MURIEL BOWSER
MAYOR
July�, 2024
The Honorable Phil Mendelson
Chairman
Council of the District of Columbia
John A. Wilson Building
1350 Pennsylvania Avenue, NW
Washington, DC 20004
Dear Chairman Mendelson:
Enclosed for consideration and approval by the Council of the District of Columbia is a proposed
emergency resolution entitled “Corrected Compensation and Working Conditions Agreement
between the District of Columbia Public Schools and the Washington Teachers’ Union, Local #6
of the American Federation of Teachers Emergency Approval Resolution of 2024”, along with an
accompanying emergency declaration resolution.
This legislation will correct a drafting error in the version of the collective bargaining agreement
between the District of Columbia Public Schools (DCPS) and the Washington Teachers’ Union
(WTU) that was approved by the Council pursuant to the Compensation and Working Conditions
Agreement between the District of Columbia Public Schools and the Washington Teachers’
Union, Local #6 of the American Federation of Teachers Approval Resolution of 2023, effective
February 7, 2023 (Res. 25-53; 70 DCR 2159).
Specifically, section 36.10.2 of the Council-approved agreement stated that “[t]he Parties agree
to discuss additional compensation options for elementary Grade Level Chairs.” However,
DCPS and WTU had already agreed at that time that DCPS would provide a new stipend of
$1,000 per year for elementary grade chairs starting in school year 2022 through 2023.” The
updated stipend provision, however, was not included in the version of the agreement submitted
to the Council.
The enclosed legislation therefore provides for the Council’s approval of the corrected version of
the agreement, with a revised section 36.10.2 that states that “[a]ll elementary Grade Level
Chairs shall receive an annual non-pensionable stipend at $1,000 starting in the 2022-2023
school year,” which will allow the agreement to take effect with the agreed-upon stipend for elementary Grade Level Chairs. This is the only difference from the v
ersion of the agreement
that was previously transmitted to
and approved by the Council.
I urge the Council to take prompt and favorable action on the enclosed legislation.
Sincerely,
Muriel Bowser
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at the request of the Mayor
A PROPOSED RESOLUTION
IN THE COUNCIL OF THE DISTRICT
OF COLUMBIA
To approve the corrected collective bargaining agreement submitted by the Mayor for
employees
of the District of Columbia Public Schools who are represented by the
Washington Teachers' Union, Local
#6 of the American Federation of Teachers.
RESOLVED, BY THE COUNCIL
OF THE DISTRICT OF COLUMBIA, That
this resolution may be cited as the "Corrected Compensation and Working Conditions
Agreement between the District
of Columbia Public Schools and the Washington
Teachers' Union, Local #6
of the American Federation of Teachers Emergency Approv al Resolution
of 2024".
Sec.
2. Pursuant to section 1717(j) of the District of Columbia Government
Comprehensive Merit Personnel Act
of 1978, effective March 3, 1979 (D.C. Law 2-139;
D.C. Official Code § 1-617.l 7(j)), the Council approves the collective bargaining
agreement between the District
of Columbia Public Schools and the Washington
Teachers' Union, Local #6
of the American Federation of Teachers, and the associated
31 pay schedules, which were transmitted to the Council by the Mayor on
_____ ,
32 2024.
33 Sec. 3. Transmittal.
1 2
The Council shall transmit a copy of this resolution, upon its adoption to the 34
Washington Teachers’ Union, Local #6 of the American Federation of Teachers, and the 35
Mayor. 36
Sec. 4. Fiscal impact statement. 37
The Council adopts the fiscal impact statement of the Chief Financial Officer as 38
the fiscal impact statement required by section 4a of the General Legislative Procedures 39
Act of 1975, approved October 16, 2006 (120 Stat. 2038; D.C. Official Code § 1-40
301.47a). 41
Sec. 5. Effective date. 42
This resolution shall take effect immediately. 43
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE WASHINGTON TEACHERS’ UNION
LOCAL #6 OF THE AMERICAN FEDERATION OF TEACHERS
AND
THE DISTRICT OF COLUMBIA PUBLIC SCHOOLS
OCTOBER 1, 2020 – SEPTEMBER 30, 2023
(2016 – 2019 CONTRACT CONTINUED IN EFFECT FROM OCTOBER 1, 2019
THROUGH SEPTEMBER 30, 2020)
Page | ii
TABLE OF C ONTENTS
Page No.
PREAMBLE ................................................................................................................................. 1
DEFINITIONS.............................................................................................................................. 2
ARTICLE 1 - RECOGNITION, OTHER ORGANIZATIONS, AND DUES DEDUCTION .... 5
ARTICLE 2 - QUALITY EDUCATION ................................................................................... 10
ARTICLE 3 - FAIR PRACTICES ............................................................................................. 22
ARTICLE 4 - TEACHER TRANSFER POLICY .................................................................... 23
ARTICLE 5 - PERSONNEL FILES .......................................................................................... 31
ARTICLE 6 - GRIEVANCE AND ARBITRATION ................................................................ 33
ARTICLE 7 - DISCIPLINE PROCEDURE ............................................................................... 39
ARTICLE 8 - CHAPTER MEETINGS ...................................................................................... 43
ARTICLE 9 - CONSULTATION WITH SCHOOL CHAPTER ADVISORY COMMITTEE 44
ARTICLE 10 - INFORMATION AVAILABLE TO THE WTU .............................................. 45
ARTICLE 11 - TRANSPARENCY AND DISCLOSURE OF INFORMATION ..................... 45
ARTICLE 12 - BULLETIN BOARDS ...................................................................................... 47
ARTICLE 13 - TEACHER PROMOTION POLICIES ............................................................. 47
ARTICLE 14 - DAMAGE OR LOSS OF PROPERTY ............................................................. 48
ARTICLE 15 - TEACHER EVALUATION .............................................................................. 48
ARTICLE 16 - GENERAL PROVISIONS RELATING TO SCHOOL OPERATIONS .......... 49
ARTICLE 17 - LEAVE POLICIES............................................................................................ 53
ARTICLE 18 - BEHAVIOR MANAGEMENT AND STUDENT DISCIPLINE ..................... 59
ARTICLE 19 - REPORTING STUDENT PROGRESS ............................................................ 63
ARTICLE 20 - RELIEF FROM NON- TEACHING DUTIES ................................................... 65
ARTICLE 21 - ADDITIONAL SCHOOL FACILITIES ........................................................... 66
ARTICLE 22 - STUDENT ACTIVITY FUND ......................................................................... 68
ARTICLE 23 - POLICIES RELATING TO WORKING CONDITIONS OF TEACHERS ..... 69
ARTICLE 24 - AUXILIARY AND ANCILLARY SERVICES ............................................... 84
ARTICLE 25 - SUPPLIES, EQUIPMENT, TEXTBOOKS, TECHNOLOGY, AND RELATED
EDUCATIONAL MATERIALS ................................................................................................ 89
ARTICLE 26 - SUPERVISORY RELATIONSHIPS ................................................................ 91
ARTICLE 27 - EXTRA DUTY PAY ACTIVITIES .................................................................. 92
ARTICLE 28 - PERSONAL AFFAIRS DURING NON- DUTY HOURS ................................ 93
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ARTICLE 29 - SUMMER AND PART -TIME SCHOOLS AND PROGRAMS ...................... 93
ARTICLE 30 - MEETINGS ON POLICY MATTERS ............................................................. 94
ARTICLE 31 - COPY OF AGREEMENT ................................................................................. 94
ARTICLE 32 - TAX- SHELTERED ANNUITY ........................................................................ 94
ARTICLE 33 - NO STRIKE CLAUSE ...................................................................................... 94
ARTICLE 34 - CONFORMITY TO LAW -SAVING CLAUSE ............................................... 95
ARTICLE 35 - MATTERS NOT COVERED ........................................................................... 95
ARTICLE 36 - COMPENSATION ............................................................................................ 95
ARTICLE 37 – BENEFITS ...................................................................................................... 100
ARTICLE 38 – PAYMENT POLICIES ................................................................................... 102
ARTICLE 39 - REDUCTION- IN-FORCE, ABOLISHMENT AND FURLOUGH ............... 104
ARTICLE 40 - SUFFICIENT FUNDS .................................................................................... 105
ARTICLE 41 - AVERAGE TEACHER SALARY .................................................................. 105
ARTICLE 42 – DURATION OF AGREEMENT .................................................................... 105
MEMORANDUMS OF AGREEMENT
ATHLETIC TRAINERS MOA .................................................................................................107
SALARY SCHEDULES
FY 2020 ET 15 SALARY SCHEDULE ....................................................................................110
FY 2021 ET 15 SALARY SCHEDULE ....................................................................................111
FY 2022 ET 15 SALARY SCHEDULE ....................................................................................112
FY 2023 ET 15 SALARY SCHEDULE ....................................................................................113
FY 2020–2023 EG 09 SALARY SCHEDULE .........................................................................114
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PREAMBLE
Enhanced student achievement based upon high standards and expectations must be the driving
force behind every activity of the Washington Teachers’ Union (WTU) and the District of
Columbia Public Schools (DCPS). To accomplish this, we must reinvent schools so that
decision- making is shared by those closest to students, including parents, teachers,
administrators, and other stakeholders. Layers of bureaucratic impediments must be peeled away
so that transparency, flexibility, creativity, entrepreneurship, trust, and risk- taking become the
new reality of our schools.
To this end, the WTU and DCPS mutually agree to use this Agreement as a powerful vehicle to
achieve the overarching goal of increased student achievement for all children in the school
system. Along with other partners, we will collaboratively redesign and improve our schools.
We must challenge ourselves each day to improve student learning, based upon academic rigor,
necessary supports, newfound flexibility, meaningful assessments, and true accountability. Roles
and responsibilities of parents, staff, and other partners must be defined. The standards to which
we hold our students must never be lower than those we hold for our own children. To
accomplish this, we must focus on both the depth and breadth of each proposed instructional and
operational change. And each change must be designed to support children and their teachers,
whom we expect to meet rigorous standards.
Change must be service-oriented, supportive, and sufficiently flexible so that each school’s
educational vision can become a reality. It must be practical, efficient, and timely. Respect for
each other and for every student must be unconditional if we are to accomplish what we must.
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DEFINITIONS
AGREEMENT. This contract between the District of Columbia Public Schools (DCPS) and the
Washington Teachers’ Union (referred to herein as either the WTU or the Union).
BUILDING REPRESENTATIVE. An elected representative for the WTU, or a WTU designee
in each School, who shall serve as chairperson of the School Chapter Advisory Committee.
CHANCELLOR. The chief executive officer of the District of Columbia Public Schools
as designated pursuant to D.C. Code § 38- 174.
COLLABORATION. For the purposes of this Agreement, collaboration means extensive
and meaningful consultation.
COLLABORATIVE PLANNING. Teacher and Teacher planning, Teacher and principal
planning, and Teacher and student planning.
DCPS. The District of Columbia Public Schools, an agency of the District of Columbia.
EXCESS. An excess is an elimination of a Teacher’s position at a particular school due
to a decline in student enrollment, a reduction in the local school budget, a closing or
consolidation, a restructuring, or a change in the local school program, when such an
elimination is not a ‘reduction in force’ (RIF) or ‘abolishment.’
EVALUATION PROCESS. The evaluation process refers to the procedures set forth in the
District of Columbia Schools Effectiveness Assessment System for School-Based Personnel.
FULL AND EQUAL PARTNERSHIP COMMITTEE (FEP). A joint committee established by
the Chancellor of the District of Columbia Public Schools and the President of the Washington
Teachers’ WTU with responsibility for ensuring the full and successful implementation of this
Agreement.
FULL RETIREMENT BENEFITS. Those benefits that retiring Teachers would be entitled to
with 30 years of service and at least 55 years of age, as defined by the District of Columbia
Retirement Board (DCRB)(except where provided for under 4.5, Performance-Based Excessing)
GOVERNING LICENSURE BOARD. An organization or agency responsible for
granting a license or license requirement for students of vocational study.
JOINT COMMITTEE. A committee consisting of an equal number of representatives from
DCPS and the WTU to be co-chaired by the Chancellor (or her/his designee) and the WTU
President (or her/his designee).
LOCAL SCHOOL ADVISORY TEAM ( LSAT). A consensus group of local school stakeholders
(e.g., administrators, Teachers, WTU representatives, students, parents/guardians, community
Page | 3
members, etc.), who are elected or appointed to advise the Supervisor on matters of local school
policy, and which shall operate under the guidelines established in the Planning Guide for
LSATs (to be developed jointly by DCPS and the WTU).
MENTOR TEACHERS. Teachers who have been released from the classroom on a full-time
basis to mentor new Teachers to DCPS.
PARTIES. The District of Columbia Public Schools (DCPS) and the Washington Teachers’
WTU (WTU).
SCHOOL. Any work location to which a Teacher is assigned; a group of two (2) or more work
locations where students are taught under the direction of a single Supervisor (e.g., a cluster); a
group of Teachers of a single discipline who function at multiple locations under the direction
of a single Supervisor (e.g., individual service provider groups, athletic trainers); and a group of
Teachers of varied disciplines who function at multiple locations under the direction of a single
Supervisor (e.g., mentor teachers, visiting instruction service teachers).
SCHOOL CHAPTER: The group of full dues paying members of the WTU who serve
at a particular School.
SCHOOL CHAPTER ADVISORY COMMITTEE (SCAC). A committee consisting of not
more than seven (7) full dues paying members of the Washington Teachers’ Union in each
School that shall advise the Supervisor on all matters related to the implementation of this
Agreement.
SCHOOL DAYS. Days on which Teachers are contractually obligated to report to work.
SCHOOL PERSONNEL COMMITTEE. Each School will have a School Personnel
Committee that will interview and recommend all candidates for any vacant positions at the
school. The Personnel Committee will include: the administrator or his/her designee; the
WTU Building Representative or his/her designee; the department head or grade level
chairperson (or his/her designee) from the department or grade level affected by the vacancy,
or a member of the appropriate non-Teacher employee group (e.g., custodians,
paraprofessionals); at least one additional Teacher, but not more than four (4), elected by the
WTU chapter at the school; and a parent of a current student mutually selected by both the
WTU Building Representative and the Supervisor.
SENIORITY. There are two forms of seniority: system-wide seniority and building seniority.
A. System-wide seniority is based upon continual length of service as a Teacher in the
District of Columbia Public School System. Periods of service divided by a break shall
not be added together to determine system-wide seniority.
B. Building seniority is based upon the length of uninterrupted service in a particular
Page | 4
school or school administrative unit in a particular area of certification.
1. A resident special subject Teacher, who is reassigned as an itinerant special
subject Teacher, if subsequently reassigned as a resident special subject Teacher,
will carry over the building seniority accumulated in the resident assignment
immediately preceding the itinerant assignment.
2. A Teacher who remains in a building and is appointed by the DCPS Office of
Human Resources to a position in another area of certification shall have
his/her building seniority in that area of certification counted from the date of
appointment to the new position.
