contract presentation

GoodGood for Kidsfor KidsFairFair to teachersto teachers

WTU-DCPS

Tentative Agreement Highlights

May 22,2010 - June 1, 2010

SUPPORTS AND RESOURCES

TO IMPROVE

TEACHING AND LEARNING

Teaching and Learning Framework (2.4.1.5)

Inclusion of special needs children in the classroom (2.4.1.5)

Use of data to assist in instructional improvement (2.4.1.5)

Differentiated Instruction (2.4.1.5)

Mentor/Induction Program (2.4.1.1.)

More Targeted & Relevant Professional Development

NEW TEACHER MENTOR/INDUCTION

WTU and DCPS agree to form a joint committee to develop and implement a comprehensive mentoring and induction program. The program will offer ongoing support for all new teachers throughout the first 3 years of employment. (2.4.1.1)

PROFESSIONAL DEVELOPMENT CENTERS

DCPS shall provide funding for 3 Teacher Centers and a city wide support unit modeled after those established in NY City Public Schools. Teacher Center personnel will report to the WTU. (2.4.1.4)

NEW CONTRACT FOCUSES ON

IMPROVING

STUDENT DISCIPLINE

Discipline and School Safety (Article 18, page 60-62)

This agreement aims to ensure that teaching and learning conditions are safe and orderly.

The WTU shall provide DCPS with a system wide discipline template that includes required components of an effective school discipline plan based on best practices.

All schools will be required to develop a discipline/ behavior management plan based on the system wide template.

The system wide template will be implemented for SY10-11 and implementation at all schools will be monitored.

IMPROVES KEY

WORKING CONDITIONS

IEP Caseloads (15 max) (25.5.5)

Exceeding 15 requires mutual consent between the supervisor and the teacher (25.5.5)

If the teacher agrees to complete more than 15 IEPs annually, the teacher shall receive administrative pay at 3 hours per additional IEP (25.5.5)

All teachers have the contractual right to review the IEP of each special needs child they teach (25.5.6)

IEP’s

For the first time, counselors’ duties and DCPS counselor standards shall be related solely to the standards of the American School Counselors Association (ASCA) (24.2.2)

This language was negotiated at the request of our school counselors

Counseling Standards

The new contract gives more authority to the library media specialist in the design of the library media program (24.1.10)

The supervisor and library media specialist shall jointly develop annually the library media program (24.1.10)

If the supervisor and library media specialist fail to agree on a library media program, then either party can request intervention and assistance by the Director of Library Media Services (24.1.10)

The library media program must be established in accordance with best practices and standards of the American Library Association (ALA) (24.1.10)

Greater Librarian Authority

New Contract focuses on equity in classroom resources

The Chancellor and WTU President shall appoint a Joint Committee to develop uniform standards for classroom resources (25.7)

The Joint Committee shall provide opportunities for teachers and other educational stakeholders to give input (25.7)

DCPS agrees to fund the ‘Certified Classroom’ standards annually to the extent possible (25.7)

Certified Classroom

Any WTU Building Rep who claims retaliation, discrimination, or discipline as a result of performing their duties have the right to file a mediation complaint directly with the Office of the Chancellor and WTU President (3.3.1)

The complaint must be heard within 10 days of receipt by the Office of the Chancellor and WTU President (3.3.1)

In the event of excessing, a Building Rep or the WTU can challenge the excessing of a Building Rep directly to the Office of the Chancellor with an investigation and decision within 10 days (3.3.3)

Protections for WTU Building Reps

WORKING CONDITIONS CONT’D

PERFORMANCE BASED EXCESSING

AND

MUTUALCONSENT PLACEMENT

Why Performance Based Excessing?Performance based excessing and mutual consent placement provides badly needed legal checks and balances against the Chancellor/DCPS arbitrarily implementing a Reduction In Force (RIF) instead of Fall equalization and Spring Excessing.

Fact 1: DCPS has 12 schools that are slated to be restructured this spring and another 17 in “corrective action” that could be restructured next school year.

Fact 2: A number of teachers will also be displaced at the end of this school year due to local school budget or program changes at their schools.

Why Performance Based Excessing?Question: Under the current contract, can the Chancellor/DCPS “RIF” these teachers instead of excessing them? Answer: Yes, under the current contract DCPS could “RIF”these teachers.Question: Under the new contract, can the Chancellor/DCPS “RIF” these teachers?Answer: No, the Chancellor/DCPS has agreed in the new contract not to implement a “RIF” instead of Spring excessing. These teachers would have the right to be “excessed” under the performance based excessing and mutual consent placement provisions of the new contract.

Performance Based Excessing

Performance is based on your previous year final performance evaluation (PPEP SY08-09) (4.5.2.5)

Performance Based Excessing Rubric (4.5.2.5):Previous Year’s Final Performance Evaluation 50%Unique Skills and Qualifications 20% Contributions to Educational Program 20%Seniority 10%

Performance Based Excessing cont’

Role of the LSRT LSRT will recommend the program for excessing (4.5.2.2)

Principal must provide a written justification if he/she disagrees with the recommendation of the LSRT (4.5.2.8)

The WTU can challenge the principal’s written justification to the Office of the Chancellor (4.5.3.1)

The challenge must be resolved by the Office of the Chancellor before implementing excessing at the school (4.5.2.8)

If the WTU is dissatisfied with the resolution, the Union can file for grievance and arbitration on the matter


Role of the Personnel Committee The Personnel Committee shall make a recommendation to the supervisor as to the

teacher to be affected (4.5.2.3)

