baltimore teachers union tentative agreement

8/8/2019 Baltimore Teachers Union Tentative Agreement

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TENTATIVE AGREEMENTBTU & BOARD

9/23/10It will take a period of time to develop the concept, prepare it for implementation, and create aresearch base and body of evidence upon which the Baltimore Professional Practices andStudent Learning Program (BPPSLP) concept will improve professional practices, increasestudent learning, and increase career acceleration and opportunities. The BTU is agreeable tohelp develop and facil itate the various components necessa ry to develop the concept.Therefore, prior to June 30, 20 11, the parties agree to establish the following:

Demonstration of administrative capacity to implement the concept Development of an infrastructure to implement the concept A series of benchmarks that must be met in order to implement the concept including:

1. There must be a Joint Oversight Committee to provide oversight of all planning developmentand implementation of the BPPSLP. The committee will be composed of 10 members, 5appointed by the Board and 5 appointed by the Union which shall include the CEO, the BTUPresident, and their designees, which must meet within 30 days of ratification of theAgreement. The committee will, among other things:

Define the full scope and objectives of the BPPS LP Assess the ne eds of the district for programs needed by students and the cap acity of theprofessional staff to meet those ne eds

They must identify educational and professional activities that need to be engaged in bystaff, evaluated for effectiveness, and to serve as a b asis for compe nsation decisions

Create and oversee the process to select members to the Professional Peer ReviewCommittee, designate its responsibilities, and provide general operating oversight of itswork

If necessary, create subcommittees Review and affirm the administrative and infrastructure capacity of the system andcertify that the program is ready for implementation

o The infrastructure must provide the ability for teachers to view all data relatedto quality control and be integrated into the registration process forAchievement Units (AUs).

Certify that the district has the resources to implement and sustain this program


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2. There must be a Joint Governing Panel composed of 8 members, 4 appointed by theBoard and 4 appointed by the Union within 30 days of ratification of the Agreement, which isstaffed by employees whose full time responsibilities are to serve on the panel. The JointGoverning P anel will:

Adopt an AU development process consistent with standards for systems of support,professional development, and professional learning communities which includeevaluation systems to determine their effectiveness based on multiple measures that

o Provide a con tinuum of teacher support based on a teacher's abil ity to meetteaching standards and the career stage of the teacher

o Are aligned with the professional teaching standardso Focus on teachers' work with studentso Use and are informed by teacher evaluation datao Are intensive and ongoingo Give teachers a say in improving the system based on regular and timely

feedbacko Engage w ith ideas and colleagues as part of the normal workday Develop a m enu of AUs for educators in all content areas and grade levels Assign AU coordinators to help teachers accumulate AUs. Assign AU teachers who will help teachers navigate the promotion process to move to

Model and Lead levels. Implement a system to track teachers' accumu lation of AUs Adopt an initial menu of AU opportunities Adopt a rubric for movement to Model and Lead levels to be used by the Professional

Peer R eview Com mittee to evaluate the scope a nd impact of professional practice Operate a pilot program for AUs in the first year of the Agreement prior to the full

implementation of the concept to assess deficiencies and determine changes that mustbe made prior to full implementation. Any accumulated AUs in 2010-11 will be bankedfor future use.

Designate the roles and responsibilities that Model Teachers will assume, consistentwith the strengths of the Model Teacher

Career Advancement Standard, Professional, and M odel teachers represent the classroom career Lead Te acher is a prom otional opportunity. Interval movement within all Levels requires 12 AUs, which may be accumulated as

follows:o Highest rating on Evaluation (currently Proficient) = 12 AUs

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o Second highest or middle rating on Evaluation (currently Satisfactory) = 9 AUso Any rating above Unsatisfactory or lowest rating that requires support or

intervention = 3 AUso Failure of Principal to Issue an Annual Evaluation within contractual time limits

Results in a Satisfactory Ratingo One college credit = 1 AUo Other approved AUs

An employee may move from Standard Grade to Professional Grade by eithertransitioning through the highest interval within the standard pathway, or approval bythe Professional Peer Review Comm ittee.

For an employee to move beyo nd the Professional grade to Mo del or Lead teacher he orshe m ust obtain approval by the Professional Peer Review C ommittee.

For promotion into the Lead teacher grade, a teacher will be placed into a pool ofeligible candidates by the Professional Peer Review Committee. Principals will theninterview the first five candidates by date of entry into the pool and content area.