3. A Teacher who is appointed by the Office of Human Resources to a
position outside of the WTU and receives pay for it shall lose his/her
building seniority as of the effective date of appointment.
SPECIAL SUBJECT TEACHERS. A Teacher of a special subject (e.g., physical
education, science, mathematics, foreign language, speech, reading, music, art, and
language arts) who is assigned to give specialized instruction to students on a resident or
itinerant basis.
STUDENT ACHIEVEMENT. Measures of student achievement may include but shall not be
limited to test scores in core academic subjects. Other measures of student achievement may
include portfolios, performance-based assessments, and classroom or school-created
assessments.
SUPERVISOR. The administrative head of a School.
TEACHER. A member of the Washington Teachers’ Union bargaining unit. This term shall
apply to dues-paying members of the bargaining unit as well as “agency fee” members as
defined in Article I of this Agreement.
WTU. The Washington Teachers’ WTU, Local #6, American Federation of Teachers, AFL-
CIO.
Note: Whenever the singular is used in this Agreement, it shall be deemed to include the
plural, as appropriate. Whenever a masculine or feminine pronoun is used in this Agreement,
it shall be deemed to refer to both the male and female gender.
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ARTICLE 1- RECOGNITION, OTHER ORGANIZATIONS, AND DUES DEDUCTION
1.1. Recognition
DCPS recognizes the WTU as the sole and exclusive bargaining representative for the
purpose of negotiating all matters related to rates of pay, wages, benefits, hours of
employment, and working conditions for employees in the occupational bargaining
units and job classifications defined in this article, and collectively referred to in this
Agreement as “Teachers.”
1.2. ET Teachers’ Bargaining Unit
1.2.1. All full- time employees and regular part-time employees who work at least
one half time in the job classifications listed below:
POSITION TITLE
PAY PLAN/GRADE
Art Therapist ET 15
Adaptive Physical Education Teacher ET 15
Attendance Officer ET 15
Athletic Trainer ET 15/11
Audio Visual Coordinator ET 15
Audiologist ET 15 & ET 15/12
Counselor (elementary school) ET 15
Counselor (secondary school) ET 15 & ET15/11
Curriculum Development Specialist ET 15
Emergency Medical Technician ET 15 & ET 15/12
Hearing Therapist ET 15
Instructional Coach ET 15
Job Coordinator ET 15
Librarian (elementary school) ET 15
Librarian (secondary school) ET 15
Literacy Professional Developer ET 15
Music Therapist ET 15
Numeracy Professional Developer ET 15
Occupational Therapist ET 15
Placement Counselor ET 15
Physical Therapist ET 15
Psychiatric Social Worker ET 15
Reading Specialist ET 15
School Counselor (elementary school) ET 15
School Counselor (secondary school) ET 15 & ET 15/11
School Librarian ET 15
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School Psychologist ET 15
School Social Worker ET 15
Speech and Language Pathologist ET 15
Teacher (elementary school) ET 15
Teacher (secondary school) ET 15
Teacher (special education) ET 15
Teacher (ESL) ET 15
Teacher (ESL, Itinerant) ET 15
Junior ROTC Instructor (holding BA) ET 15
Mentor Teacher ET 15/12
Incarcerated Youth Services (IYP and YSC) ET 15/12
1.3. ET 15/12 and ET 15/11 Teachers’ Bargaining Unit
1.3.1. ET 15/12 employees are those who work twelve months per year and are
entitled to the same working conditions as all ET 15 bargaining unit
members, except as specifically defined within this Agreement, and are paid
on a special ET15/12 salary schedule.
1.3.2. ET 15/11 employees are those who work eleven months per year and are
entitled to the same working conditions as all ET 15 bargaining unit
members, except as specifically defined within this Agreement, and are paid
on a special ET15/11 salary schedule.
1.4. EG Teachers’ Bargaining Unit
1.4.1. All full- time employees who work a forty (40) hour week and fifty- two (52)
weeks a year in a probationary or permanent status, who are rendering
educational services and receive compensation pursuant to the “EG” salary
schedule, excluding supervisors, management personnel, confidential
employees, employees engaged in personnel work other than in purely
clerical capacities, employees in the ET bargaining unit, any other personnel
currently represented by a labor organization and employees engaged in
administering the provisions of Title 1, Section 618 of the D.C. Code, in the
job classifications listed below. The WTU and DCPS agree to collaborate on
the conversion of EG classification bargaining unit members to ET
classification immediately following the effective date of implementation of
this Agreement. Only in situations where such conversions can be made
without negative impact or harm to the affected Teacher, DCPS and the
WTU agree to make the conversions.
Page | 7
1.4.2.
POSITION TITLE
PAY PLAN/GRADE
Education Technician EG 09
Emergency Medical Technician EG 09
Guidance Counselor EG 09
Instructor EG 09
Teacher (adult education) EG 09
Teacher (bilingual education) EG 09
Teacher (secondary education) EG 09
Teacher (special education) EG 09
Teacher (vocational education) EG 09
Teacher Coordinator EG 09
Training Instructor EG 09
Training Specialist EG 09
Vocational Rehabilitation Specialist EG 09
Junior ROTC instructors (without Bachelor’s) EG 09
1.4.3. When any such personnel are serving in any capacity other than in the EG 09
job classifications above, the WTU will not represent them in that capacity
unless such job classification has a community of interest with the WTU
bargaining unit.
1.5. New Titles or Categories of Employees
1.5.1. During the term of this Agreement, should DCPS create a new title,
classification or category of employees having a community of interest with
employees in the WTU bargaining unit described herein, employees in such
new title or category shall be included within the WTU bargaining unit, and
upon request of the WTU the parties shall negotiate the terms and conditions
of employment for such new title or category of employees. Nothing
contained herein shall be construed as requiring renegotiation of the terms
and conditions of employment applicable to employees in the existing WTU
bargaining unit as a result of the Chancellor’s reclassification of the title or
category of employees in the unit. If the WTU and DCPS disagree as to
whether a new title, classification, or category of employees has a
community of interest with employees in the WTU bargaining unit, the
parties shall request a unit clarification from the Public Employees Relations
Board.
1.5.2. DCPS shall not, during the life of this Agreement, change the duties and/or
responsibilities of an existing job classification without first bargaining to
agreement with the WTU.
1.5.3. Within 10 school days after DCPS decides to implement new titles or
Page | 8
classifications of employees within the community of interest, or
substantially change the titles or classifications of employees within the
community of interest, and at least 30 school days prior to any DCPS action
to implement the decision, the Chancellor shall notify the WTU President in
writing regarding such changes.
1.6. WTU Dues
1.6.1. Upon receipt of a lawfully executed written authorization from employees
covered by this Agreement, DCPS agrees to process such forms to the
District of Columbia Government for the deduction of the regular WTU dues
of such employees from their bi-weekly pay. Arrangements for dues
deduction and the revocation of such dues deduction shall be made in
accordance with the procedures of the Office of Financial Management Pay
and Retirement, District of Columbia Government. The WTU shall be the
only teacher organization eligible to use payroll deduction for membership
dues.
1.6.2. Teachers have the right to join any teacher organization, but membership in a
teacher organization shall not be required as a condition of employment.
1.6.3. In recognition that the WTU feels that employees who benefit by the
Agreement should share in the costs, employees who do not pay WTU dues
shall be required to remit to the WTU through payroll deduction an amount
equivalent to eighty- five percent (85%) of the amount of WTU dues effective
the first pay period beginning on or after the effective date as provided in the
Article titled “Duration of Agreement.” Such deductions shall be made only
as long as the WTU shall demonstrate on a semi-annual basis that at least
sixty-five percent (65%) of the employees in the unit are having full
membership dues remitted to the WTU as evidenced by payroll deduction or
copies of checks submitted for payment of WTU dues by unit Teachers. The
WTU shall indemnify and hold DCPS harmless against any and all claims,
demands and other forms of liability, which may arise from the operation of
this provision. In any case in which judgment is entered against DCPS as a
result of dues deduction or other fees, the amount found to be improperly
deducted from an employee’s pay, and actually transferred to the WTU by
DCPS, shall be returned to DCPS or conveyed by the WTU to the
employee(s) as appropriate.
1.7. WTU Activities
1.7.1. It is expected that the investigation of grievances and other appropriate
activities related to the administration of this Agreement shall be conducted
outside of normal school hours or during unassigned teaching periods
(periods when Teachers are not assigned students).
1.7.2. When necessary, the Supervisor shall provide appropriate time during normal
Page | 9
school hours for the Building Representative to investigate grievances and to
engage in other appropriate activities.
1.7.3. Whenever Teachers are mutually scheduled by the Parties to participate,
during working hours, in conferences or meetings at the central or
administrative offices, they shall suffer no loss of pay.
1.7.4. WTU officials shall have the right to investigate grievances and engage in
other appropriate activities throughout the school system at times that do not
interfere with the instructional program. The Supervisor shall afford full
cooperation in such investigations and activities.
1.7.5. WTU officials, upon arrival at a School, shall inform the Supervisor or
her/his designee of their presence and shall abide by the School’s regular
security procedures.
1.7.6. DCPS agrees to release, during normal school hours, a reasonable number of
Teachers, upon request of the WTU President, for the purpose of serving on
mutually agreed upon committees and participating in mutually agreed upon
activities.
1.7.7. Whenever Teachers are mutually scheduled by the parties to participate
during working hours in conferences or meetings or in negotiations
respecting the collective bargaining agreement, they shall suffer no loss in
pay. To plan for, study and to participate in mutually established committees
relating to the collective bargaining agreement and educational reform as
proposed by DCPS, DCPS agrees to release during the year and during
working hours a reasonable number of Teachers upon request of the WTU
President. The President shall submit to the Chancellor for approval the
names of WTU Teachers proposed for release in accordance with a
predetermined schedule at least three (3) days prior to any meeting.
1.8. Local School Advisory Team ( LSAT)
1.8.1. All schools shall establish a Local School Advisory Team ( LSAT) and the
Team shall operate under guidelines established in the Planning Guide for
LSATs to be mutually developed by DCPS and the WTU. The School
Chapter Advisory Council shall receive all recommendations or matters
generated by the LSAT .
1.8.2. Decisions reached by the LSAT shall not change or supersede any
contractual agreement, city regulations, or DCPS policies or procedures.
1.8.3. The LSAT and the principal shall collaborate to determine the composition
of the School Improvement Team (SIT).
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ARTICLE 2 - QUALITY EDUCATION
2.1. Full and Equal Partnership
2.1.1. With this contract, the WTU and DCPS are committed to establishing a
partnership, which we define as shared commitment, responsibility, and
accountability for student achievement. This partnership requires open
communication, trust, respect, c ollaboration, shared decision making, and
compliance with all agreements. It requires full participation on all issues
concerning education of DCPS students.
2.1.2. To that end, we establish the Full and Equal Partnership Committee (FEP). It
will consist of the Chancellor and the President of the WTU, and as many
designees (an equal number from DCPS and the WTU) as they deem
appropriate. All other joint committees described herein, with the exception
of the committees working on Pilot schools and the Career Ladder, will work
under the auspices of the FEP.
2.1.3. The FEP is primarily responsible for ensuring the full implementation of this
collective bargaining agreement. It will also work to build collaborative
relationships among stakeholders (Teachers, administrators, parents, students
and others) in order to create a healthy climate for improved learning.
2.1.4. DCPS and the WTU agree that all students are entitled to a high quality
education. To this end, the parties agree that all educational programs offered
by DCPS and taught by Teachers must align with the Office of the State
Superintendent of Education’s academic standards, provide equitable
opportunity, have the appropriate resources, and be comprehensive and
rigorous.
2.1.5. The Parties agree that high-quality professional development is essential to
the goal of ensuring that every DCPS student receives an excellent education.
2.2. Professional Development and Curriculum
2.2.1. Professional development is a critical component in supporting high quality
teaching and learning. Creating a coherent system of professional supports
for improving professional skills and competencies to increase student
learning, including high- functioning Teacher Centers described in this
Article of the Agreement, will help organize school personnel into learning
communities whose goals are aligned with those of the school and district.
This will require a continuum of professional development for all teachers
resulting in:
2.2.1.1. A clear statement of job performance expectations;
2.2.1.2. A clear statement of support to be given to teachers;
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2.2.1.3. A shared vision and philosophy of the school system;
2.2.1.4. The provision of instructional materials and classroom resources to
facilitate the successful delivery of instruction;
2.2.1.5. The support of all teachers by providing relevant, research- based
professional development; based on district goals, best practices and
proven methods of increasing student success; and
2.2.1.6. A significant impact on the social, emotional, and academic growth
of each child in DCPS.
2.2.2. The WTU and DCPS mutually recognize the necessity of aligning standards,
curriculum and assessment. This alignment is necessary in order to provide
meaningful professional development that can be successfully incorporated
into classroom content and instruction.
2.2.3. Therefore, the parties agree to work cooperatively to develop well-articulated
programs of instruction aligned to DCPS’s Teaching and Learning
Framework for each grade level that will guide and support teachers in
aligning classroom instruction with the standards, curriculum and assessment
system in order to support improved student achievement. The programs of
instruction will outline for teachers and parents as what students should know
and be able to do, and incorporate relevant research-based developments in
the areas of teaching and learning and effective practice. National and local
curriculum programs, models and materials will be reviewed on an ongoing
basis to determine their value for alignment with the framework, and where
deemed appropriate will be incorporated into the programs of instruction.
Professional development aligned to the framework, standards, curriculum
and assessments will support teachers in the continuing enhancement of their
content knowledge and classroom practice.
2.2.4. DCPS and the WTU agree that matters dealing with quality education
decisions are DCPS’s responsibility. The parties agree that Teachers must be
allowed to participate in the various stages of staff and curriculum
development. Vital to the success of quality education is the involvement of
Teachers in the development and implementation of such programs.
2.2.5. The SCAC, in consultation with Teachers, may develop surveys to seek
information about the training of, and assistance provided to, Teachers on the
topic of improving student achievement.
2.2.6. The Building Representative, after conducting such a survey, will share the
results with the LSAT , staff and local school Supervisor for consideration
during the professional development deliberations for local school plan
policy recommendations.
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2.3. Professional Development Standards
2.3.1. All professional development will be designed to meet DCPS’s strategic
goals, content/performance standards, Teacher needs, and is designed to
improve student performance.
2.3.2. Professional development must be a continuous and ongoing process that
promotes sustained interaction among teachers and other instructional
support personnel to address issues of local common concern and DCPS as a
whole.
2.3.3. Professional development programs and activities for school-based
employees will be aligned to the Teaching and Learning Framework and
focus on improving teaching practice and school climate issues, and to the
greatest extent possible, shall be linked to reflecting upon and improving
daily practice.
2.3.4. Professional development programs for teachers shall be based on the
recognition of education as a dynamic, professional field characterized by
new developments and knowledge about the teaching and learning process
and, to the greatest extent possible, shall emphasize growth and development
in addition to remediation.
