Side By Side Comparison
Sherrard Education Association
Contract Duration, SEA proposal: 3 year
RATIONALE: The SEA has maintained that none of the Board's rationales should be a reason as to why they cannot offer a three year deal. No new superintendent would want to take over in a district embroiled in a contract dispute. The health insurance has been tentatively agreed to already so that should not be an issue. Pension reform is just conjecture, the states pension reform plan will be in court for years to come, to speculate on that or what it will ultimately look like is wasteful of our time. We are eagerly awaiting any information related to universal start time from the Board. The SEA has proposed a one year deal to the board, which was rejected. 7.2 Work Hours and Work Week (SEA proposal)
A. Certificated Employees 1. Work Day The length of the regularly scheduled work day shall be determined by the Board but be subject to negotiations in accordance with the provisions of the Illinois Educational Labor Relations Act in the event the Employer seeks to change the length of the regularly scheduled work day. The teacher work day shall be 7.5 hours a day to include a duty free lunch, staff meetings, prep time, or any meetings without a stipend. Building start and end times will be set annually. Professional development days shall be scheduled no more than three times a month; not on weeks with holidays, parent/teacher conferences, family nights, backpack nights, holiday programs, music programs, or additions as bargained. Professional development shall not exceed the 7.5 hour work day. The paraprofessional’s hours will not be reduced on professional development days. All professional development days will be concluded by the end of the teacher/paraprofessional workday. RATIONALE: The SEA believes more professional development days are not what is best for students. Each time students are released early, they are missing valuable class time, and their parents are forced to find alternate childcare for them. Students are also missing out on practices for athletic and non-athletic events on these PD days. More PD will not equal higher test scores like the district thinks, especially if the PD is not done in an organized way with quality instruction. Quantity doesn't equal quality. The SEA has moved to the middle on this issue by giving the Board 3 days of PD, we now ask that the Board end all PD at the end of the regularly scheduled work day. 7.2.a.3 Preparation Time (SEA proposal)
The minimum standard for full-time K-6 classroom teacher preparation time is two hundred (200) minutes per week, prorated on shorten days/weeks. The minimum standard for full-time 7-12 classroom teacher preparation time is a daily class period (80 minutes per day), prorated on shorten days/weeks. RATIONALE: This is current practice. Again, we are eagerly awaiting any changes to the block scheduling at the Jr. HS and HS from the Board. 7.2.A. 4. Meetings (SEA proposal)
Not more than a total of two (2) faculty, subject area, grade level, department, RtI, or special education department meetings shall be held in a building per week. Any meeting in excess of two (2) per week shall be paid at the internal substitution rate. Specialists are limited to two meeting per week. All meetings will be kept within the teacher work day. RATIONALE: We feel a lot of our valuable time is wasted by attending ineffective meetings. We also think a lot of meeting topics could be given in emails. At the high school, the teachers are out of their rooms and are unavailable to students for extra help. While high school certified staff is in meetings, the students are often left unsupervised. The SEA also moved to the middle on this issue as well, we started at 1 day a week and moved to two. The Board has yet to move away from 3 days a week. |
Board of Education
Contract Duration, Board of Education: 1 year
RATIONALE: The Board has listed their four reasons for wanting a one year contract as the fact they are searching for a new superintendent, Affordable Care Act, pension reform and universal start time. (Board of Education’s proposal)
1. Work Day The length of the regularly scheduled work day shall be determined by the Board but be subject to negotiations in accordance with the provisions of the Illinois Education Labor Relations Act in the event the Employer seeks to change the length of the regularly scheduled work day. The teacher work day shall be 7.5 hours a day to include a duty free lunch, staff meeting, prep time, or any other meeting without stipend. Building start and end times will be set annually. Professional development days shall be scheduled no more than three times a month; taking into consideration holidays, parent/teacher conferences, and family nights.Professional development shall be (minimally) 1 hour release with meeting to start 15 minutes thereafter. Meeting time shall not exceed 90 minutes. RATIONALE: The Board of Education is adamant that more professional development will increase our teacher effectiveness. They claim the DLT repeatedly asked for more meetings and professional development opportunities surrounding mandatory priorities including District Improvement Plan High school restructuring component of DIP Teacher Evaluation (PERA) Common Core implementation Crisis Management (ALICE, etc….) Student Assessment Response to Intervention Implementation of modified block at Jr/Sr High The board believes every teacher, staff member, administrator and board member is responsible for inspiring, empowering, and preparing students. The board feels the more information provided and received about how to improve student experiences and outcome, the better prepared everyone will be to accomplish this mission. 7.2.A.4 Meetings (Board of Education)
Not more than three faculty, subject area (reading/math/science), grade level, department and RtI meetings per week shall be held at a building. Any above referenced meeting outside of workday shall be paid at the internal substitution rate. RATIONALE: The Board maintains that there is a need for more meeting times. If this language is accepted, you could end up having 12 meetings a week! 7.2 A.5 Supervision (Board of Education)
Teachers who are required to attend Open House, Backpack Night, Family Nights, Seasonal Music Programs, and DARE Graduation, High School Graduation, and Junior High Orientation activities will be compensated at the internal sub rate for one two hours per event. RATIONALE: The SEA believes that the graduation ceremony should be about the students and their families. No options have been provided as to those staff members who won't be able to attend due to their own family functions. RATIONALE: The Board maintains the belief that HS teachers should attend the graduation ceremony. |
8.10 RtI
A. Definition
The practice of providing high-quality instruction and
intervention matched to student need, monitoring progress frequently to make decisions about
change in instruction or goals and applying child response data to important educational
decisions.