There must be a COLA on the Salary Schedule for each year of the Agreement. COLAswill come in the form of 2%, 1%, and 1.5% for years 10-11, 11-12, and 12-13respectively. COLA for 2010-2011 of 2% is effective, retroactively to July 1, 2010.

o Supplemental salary schedules remain in effect, and increased by COLAs, e.g.coaches, clinicians, department heads, etc.

Movement for teachers at the top of the Scale and Longevityo Longevity payments based on accumulation of 24 AUs shall be provided in the

amount of 1% of current salary.o Teachers wi ll receive a 1% increase in salary upon earning recerti ficat ion.

Model and Lead Teachers Model and Lead teacher status shall be reviewed every five years except for thosealternative placement teachers who are placed on Model teacher pathway effective July

1, 2011 as agreed to in Model Pathway TA, who shall be reviewed after the third year.No person w ho has been assigned as a M odel or Lead Teacher shall suffer any reductionin pay if that person is involuntarily re-assigned to the position of Professional Teacherwithout just cause.

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Alternative Option for Placem ent in the Mode l Pathwa y (July 29, 2010 TA)Teachers in the following grades: 602/603, 612/613, 632/633, 642/643, 652/653,

662/663, 672/673, 682/683 will be placed on the model pathway effective July 1, 2011 basedupon the following criteria:

10 years of service in Baltimore City Pu blic Schools 2 proficient evaluations for 2009, 2010 or 2011 and no unsatisfactory evaluations in the

last three years and in 2010-2011 Teachers who had a proficient and then a satisfactory without an evaluation in the

following year must notify Human Capital by November 30, 2010 so that the case can beresolved on an individual basis.

Attendance of 95% unless extended il lness and extenuating circumstances Continual differential

Other professionals can apply for movement through the peer review process beginning inJanuary 2011 for placement effective July 1, 2011.

2010-2011Responsibilities Participate in the process to develop norm standards for all committee review members

(November 2010 to January 2011) as an example. Earn up to 30 hours of stipends at the PD rate for committee review work during

September 2010 to June 2011 based on the needs of the G overning Panel.

Peer Review Process for Retaining Model Status Initial review after three years for alternative placement teachers only. Review process to be determined by the Joint Governing Panel.

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Salary Schedule Transition

2010-11o New Hires

s Placement should reflect education, experience, and needs of the Boardo Current Employees

s For initial placement, will have until the end of 2010-11 to meet theModel TA criteria reached in TA on 7/29/10, or professional level criteriaand will be placed on the appropriate level in accordance with thosecriteria.

s One time, pensionable stipends of $1500 will be made to all teachers in2010-11

s Credited with uncompensated AUs that reflect current education andexperiences Employees presently earning amounts above the 2009-2010 Salary Scale

will retain their differential above the new Salary Scale for the life of thisagreement

2011-12o New Hires

s Same as 2010-11

o Current Employeess Placed on the next full interval above their current salary, with no teacherreceiving less than $1750 from their 2010-2011 base salary. Thedifference between the increase on the schedule to the minimum of$1750 is to be paid as a one-time pensionable stipend.

s AUs banked from previous year will be added to AUs accumulated duringand after this year.

s All employees who have salaries higher than those listed on the 2009-2010salary scales due to prior programs, for example, the CEO District, shall havetheir earnings above the salary scales maintained and not considered forplacement on a level on the Professional Pay Scale in 2011-2012. After beingplaced on the appropriate level on the Professional Pay Scale, the differenceshall be added to the salary.

2012-13o New Hires

s Same as 2010-11

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o Current Employeess Career advancement based on m ethod described in Career Advancement

section above.

A joint committee composed of three (3) members appointed by the Board and three (3)members appointed by the Union shall meet within 30 days of the date of the ratification ofthis Agreement to review: 1) the wage and staffing structure for clinicians (psychologists, socialworkers, speech/language pathologists, audiologists, occupational therapist, physicaltherapists), 2) the use of outside contractors who provide clinician services, and 3) theopportunities for professional development and education by which clinicians can acquire AUs.By no later than February 1, 2011, the joint committee shall issue a report to the CEO, thePresident of the BTU, and the Joint Governing Panel with recommendations on: 1) the wageand staffing structure for clinicians, 2) the use of outside contractors who provide clinicianservices, 3) the opportunities for professional development and education by which clinicianscan acquire AUs, and 4 ) how clinicians shall be placed on the M odel Level.