2.3.5. Professional development shall be implemented as part of a comprehensive
program to improve student achievement as expressed through the Teaching
and Learning Framework. At the school level, for example, professional
development programs should reflect school improvement planning.
2.3.6. Professional development programs shall draw on the resources and
expertise of employees within schools. Programs shall also promote DCPS’s
partnering with the WTU, and institutions of higher education as service
providers. Nothing in this article shall be construed as requiring DCPS to
partner with institutions of higher education.
2.3.7. Professional development shall include the following key content areas:
2.3.7.1. Enhancing content knowledge and delivery;
2.3.7.2. Using student performance data to guide instructional improvement;
2.3.7.3. Implementing content/performance standards;
2.3.7.4. Developing lessons, units and courses of study;
2.3.7.5. Developing curriculum;
2.3.7.6. Differentiating instruction;
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2.3.7.7. Assessing student progress;
2.3.7.8. Managing student behavior;
2.3.7.9. Integrating instructional technology into the learning process;
2.3.7.10. Evaluating education research, programs and materials; and
2.3.7.11. Developing leadership, collaboration, conflict resolution and team
building skills.
2.3.8. Professional development may include a variety of delivery models, but shall
incorporate the model(s) best suited to the objectives of the program and
shall consistently support individual improvement in the context of
organizational goals.
2.3.9. Professional Development shall be provided by DCPS for all Teachers during
the tour of duty relating to the needs of students with disabilities, including
directives, guidelines, best practices, and all applicable district and federal
laws.
2.3.10. DCPS and the WTU agree that quality professional development for
Teachers is essential to promoting and sustaining high quality teaching and
learning in the classroom. The WTU is successfully collaborating and
partnering with DCPS to provide innovative and rigorous professional
development for all bargaining unit Teachers to promote student
achievement. To this end, the Chancellor agrees to work with the President of
the WTU to secure a facility in which to hold WTU Professional
development courses and workshops at minimal or no cost to the WTU.
2.4. Programmatic Commitments
2.4.1. DCPS shall, in consultation with the WTU, develop and implement the
following initiatives:
2.4.1.1. New Teacher Mentoring and Induction Program
2.4.1.1.1. The parties agree to form a joint committee consisting
of the Chancellor or a designee, the President of the
WTU or a designee, and 3 representatives selected by
the WTU President and 3 representatives selected by
the Chancellor, to develop and implement a
comprehensive mentoring and induction program.
2.4.1.1.2. The joint committee shall develop and implement a
mentoring and induction program by the beginning of
the 2010 - 2011 school year that will:
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2.4.1.1.2.1. Require the participation of all teachers
within their first three years of service in
DCPS.
2.4.1.1.2.2. Begin with an initial 2 or 3 days of training
in classroom management and effective
teaching techniques.
2.4.1.1.2.3. Offer a continuum of professional
development for all teachers.
2.4.1.1.2.4. Recruit, develop, and assign mentor
teachers with the newest staff to ensure that
each new Teacher is assigned a mentor.
2.4.1.1.2.5. Provide ongoing support and mentoring for
all new teachers throughout the 3- year
induction program.
2.4.1.1.2.6. Include a specific allocation within the
DCPS budget to cover costs required for
implementation and maintenance of the
program for a minimum of 3 consecutive
years.
2.4.1.1.3. If, after one (1) year of the program, DCPS and the
WTU agree that the Induction Program is making a
significant positive impact on student achievement,
DCPS shall, in collaboration with the WTU, develop an
expansion plan, budget permitting. If, after one (1) year
of the program, DCPS and the WTU agree that the
Induction Program is not making a significant positive
impact on student achievement, DCPS shall, in
collaboration with the WTU, develop and implement a
new more effective program.
2.4.1.2. The Instructional Coach Model
2.4.1.2.1. DCPS shall, in collaboration with the WTU, implement
an Instructional Coach Model, through which every
DCPS School shall be provided with a full-time
Instructional Coach, whose sole responsibility shall be
to provide professional development in a job- embedded
manner.
2.4.1.2.2. Instructional Coaches shall be formally trained and
certified on the new DCPS Teaching and Learning
Framework and shall have no evaluative duties and play
Page | 15
no role in any Teacher’s evaluation.
2.4.1.3. “Workshop Catalogue” Based on the DCPS Teaching and Learning
Framework
2.4.1.3.1. DCPS shall develop, in collaboration with the WTU, a
“Workshop Catalogue” that shall provide DCPS
educators with a variety of professional development
options to help develop their proficiency in the new
DCPS Teaching and Learning Framework.
2.4.1.3.2. This catalogue shall evolve over time in response to
feedback from Teachers.
2.4.1.4. Professional Development Centers (also known as “Teacher
Centers”)
2.4.1.4.1. DCPS shall provide funding for three WTU (3) pilot
Teacher Centers and a citywide support unit modeled
after those established in the New York City Public
Schools.
2.4.1.4.2. The Teacher Centers will be implemented beginning
with the 2010- 2011 school year. The WTU and DCPS
will use the 2009- 2010 school year for planning.
2.4.1.4.3. The Chancellor and the WTU President shall mutually
select the three (3) DC Public Schools to house the
WTU “Teacher Center” model and the location of the
city-wide unit.
2.4.1.4.4. The project will be guided by a Teacher Center Policy
Board composed of an equal number of Teachers
selected by the WTU and additional Teachers selected
by DCPS.
2.4.1.4.5. If, after two years of the pilot, DCPS and the WTU
agree that the Teacher Centers are making a significant
positive impact on student achievement, DCPS shall
develop, in consultation with the WTU, an expansion
plan, budget permitting.
2.4.1.5. Targeted Training Programs for Teachers in Areas of Special
Emphasis
2.4.1.5.1. Upon ratification of this Agreement, DCPS shall, in
collaboration with the WTU, develop Targeted Training
Programs for a subgroup of educators including WTU
Page | 16
Teachers who will provide intensive professional
development and support to all Teachers starting at the
beginning of each school year and not later than the
beginning of the 2010- 2011 school year, on the
following areas of special emphasis:
2.4.1.5.1.1. Special education and inclusion;
2.4.1.5.1.2. Classroom management and Chapter 25 of
the DCMR;
2.4.1.5.1.3. The use of student data to assist in
instruction;
2.4.1.5.1.4. Differentiated instruction with an emphasis
on teaching diverse populations;
2.4.1.5.1.5. All instructional methodologies required by
DCPS found in the Teacher evaluation
system; and
2.4.1.5.1.6. The use of technology to assist in
instruction and for record-keeping.
2.5. Supports for Teachers Rated Minimally Effective
2.5.1. DCPS will consult with the WTU on the development of professional
development opportunities that will be made available to teachers rated as
Minimally Effective.
2.6. Professional Development Days
2.6.1. DCPS shall provide a minimum of ten (10) non- instructional days for
professional development during the 2009- 2010 school year.
2.6.2. DCPS shall continue to provide a minimum of ten (10) non- instructional
days for professional development during the 2010- 2011 and 2011- 2012
school years, in a manner determined by DCPS, but in consultation with the
WTU.
2.6.3. Every year, DCPS shall, in consultation with the WTU, develop and
implement a professional development program and calendar for all Teachers
on the most relevant issues facing Teachers including, but not limited to, the
new Teaching and Learning Framework which is the basis of the new
Educator Evaluation System. The professional development program will be
developed and begin implementation by September 15
th of each school year.
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2.7. Joint Training
2.7.1. The Parties shall jointly develop and conduct two mandatory trainings on the
content of this Agreement.
2.7.2. One training shall be a joint training for Supervisors and Building
Representatives. This training shall be a minimum of three (3) hours in
duration. This training shall be held in August of each school year.
2.7.3. One training shall be for Teachers and all Supervisors to be held at the local
School. This training shall be a minimum of one and one half (1.5) hours in
length and shall be conducted over the course of the three (3) Thirty- Minute
Morning Blocks (as established in this Agreement) .
2.7.4. Representatives of the WTU and DCPS shall conduct the trainings. The
DCPS representatives may include individuals from the Office of the
Chancellor, the Office of the General Counsel, Labor Management Employee
Relations, and the Office of Human Resources.
2.7.5. The trainings shall occur within the first ninety (90) School Days of each
school year.
2.8. Notice of School Reform or Restructuring
DCPS shall provide written notice of potential school reform, inclusive of all options
under NCLB for restructuring, to the WTU and all Teachers in the affected schools that
have been identified. This notice of potential reform shall be made within seven (7)
calendar days of the decision to include the school in a reform effort.
2.9. Partnership Schools
2.9.1. Definition
2.9.1.1. The term “Partnership Schools” shall mean DCPS schools operated
by private, not-for-profit management companies under contracts
with DCPS pursuant to 20 U.S.C. § 6316(b)(8)(B)(iii) of the No
Child Left Behind Act (NCLB).
2.9.1.2. All Partnership Schools shall be schools that are required to be
restructured under NCLB.
2.9.1.3. All Partnership Schools shall remain DCPS schools.
2.10. Special Rules
2.10.1. Notwithstanding anything to the contrary in this Agreement, the following
rules shall apply to Teachers at Partnership Schools:
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2.10.1.1. All Teachers at Partnership Schools shall continue to be WTU
Teachers.
2.10.1.2. These Teachers shall receive, at a minimum, the salaries and
benefits provided by this Agreement.
2.10.1.3. Assignment to a Partnership School shall be voluntary.
2.10.1.4. Teachers who are employed at Partnership Schools may be required
to work a longer day and a longer year than is required under this
Agreement.
2.10.1.5. Teachers who are employed at Partnership Schools may be required
to undertake job responsibilities and to participate in staff meetings
and other activities beyond the requirements of this Agreement.
2.10.1.6. In advance of accepting assignment to a Partnership School,
Teachers shall receive, for each School, information detailing any
differences, if any, in the working conditions at the Partnership
Schools and those in this Agreement including, but not limited to:
2.10.1.6.1. The length of the school day and school year at each
school;
2.10.1.6.2. The amount of work time required for non- teaching
activities beyond the regular school day;
2.10.1.6.3. Any additional work time required during summer or
school vacations; and
2.10.1.6.4. Any other duties or obligations beyond the
requirements of this Agreement.
2.10.1.7. DCPS is prohibited from substantially changing the working
conditions at any Partnership School during any school year.
2.10.1.8. If DCPS desires to implement working conditions or compensation
at any Partnership School that are different than those found in this
Agreement, DCPS must first negotiate such terms with the WTU. If
the Parties are unable to agree, the working condition or
compensation at the Partnership Schools shall remain the same as
defined in this Agreement.
2.10.1.9. The evaluation process in Partnership Schools shall be the same as
other DCPS schools.
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2.11. The Collaborative
2.11.1. Definition
2.11.1.1. The term “The Collaborative” shall mean a combination of schools
formed to provide intensive professional development programs for
teachers in those schools, to share best practices, to provide mutual
professional support, to implement a new school leadership model
involving increased Teacher responsibility, and to monitor the
schools’ progress through regular assessments.
2.11.1.2. The schools forming the Collaborative, which shall not exceed
eleven in total (unless otherwise mutually agreed by the WTU and
DCPS), shall be a combination of high- , middle-, and low-
performing schools, as defined by DCPS.
2.11.1.3. All schools participating in the Collaborative shall remain DCPS
schools.
2.11.2. Special Rules
2.11.2.1. Notwithstanding anything to the contrary in this Agreement, the
following rules shall apply to Teachers employed at Schools in the
Collaborative:
2.11.2.1.1. All Teachers employed at Schools in the Collaborative
shall continue to be WTU Teachers.
2.11.2.1.2. These Teachers shall receive, at a minimum, the
salaries and benefits provided by this Agreement.
2.11.2.1.3. Assignment to a School participating in the
Collaborative shall be voluntary.
2.11.2.1.4. Teachers who are employed at Schools participating in
the Collaborative may be required to work a longer day
and a longer year than is required under this
Agreement.
2.11.2.1.5. Teachers who are employed at Schools participating in
the Collaborative may be required to undertake job
responsibilities and to participate in staff meetings and
other activities beyond the requirements of this
Agreement.
2.11.2.1.6. In advance of accepting assignment to a Collaborative,
Teachers shall receive, for each School, information
detailing any differences, if any, in the working
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conditions at the Collaborative and those in this
Agreement including, but not limited to:
2.11.2.1.6.1. The length of the school day and school
year at each school;
2.11.2.1.6.2. The amount of work time required for non-
teaching activities beyond the regular
school day;
2.11.2.1.6.3. Any additional work time required during
summer or school vacations; and
2.11.2.1.6.4. Any other duties or obligations beyond the
requirements of this Agreement.
2.11.2.1.7. DCPS is prohibited from substantially changing the
working conditions at any Collaborative School during
any school year.
2.11.2.1.8. If DCPS desires to implement working conditions or
compensation at any Collaborative that are different
than those found in this Agreement, DCPS must first
negotiate such terms with the WTU. If the Parties are
unable to agree, the working condition or compensation
at the Collaborative shall remain the same as define in
this Agreement.
2.11.2.1.9. The evaluation process in Collaborative shall be the
same as other DCPS schools.
2.12. Improvement Schools
2.12.1. DCPS and WTU are in Agreement that an effective approach to turning
around our lowest performing schools is essential. Based upon models that
have proven effective in school districts around the country, the parties agree
to collaborate on planning, designing and implementing rigorous programs to
achieve this goal.
2.12.2. Beginning in the fall of 2010, the WTU will facilitate obtaining high- level,
research based, national-level professional development for teams of teachers
and building principals on school turnaround. This training will support
school- based teams to work collaboratively to develop turnaround plans
based upon proven models for improving student achievement.
2.12.3. The LSAT shall apply to the WTU for participation in the professional
development on school turnaround.
Page | 21
2.12.4. This professional development and support will focus on the numerous areas
around which plans are needed for effective school turnaround to occur.
These include, but are not limited to: instructional programs, including
English language arts and math; well-rounded curriculum; professional
development (embedded as part of school day and thereafter); parent and
community outreach and involvement; individual and small group tutoring
for students in greatest need; facilities improvement; extracurricular
activities; class size; wrap-around services to meet the social, medical and
related needs of students; classroom supplies, materials, books and
equipment; staffing; leadership; possibility of extended time; and other areas,
as needed.
2.12.5. Before March 31 of the 2010- 11 school year, schools involved in this process
will have developed plans for implementation for the 2011- 12 school year.
Plans will be reviewed and approved by the Chancellor of DCPS and the
President of the WTU so that implementation can begin will in advance of
the 2011- 12 school year. Time lines may be modified by mutual agreement
of the parties.
2.12.6. Such schools shall be designed to increase student achievement and attract
new families to DCPS through innovative practices.
2.12.7. Innovations in the Improvement Schools may also include, but shall not be
limited to, the following elements: leadership, scheduling, instruction,
technology, wrap-around services, personnel policies, and Teacher
compensation.
