)

records of, 139 (30–5)

referrals for, 137–138 (30–1; 30–2)

reinstatement of student, 138 (30–1.3)

responsibility for maintaining, 139 (30–7)

restorative justice practices and, 140 (30–9)

Student Discipline, Truancy and School Safety Committee, 198

(45–4.3)

student placement, 31 (4–14), 87 (18–3), 90 (18–15)

students in temporary living situations (STLS), 202 (46–1.1;

46–1.2; 46–1.3), 331

subcontracting/privatization, of clinicians/nurses, 97 (20–1.13),

196 (44–34)

substance abuse coverage, 354

Substitute Professional Problems Committee, 177 (39–6)

substitutes. See also temporarily assigned teachers (TAT)

for American Sign Language Interpreters, 50–51 (9–19.1)

bilingual, 122 (27–8)

Cadre/provisional Cadre (See Cadre/provisional Cadre substitutes)

for clerks, 46 (9–14.2)

day-to-day, 113 (23–6.3), 118 (27–1), 139–140 (30–8), 177 (39–6),

323–324

early childhood teacher assistants, 84 (17–5), 122 (27–7)

handbook, 123 (27–12.3)

for high-need schools, 121 (27–3.1), 322

lunch periods for, 123 (27–12.1)

paraprofessionals/school-related personnel (PSRPs) as, 44 (9–4)

professional development for, 123 (27–12.2)

Professional Problems Committee, 13 (1–12.3)

reports for, 9 (1–5.6)

retired teachers as, 114 (23–6.5), 322

for special education teachers, 121 (27–3.2)

vacation pay for, 187 (43–3; 43–4)

summative ratings, 174–175 (39–2.3(D); 39–2.4; 39–2.5). See also

evaluations, teacher

Summer Institute, 91–92 (18–19)

summer school

applications for, 114–115 (24–1)

deadline, teacher assignments, 115 (24–3)

expectations for, 116–117 (24–6)

personnel pay, 331–332

selection process for PSRPs for, 115–116 (24–4)

selection process for teachers for, 115 (24–2)

sta list, to UNION, 116 (24–5)

supervision, student

elementary, 30–31 (4–8; 4–12)

extracurricular activities, aer, 76 (13–7)

high school, 35 (6–1)

by paraprofessionals/school-related personnel (PSRPs), 44 (9–4)

by pre-k teacher assistants, 84 (17–3)

supervisory position applications, 82 (16–3)

supplies. See texts/supplies; texts/supplies/equipment

suspension

student, 138–139 (30–3)

warning in lieu of, 133–135 (29.2–1)

sustainable community schools, 73–74 (12–2)

swim team coaches, 76 (13–8)

407

tabling, informational, 10 (1–5.8(c))

task forces

grading practice guideline, 196 (44–33.2)

sustainable community schools, 74–75 (12–2)

TAT (temporarily assigned teachers). See temporarily assigned

teachers (TAT)

teacher assistants. See under assistants: teacher

teacher classications. See individual classications

teacher clinicians, 93 (20–1.1(a))

teacher eligibility list, 367–368

teacher evaluations. See evaluations, teacher

teacher programming, 182–183 (40)

teacher-coordinators, 88–89 (18–9.2; 18–9.3)

technical education. See Career and Technical Education (CTE)

technology

access to, 191 (44–20)

in-service meetings for, 50 (9–18.2)

related concerns, 191 (44–19)

security of, 192 (44–22)

technology coordinators/computer technicians, 50 (9–18)

temperature control, 200 (45–4.12), 379

temporarily assigned teachers (TAT). See also substitutes

about, 113 (23–6.1)

Cadre substitutes, who become, 168–169 (38–2)

class coverage by, 121 (27–3)

discipline procedure for, 133–136 (29–3; 29–4)

displacement of, 168–169 (38–2)

leaves of absences of, 148 (33–2)

reassignment of, 168 (38–2.1)

salary adjustments for, 166–167 (38–1)

special education, 101 (21–2)

vacation eligibility of, 185 (43–1.2)

vacation pay for displaced, 187 (43–3)

tenure/tenured teachers. See also appointed teachers; probationary

appointed teachers (PAT)

appointed tenured teachers and, 109 (23–2)

layo of, 366–367

observation/evaluations of, 176 (39–4)

for probationary appointed teachers (PAT), 111–112 (23–5.1;

23–5.2; 23–5.3; 23–5.4; 23–5.6)

remediation for, 178–179 (39–8)

school term, dened, 112 (23–5.5)

summative ratings and, 171 (39–2.1), 174 (39–2.4)

on teacher eligibility list, 367

terminations, honorable, 109 (23–2.2)

testing of students

class coverage during, 122–123 (27–9)

by clinicians, 95 (20–1.7), 97 (20–2.1)

standardized inclusivity, 203 (46–2)

text committees, 39 (7–2)

texts/supplies/equipment

for Career and Technical Education (CTE), 87–88 (18–5; 18–6)

for clinicians, 95 (20–1.7)

for college and career coaches (CCC), 62 (10–6(G))

distribution and collection of, 40 (7–5)

for English Learners, 203 (46–3.3)

funds for, 40 (7–4)

for instructional support leaders (ISL), 69 (10–8(VI))

for music education, high school, 190 (44–14)

for physical education, 82–83 (16–6; 16–9)

proposed appropriations, notice of, 39 (7–1)