School O versight Committee (new tit le for School Improvem ent Team)The B oard will honor Article XIX.Evidence of SuccessBy no later than June 30, 2011, the Joint Oversight Committee must certify that: 1) the districthas the administrative capacity to implement the BPPSLP, 2) the district has developed aninfrastructure to implement the BPPSLP, and 3) standards related to implementation, systemsof support, and professional context including teaching and learning conditions have beenadopted by the Joint Oversight Committee. If the Joint Oversight Committee does not socertify, the BPPSLP shall terminate on June 30, 2011, and the contract shall be reopened for acost of living increase on the then existing pay scale.When members of the Joint Oversight Committee determine there is a worksite that hassignificantly changed in the proportion of teachers receiving lower evaluations than theprevious school year, an investigation shall be conducted including the examination of theevidence used in reaching the decisions. The investigation shall be conducted byrepresentatives appointed by the CEO and the P resident of the Union.By no later than January 30, 2013, the Joint Oversight Committee must certify that a researchbase and body of evidence upon which the BPPSLP concept has improved professionalpractices, increased student learning, and increased career acceleration and opportunities asevidenced by increased interval and level movement and lead teacher placement. If the JointOve rsight Committee does not so certify, the B PP SLP shall terminate on January 30, 2013, and-

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the then existing pay scale shall be converted into a traditional salary scale based upon stepsand lanes with no loss of salary or ben efits.Add ne w Section 7.3.E.A joint committee composed of three (3) members appointed by the Board and three (3)members appointed by the Union shall meet within 30 days of the date of the ratification ofthis Agreement to address the additional salary payable to members of the bargaining unit forwork performed beyond the 7 hour and 5 minute duty day and/or beyond the 190 duty dayschool year at ev ery Charter, Transformation, Innovation, New Schools Initiative, TurnaroundSchool, Restart or any other new ly created school that operates with an extended school dayand/or extended school year. A specific Mem orandum of Understanding for each such schoolshall be created no later than Novem ber 30, 2010 and ap pended to this Agreement for FY2011. The committee shall meet at least 60 days prior to the start of schools for teachers forschool years 2011-2012 and 2012-201 3. A specific Memo randum of Understanding for eachsuch school shall be created no later than August 15, 2011 for FY 2012 and A ugust 15, 2012 forFY 2013.No Change to Tuition ReimbursementReopener for S alary contingent upon funding.All other terms and conditions of the 2009-2010 Agreement between the Board and BTU shallremain in effect without change.

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School-Based OptionsThe Board and the BTU have jointly agreed to the following terms regarding school based options:2010.2011

Require contract training with all principals (collaborative with BTU and HC). Organized by CEOor designee and BTU President or designee. Create a BCPS union liaison to facilitate the movement of union issues. Require for all principals: professional development for effective, fair, objective, and consistent

teacher evaluations. BTU and School System negotiate the new evaluation tool in accordancewith the State guidelines.

CEO and BTU President monitor SBO waivers and implementation. Joint Governing Panel shall be composed of eight members to assist the SBO waiver process

and implementation. An independent audit and electronic online survey will be conducted yearly with input by the

BTU on content of survey, scope of the audit and the final report. Pilot SBO in seven (7) schools that are jointly selected by the CEO and the BTU President. AnySBO votes shall be conducted within sixty (60) days after the later of the joint selection of the

seven (7) schools by the CEO and the BTU President or the ratification of the negotiatedagreement.

2011.2012 Require contract training with all principals (collaborative with BTU and HC). Organized by CEO

or designee and BTU President or designee. Create a BCPS union liaison to facilitate the movement of union issues. Require for all principals: professional development for effective, fair, objective, and consistent

teacher evaluations. BTU and School System negotiate the new evaluation tool in accordancewith the State guidelines. CEO and BTU President monitor SBO waivers and implementation. Joint Governing Panel shall be composed of eight members to assist the SBO waiver process and

implementation. An independent audit and electronic online survey will be conducted yearly with input by the

BTU on content of survey, scope of the audit and the final report. SBO possible schools are jointly selected by the CEO and the BTU President.

2012.2013 Require contract training with all principals (collaborative with BTU and HC). Organized by CEO

or designee and BTU President or designee. Create a BCPS union liaison to facilitate the movement of union issues. Require for all principals: professional development for effective, fair, objective, and consistent

teacher evaluations. BTU and School System negotiate the new evaluation tool in accordancewith the State guidelines.