The teacher in the affected area may provide evidence to the Personnel Committee for consideration (4.5.2.3)

Principal must provide a written justification if he/she disagrees with the recommendation of the Personnel Committee (4.5.2.9)

The WTU can challenge the principal’s written justification to the Office of the Chancellor (4.5.2.9)

The challenge must be resolved by the Office of the Chancellor before the teacher can be excessed (4.5.2.9)


Grievance, Arbitration, and AppealsAny teacher who disagrees with being excessed has a right

to file for grievance and arbitration (4.5.5.3.6)

DCPS shall be prohibited from excessing a teacher by changing the name of the teacher’s position in an effort to artificially produce a change in the local school program without any material change in the subject matter of the position (4.5.2.1)

MUTUAL CONSENT PLACEMENT

Excessed teachers will be provided placement opportunities through job fairs and interviews at schools with vacancies (4.5.4.6)Excessed teachers will be provided access to updated and current list of all vacancies (4.5.4.2)Excessed teachers arerequired to interview at a minimum of 5 schools in order to qualify for the three options (4.5.5.3.5.1)Excessed teachers who do not find a placement will be provided three options (4.5.5.2)

MUTUAL CONSENT PLACEMENT 3 OPTIONS

1) $25,000 one time buyout (4.5.5.3.1).

2) Retirement with full benefits for teachers with 20 or more years of creditable service. That means retire with benefits as if teacher had 30 years of creditable service (4.5.5.3.2).

3) One year continued employment with full salary and benefits to find another DCPS placement (4.5.5.3.3). Teachers will have a work assignment for that year (4.5.5.3.3.3.4).

* Teachers not placed who choose Option 1 will receive 12 hours of interview training and portfolio development to assist with placement.

**Teachers who qualify in and chose to participate in the individual pay for performance system will not have 3 options.

***3 Options are not available for teachers with less than a satisfactory rating.

Teacher Non-negotiable based on 1996 Law

Independent evaluation of IMPACT

Joint WTU/DCPS Working Group

TEACHER EVALUATION(15.1)

ABOLISHMENT, RIF and FURLOUGH

DCPS intends not to use the reduction in force (RIF) or abolishment procedures in cases commonly known as “Fall Equalization,” “Spring Excessing. (39.1)

In these situations, DCPS intends to use the performance-based excessing and mutual consent provisions of this Agreement. (39.1)

When DCPS determines a RIF, Abolishment, or Furlough may be necessary, the LSRT shall explore alternative ways to address the required budget reductions prior to making a recommendation that affects a reduction of personnel. If the Supervisor’s final decision departs from the recommendation of the LSRT, the Supervisor shall prepare a written justification. Procedures challenging are the same as under performance based excessing. (39.5)

For more information regarding new RIF restrictions, please refer to Article 39 (pages 102 – 103).

SALARIES/COMPENSATION

BASE SALARY INCREASES

DCPS shall provide an increase of 20% over 5 years, three of which are retroactive. (36.2, page 94)

2007-2008 2008-2009 2009-2010 2010-2011 2011-2012

3% 3 % 5% 4% 5%

INDIVIDUAL PERFORMANCE PAY(36.3 & 36.4, pages 94-95)

DCPS will implement a voluntary individual performancepay system in the Fall 2010 in collaboration with the WTU.

This will include a voluntary qualify in option.

Teachers will no have to give up tenure to participate in the individual performance pay plan

Details will be developed jointly and will not be basedsolely on test scores. It will include multiple measures of teaching practice and student growth.

ADDITIONAL COMPENSATION

The administrative premium shall be increased to $34.00 per hour for qualified administrative work performed after ratification and approval of the TA. (36.8)

BENEFITS

The WTU negotiated a significant increase in teacher benefit contributions from DCPS. Without these negotiated significant increases, our dental, optical and legal service providers have informed the WTU that they must significantly decrease teacher benefits or drop our plans altogether. Some providers have not had an increase in negotiated payments since 2004. The new contract will provide necessary funding to maintain our dental, optical and legal service benefits and make badly needed improvements to our current dental program for teachers and their families.

Startup Allocation (36.15)The negotiated Startup Allocation will increase from $100 to $175 for SY10-11 and $200 for SY11-12. (36.15)

Tuition Reimbursement-Dual Certification-DOI The negotiated $1800 annual Tuition Reimbursement, $1500Dual Certification payment and $1000 Declaration of Intentpayment will continue at their current levels. (36.12, 36.13, 36.17)

Leave Days (Article 17, pages 54-60) Thirteen (13) days of leave for all 10-month teachers will be posted at the beginning of each school year for all 10-month teachers.

Fourteen and five tenths (14.5) days of leave will be posted at the beginning of each school year for 11-month teachers.

Sixteen (16) days of leave will be posted at the beginning of each school year for all 12-month teachers..

Hourly Leave Effective the beginning of SY 2010-2011, teachers will be able

to take hourly leave. (17.1.10)

Maternity Leave Bank In addition to the current “sick leave bank” the WTU will establish a “Maternity/Paternity Leave Bank.” RetiringTeachers who have excess leave days following their retirementcalculation shall have the right to donate the excess leave days to the “Maternity/Paternity Leave Bank.” (17.1.12)

IF YOU HAVE ADDITIONAL QUESTIONS, PLEASE EMAIL

QUESTIONS TO WTU PRESIDENT GEORGE PARKER AT

[email protected]

THANK YOU

FOR SUPPORTING

THE WASHINGTON TEACHERS’ UNION!