408

reimbursement for, paid by sta, 40–41 (7–6)

for special education, 106–107 (21–20.3)

for speech language pathologists, 99 (20–5.2)

supply purchase recommendations, 39–40 (7–3)

text committees and, 39 (7–2)

Tier 1 communities, 130 (28–3.2)

timekeeping duties, 378

titles, accredited, 378–379

toileting, 82 (16–5), 84 (17–4)

trade and vocational school teachers, 324–325

trac control, 49 (9–16.2)

training. See also in-service meetings/workshops; professional

development

BOARD commitment to, 377

clerk, 47 (9–14.6)

Individualized Education Programs (IEP), 102 (21–15)

transfers

administrative, 44 (9–8)

of computer technicians/technology coordinators, 50 (9–18.3)

of driver education teachers, 72 (11–4)

of paraprofessionals/school-related personnel (PSRPs), 44 (9–5)

teacher, periods for, 155 (35–4)

transportation allowances, 160 (36–10)

travel leaves, 149 (33–5)

travel times

for attendance coordinator (AC), 57 (10–3(E))

of audiometric and vision screening technicians, 48 (9–15.4)

for clinicians, 96 (20–1.9)

for family engagement coordinator (FEC) and comprehensive

service coordinator (CSC), 53–54 (10–2(E))

for instructional support leaders (ISL), 68 (10–8(III.a))

for itinerant teachers, 108 (22–4)

of kindergarten teachers, 31 (4–15)

for physical education teachers, 83 (16–8)

for youth intervention specialists (YIS), 52 (10–1(E))

truant ocers/truancy, 46 (9–12), 198 (45–4.3)

UNION

business, periods for, 13–14 (1–14)

delegate, visit to schools, 14 (1–15)

discipline procedure and, 136–137 (29–3; 29–7)

full-time positions with, leaves and, 14–16 (1–17)

health care coverage change notications, 144–145 (32–2(F))

material positing and distribution, 16–17 (1–18)

recognition of, 7 (1–2), 209 (48–1)

United Credit Union deductions, 10–11 (1–7)

vacant positions, lling of, 96 (20–1.2), 154–155 (35), 367–369,

371, 373–375, 377

vacation

calculation of, 186 (43–1.3)

for college and career coaches (CCC), 63 (10–6(I))

for college and career specialist (CCS), 60 (10–4(K))

death of employee, pay for, 187 (43–2)

eligibility, 185 (43–1.2)

Family and Medical Leave Act (FMLA) and, 363

for family engagement coordinator (FEC) and comprehensive

409

service coordinator (CSC), 55–56 (10–2(J))

maximum benets, full time, less than 52-week academic year

employees, 184–185 (43–1.1)

May and June carryover of, 186 (43–1.3(c))

number of days, 92–93 (19–4)

paraprofessional/school-related personnel (PSRPs), displaced, 187

(43–4)

scheduling, 186–187 (43–1.4)

temporarily assigned teachers (TAT), displaced, 187 (43–3)

vandalism, 79 (14–8)

vendors, 189 (44–12)

verbal abuse, 192 (44–25)

violence victims, school-related, 77 (14–3), 78 (14–4), 165 (37–5.2)

vision benets, 355, 358

vision screening technicians, 48–49 (9–15)

volunteers, parent, 205 (46–6)

votes, for waivers, 346–347

waiver procedures, 346–347

warnings, discipline. See employee discipline

washrooms, 188 (44–4)

wellness programs, 146–147 (32–7)

winter recess, 185 (43–1.1), 186 (43–1.3(a))

witnesses, grievance, 23 (3–7.4), 28 (3–10.3)

work days

of clinicians, 94 (20–1.2)

for itinerant teachers, 107 (22–1)

programs outside of, 188 (44–2)

work environment, respect in, 192 (44–25)

work environment, safety and health in

in Career and Technical Education (CTE), 88 (18–7)

clothing and equipment, 79 (14–6)

communicable diseases and, 79 (14–7)

emergency situations, 78 (14–5)

tness for duty/medical clearance determinations, 79 (14–9)

serious harm situations, 77 (14–2)

vandalism, reports of, 79 (14–8)

violence victim leaves benets, 78 (14–4)

violence victim notice, 77 (14–3)

working conditions, 77 (14–1)

work experience, non-educational industry, for step/lane place

ment, 86 (18–2)