2.12.8. The Chancellor (or her/his designee) and the President of the WTU (or
her/his designee) shall meet to establish any additional timelines and
parameters that may be needed for the development and implementation of
any Improvement Schools.
2.12.9. In advance of accepting assignment to an Improvement School, Teachers
shall receive, for each School, information detailing any differences, if any,
in the working conditions at the Collaborative and those in this Agreement
including, but not limited to:
2.12.9.1. The length of the school day and school year at each school;
2.12.9.2. The amount of work time required for non- teaching activities
beyond the regular school day;
2.12.9.3. Any additional work time required during summer or school
vacations; and
2.12.9.4. Any other duties or obligations beyond the requirements of this
Agreement.
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2.12.10. DCPS is prohibited from substantially changing the working conditions at
any Improvement School during any school year.
2.12.11. If DCPS desires to implement working conditions or compensation at any
Improvement School that are different than those found in this Agreement,
DCPS must first negotiate such terms with the WTU. If the Parties are unable
to agree, the working conditions or compensation at the Improvement School
shall remain the same as defined in this Agreement.
2.12.12. The evaluation process in Improvement Schools shall be the same as other
DCPS schools.
ARTICLE 3- FAIR PRACTICES
3.1. DCPS shall not discipline, retaliate against, or discriminate against any Teacher on the
basis of:
3.1.1. Membership in any educator organization;
3.1.2. Association with the activities of the WTU; or
3.1.3. For requiring that DCPS adhere to the terms of this Agreement.
3.2. The WTU recognizes its responsibility as bargaining agent and agrees to represent all
employees in the bargaining unit without regard to WTU membership, within the
provisions outlined in this Agreement.
3.3. Informal Mediation for WTU Building Representatives and Principals
3.3.1. Any WTU Building representative who asserts retaliation, discrimination, or
discipline based on the performance of his/her duties and responsibilities as a
WTU building representative shall file a written request for informal
mediation directly with the office of the Chancellor and the WTU President.
The complaint shall be filed on a form developed and mutually agreed by the
WTU and DCPS. The request must be filed within ten (10) school days
following the date of the alleged act(s) by the supervisor. The Chancellor or
designee and the WTU President or designee shall meet with the Supervisor
and Building Representative within ten (10) school days of receipt of the
request in an effort to resolve the issue.
3.3.2. If the complaint is not resolved during the meeting, the WTU Building
Representative shall have the right to invoke STEP 1 of the grievance and
arbitration procedure.
3.3.3. Upon request by the WTU Building Representative or the WTU, the office of
the Chancellor shall immediately review all documentation related to the
excessing of the WTU Building Representative for procedural compliance,
violations, and fair practices. The Building representative and the WTU shall
Page | 23
be provided copies of all documentation related to the excessing of the
affected Building Representative immediately upon request to the supervisor
or Chancellor. The office of the Chancellor shall provide the Building
Representative and the WTU a copy of the Chancellor’s findings and
decision in writing within ten (10) business days of receipt of the request for
review.
ARTICLE 4 - TEACHER TRANSFER POLICY
4.1. DCPS in transferring ET-15, ET15/12, ET15/11 and EG-09 employees shall apply the
policy hereinafter set forth.
4.2. Voluntary Transfers
4.2.1. A voluntary transfer is a change in a building assignment from one work
location to another when initiated by a teacher.
4.2.2. A Teacher shall be eligible to apply for a voluntary transfer annually.
4.2.3. Lists of vacancies, to the extent known, shall be prepared and posted on or
before April 1 annually.
4.2.4. The vacancy list shall be posted by the Supervisor in all schools and offices
where Teachers of the bargaining unit are located and a copy shall be
provided To the WTU Building Representative. The list will indicate the
school, program, position and the certification required for the position. The
Director of Human Resources shall provide a copy of the vacancy list, along
with position descriptions to the President of the Washington Teachers’
Union. Position descriptions shall be provided to bargaining unit Teachers
upon request from the Human Resources Division when available.
4.2.5. Requests for transfers will be honored to the extent they do not conflict with
law, instructional requirements, and/or the best interest of the school system.
The supervisor(s) of a Teacher requesting a voluntary transfer shall not in
any way impede the transfer by making false statements or providing false
information. Transfers shall be subject to the approval of the receiving
supervisor.
4.2.6. Written notification to teachers granted or denied a transfer shall be made
assoon as a determination is made, but in no case later than July 14. Teachers
denied a transfer shall be notified in writing of the reason(s). The WTU shall
receive a copy of all transfer actions.
4.2.7. A Teacher requesting a transfer must possess the certification for the position
prior to the transfer.
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4.2.8. Teachers requesting a voluntary transfer may arrange to interview with
school principals at a mutually agreeable time by one or both of the
following:
4.2.8.1. At all “open” the DCPS transfer fairs; or
4.2.8.2. With principals between April 1 and June 30.
4.2.9. After July 15, Teachers shall have the right to execute a voluntary transfer
provided the Teacher’s current Supervisor consents.
4.3. Involuntary Transfers
4.3.1. Involuntary transfers shall be made only after consultation and discussion
with the Teacher involved. At the Teacher’s request, there may be present at
such discussion a representative of the WTU. A Teacher who is involuntarily
transferred shall be given two (2) weeks notice, except in those cases where
the transfer must be made in less than two (2) weeks, the notice shall be
given as timely as possible. The notice of the transfer shall contain the
reasons therefore. Teachers who are involuntarily transferred shall be given
at least 3 school days of non-instructional duties, prior to the transfer, at no
loss in salary to prepare for transfer from their current site location to their
new assignment. Such preparation may include but is not limited to the
purposes enumerated below:
4.3.1.1. Boxing materials for transfer to the next building assignment; and
4.3.1.2. Setting up their new classroom, gathering and organizing instructional materials.
4.3.2. DCPS further agrees to provide logistical support (boxes, storage and transporting of educational materials) for the transferring Teacher to the new building assignment.
4.3.3. A Teacher may be granted a transfer because of the inability to adapt to the open space environment.
4.3.4. Involuntary transfers shall not be made for reasons of disciplinary action.
4.3.5. In cases where transfers are necessary as a result of excessing, teachers will be notified in writing of their excess status by their supervisors prior to the last day of school for teachers.
4.3.6. A teacher who is involuntarily transferred shall carry forward his or her building seniority.
Page | 25
4.4. Mutual Consent
4.4.1. No Teacher shall be placed at a school without the Teacher’s and the
Supervisor’s consent, except as provided for in this Agreement (“mutual
consent”).
4.5. Performance-Based Excessing Policy
4.5.1. Definition
4.5.1.1. An excess is an elimination of a Teacher’s position at a particular
school due to a decline in student enrollment, a reduction in the
local school budget, a closing or consolidation, a restructuring, or a
change in the local school program, when such an elimination is not
a ‘reduction in force’ (RIF) or ‘abolishment.’
4.5.2. Rules Governing the Excessing Decision
4.5.2.1. 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.
4.5.2.2. When DCPS determines an excess is necessary, the Local School
Advisory Team ( LSAT) shall make a recommendation as to the
area(s) of certification to be affected.
4.5.2.3. The Personnel Committee shall make a recommendation to the
supervisor as to the Teacher(s) to be affected. The Teachers in the
affected area may provide evidence to the Personnel Committee for
their consideration.
4.5.2.4. The Supervisor shall consider the recommendations of the
Personnel Committee and shall retain the right to make the final
excessing decision.
4.5.2.5. DCPS shall retain the right to make the final excessing decision
according to the following rubric:
Category Rating Points
1) Previous Year’s
Final Evaluation
Highest 50
Second Highest 40
Third Highest 30
Fourth Highest 0
Lowest 0
2) Unique Skills and High 20
Page | 26
Qualifications Medium 10
Low 0
3) Other Contributions
to the Local
Educational Program
High 20
Medium 10
Low 0
4) Length of Service* 20+ Years 10
10-19 Years 5
1-9 Years 1
*Individuals with DC residency at the time of excessing shall receive a
five-year service credit. Individuals with veteran status at the time of
excessing shall also receive a five-year service credit.
4.5.2.6. DCPS shall use all data gathered for the formal DCPS educator
evaluation process as of the date of the excessing decision when
assigning points for Category 1 for Teachers who are new to DCPS
(as they will not have an evaluation from a previous year). If an
excess occurs sufficiently early in the academic year such that no
data have yet been gathered for the formal DCPS educator
evaluation process, DCPS shall use all other available data on the
Teacher’s performance for Category 1.
4.5.2.7. The Teacher in the competitive area (as determined in accordance
with Title 5 of the DCMR) with the lowest point value overall
according to the rubric above shall be the first Teacher to be
excessed. The Teacher with the second lowest point value shall be
the second Teacher to be excessed, and so on.
4.5.2.8. When the Supervisor’s final decision departs from the
recommendation of the LSAT , as to the area affected, the
Supervisor shall prepare a written justification. A copy of the
justification shall be provided to the Chancellor and the President of
the WTU. Upon the request of the WTU President, the justification
shall require the approval of the Chancellor, or the Chancellor’s
designee prior to implementation of the excess at that school.
4.5.2.9. When the Supervisor’s final decision departs from the
recommendation of the School Personnel Committee, as to the
individual Teacher(s) to be affected, the Supervisor shall prepare a
written justification. A copy of the justification shall be provided to
the Chancellor and the President of the WTU. Upon the request of
the WTU President, the justification shall require approval of the
Chancellor, or the Chancellor’s designee prior to implementation of
the excess of that school.
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4.5.3. Notification
4.5.3.1. DCPS shall provide written notification to all Teachers who are to
be excessed at least (10) school days prior to the effective date of
the excess.
4.5.3.2. If a vacancy for which an excessed member is qualified occurs
within the school prior to the effective date of the excess, the
excessed status of the teacher shall be rescinded.
4.5.4. Placement of Excessed Teachers
4.5.4.1. The placement of excessed teachers shall be subject to the mutual
consent policies outlined in this Agreement.
4.5.4.2. To facilitate the placement of excessed Teachers, DCPS shall post
all known vacancies on the DCPS website in a timely fashion.
4.5.4.3. DCPS shall provide vacancy lists to the WTU, upon request.
4.5.4.4. Included in each vacancy listing shall be the School name,
discipline or specialized program, position, and required
certification.
4.5.4.5. DCPS shall post on its website copies of all position descriptions,
when available.
4.5.4.6. To further facilitate the placement of excessed Teachers, DCPS
shall provide multiple hiring opportunities (e.g., hiring fairs and
other similar activities).
4.5.5. Options for Excessed Permanent Status Teachers
4.5.5.1. Excessed permanent status Teachers shall have sixty (60) calendar
days following the effective date of the excess to secure another
placement in DCPS under mutual consent.
4.5.5.2. An excessed permanent status Teacher who is unable to secure a
new placement within the sixty (60) calendar days following the
effective date of the excess shall have five (5) calendar days
immediately following expiration of the sixty (60) calendar day
period to select one (1) of the following options. Any Teacher who
does not make a selection shall be subject to separation from DCPS
on the 66
th
calendar day following the effective date of the excess.
4.5.5.3. The Three (3) Options:
4.5.5.3.1. Option 1: Buyout
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4.5.5.3.1.1. Excessed permanent status Teachers shall
have the option to receive a $25,000 cash
buyout resulting in separation from DCPS.
This provision shall be subject to necessary
government approvals.
4.5.5.3.1.2. An excessed permanent status Teacher who
opts for the buyout shall not be eligible for
employment with DCPS for a period of
three (3) years.
4.5.5.3.1.3. This option shall only be available to
permanent status Teachers whose most
recent evaluation score was “Effective” or
higher.
4.5.5.3.2. Option 2: Early Retirement
4.5.5.3.2.1. Excessed permanent status Teachers with
twenty (20) or more years of creditable
service shall have the option of retiring
with full benefits. This provision shall be
subject to necessary government and
budgetary approvals.
4.5.5.3.2.2. This option shall only be available to
permanent status Teachers whose most
recent evaluation score was “Effective” or
higher.
4.5.5.3.3. Option 3: A Year to Secure a New Placement
4.5.5.3.3.1. Excessed permanent status Teachers who
have been unable to secure a new
placement during the sixty (60) calendar
days following the effective date of the
excess, and who have not selected Option 1
or Option 2 above, shall have the right to
select Option 3: An Extra Year to Secure a
New Position (hereafter referred to as the
“Extra Year.”)
4.5.5.3.3.2. The Extra Year shall begin on the effective
date of the excess and shall conclude
exactly one calendar year thereafter.
4.5.5.3.3.3. Excessed permanent status Teachers who
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select the Extra Year, shall, during the year,
be:
4.5.5.3.3.3.1. Provided with full salary and
benefits;
4.5.5.3.3.3.2. Provided with multiple hiring
opportunities (e.g., hiring fairs
and similar activities);
4.5.5.3.3.3.3. Provided with the opportunity
for a minimum of twelve (12)
hours of professional
development that shall include
instruction on interviewing
skills and the creation of
professional portfolios; and
4.5.5.3.3.3.4. Assigned by DCPS to serve in
one (1) or more instructional
support capacities (e.g., one-
on one tutoring, small group
instruction, class coverage,
long-term Teacher
replacement, or central office
support) that are within the
Teacher’s discipline and
located at a maximum of two
(2) work locations per school
year.
4.5.5.3.3.4. In making the assignment referenced
above, DCPS shall consider the teacher’s
preference and the best interests of the
school system.
4.5.5.3.3.5. DCPS shall have the right, at the
conclusion of the Extra Year, to separate
from DCPS all excessed permanent status
Teachers who are unable to secure a new
placement within the school system under
mutual consent during the year.
4.5.5.3.3.6. The Extra Year shall only be available to
permanent status Teachers whose most
recent evaluation score was “Effective” or
higher.
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4.5.5.3.4. The three (3) options listed above shall not be provided
to members who have not made a “substantial effort”
(defined below) to secure a placement within DCPS.
Such Members shall be subject to separation on the 66
th
calendar day following the effective day in which they
were excessed.
4.5.5.3.5. A Member shall be deemed to have made a “substantial
effort” if s/he:
4.5.5.3.5.1. Has made a good faith effort to interview at
a minimum of five (5) Schools; or
4.5.5.3.5.2. Has made a good faith effort to interview
for all vacant positions for which the
Member is qualified if the total number of
such positions system wide is less than five
(5).
4.5.5.3.6. Teachers who have challenged their excess through the
grievance and arbitration procedures shall have ten (10)
calendar days following receipt of written notice of the
Step 2 grievance decision to select one of the three
options in section 4.5.5.3.
4.5.5.3.7. DCPS shall notify Teachers in writing of the process
for selecting one of the three options and for notifying
DCPS of the selection.
4.5.6. Special Rules Governing the Placement of Excessed Permanent Status
Teachers Who Qualify for the DCPS Performance-Based Compensation
System
4.5.6.1. Excessed permanent status Teachers who qualify and volunteer for
the DCPS Performance-Based Compensation System shall have
sixty (60) calendar days following the effective date of the excess to
secure another placement in DCPS under mutual consent.