B. Compensation
Teachers will be compensated at their per diem for loss of planning time and for time spent beyond the workday to accomplish these tasks. Teachers will be compensated for any training or professional development activities needed to properly implement RtI if done outside of Professional Development hours.
C. Hours
Participation on any committee regarding RtI will be paid per diem. Participation on committees will be posted and applied for by association
members. Release time should be granted for all committee or problem-solving team members to attend meeting during the workday at no loss of pay. The district will provide substitutes to provide for common release time for collaborated planning time for RtI purposes during the school day.
D. Transfer and Reassignment
Assignment of tier 2 and tier 3 students must be with highly qualified and certified teacher in the RtI area of need (i.e. Reading, Math). Teachers with tier 2 students will have no more than 6 students in their RtI class. Teachers of tier 3 students will have no more than 3 students in their RtI class. None of the aforementioned students will be Special Education (except Speech and Language). For each student above the class size limits the teacher will be compensated at a rate of 10 dollars per student per day.
80% of the students will be with the other teachers and follow the class size limits as stated in 8.8A
Teachers completing the records and lesson plans will be paid a per diem stipend equivalent to 1 hour per week. (This would equal about 1000.00 per RtI planning teacher per year, i.e. This would be about $10,000.00 at Matherville School, all 5th grade teachers, all SPED teachers, and 3 6th grade teachers.)
E. Evaluation
The progress and/or achievement of students in RtI programs will not be tied to teacher evaluation. The number of students needing tier 2 and tier 3 instruction will have no impact on a teacher’s evaluation.
F. Professional Development and Training
All stakeholders in the RtI process will include but not be limited to: data gathering, management, analysis and use, intervention techniques, and
student progress monitoring tools and practices.
All stakeholders in the RtI process will receive yearly dissemination of building and district RtI plans including but not limited to: Data gathering,
management, analysis and use; intervention techniques; and student progress monitoring tools and practices.
G. Paraprofessionals and RtI
Paraprofessionals working with RtI must be licensed and under a licensed teacher’s directive. Paraprofessionals will not be responsible for creating lessons plans, assessments or initial teaching. Student’s performance/achievement will not impact paraprofessional evaluations.
RATIONALE: Most buildings are not following RtI correctly. There are too many students in groups, planning and preparing is not equal among staff, Tier 1 students are not being given appropriate opportunities.
***The Board of Education has no desire to put any RtI language in the contract.
They seem to be okay with the ineffective nature of RtI within our schools, as they have not stated any plans as how to run RtI more effectively. We have been advised not to take gentlemen's agreements, this was a gentlemen's agreement with the last contract.
A. Definition
The practice of providing high-quality instruction and
intervention matched to student need, monitoring progress frequently to make decisions about
change in instruction or goals and applying child response data to important educational
decisions.
B. Compensation
Teachers will be compensated at their per diem for loss of planning time and for time spent beyond the workday to accomplish these tasks. Teachers will be compensated for any training or professional development activities needed to properly implement RtI if done outside of Professional Development hours.
C. Hours
Participation on any committee regarding RtI will be paid per diem. Participation on committees will be posted and applied for by association
members. Release time should be granted for all committee or problem-solving team members to attend meeting during the workday at no loss of pay. The district will provide substitutes to provide for common release time for collaborated planning time for RtI purposes during the school day.