CEO and BTU President monitor SBO waivers and implementation.8

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Joint Governing Panel shall be composed of eight members to assist the SBO waiver processand implementation.

An independent audit and electronic online survey will be conducted yearly with input by theBTU on content of survey, scope of the audit and the final report.

All schools are available for full implementation of SBO subject to CEO and BTU Presidentmonitoring of SBO waivers and implementation.

Safeguards & ProtectionsSBO limitations

Limit to selected parts of Article VII - specifically sections 7.1, 7.2, 7.3. and 7.8.Implementation of SB O

Any additional hours or school days worked as a resu lt of SB O votes shall be paid pro-rata atthe contract rate.

80% vote of teachers is required by secret ballot vote. All proposals for contract waivers must be submitted to the CEO and the Union Presidentfourteen (14) days prior to a vote on the waiver.

Vetoes (Vetoes can be implemented before submission of SBO to teachers for vote)o Building repo BTU presidento CEO

Unless renewed all SB O's sha ll sunset at the end of the school year. Only one waiver of any contract provision per vote. No Retaliation or arbitrary or capricious action by principals against any teacher, including,

but not limited to, negative evaluations or transfer out of school for any position taken onan SBO issue.

The Board will comply with Article 6.2.B.Building Rep protections

No involuntary reassignment of BR without written approval by CEO. If there is a negative change in BR evaluation, review by C EO . 3 AUs per year for being a building rep.

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Baltimore Scale 2010-11Std Prof Certif (BA) MA or EQGrade 601

MA + 30 DoctorateGrade 602 Grade 603tep Grade 600

1 41,951 4 4 ,570 4 7,112 4 9,6642 42,881 45,704 48,348 50,9533 44,292 47,421 50,208 52,8254 45,716 4 9,14 8 52,085 54 ,7145 47,155 51,135 53,974 56,6196 4 8,4 63 52,650 55,880 58,5417 49,483 54,428 57,801 60,4 818 4 9,997 56,216 59,74 0 62,4379 50,741 58,516 62,217 64 ,960

10 63,676 59,688 63,4 4 9 66,24 71 1 64,064 60,881 64 ,706 67,55812 64,451 62,098 65,988 68,89613 64,842 63,34 0 67,292 70,26014 65,227 64 ,607 68,626 71,65115 65,620 65,899 69,984 73,07016 65,980 67,216 71,368 74,51517 66,338 68,560 72,783 75,99218 66,697 70,113 74 ,4 86 77,4 9819 67,056 71,354 75,694 79,03120 67,415 72,758 77,193 80,59521 68,763 74 ,213 78,738 82,208NO TE: Shaded (Grade 600; Steps 10-21) areas are NOT for New Hires or Step Progression


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Baltimore Scale 2011-12

IntervalStandardGrade 600 Interval Professional ModelGrade 601 Grade 602 LeadGrade 603

1 46,774 T-1 46,774 85,338 92,9162 4 8,177 T-2 48,177 86,838 94,5163 49,622 T-3 49,622 88,338 96,1164 51,111 T-4 51,111 89,838 97,7165 52,644 T-5 52,644 91,338 99,3166 1 58,4357 2 60,9858 3 63,5359 4 66,085

10 5 68,6351 1 6 71,38512 7 74,23513 8 75,73514 9 76,74015 10 77,74516 1 1 78,75017 12 79,75518 13 80,76019 14 81,76520 15 82,770NOTE: Shaded (Grade 601; Interval T1-T5) areas are NOT for New Hires


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Baltimore Scale 2012-13Standard IntervalLeadGrade 603Professional ModelGrade 601 Grade 602nterval Grade 600

1 47,475 T-1 4 7,4 75 86,618 94,3102 48,899 T-2 48,899 88,140 95,9343 50,366 T-3 50,366 89,663 97,5584 51,877 T-4 51,877 91,185 99,1825 53,434 T-5 53,434 92,708 100,8066 1 59,3117 2 61,9008 3 64,4889 4 67,076

10 5 69,6641 1 6 72,45612 7 75,34813 8 76,87114 9 77,89115 10 78,91116 1 1 79,93117 12 80,95118 13 81,97119 14 82,99120 15 84,011NOTE: Shaded (Grade 601; Interval T1-T5) areas are NOT for New Hires

baltimore teachers union tentative agreement

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