4.5.6.2. DCPS shall offer multiple hiring opportunities (e.g., job fairs,
interviews, access to job postings, etc.) for all such Teachers during
the sixty (60) calendar day period.
4.5.6.3. All such Teachers who are unable to secure a placement under
mutual consent during the sixty (60) calendar day period shall be
subject to separation from DCPS on the 61st calendar day.
4.5.6.4. All such Teachers shall not have access to the options described in
Section 4.5.5.3.
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4.5.7. Reapplication Rights
4.5.7.1. All Teachers who are separated by DCPS according to the
provisions of this article shall have the right to reapply to DCPS at
any time, except as otherwise required by applicable law.
4.5.7.2. If rehired, such Teachers shall be placed on the next salary step for
which they would have been eligible at the time of their separation.
4.5.7.3. If rehired within one year of separation, such Teachers shall incur
no break in service for pension purposes.
ARTICLE 5 - PERSONNEL FILES
5.1. Personnel Files
5.1.1. General
5.1.1.1. A Teacher’s official personnel file shall be maintained at the DCPS
Office of Human Resources. This file shall be the Teacher’s only
official personnel file.
5.1.1.2. A Teacher’s official personnel file shall be treated as confidential.
5.1.1.3. Documentation of a Teacher’s performance shall be maintained in
her/his official personnel file.
5.1.1.4. Anonymous material shall not be placed in a Teacher’s official
personnel file.
5.1.1.5. The Parties agree to collaborate on the development of policies
regarding electronic official personnel files.
5.1.2. Viewing
5.1.2.1. A Teacher shall be permitted to examine her/his own official
personnel file in the presence of a DCPS Office of Human
Resources representative.
5.1.2.2. A Teacher shall be permitted to obtain a copy of the material
contained in her/his official personnel files pursuant to D.C. Code §
1-631.05.
5.1.2.3. A WTU representative shall be permitted to examine a Teacher’s
official personnel file in the presence of a representative from the
DCPS Office of Human Resources upon written authorization from
the Teacher.
5.1.2.4. The DCPS Office of Human Resources shall maintain a record
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reflecting the name and title of each person who has been granted
access to a Teacher’s official personnel file. Teachers shall be
provided a copy of the record upon request.
5.1.2.5. DCPS shall keep accurate records pertaining to building and system
seniority for each Teacher.
5.1.3. Adverse Material
5.1.3.1. Documentation that may lead to or result in an adverse action
against a Teacher shall not be placed in a Teacher’s official
personnel file until a copy of such material has been provided to the
Teacher.
5.1.3.2. Placement of material in a Teacher’s official personnel file shall not
be construed as agreement by the Teacher with the contents of the
material.
5.1.3.3. Should the Teacher disagree with the contents of the material, s/he
shall have the right to respond, and the response shall be included in
the Teacher’s official personnel file.
5.1.3.4. A Teacher shall be free to request that materials of an adverse
nature that are older than three (3) years be removed from the
Teacher’s official personnel file. DCPS shall consider all such
requests unless it can demonstrate that the removal of such material
will compromise the interests of the school system. If approved, the
removal shall take place within thirty (30) School Days of the
request.
5.1.3.5. Materials of an adverse nature that become the subject of a
grievance shall be removed from a Teacher’s official personnel file
if so stipulated by the resolution of the grievance.
5.1.3.6. Lost Files
5.1.3.6.1. Lost files shall, within reason and if possible, be
retrieved, reconstructed, or restored at DCPS’s expense.
5.1.3.6.2. If the retrieval, reconstruction, or restoration of a
Teacher’s official personnel file indicates that
additional compensation or benefits are due to the
Teacher, DCPS shall provide such compensation or
benefits as soon as possible.
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ARTICLE 6 - GRIEVANCE AND ARBITRATION
6.1. Statement of Principle
6.1.1. It shall be a guiding principle of this procedure that the parties shall make
every reasonable effort to resolve any dispute between them by mutual
agreement. The parties also agree that if a grievance is filed, the parties shall
make every reasonable effort to resolve the grievance by agreement at the
lowest possible step of the grievance procedure. Further, the parties agree to
utilize those methods already contained in the CBA, such as the SCAC and
the LSAT, to facilitate resolving disputes by mutual Agreement. Finally, the
parties expect that good faith observance, by their respective representatives,
of the principles and procedures set forth herein will result in the settlement
or withdrawal of substantially all grievances initiated hereunder at the lowest
possible step, and recognize their obligation to achieve that end.
6.2. Definition
6.2.1. A grievance is a complaint involving a work situation or a complaint that
there has been a deviation from, misinterpretation of, or misapplication of a
practice or policy; or a complaint that there has been a violation,
misinterpretation, or misapplication of any provision of this Agreement.
6.3. Procedure
6.3.1. Either an employee or the WTU may raise a grievance, and, if raised by the
employee, the WTU may associate itself with the grievance at any time
except as otherwise provided. If raised by the WTU, the employee may not
thereafter raise the grievance himself, and if raised by the employee, he may
not thereafter cause the WTU to raise the same grievance independently. Any
grievance raised by the WTU on behalf of an employee must identify the
employee. The WTU may not process a grievance on behalf of an employee
without that employee's consent.
6.4. Grievances shall be resolved as follows:
6.4.1. STEP 1: Three stage mediation process
6.4.1.1. Stage 1
6.4.1.1.1. Any Teacher who wishes to raise a grievance must do
so in writing within fourteen (14) school days of the
date the Teacher or the WTU first learned of its cause.
The grievance shall be submitted in writing on a form
developed by the WTU. The form shall include:
6.4.1.1.1.1. The name(s) of the employee(s) involved;
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6.4.1.1.1.2. A brief statement of the facts giving rise to
the grievance;
6.4.1.1.1.3. Where appropriate, a reference to the
provision(s) of the Agreement alleged to be
violated; and
6.4.1.1.1.4. The relief requested.
6.4.1.1.2. Within five school days after receipt thereof, the
principal and the Teacher should meet to resolve the
dispute informally and expeditiously. At the Teacher’s
option there may be present at such discussion a
representative of the WTU or any other school
employee, or outside representative selected by the
aggrieved employee who is not an officer, agent or
representative of another Teacher organization. At the
immediate Supervisor’s option, there may be present at
such meeting additional employees of the school
system selected by the immediate Supervisor. Prior to
the discussion the Teacher or the WTU shall identify
the discussion as Step 1, Stage 1 of this grievance
procedure. If the matter in dispute is not settled during
the Step 1, Stage 1 discussion, immediately prior to the
termination of the Step 1, Stage 1 discussion, the
Teacher or the WTU shall execute a duplicate form
provided by the WTU showing the date, time, place,
persons involved in the discussion, a written statement
of the grievance discussed, and the relief requested. The
form shall be signed by the employee and the
immediate Supervisor.
6.4.1.1.3. If the parties reach no resolution of the grievance by the
end of the Step 1, Stage 1 discussion, the grievance
shall automatically move to Step 1, Stage 2 of this
grievance procedure. In addition, if no Step 1, Stage 1
meeting occurs within five school days after the
grievance is first raised, that grievance shall
automatically move to Step 1, Stage 2 of this grievance
procedure.
6.4.1.2. Stage 2
6.4.1.2.1. Within ten school days after the grievance reaches Step
1, Stage 2 of this grievance procedure, the Teacher
and/or WTU shall meet with the Instructional
Superintende nt in an effort to resolve the grievance. If
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the parties reach no resolution of the grievance by the
end of the Step 1, Stage 2 meeting, the grievance shall
automatically move to Step 1, Stage 3 of this grievance
procedure. In addition, if no Step 1, Stage 2 meeting
occurs within ten school days after the grievance first
reaches Step 1, Stage 2 of this grievance procedure, the
grievance shall automatically move to Step 1, Stage 3
of this grievance procedure.
6.4.1.3. Stage 3
6.4.1.3.1. Within fourteen (14) school days after the grievance
reaches Step 1, Stage 3 of this grievance procedure, the
Teacher and/or the WTU shall schedule a meet ing in
the shared grievance scheduler with a representative of
DCPS’ Office of Labor Management and Employee
Relations (LMER) in an effort to resolve the grievance.
If the grievance scheduler does not have available
dates, the fourteen (14) school day period will not begin
to run until the WTU is given written notice of the
availability of new dates. Notwithstanding the
foregoing, the requirement of the shared grievance
scheduler will not apply to all outstanding grievances at
the time of ratification and grievances filed within less
than 90 days following ratification.
6.4.1.3.1.1. If DCPS does not respond to Step 1 Stage 3
grievances within thirty (30) school days of
a grievance meeting, then WTU may move
the matter to the next step within thirty (30)
school days of DCPS’s failure to respond in
time.
6.4.1.3.2. If the parties reach no resolution of the grievance by the
end of the Step 1, Stage 3 meeting, the parties may
mutually agree to submit the grievance to voluntary
mediation in accordance with the then current
Rules/Guidelines of the Federal Mediation and
Conciliation Service (“FMCS”). The parties shall
establish the timelines for completion of this mediation.
If the grievance is not resolved through the voluntary
mediation process with the agreed upon timeline, the
WTU shall have the right to move to Step 2 of the
grievance process, within 10 school days.
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6.4.2. STEP 2
6.4.2.1. If the matter is not resolved at Step 1, the grievance shall advance to
Step 2.
6.4.2.2. The Chancellor, or his/her designee, and those he/she may further
name, shall meet with the representatives of the WTU, and with the
persons referred to in Step 1, on a date mutually agreed upon by
DCPS and WTU, and the Chancellor or designee shall render a
decision, in writing, within ten days of such meeting. This meeting
shall take the form of a hearing, before a neutral hearing officer
during the course of which all parties are afforded the opportunity
to present evidence, witnesses, and arguments in support of their
respective position(s). The hearing officers shall submit his/her
decision to the parties and the decision is binding absent a request
for arbitration by either party. As the Parties acknowledge the
mutual benefits of a Step 2 hearing decision for both DCPS and
WTU, DCPS shall make every effort to ensure hearings are
scheduled and held within 30 school days.
6.4.3. STEP 3
6.4.3.1. If either party is dissatisfied with the decision rendered at Step 2 or
a Step 2 hearing is not scheduled or held within 30 school days of
the grievance being moved to that level, it may invoke arbitration of
the grievance by filing notice with the American Arbitration
Association within thirty (30) school days after its receipt of the
Step 2 decision. Simultaneously, notice shall be sent to the
Chancellor of DCPS, and the Office of Labor Management and
Employee Relations.
6.4.3.2. The question in dispute, jointly stipulated to if possible, shall be
referred to an arbitrator selected by the Parties, or to an arbitrator
selected by the Parties from a panel provided by the American
Arbitration Association.
6.4.3.3. The arbitrator shall hear and decide only one grievance in each
case. S/he shall not be bound by formal rules of evidence. S/he shall
be bound by and must comply with all the terms of this Agreement.
S/he shall have no power to delete or modify in any way any of the
provisions of this Agreement. S/he shall have the power to make
appropriate awards. The arbitrator shall render his/her decision in
writing, setting forth the arbitrator's opinion and conclusions on the
issues submitted within thirty (30) days after the conclusion of the
hearing. The decision of the arbitrator shall be final and binding
upon DCPS, WTU and all Teachers.
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6.4.3.4. No provision of this Agreement, which is a matter of policy, shall
be subject to arbitration.
6.4.3.5. Fees and expenses of the arbitrator shall be borne by the non-
prevailing party.
6.4.3.6. No individual employee may invoke arbitration.
6.4.3.7. When a grievance is raised and involves a matter of general
application, the initial step shall be Step 2.
6.5. General
6.5.1. No matter shall be entertained as a grievance at any step , unless it has been
raised with the other party within fourteen (14) school days after the Teacher
or the WTU first learned of its cause.
6.5.2. All time limits set forth in this Article may be extended by mutual agreement,
but if not extended, must be strictly observed.
6.5.3. If a Teacher or the WTU fails to file a grievance within the time limits
specified in these procedures, and DCPS does not object within five (5)
school days after receipt of the grievance, its right to object to the late filing
is waived. However in no case may a grievance be filed more than thirty (30)
school days after the Teacher or the WTU learned of the event giving rise to
it. If the matter in dispute is not resolved within the period provided for any
step, the next step may be invoked.
6.5.4. Once a grievance has been filed, it may not be altered, except that the
Grievant may delete items from the grievance.
6.5.5. If the WTU is not a party to Steps 1 or 2 of this Article, then the disposition
of the dispute shall not be a precedent with respect to it.
6.5.6. No hearing shall be open to the public unless all parties agree.
6.5.7. The fact that a grievance is filed by an employee, regardless of its
disposition, shall not be recorded in the employee's personnel file, any file or
record used in the promotion process, for any recommendation for job
placement; nor shall an employee be placed in jeopardy or be subject to
reprisal for having pursued this grievance procedure.
6.5.8. Any hearing provided for in this Article shall be conducted at a time and
place which will afford a fair and reasonable opportunity for all persons,
including witnesses, required to attend. Witnesses shall be present in the
hearing only when their testimony is presented. When hearings are held
during school hours, employees required to be present shall be excused with
pay for that purpose.
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6.5.9. The Parties to this collective bargaining agreement agree that either Party
may present witness testimony using video conferencing technology at Step 2
and/or arbitration Hearing that are not related to a Teacher’s suspension or
dismissal. Arbitrations related to a Teacher’s suspension or dismissal require
written mutual consent for the use of video conferencing technology. Not
withstanding the foregoing, mutual written consent for video testimony will
continue to be required for all outstanding grievances at the time of
ratification and grievances filed within less than 90 days following
ratification.
6.5.10. DCPS and the WTU shall have the right, at their own expense, to legal and/or
stenographic assistance at Step 3.
6.5.11. Employees and the WTU shall follow the procedures in this Article regarding
any grievance.
6.5.12. No recording device shall be used at Step 1, 2, or 3 of this procedure. No
person shall be present at any of these steps for the purpose of recording the
discussion.
6.5.13. At Step 3, there shall be a single chief spokesperson on each side, provided
that this shall not preclude any participant at Step 3 from speaking.
6.5.14. DCPS shall comply with grievance settlements and arbitration awards within
60 days of the effective date of the completion of the settlement or receipt of
the arbitrator's award and submission of all necessary paperwork submitted
by the employee.
6.5.15. The Parties shall conduct joint training for all Teachers and Supervisors on
the content of this Agreement and conflict resolution. This training shall be
conducted as a part of the ongoing professional development program by the
Director of Human Resources or his/her designee, the General Counsel of
DCPS or his/her designee(s) and the President of the WTU or his/her
designee(s). The joint training shall be conducted once each year, within the
first three months of the School Year under the auspices of the FEP.