D. Transfer and Reassignment
Assignment of tier 2 and tier 3 students must be with highly qualified and certified teacher in the RtI area of need (i.e. Reading, Math). Teachers with tier 2 students will have no more than 6 students in their RtI class. Teachers of tier 3 students will have no more than 3 students in their RtI class. None of the aforementioned students will be Special Education (except Speech and Language). For each student above the class size limits the teacher will be compensated at a rate of 10 dollars per student per day.
80% of the students will be with the other teachers and follow the class size limits as stated in 8.8A
Teachers completing the records and lesson plans will be paid a per diem stipend equivalent to 1 hour per week. (This would equal about 1000.00 per RtI planning teacher per year, i.e. This would be about $10,000.00 at Matherville School, all 5th grade teachers, all SPED teachers, and 3 6th grade teachers.)
E. Evaluation
The progress and/or achievement of students in RtI programs will not be tied to teacher evaluation. The number of students needing tier 2 and tier 3 instruction will have no impact on a teacher’s evaluation.
F. Professional Development and Training
All stakeholders in the RtI process will include but not be limited to: data gathering, management, analysis and use, intervention techniques, and
student progress monitoring tools and practices.
All stakeholders in the RtI process will receive yearly dissemination of building and district RtI plans including but not limited to: Data gathering,
management, analysis and use; intervention techniques; and student progress monitoring tools and practices.
G. Paraprofessionals and RtI
Paraprofessionals working with RtI must be licensed and under a licensed teacher’s directive. Paraprofessionals will not be responsible for creating lessons plans, assessments or initial teaching. Student’s performance/achievement will not impact paraprofessional evaluations.
RATIONALE: Most buildings are not following RtI correctly. There are too many students in groups, planning and preparing is not equal among staff, Tier 1 students are not being given appropriate opportunities.
***The Board of Education has no desire to put any RtI language in the contract.
They seem to be okay with the ineffective nature of RtI within our schools, as they have not stated any plans as how to run RtI more effectively. We have been advised not to take gentlemen's agreements, this was a gentlemen's agreement with the last contract.
Article 11: Leaves
All leave requests will be taken in increments of ¼ , ½, or whole day. 11.2 Personal Leave (SEA proposal) The Board shall grant each employee four (4) days of personal leave per school year without loss of pay. Personal leave may be taken in increments of one-quarter (1/4), one-half (1/2), or whole days. Except in the case of an emergency, written advance request for use of personal leave shall be submitted as soon as possible to the Superintendent or designee. Unused personal leave shall be applied to accumulated sick leave. RATIONALE: Due to the calendar change made by the school board, people will need extra days for appointments. This item was only changed after the new calendar for next year was selected by the Board. |
Article 11: Leaves
All leave requests will be taken in increments of ¼ , ½, or whole day. 11.2 Personal Leave (Board of Education) The board shall grant all employees two personal days. RATIONALE: The Board sees no reason why the calendar change would warrant a need for more personal leave days. |
11.7 Professional Leave/Professional Development
Each certificated employee may be granted up to three (3) professional leave days per year without loss of salary to attend professional meetings, conferences, conventions, workshops, seminars, to be a presenter at a conference, and to visit pilot programs. Substitutes will be paid by the district.
Employees approved by the district to present at conferences, conventions, workshops, and seminars will not be charged a professional or personal day. Substitutes will be paid for by the district.
Each ESP may request professional leave without loss of salary for professional development purposes.
RATIONALE: This language was added because it is current practice.
11.8 Professional Development Account
The Board shall establish for each certified employee a Professional Development Account of $800 for the length of the contract for the purpose
of drawing reimbursable expenses vouchered for professional training which are relevant to the employees current or anticipated work assignment, the district RtI plan directly related to the district’s School Improvement Plan, a district’s goal or district’s mission statement
inclusive of tuition expenses for pre-approved coursework, conferences and workshops.
In the utilization of tuition reimbursement, travel cost, university fees, and/or texts can not be claimed. Reimbursable food expenses must be itemized. No alcohol will be reimbursed.
Approved workshops and conferences can be prepaid by the district if a request for leave form is approved at least two weeks prior to the
registration deadline for said workshop or conference. If the workshop or conference is not attended for any reason, the employee will reimburse the district for prepaid fees within two weeks of the workshop date. If the workshop takes place during the summer or any day that school is
not in session, professional development monies will be used and the employee will not be docked a professional development day.
RATIONALE: This is current practice.
15.2 Just Cause
A non-probationary paraprofessional or tenured teacher shall not be dismissed from employment or suspended without pay except for just cause.
RATIONALE: ESPs currently have Just Cause in the contract. We know ALL employees need this. We have had teachers who have been harassed by administrators and parents to the point of leaving the district. This protection needs to be in for all employees. It also cost the district no money to put this in the contract.
