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CPS Proposals: Summary and Comparison

CPS Proposals: Summary and Comparison

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A summary of what the Chicago Teachers Union said it “won” and “wanted to win but didn’t.”
A summary of what the Chicago Teachers Union said it “won” and “wanted to win but didn’t.”

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Published by: Illinois Policy Institute on Sep 18, 2012
Copyright:Attribution Non-commercial


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Key Contract Issues
Our brothers and sisters throughout the country have been told that corporate “school reform” was unstoppable, that
merit pay had to be accepted and that the public would never support us if we decided to fight. Cities everywhere havebeen forced to adopt performance pay. Not here in Chicago! Months ago, CTU members won a strike authorization votethat our enemies thought would be impossible- now we have stopped the Board from imposing merit pay! We preservedour lanes and steps when the politicians and press predicted they were history. We held the line on healthcare costs. Wehave tremendous victories in this contract; however, it is by no means perfect. While we did not win on every front andwill need to continue our struggle into the future; we soundly defended our profession from an aggressive and dishonestattack. We owe our victories to each and every member of this rank and file union. Our power comes from the bottomup.
The chart below is a side by side comparison that demonstrates how far we’ve com
e in these tense, protractednegotiations with the Board:
Board’s original position
Eventual Tentative Agreement
Length of Day 7 hour, 40 min day 7 hour day for elementary teachers7 hour and 15 minutes for high schoolteachers.Staffing & Curriculum No additional staff, no expansion of curriculum, no coverage for recess, preps, etc
Over 600 additional positionsoverwhelmingly in art, music, & PE.Memorialized so positions remainbeyond interim agreement
Proposed but not yet accepted:additional social workers and nursesif we receive gambling money fromthe state.
Workload committee for specialeducation providers to find solutionsfor large workloads.Professional Development
Mandatory Friday afternoon / earlyevening or Saturday PD, 75 min a week
Eliminated the night and weekendPD requirementDuration of Contract 5 year agreement, ensuring labor peace untilafter the next mayoral election3 year agreement putting our nextcontract campaign right in the midst of the next Mayoral election campaignpossible 4
year with 3% TBD by theUNIONHealth Care
Nearly 40% increase for families andcouples
Wellness program that further penalizedsmokers
Proposed increases in ER co-pays
Freeze on health care premiumsand co-pays for all members
Sick PayShort term disabilityMaternity/Paternity
Eliminate sick day accrual altogether.Eliminate banked time pensionability.Provide for short term disability leave forup to 90 days with pay.
Current bank is maintained. Can stillbe cashed out at retirement.
Future unused sick days are stillpensionable and can be banked upto 40 for use as short term disabilityor maternity.
New short term disability andmaternity benefit: up to 30 days atfull pay; next 30 days at 80% pay;next 30 days at 60%.
Cannot be disciplined or harassed byprincipal for use of these benefits
Additional longevity days
Paternity leave (not fully agreedupon yet, but we have a verbalcommitment)
Continue to allow principals to haveunfettered power over our work lives
Anti-bullying clause that prohibitsabusive and demeaning conduct byprincipals.Evaluation
High stakes evaluation from year 1
Evaluation plan that resulted in only 55%of rating based on teacher practice, and45% based on student standardized testscores and student survey
Forces union members to evaluate eachother, i.e. via department chair, etc.
Year 1 is “no stakes” advisor
Preserved 70% of rating for teacherpractice
the best allowed by law.
Appeals process for unsatisfactoryratings or 2
“needs improvement.”
time ever.
No evaluation by your colleagues
Insertion of student survey bychoice only
no longer mandatorypart of evaluation
will ONLY beadded IF the joint committee agreesto itSalary
One time 2% raise with no guaranteedraises for following 4 years.
Complete removal of steps and lanes
Ill-defined merit pay scheme for final twoyears, with details to be worked out postcontract settlement
Wage reopener that would have allowedfor taking future raises by declaring a
“fiscal emergency” (as was done with the
4% raise)
Addition of “career ladders” that would
pit one member against another
Year 1 - 3%
Year 2
Year 3
If we choose to agree to 4
Lanes restored
Steps restored with modifiedschedule
maintains total valuewhile putting more money intosteps 14, 15, and 16.
Clinicians Nothing
Private meeting space
1 hour daily prep
Locked cabinet
Workload protection
any newpaperwork mandates require
Access to printers and other officesupplies they used to have to buythemselvesRecall Nothing
claimed illegal
50% of all new hires must be fromdisplaced pool
Economic penalty to Board if displaced quota is not met, mustprovide Appendix H benefits toDisplaced members by seniority.Testing
Substitute is provided for one-on-one testing (such as Dibels) or if providing testing accommodationand modifications for testing of special education, ELL and otherstudents.Supplies
$100 of supply money
Text-Books are provided wheneveravailable
More than double annual supplymoney to $250
Text Books are available fordistribution on day 1 of schoolGrievance
Radically cut the definition of a grievance
Maintained the existing definition of a grievance
Allows delegates to bank theirmonthly union prep period andattend day-long union professionaldevelopmentDiscipline Status quo: suspensions without pay, noability to grieve discipline
Suspensions without pay eliminated
Arbitration and mediation of disciplinary decisions at step prior todismissalClass Size
Remove all reference to caps on class size
Remove all money allocated to class sizereductions by class size committee
Current class size languageprotected
Won $500,000 for class sizereductions

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