6.5.16. At the discretion of the WTU, any grievance concerning discipline, and/or
discharge (including discharges that are evaluation related to violations of the
evaluation process), may be initiated at Step 2 of this grievance procedure.
6.6. Joint Grievance Committee
6.6.1. The parties shall establish a joint grievance committee to meet once monthly
to accomplish the following:
6.6.1.1. Monitor and track the status of grievances at Step 1 and 2.
6.6.1.2. Collect and analyze data regarding the frequency and location of
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particular grievances and report to the FEP Committee.
6.6.1.3. The Joint Grievance Committee shall have the discretion to
intervene in schools where the data indicates that the most
grievances are filed.
6.6.1.4. This committee shall operate under the auspices of the FEP.
ARTICLE 7 - DISCIPLINE PROCEDURE
7.1. The intent of this Article is to establish a process for progressive discipline, which may
lead to a written reprimand, a suspension, or a disciplinary discharge.
7.2. In the administration of this Article, the primary principle shall be that discipline shall
be corrective in nature rather than punitive.
7.3. The standard for disciplining permanent employees shall be just cause. The standard
for disciplining probationary employees shall be not arbitrary or capricious, as
opposed to at will.
7.4. Disciplinary actions shall be subject to the grievance and arbitration process provided
for in this Agreement.
7.5. Discussion
7.5.1 For minor offenses, management has a responsibility to discuss such
matters with the employee. Such discussions are not considered discipline
and are not subject to the grievance procedure. Such discussions shall not
be noted in the employee’s Official Personnel File, and may not be cited as
an element of prior adverse record in any subsequent disciplinary action
against the employee.
7.6. Written Reprimands
7.6.1. A written reprimand is a disciplinary notice in writing, identified as an
official disciplinary written reprimand, which shall include an explanation of
a deficiency or misconduct to be corrected.
7.6.2. A written reprimand based upon an act or omission by the Teacher shall be
placed in the personnel file within a reasonable period of time following the
incident, provided that the Teacher has had an opportunity to review the
materials and to comment thereon.
7.6.3. A reasonable period of time following the incident shall be for the purpose of
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investigating the incident, but shall not exceed five (5) days, unless there is
written mutual Agreement to extend the period.
7.6.4. If the Administrator concludes that there is no basis for the allegations, no
reprimand will be placed in the file.
7.6.5. If the Administrator concludes that there is a basis for the allegation, the
reprimand shall be placed in the personnel file after the Teacher has been
provided a copy. Should the Teacher disagree with the contents of the
material, the Teacher shall have the right to answer such material, and the
answer shall be filed with the reprimand in the Teacher’s personnel file.
7.6.6. A Teacher has the right, upon request, to have a WTU representative present
during an investigatory meeting with the Administrator.
7.6.7. If a reprimand is placed in a Teacher’s official personnel file contrary to the
procedures described above, that reprimand shall be immediately removed
from the Teacher’s official personnel file.
7.7. Procedures for Written Reprimands:
7.7.1. The steps set forth below will be followed with respect to WTU Teachers
whose performance or conduct warrants a written reprimand by his/her
Supervisor. Reasons for a letter of reprimand include, but are not limited to,
unsatisfactory performance, unprofessional conduct, and persistent violation
of or refusal to obey the school laws of the District of Columbia or
reasonable regulations prescribed by DCPS of Education.
7.7.2. Verbal warning (oral only, not provided in writing);
7.7.3. Written warning (maintained in unit Teacher’s site or program personnel
file);
7.7.4. Letter of Reprimand (maintained in unit Teacher’s district personnel file).
7.7.5. The Supervisor shall have the discretion to determine the number of verbal
and written warnings prior to issuing a written reprimand.
7.7.6. In cases of egregious conduct, the Supervisor may issue a letter of reprimand
without previously having issued either a verbal or written warning.
7.7.7. A written reprimand based upon an act or omission by the Teacher shall be
placed in the personnel file within a reasonable period of time following the
incident, provided that the Teacher has had the opportunity to review the
materials and to comment thereon.
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7.8. Suspensions or Disciplinary Discharge
7.8.1. In the case of suspensions or disciplinary discharges, the official taking the
action shall provide the employee with advance written notice of the
charge[s], which shall include a specific statement of the evidence supporting
such charge[s], no later than ten (10) school days prior to the effective date of
the discipline. At the option of DCPS, an employee shall either remain on the
job or in pay status for the entire ten (10) day period.
7.8.2. Within five (5) school days of the receipt of the notice, the WTU and/or
employee has the right to review all documents related to the charges, meet
with representatives from the Office of the Chancellor before implementation
of the proposed suspension or disciplinary discharge, and to provide a written
reply along with supporting documents against the charges. The decision
shall go into effect as stated unless upon consideration of all relevant facts by
the official taking the action, the action is to be modified, at which time the
employee and the WTU shall be so notified in writing of the modification.
The disciplinary action or disciplinary discharge shall not take effect until the
requirements of this article are satisfied. All suspensions shall be
administered in a manner which causes the Teacher to lose no more pay than
the actual days of suspension.
7.8.3. The initiation of the disciplinary action shall be taken no later than forty- five
(45) school days after the Supervisor’s knowledge of the alleged infraction.
In cases requiring an investigation, any investigation conducted by or on
behalf of DCPS into the alleged infraction shall be completed, with any
investigation report provided to the employee involved and to the WTU
within fifty-five (55) calendar days after the Supervisor’s knowledge of the
alleged infraction. This time limit may be extended by mutual consent, but if
not so extended, must be strictly adhered to. In instances where an external
agency has become involved, this timeframe shall be tolled for a period of
not more than sixty- five (65) days. Should the external agency fail to
complete its investigation within 65 days, DCPS will commence and
complete its investigation within the timelines outlined above.
7.8.4. In cases where retaining the employee on duty may be injurious to the
employee, students, or to others, the employee may be placed immediately on
administrative leave pending further administrative action.
7.8.5. Teachers may not be suspended on non- school days.
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7.9. Disciplinary Conferences
Any Teacher has the right, upon request, to be represented at any disciplinary
conference. The Teacher shall be notified in advance of said administrative
conference. A WTU representative may accompany the Teacher to said conference
and may speak on behalf of the Teacher upon the Teacher’s request.
7.10. Allegations of Corporal Punishment
As soon as a Supervisor becomes aware of an allegation of corporal punishment , the Supervisor
shall immediately notify the affected Teacher and the WTU Building Representative that an
allegation of corporal punishment has been made. Additionally, within two school days of the
Supervisor’s knowledge of an allegation, the Supervisor shall provide the Teacher and WTU
with written notification that an allegation of corporal punishment has been made against the
Teacher. Prior to any investigatory meeting, interview, or discussion with DCPS, the Supervisor
shall inform the Teacher of his or her right to be accompanied by a WTU representative. In
circumstances where allegations of corporal punishment are reported to the Principal, prior to
notifying security or the police, the Supervisor shall give the Teacher the option of reporting to
the police precinct, accompanied by a WTU Field Representative if desired, to discuss the
allegation with the proper law enforcement authorities.
7.11. Professional Courtesy
7.11.1. As appropriate protocol, and when possible, all differences of an
interpersonal nature should be worked out between an informal conference
between the Teacher and the Administrator. When interpersonal differences
occur, the parties recognize that it is inappropriate to criticize each other in
the presence of others.
7.12. Complaints
7.12.1. When a Teacher becomes the subject of a complaint, the following processes
should be adhered to:
7.12.1.1. Every effort should be made to resolve the complaint at the earliest
possible stage. Whenever possible, the complaint concerning the
Teacher should be made directly by the complainant to the Teacher
against whom the complaint is made.
7.12.1.2. If the complainant is unable or unwilling to resolve the complaint
directly with the Teacher involved, he/she may submit a written
complaint to the Teacher’s Supervisor.
7.12.1.3. Upon receipt of a written complaint, a copy shall be provided to a
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Teacher within seventy-two (72) hours. During school vacation
periods, such copy shall be sent Certified Mail, Return Receipt
Requested. After receipt of the copy, a Teacher shall have up to five
(5) days to prepare his/her response.
7.12.2. The written complaint must include:
7.12.2.1. The name of each of the parties involved;
7.12.2.2. A brief but specific summary of the complaint and the facts
surrounding it; and
7.12.2.3. A specific description of any prior attempts to discuss the complaint
with the Teacher.
7.12.3. Areas of concern regarding the complaint shall be discussed with the Teacher
in private. All matters relating to a complaint are to be kept confidential.
7.12.4. Documents, communications, and records dealing with the complaint shall be
placed in the Teacher’s personnel file. When a complaint is unfounded and
unsubstantiated, all related documents and records will be returned to the
Teacher within five working days.
7.12.5. The investigation and resolution of all complaints shall be completed within
fifteen (15) calendar days, unless the time is extended by mutual written
consent of the parties.
7.12.6. The Administrator investigating the complaint shall proceed in an impartial
manner and shall objectively weigh all facts of the complaint prior to
reaching a conclusion.
7.12.7. The complaint process outlined in this section is not applicable to DCMR,
Title 5, Chapter 14, and “ADVERSE ACTIONS”. Nor is it applicable in
cases of sexual harassment or physical/sexual abuse of a student.
ARTICLE 8 - CHAPTER MEETINGS
8.1. SCAC and Local School Chapter Meetings
8.1.1. On or before the last school day in September, the WTU Building
Representative shall notify the Supervisor of the dates during the school year
when the SCAC and Local School Chapter will hold their regularly
scheduled meetings.
8.1.2. The Supervisor shall include the Chapter and SCAC meeting dates and times
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in the local school calendar.
8.1.3. Local School Chapter Meetings shall be held during the lunch period or
outside of normal school hours in a manner that will not interfere with the
School’s instructional program.
8.1.4. Within 24 hours of each meeting, the WTU Building Representative shall
notify the building Supervisor of the names of persons other than chapter
Teachers or WTU officials who plan to attend.
ARTICLE 9 - CONSULTATION WITH SCHOOL CHAPTER ADVISORY
COMMITTEE
9.1. Supervisor Consultation with School Chapter Advisory Committee
9.1.1. On or before the last school day of August, the building Supervisor and
his/her designees (Teachers excluded) and the School Chapter Advisory
Committee (SCAC) shall meet and establish the dates during the school year
for their monthly meetings. Once established, these dates shall be included in
the school calendar. Each month these meetings shall be held to discuss
instructional issues, school policy and questions pertaining to the
implementation of this Agreement. Decisions reached at these meetings shall
not change the Agreement, established Board Rule or any system-wide
policy or procedure.
9.1.2. The names of the Teachers of the School Chapter Advisory Committee shall
be furnished to the principal within ten (10) school days after the election.
Any change in the membership of the School Chapter Advisory Committee
shall be reported to the Supervisor, in writing, as soon as possible, after the
change is made.
9.1.3. If the Building Representative plans to invite other WTU officials, s/he shall
provide the Supervisor with notice at least twenty- four (24) hours prior to the
meeting. Likewise, if the Supervisor plans to invite other DCPS officials,
s/he shall provide the Building Representative with notice at least twenty-
four (24) hours prior to the meeting.
9.1.4. In an effort to ensure that such meetings are as productive and as efficient as
possible, the Supervisor and the SCAC shall provide each other with a list of
agenda items at least twenty-four (24) hours prior to each meeting.
9.1.5. The School Chapter Advisory Committee shall be free to invite WTU
officials to attend such meetings. The Supervisor shall be free to invite
central officials to such meetings.
9.1.6. No persons attending such meetings shall use the information obtained in
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said meetings for any purpose inconsistent with the purpose of this
Agreement.
ARTICLE 10 - INFORMATION AVAILABLE TO THE WTU
10.1. Information Sharing at the Organization Level
10.1.1. Upon request, the Parties shall make available to each other, in a timely
manner, all information relevant to contract negotiations and to the
enforcement of this Agreement, including, but not limited to, Teachers’
names and addresses, Teachers’ length of service, Teachers’ employment
data, vacancies, and School budgets, that is not confidential or otherwise
protected from disclosure by law.
10.1.2. DCPS shall make available to the WTU, in a timely manner, unedited copies
of all documents relevant to grievance cases that are not protected from
disclosure by law.
10.1.3. DCPS shall offer training on the School budgeting process to all LSAT
Teachers.
ARTICLE 11 - TRANSPARENCY AND DISCLOSURE OF INFORMATION
11.1. Transparency and Disclosure of Information
11.1.1. All official announcements to teachers and other information of interest to
teachers shall be posted upon receipt by the Supervisor on the school’s main
office bulletin boards for review by teachers. Simultaneously, a copy will be
provided to the Building Representative. When such announcement contains
compliance deadlines, or where timelines are a factor in the content of the
announcement, copies shall be distributed to all teachers.
11.1.2. A copy of the current teaching and non- teaching assignments and the per-
period class coverage rotation list will be posted on the school’s main office
bulletin board in each school by October 1st. Changes resulting from the
addition, deletion or reorganization of teachers in a building will be posted
promptly. A copy will be furnished to the Building Representative within two
school days of any change.
11.1.3. A current copy of a comprehensive staff roster, the school building seniority
list, and full information concerning regular and extra -duty assignments shall
be made available upon request. The seniority list shall contain the name of
the Teacher, the date of entry into the school, the number of years of building
seniority, and the date of certification.
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11.1.4. A copy of the DCMR and the Chancellor’s Directives shall be maintained in
the school business office and shall be available for use by teachers and the
WTU Building Representative.
11.1.5. Information pertaining to Local School Plans, school budgets and financial
expenditures shall be available to Teachers in the following manner:
11.1.5.1. A current copy of the Local School Plan, including an up- to-date
school budget, shall be maintained in the school library and the
main office at all times for review by teachers. Teachers shall be
provided a copy or allowed to make a copy upon request.
11.1.5.2. The Supervisor shall inform the Building Representative of
proposed changes to the Local School Plan and budgetary spending
priorities before making them.
11.1.5.3. The Supervisor shall meet with the teaching staff to obtain input on
the Local School Plan and budgetary spending priorities during the
development of the plan. Once the plan is completed, the
Supervisor shall meet with the staff to present the plan in its final
form for review and discussion, prior to submission to the central
office.
11.1.5.4. The Supervisor shall provide the Building Representative and all
members of the LSAT a copy of all budgetary information and
other relevant documentation (e.g., test data, etc.) needed to
reasonably and effectively participate in decision-making in the
development of the Local School Plan and the budgetary priorities.
11.1.6. In buildings where no central communication system is in operation, routine
announcements shall, in a timely manner, be posted on a bulletin board in the
main office, published in a daily bulletin to be placed in Teachers’ School
mailboxes, or sent via e-mail.
11.2. DCPS-WTU Meetings
11.2.1. The Chancellor (or her/his designee) and the WTU President (or her/his
designee) agree to meet twice per month to foster collaboration and to
proactively and constructively address any disagreements.
11.2.2. The Parties agree to establish a calendar for such meetings no later than
September 30 annually.