Work Experience and Career Exploration (WECEP), 89 (18–9.3)

work force, reduction in. See layo headings

work hours

additional, professional development teachers/teacher leaders,

42–43 (8–1.2; 8–1.3; 8–2.3)

for American Sign Language Interpreters, 50–51 (9–19.1)

of attendance coordinator (AC), 56–57 (10–3(E))

of Career and Technical Education (CTE) teachers, 86–87 (18–3)

of clerks on student orientation and articulation days, 47 (9–14.3)

of college and career coaches (CCC), 62–63 (10–6(F); 10–6(H.1))

of college and career specialist (CCS), 58 (10–4(E)), 59 (10–4(H))

of CTE Academy coordinators (CTEAC), 64–65 (10–7(A.1))

of family engagement coordinator (FEC) and comprehensive ser

vice coordinator (CSC), 53–54 (10–2(E))

of instructional support leaders (ISL), 68 (10–8(III.a))

of paraprofessionals/school-related personnel (PSRPs), 43–44 (9–1;

9–3)

of pre-k teacher assistants, 84 (17–3)

410

of youth intervention specialists (YIS), 51–52 (10–1(E))

work opportunities, 189 (44–12)

work space

for bilingual teachers, 189 (44–11)

for clinicians, 95 (20–1.7)

for itinerant teachers, 108 (22–5)

for special education teachers, 189 (44–11)

work stoppages, 189 (44–13)

work year. See also 52-week academic calendar; 208-day academ

ic calendar; 228-day academic calendar; 248-day academic

calendar

and academic year, prior to, 92 (19–3)

of attendance coordinator (AC), 57 (10–3(F))

of college and career coaches (CCC), 63 (10–6(H.2))

of college and career specialist (CCS), 58 (10–4(F))

of CTE Academy coordinators (CTEAC), 64 (10–7(1.d))

of family engagement coordinator (FEC) and comprehensive ser

vice coordinator (CSC), 54 (10–2(F))

of instructional support leaders (ISL), 68–69 (10–8(III.b);

10–8(III.c))

number of days for, 92–93 (19–4)

of school psychologists, 98–99 (20–3.1)

of social workers, 99 (20–4.1)

of youth intervention specialists (YIS), 52 (10–1(F))

workers’ compensation, 78 (14–4.2), 145 (32–4), 151 (33–10), 165

(37–5.2)

workforce council, for Career and Technical Education (CTE), 89

(18–11)

workload reduction funding, 199 (45–4.7)

workshops. See in-service meetings/workshops

world language classes, for native speakers, 36 (6–6), 38 (6–21)

yearbook advisors, 37 (6–15), 75 (13–1)

youth intervention specialists (YIS), 51–53 (10–1)

CHICAGO TEACHERS UNION

BARGAINING TEAM

Paula Barajas

Carrene Beverly-Bass

Robert Bloch (General

Counsel)

Robin Blake Boose

Kristy Brooks

Natasha Carlsen

James Cavallero

Sarah Chambers

Gervaise Clay

Eva Corona

Willie Cousins

Sherri Dabney-Parker

Sara Echevarria*

Alison Eichhorn

Mary Amy Esposito-

Usterbowski

Beth Eysenbach

Zeidre Foster*

Xian Franzinger Barrett

Thad Goodchild*

Michelle Gunderson

Ida Hathaway

Yvonne Heard

Andrew Heiserman

Gloria Higgins

Pavlyn Jankov*

Arathi Jayaram

Jennifer Johnson*

Lillian Kass

Latoyia Kimbrough*

Nicholas Limbeck

Christa Lohman

Adam Loredo

Evan Maniates

Katherine Osgood

Moselean Parker

Emily Penn

Leslie Plewa

Jackson Potter

Kirstin Roberts

Susan Sebesta

Nancy Serrano

Gabriel Sheridan

Kenzo Shibata

Karen Soto

Lucille Thompson

Leonor Torres

Tammie Vinson

Lashawn Wallace

Jacquelyn Ward

Quentin Washington

Nora Wiltse

Sabrina Woods

*CTU staff at the time of contract bargaining

OFFICERS OF THE

CHICAGO TEACHERS UNION

Jesse J. Sharkey ....................................................President

Stacy Davis Gates ....................................... Vice President

Christel Williams-Hayes ............... Recording Secretary

Maria T. Moreno .............................. Financial Secretary

THE CHICAGO

BOARD OF EDUCATION

Miguel del Valle ....................................................President

Sendhil Revuluri ........................................ Vice President

Luisiana Melendez ....................................Board Member

Amy Rome ................................................... Board Member

Lucino Sotelo .............................................. Board Member

Elizabeth Todd-Breland .......................... Board Member

Dwayne Truss ............................................ Board Member

Janice Jackson ........................... Chief Executive Officer

LaTanya D. McDade .................Chief Education Officer

Arnaldo “Arnie” Rivera ...........Chief Operating Officer

Matt Lyons .........................................Chief Talent Officer

Eva Giglio .........................................Deputy Chief of Staff

Bogdana Chkoumbova .................... Chief of Network 10

Joseph Moriarty ........................ Labor Relations Officer

CHICAGO TEACHERS UNION

1901 W. Carroll Ave.

Chicago, IL 60612

312-329-9100