***Again, the Board of Education does not want to add this to our contract. They claim the law would protect certified staff, but we do not agree.
19.6 Temporary Duties Assumed
A. Internal Substitution (Certificated)
In the event a certified employee is required to act as a substitute during his/her prep/release time, he/she shall be paid at the following rates:
Seven and 75/100 Dollars ($7.75) per fifteen (15) minutes for the term of the contract for the 2013- 2014 school year Eight Dollars and 00/100 Dollars ($8.00) per fifteen (15) minutes for the term of the contract for the 2014- 2015 Nine and 00/100 Dollars ($9.00) per fifteen (15) minutes for the term of the contract for 2015-2016.
Extra Curricular:
High School and Junior High Athletics and non-athletic coaches salary will increase with experience: 0-5 years experience, % of base as stated in current contract. 6-9 years experience, % of base and additional 1%. 10 plus years experience, % of base and additional 2%. (information incomplete from district to cost out extra curricular)
RATIONALE: We value our coaches and extra curricular sponsors and would like to see them paid a little closer to what they deserve. This would allow the Board a competitive edge when bargaining for coaches. We need to be as competitive in this area as the other local school districts.
All salary and wages are to be paid retroactively from the beginning of the 2013-2014 school year.
All tentative agreed items would take effect upon ratification.
All other items return to current contract language.
Each certificated employee may be granted up to three (3) professional leave days per year without loss of salary to attend professional meetings, conferences, conventions, workshops, seminars, to be a presenter at a conference, and to visit pilot programs. Substitutes will be paid by the district.
Employees approved by the district to present at conferences, conventions, workshops, and seminars will not be charged a professional or personal day. Substitutes will be paid for by the district.
Each ESP may request professional leave without loss of salary for professional development purposes.
RATIONALE: This language was added because it is current practice.
11.8 Professional Development Account
The Board shall establish for each certified employee a Professional Development Account of $800 for the length of the contract for the purpose
of drawing reimbursable expenses vouchered for professional training which are relevant to the employees current or anticipated work assignment, the district RtI plan directly related to the district’s School Improvement Plan, a district’s goal or district’s mission statement
inclusive of tuition expenses for pre-approved coursework, conferences and workshops.
In the utilization of tuition reimbursement, travel cost, university fees, and/or texts can not be claimed. Reimbursable food expenses must be itemized. No alcohol will be reimbursed.
Approved workshops and conferences can be prepaid by the district if a request for leave form is approved at least two weeks prior to the
registration deadline for said workshop or conference. If the workshop or conference is not attended for any reason, the employee will reimburse the district for prepaid fees within two weeks of the workshop date. If the workshop takes place during the summer or any day that school is
not in session, professional development monies will be used and the employee will not be docked a professional development day.
RATIONALE: This is current practice.
15.2 Just Cause
A non-probationary paraprofessional or tenured teacher shall not be dismissed from employment or suspended without pay except for just cause.
RATIONALE: ESPs currently have Just Cause in the contract. We know ALL employees need this. We have had teachers who have been harassed by administrators and parents to the point of leaving the district. This protection needs to be in for all employees. It also cost the district no money to put this in the contract.
***Again, the Board of Education does not want to add this to our contract. They claim the law would protect certified staff, but we do not agree.
19.6 Temporary Duties Assumed
A. Internal Substitution (Certificated)
In the event a certified employee is required to act as a substitute during his/her prep/release time, he/she shall be paid at the following rates:
Seven and 75/100 Dollars ($7.75) per fifteen (15) minutes for the term of the contract for the 2013- 2014 school year Eight Dollars and 00/100 Dollars ($8.00) per fifteen (15) minutes for the term of the contract for the 2014- 2015 Nine and 00/100 Dollars ($9.00) per fifteen (15) minutes for the term of the contract for 2015-2016.
Extra Curricular:
High School and Junior High Athletics and non-athletic coaches salary will increase with experience: 0-5 years experience, % of base as stated in current contract. 6-9 years experience, % of base and additional 1%. 10 plus years experience, % of base and additional 2%. (information incomplete from district to cost out extra curricular)
RATIONALE: We value our coaches and extra curricular sponsors and would like to see them paid a little closer to what they deserve. This would allow the Board a competitive edge when bargaining for coaches. We need to be as competitive in this area as the other local school districts.
All salary and wages are to be paid retroactively from the beginning of the 2013-2014 school year.
All tentative agreed items would take effect upon ratification.
All other items return to current contract language.