11.2.3. In an effort to ensure that such meetings are as productive and as efficient as
possible, the Chancellor (or her/his designee) and the WTU President (or
her/his designee) shall make every effort to provide her/his counterpart with
a list of agenda items at least twenty-four (24) hours prior to each meeting.
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11.2.4. The Chancellor (or her/his designee) and the WTU President (or her/his
designee) shall be permitted to invite Teachers of their respective
organizations to the meetings, as necessary.
11.2.5. DCPS and the WTU agree that they shall jointly establish ad hoc working
groups, as necessary, to address issues that arise during the standing bi-
monthly meetings.
ARTICLE 12 - BULLETIN BOARDS
12.1. The Supervisor shall provide a minimum of sixteen (16) square feet of bulletin board
space in the main office for the exclusive use of the WTU.
12.2. If sufficient bulletin board space does not exist to satisfy the requirements outlined
above, the WTU shall have a minimum of one-half (1/2) of the space on the existing
board(s) in the school office. If half (1/2) of the space on such boards does not equal
sixteen (16) square feet, the Supervisor shall permit the WTU to install new bulletin
boards or shall make WTU-approved accommodations in lieu of additional space.
12.3. The Building Representative shall provide the Supervisor with a copy of all materials
the WTU plans to display in its dedicated bulletin board space.
ARTICLE 13 - TEACHER PROMOTION POLICIES
13.1. Teacher Promotion Policies
13.1.1. All teachers are entitled to have knowledge of promotion policies and
procedures. A copy of promotion policies shall be maintained in the business
office in each school and shall be available for use by teachers.
13.1.2. All vacancies to be filled competitively shall be advertised by the school
system. The advertisement shall set forth the grade level, application
procedures and deadline date for submission of applications. Additional
information concerning positions may be secured from the Office of Human
Resources.
13.1.3. Announcements of vacancies shall be posted in a conspicuous place on the
business office bulletin board in each school or office by the responsible
officer in charge. Copies shall be sent to the WTU.
13.1.4. After the date of publication of the announcement, applicants shall be given
at least fourteen (14) calendar days to submit their applications for the
vacancies they are seeking to fill.
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13.1.5. Every Teacher applicant who is not selected will be advised in writing within
twenty (20) school days after the position has been filled. An applicant may
request a conference through the Office of Human Resources.
ARTICLE 14 - DAMAGE OR LOSS OF PROPERTY
14.1. Protection from Liability
14.1.1. Teachers shall not be held liable for loss, damage, or destruction of school
property when such loss, damage, or destruction is not the fault of the
Teacher.
14.1.2. Teachers shall report any loss, damage, or destruction of school property to
their Supervisor immediately upon becoming aware of such loss, damage, or
destruction.
14.2. Protection from Loss, Damage, or Destruction of Personal Property
14.2.1. DCPS shall process under applicable District of Columbia regulations any
application by a Teacher for reimbursement for loss, damage, or destruction,
while on duty in the school, of personal property of a kind normally worn to
or brought into school when the Teacher has not been negligent. An
application shall not be processed if the loss is covered by insurance. The
term “personal property” shall not include cash.
14.2.2. The terms “loss,” “damage,” and “destruction” shall not include the effects of
normal wear and tear and use.
ARTICLE 15 - TEACHER EVALUATION
15.1. Per D.C. Code § 1- 617.18, notwithstanding any other provision of law, rule, or
regulation, during fiscal year 2006 and each succeeding fiscal year, the evaluation
process and instruments for evaluating District of Columbia Public Schools employees
shall be a non- negotiable item for collective bargaining purposes.
15.2. Though not required to do so per Section 15.1 above, DCPS makes the following
commitments:
15.2.1. The WTU shall have the opportunity to consult with the Chancellor on the
Teacher evaluation process prior to its implementation.
15.2.2. Teachers will be provided a copy of the documentation of all formal
observations prior to the end of the school year. A teacher shall be given a
copy of his/her final evaluation promptly following the final evaluation
conference between the teacher and the rating officer. The copy, which
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includes the signature of the reviewing officer, shall be given to the teacher
promptly after the evaluation year but not later than September 30 of that
calendar year.
15.2.3. Copies of the evaluation process shall be made available to each teacher.
15.2.4. DCPS and the WTU recognize the importance of the evaluation process. To
that end, DCPS shall develop and implement professional development for
all Teachers on the evaluation process.
15.3. DCPS’s compliance with the evaluation process, and not the evaluation judgment,
shall be subject to the grievance and arbitration procedure.
15.4. The standard for separation under the evaluation process shall be “just cause,” which
shall be defined as adherence to the evaluation process only.
15.5. Employees maintain their rights to appeal below average or unsatisfactory
performance evaluations pursuant to Title 5 of the DCMR, Sections 1306.8- 1306.13.
1
15.6. If a Teacher decides to challenge an alleged violation of the evaluation process, s/he
has the option to request mediation at Step 1 or to commence a grievance at Step 2. If
the alleged violation occurs in connection with an evaluation that results in
termination, the hearing at Step 2 shall receive priority over all other pending
grievances except those related to termination.
15.7. The commitments in Section 15.2 above shall in no way constitute a limitation on
DCPS’s authority over the evaluation process and instruments as described in section
15.1 above.
ARTICLE 16 - GENERAL PROVISIONS RELATING TO SCHOOL OPERATIONS
16.1. Interruption of the scheduled program of instruction during the day shall be kept at a
1
5 DCMR Sections 1306.8- 1306.13 are as follows:
1306.8 Employees shall have the right to appeal below average or unsatisfactory performance evaluations.
1306.9 Except as provided in § 1306.3, appeal of a performance rating of "below averag e" or "unsatisfactory" shall be
made in writing to the Superintendent of Schools within thirty (30) days of receipt of the contested evaluation.
1306.10 An appeal shall set forth the reasons for the appeal. Upon receipt of an appeal, the Superintendent may establish an
Impart ial Review Board consisting of three persons.
1306.11 The Impartial Review Board shall be responsible for reviewing, on behalf of the Superintendent, the
information availab le concerning performance of the individual.
1306.12 The Superintendent of Schools shall advise the employee, in writing, of the disposition of the contested evaluation.
1306.13 Any further appeal from the decision of the Superintendent by the employee shall be to the D.C. Office of Employee
Appeals, pursuant to procedures established by that office.
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minimum.
16.2. In buildings where no central communication system is in operation, routine
announcements shall be posted on the bulletin board, published in the daily bulletin, or
shall be sent to teachers at scheduled times previously agreed upon by the Supervisor
and the School Chapter Advisory Committee.
16.3. In buildings where the central communication systems are operable, the system shall
be used only for:
16.3.1. Routine announcements at scheduled times determined by the Supervisor or
his/her designee in consultation with the School Chapter Advisory
Committee;
16.3.2. Emergency directions concerning all personnel at any time; and
16.3.3. Individual communications of any emergency nature to any given room only
when time is an essential factor.
16.4. Under no circumstances will the electronic communication system be used to monitor
the activities in a classroom or teachers’ cafeteria without the knowledge and consent
of the Teacher(s).
16.5. In cases of emergency, phone messages for Teachers shall be delivered immediately or
as soon as the Teacher can be reached. Other telephone messages will be placed in the
teachers’ mailboxes. This message shall include the date and time of the call.
16.6. The handling of funds in any school will be worked out by Agreement between the
Supervisor and the Teacher or teachers involved. This provision shall not apply to a
Teacher who handles funds for an activity initiated by the Teacher. Teachers in career
development centers/vocational programs who teach shop may be required to handle
funds for shop work. Such teachers shall be covered against any loss of life or limb by
Disability Compensation and any claim for personal property lost while handling such
funds shall be processed in accordance with applicable laws.
16.7. Solicitation of Money
16.7.1. Solicitation of teachers in any school building for contributions or donations
shall be limited to announcement of opportunities for such contributions.
16.7.2. Teachers shall not be required to collect money for any non- school-related
organization.
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16.8. Emergency School Closing
The Chancellor shall announce any emergency closing at the earliest possible time
and shall submit such announcements for broadcast by local radio and television
stations.
16.9. All teachers shall be provided a locker, or a locker-cabinet, and a desk in each building
to which the Teacher is assigned. One of the items shall be lockable. In the event that
any Teacher places an additional lock on such property, either a duplicate key or the
combination thereof shall be provided to the Supervisor. In emergencies where the
Supervisor needs to open the locked property, the Supervisor shall first seek to reach
the Teacher and obtain the consent to unlock the property. In the event the Supervisor
is unable to reach the Teacher, or obtain consent, the Supervisor may open the lock.
16.10. DCPS shall not hold a Teacher responsible for any injury to a student, which the
Teacher could not reasonably prevent.
16.11. Department Chairpersons
16.11.1. Department Chairpersons who receive a stipend shall be chosen from the
current staff by the following process:
16.11.2. Candidates for such positions will be interviewed by the School Personnel
Committee (that shall consist of a member of the department for which the
person is being interviewed), which will rank the candidates they deem
qualified in order of preference.
16.11.3. The Personnel Committee shall make a final recommendation to the
Supervisor, who shall make the final decision.
16.11.4. This process shall take place during the month of May of each school year.
Chairpersons shall be appointed to a one-year term beginning on the day after
the last day of school for students.
16.11.5. In schools where department or grade-level chairpersons do not receive
stipends, Teachers in each department or grade level shall be free to elect
their own chairperson from among themselves by majority vote in secret
ballot of all Teachers in the department or grade level. Upon his/her election,
the elected chairperson will notify the building administrator in writing of
his/her chairpersonship. Said election shall be held during the month of May
of each school year. DCPS shall not be involved in any part of the election
procedure described in this paragraph.
16.11.6. Specific duties, responsibilities and requirements shall be developed for
department and grade-level chairpersons by the Office of Human Resources.
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16.12. Safe Conditions in Schools
16.12.1. No class shall be held in any room or building where the teachers or children
would be in physical danger because of the existence of unsafe conditions as
determined by the Supervisor in consultation with the School Chapter
Advisory Committee or with the appropriate District of Columbia
government agency. The decision reached shall be made in the best interest
of all concerned.
16.12.2. DCPS shall be responsible for furnishing and maintaining conditions of
employment that are free of hazards that are causing, or are likely to cause
accidents, injury or illness to employees.
16.12.3. Employees shall be guaranteed protection from any restraint, interference,
coercion, discrimination or reprisal for filing a report of an unsafe or
unhealthful condition, or for any other participation in a safety program.
16.13. Personnel Committee
16.13.1. Each school will have a School Personnel Committee that will interview and
recommend all candidates for any vacant positions at the school, except the
selection of the Principal. After interviewing the candidates for any vacant
positions, the Personnel Committee will rank all the candidates in order of
preference using a consensus method. This recommendation will be
forwarded to the Supervisor, who will consider the recommendation in
making the hiring decision.
16.13.2. When DCPS determines an excess is necessary, the Personnel Committee
will make a recommendation as to which Teachers is excessed based on
consensus. This recommendation will be forwarded to the Supervisor, who
will consider the recommendation in making the excessing decision. The
Teachers in the affected area may submit evidence to the Personnel
Committee for their consideration. An individual who is in the affected area
shall recuse him or herself from the Personnel Committee for this decision.
16.13.3. The members of the Personnel Committee will include:
16.13.3.1. The Supervisor or his/her designee;
16.13.3.2. The WTU Building Representative or his/her designee;
16.13.3.3. The Department Head, or grade level chairperson (or his/her
designee) from the applicable department or grade level affected by
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the vacancy, or a member of the appropriate employee group (e.g.,
custodians, paraprofessionals, etc.). However, in the event the
Personnel Committee is considering excessing, the Personnel
Committee will instead include any one Department Head or grade
level chairperson, or his or her designee;
16.13.3.4. At least one additional Teacher, but not more than four (4), elected
by the WTU chapter at the school; and
16.13.3.5. A parent of a current student mutually agreed upon by both the
WTU Building Representative and the building Supervisor.
16.13.4. At any time, any School Personnel Committee member can excuse him or
herself from any Personnel Committee business.
16.13.5. All Personnel Committee business shall be conducted in a confidential
manner. All information received, discussed and/or disclosed during the
interview, hiring and excessing process shall be considered confidential, and
will not be shared by any member of the Personnel Committee.. Nothing
herein shall require DCPS to provide confidential personnel information to
the Personnel Committee.
16.13.6. The WTU Building Representative shall ensure the election of the bargaining
unit members on the Personnel Committee and call and conduct the meetings
of the Personnel Committee. The Principal shall be responsible for reviewing
the recommendations of the Personnel Committee and providing any
required documentation of the Principal’s decision. If the Personnel
Committee fails to meet or act then DCPS will not be held responsible for the
failure of the Personnel Committee to perform its duties under this section.
ARTICLE 17 - LEAVE POLICIES
17.1. 17.1 Sick and Emergency Leave
17.1.1. For the purposes of accruing and using sick leave, a day of leave is defined as
eight (8) hours, regardless of the tour of duty. For leave recordkeeping
purposes, one-half of the tour of duty is calculated as four hours. For leave
implementation at the local school level one half, day of leave is equivalent
to one half of the required work day, which equals three hours forty five
minutes. Twelve (12) days (96 hours) of sick leave are posted at the
beginning of each school year for ten (10) month teachers. Four (4) sick
leave days may be used for general leave. General leave shall not be
cumulative. Unused sick leave shall be carried forward from year to year.
17.1.2. In addition to the sick leave days, one day of "individual professional
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development leave" shall be posted at the beginning of each school year for
all Teachers. Such leave shall be cumulative and unused "individual
professional development leave" shall be carried over from year to year as
part of the cumulative sick leave. The Chancellor and the President of the
WTU shall mutually agree on the parameters associated with the use of
"individual professional development leave.”
17.1.3. Fifteen days (15) days (120 hours) of sick leave are posted at the beginning
of each school year for twelve (12) month Teachers (ET 15/12 and EG-09).
Four (4) sick leave days may be used for general leave. General leave shall
not be cumulative. Unused sick leave shall be carried forward from year to
year.
17.1.4. Thirteen and one half (13.5) days (108 hours) of sick leave are posted at the
beginning of each school year for eleven (11) month teachers (ET 15/11).
Four (4) sick leave days may be used for general leave. General leave shall
not be cumulative. Unused sick leave shall be carried forward from year to
year.
17.1.5. A Teacher who becomes sick or disabled to the point that he/she is unable to
do his/her job, or has a scheduled medical or dental appointment, shall be
permitted to use his/her accumulated leave in accordance with the Rules of
the Board. (DCMR) Leave requests for medical or dental appointments must
be made by the Teacher to his/her immediate Supervisor as soon as the
appointment is known to the employee. If a Teacher cannot report for work
due to illness, he/she shall notify the Supervisor or designee as soon as
possible, but in no case later than the first fifteen (15) minutes of the
Teachers’ work day.
17.1.6. A Teacher may be required to submit a doctor’s certificate after three (3) or
more consecutive days of absence due to illness, provided, however, that a
Teacher may be required to submit such a certificate in support of sick leave
for any lesser period if the Supervisor has reason to believe that the use of
such leave has been abused.
17.1.7. In cases of emergencies, teachers may be required to submit appropriate
documentation in support of such absences.
17.1.8. Teachers may be excused immediately from class, with charge to leave, for
emergencies at any time upon oral explanation and notification to the
Supervisor or his/her designee. For the purpose of this Article, emergency
shall be defined as any situation requiring immediate attention over which
the employee has no control.
17.1.9. Leave (sick and emergency), not to exceed thirty (30) days may be advanced
to permanent and probationary teachers in cases of personal serious
disability, illness or an emergency, which requires the Teacher’s personal
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attention. Teachers in a temporary status may be advanced sick leave in
amounts equal to anticipated sick leave accruals during their temporary
appointments. A request for advanced leave must be submitted and approved
in writing at least five (5) days prior to the absence.
17.1.10. Use of Hourly Leave
17.1.10.1. Teachers shall be permitted to use hourly leave in one (1) hour and
two (2) hour increments. DCPS and the WTU shall mutually agree
on the format for the use of hourly leave and use of hourly leave
shall be implemented no later than the beginning of the 2010- 2011
school year.
17.1.11. Sick Leave Buy-Back Plan
17.1.11.1. Teachers who have perfect attendance (no absences and no use of
sick leave during a given school year) shall have the right to return
to DCPS all of the sick leave they accrued during the year.
17.1.11.2. A Teacher may elect to return to DCPS one half (1/2) of the sick
leave days accrued but not taken during the current year at the
current daily rate of pay. Unreturned sick leave shall be credited
each year to the Teacher’s sick leave balance and shall not be
subject to the Sick Leave Buy- Back Plan.
17.1.11.3. Teachers who return accrued sick leave in accordance with
Sections 17.1.11.1 and 17.1.11.2 above shall be compensated at the
daily rate of pay that corresponds to their annual salary.
17.1.11.4. All unused and unreturned sick leave shall be carried forward from
year to year.
17.1.12. WTU Leave “Banks”
17.1.12.1. A Teacher “Sick Leave Bank” shall be operated under guidelines
approved by DCPS and the WTU.
17.1.12.2. Teachers shall have the right to donate one (1) day of their sick
leave per year to the “Sick Leave Bank.”
17.1.12.3. A Teacher “Maternity/Paternity Leave Bank” shall be operated
under guidelines approved by DCPS and the WTU.
17.1.12.4. Retiring Teachers who have excess leave days following their
retirement calculation shall have the right to donate the excess leave
days to the “Maternity/Paternity Leave Bank.”
17.1.12.5. Guidelines and operating procedures for the “Maternity/Paternity
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Leave Bank” shall be developed during the 2009- 2010 school year
and retiring Teachers shall be eligible to donate excess leave days
effective April 1, 2010. The WTU shall determine the starting date
for bank use by Teachers.
17.2. General and Annual Leave
17.2.1. Twelve (12) month teachers (EG09) shall receive annual leave with pay for
each calendar year, exclusive of Saturdays, Sundays and holidays as follows:
17.2.1.1. Teachers with less than three (3) years service shall receive thirteen
(13) days;
17.2.1.2. Teachers with three (3) but less than fifteen (15) years of service
shall receive twenty (20) days; and,
17.2.1.3. Teachers with fifteen (15) or more years of service shall earn
twenty- six (26) days.
17.2.2. A request for the use of general or annual leave (Application for Leave) shall
be given to the Supervisor or his/her designee at least one (1) day prior to the
expected absence. The unavailability of the application form at the school
shall not be a reason for denial of leave.
17.3. Funeral/Bereavement Leave
17.3.1. Teachers shall be granted up to a total of four (4) days of leave (in addition to
sick leave) during each school year without loss of pay or benefits for funeral
or bereavement purposes.
17.3.2. The above shall not preclude the use of sick leave if additional days are
needed for funeral or bereavement purposes.
17.3.3. Unused funeral/bereavement leave shall expire at the conclusion of each
school year.
17.4. Administrative Leave
17.4.1. Administrative leave shall be granted to a Teacher when it is necessary for
the Teacher, in a major hardship case, to use time during the school day to
seek redress under the terms of this Agreement.
17.4.2. Teachers who are authorized by DCPS to attend appropriate job- related
technical, scientific and professional conferences, conventions, meetings,
seminars, symposiums, approved training courses, workshops and to visit
industry and other schools during regular duty hours are considered to be in
an administrative leave status.
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17.4.3. Teachers shall be carried in a leave without loss of pay status when
summoned to serve as a juror on a petit or grand panel, or to appear in court
as a subpoenaed witness in their official capacity, or on behalf of federal,
state, or municipal governments. The Teacher shall furnish his/her
Supervisor with a copy of the summons within twenty- four (24) hours of
his/her receipt of the summons. If a Teacher is excused from jury duty for a
day or a substantial portion thereof, he/she shall report to the place of his/her
employment and perform the duties assigned for that day or portion thereof.
Any pay received for service as a witness or juror, other than expenses, shall
be handled in accordance with applicable policy or law.
17.4.4. When a Teacher is injured in the performance of his/her duties, he/she shall
be considered in a duty status during the time required for initial
examination, emergency treatment, or treatment during duty hours.
17.4.5. A Teacher shall be granted a reasonable amount of time to present appeals in
connection with adverse actions, grievances and discrimination complaints.
17.4.6. Leave shall not be charged when schools are closed to Teachers for
emergency reasons.
17.4.7. Teachers who are injured on the job and are unable to work shall be entitled
to compensation as provided for in Section 1- 624.2 of the D.C. Code. Upon
notification that a Teacher has been hurt on the job, the building Supervisor
shall immediately notify the Office of Risk Management and submit all
appropriate documentation in a timely manner. Copies of workmen’s
compensation forms shall be available at the work site.
17.5. Extended Leaves of Absence
17.5.1. Extended leaves of absence with or without pay for periods in excess of
thirty (30) days and not to exceed two (2) years may be granted by DCPS to
permanent or probationary Teachers. Among the reasons, but not limited to,
for which such leaves of absence may be used are the following:
17.5.1.1. Personal illness leave
17.5.1.2. Family care leave
17.5.1.3. Maternity leave
17.5.1.4. Paternity leave
17.5.1.5. Adoption leave
17.5.1.6. Educational leave with pay
17.5.1.7. Educational leave without pay
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17.5.1.8. Military service leave
17.5.2. A Teacher who is granted an extended leave of absence for
maternity/paternity purposes may elect to use her accrued sick leave at the
time she begins the extended leave of absence from duty.
17.5.3. A Teacher returning from an extended leave, as defined in this section, shall
have the right to return to his/her former or comparable position. The
Teacher’s return is not subject to mutual consent placement.
17.5.4. A Teacher shall be permitted to return from maternity/paternity, adoption, or
educational leave upon a thirty (30) day written notice of intent to return to
work prior to the end of a semester. This shall not preclude a Teacher from
an earlier return at the discretion of DCPS.
17.5.5. Military leave shall be granted as provided under Section 1- 613.3(m) of the
D.C. Code and Title 5, Section 1204.1 of the District of Columbia Municipal
Regulations.
17.6. Educational Leave With Pay
17.6.1. A permanent Teacher may be granted a leave of absence at the discretion of
the Chancellor with one-half (1/2) of his/her salary after six (6) continuous
years of service in the Public Schools of the District of Columbia to pursue
full-time graduate study in a program approved by DCPS.
17.6.2. Such leave as granted in paragraph 1 above may be terminated at any time if
the Teacher fails to pursue in a satisfactory manner the purpose for which
said leave of absence was granted.
17.6.3. All years of satisfactory service as a probationary/permanent Teacher in
DCPS shall be credited in determining eligibility for leaves of absence for
educational purposes, with or without pay.
17.6.4. Teachers on approved educational leave shall be required to notify DCPS by
May 1 annually of their intent to return for the following fall semester, and
by November 1 annually of their intent to return for the following spring
semester.
17.7. Family and Medical Leave
Teachers shall receive benefits as provided in the Family and Medical Leave Act of
1993, as amended, and as provided in the District of Columbia Family and Medical
Leave Act of 1990.
17.8. Incarcerated Youth Program
In accordance with the MOA between DCPS and the Department of Corrections
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(DOC), Teachers working at the Incarcerated Youth program housed at DC Jail and
the Correctional Treatment Facility shall be provided with paid vacation leave for
the workdays between the end of the regular school year and the start of summer
school, as well as 10 workdays of paid vacation leave immediately following the
summer school session that ends in August of each school year. WTU and DCPS
agree to continue discussions regarding implementation of hazardous duty pay for
Teachers working in these correctional facilities.
17.9. WTU Service Leave
17.9.1. Upon proper application, permanent teachers may be granted a leave of
absence without pay for one (1) school year to serve as a full time employee
of the WTU pursuant to D.C. Code § 1- 612.03(p). Such leave of absence
shall be renewable on an annual basis upon request of the Teacher and the
President of the WTU.
17.9.2. Teachers shall be on a leave of absence from their positions as employees
with DCPS and shall suffer no loss in benefits during their service, but the
pay and benefits cost to DCPS shall be repaid by the WTU.
17.9.3. The annual term of WTU service leave shall be from July 1 to June 30.
17.9.4. Teachers shall be required to reapply annually for WTU service leave no
later than June 1.
17.9.5. A Teacher returning from WTU Service Leave, as defined in this section,
shall have the right to return to his/her former or comparable position.
17.10. Return to Classroom for Teachers in Central Office Programs
Until the Council of the District of Columbia approves this Agreement,
Mentors, Instructional Coaches, and other Bargaining Unit Teachers who are
serving in non- teaching positions shall have the right to return to their former
assignment or a comparable assignment. It shall be the responsibility of the
Chancellor to ensure appropriate placement.
ARTICLE 18 - BEHAVIOR MANAGEMENT AND STUDENT DISCIPLINE
18.1. Behavior Management and Student Discipline
18.1.1. The parties agree that Title 5, DCMR Chapter 25 is the policy which
establishes the procedures for maintaining student discipline. The parties
recognize that effective discipline will foster a productive learning
environment whereby students develop self-control and self-direction.
Maintenance of discipline is necessary for an effective educational program
to be conducted. To that end, the WTU shall develop and provide to the
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Chancellor a system-wide template that will include the required components
of school discipline/behavior management plans along with models of best
practices. DCPS shall distribute the template throughout the district by
September 1.
18.1.2. Each local school shall form a Student Behavior Management Committee
(SBMC). The SBMC shall include, but not be limited to, the building
administrator/designee, WTU Building Representative/designee, the LSAT
Chairperson/designee, the president of the local parent/teacher
association/designee, a representative from building security, and the
president of the student government association (if one exists) and others as
determined by the consensus of the team.
18.1.3. In accordance with the procedures, template, and model plans provided by
the Subcommittee, the local school SBMC shall design a school wide
discipline and behavior management plan based on the local school’s
disciplinary needs and consistent with Chapter 25 of DCPS rules. During the
2010-2011 school year, this plan shall be submitted to a joint DCPS/WTU
Committee (one person appointed by the President of the WTU, one person
appointed by the Chancellor, and a mutually agreed upon neutral) by January
15, 2011. For each subsequent year, the plan shall be submitted to the joint
committee within the first thirty (30) school days of each school year. The
joint committee shall review the discipline and behavior management plans
submitted by each SBMC, within sixty days (60) days of receipt of the plans,
and the subcommittee shall approve or provide appropriate feedback.
18.1.4. The local school’s discipline and behavior management committee shall
conduct training to implement its specific plan. Training shall be provided as
soon as possible, but not later than the end of the first advisory. The
subcommittee shall provide oversight and assistance to schools in the training
and implementation of their plan, as well as ongoing monitoring of local
school compliance with the discipline and behavior management plan.
18.1.5. Teachers shall exercise the responsibility for the supervision and discipline of
students through the use of, but not limited to, appropriate instructional
activities and materials, classroom management techniques, human relations
skills, and referrals to available resources. This responsibility shall be
exercised throughout the school during the school day, during school
sponsored activities, during out-of-school hours when the activity is Teacher
initiated or is one for which the Teacher volunteers.
18.1.6. If a student conducts himself/herself in such a manner that seriously impedes
learning for himself/herself and other students, or if the safety of
himself/herself, other students, or the Teacher is seriously threatened, a
Teacher shall be free to send or escort the student to the Supervisor's office,
or to send for the Supervisor or his/her designee.
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18.1.7. When a student is sent or escorted from class or other school area, the
Teacher will confer with the Supervisor or his/her designee to provide the
necessary information concerning the problem and shall provide a written
statement of the problem at the end of the Teacher’s work day on a form
provided by DCPS.
18.1.8. When a student is referred to the Supervisor’s office because of behavior
difficulties, the Supervisor shall confer with the Teacher involved before
making a decision on the disposition of the student. Every effort should be
made by the Supervisor and the Teacher to confer on the same day as the
reported incident. Every consideration should be given to resolving the
incident in a manner intended to return the student to a productive and
acceptable learning environment as soon as possible. However, the Teacher
shall have the right to request that the student not return to his/her class prior
to a parent conference if the student ‘s behavior is so severe as to interfere
with the Teacher’s ability to provide instruction.
18.1.9. The Teacher shall have the right to be accompanied by a representative of
his/her choice in all phases of any follow up procedures following the
disciplining of a student. Appropriate legal assistance and support will be
provided to the Teacher in cases where the Office of the Attorney General of
the District of Columbia so determines.
18.1.10. Possession, use or threatened use of weapons, firearms and controlled
substances and the paraphernalia to use controlled substances, are crimes as
defined in D.C. Code 22- 3201 through 22- 3217 and 33- 601 through 33- 603.
18.1.11. Employee and student safety is best protected through the administration of
swift, decisive and certain consequences for inappropriate actions and
breaches of student discipline. It is important to reinforce for students,
parents and the public at large, the notion that an illegal act is an illegal act,
even if committed within the confines of the public school setting. There is
no sanctuary in a public school building for actions recognized as crimes
under law or D.C. Code.
18.1.12. Where appropriate, a policy of Zero Tolerance, on matters of student
misbehavior, acts of violence or threatened acts of violence, and assault and
battery on school personnel will be applied in accordance with the District of
Columbia Municipal Regulations, Chapter 25.
18.2. Personal Injury Procedures
18.2.1. A Teacher who is the victim of an act of violence and who sustains disability
on the job and acting within the course and scope of his/her duties shall be
allowed leave with pay in accordance with workers compensation law and
provisions, for such reasonable time as determined by the employee’s
physician(s).
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18.2.2. A reasonable loss of time, not to exceed ten (10) days, resulting from an
assault on a Teacher shall not be deducted from the Teacher’s unused sick
leave, provided that the Teacher has filed with the District the details of the
assault and has filed a written report of the assault with the appropriate police
department. Said sick leave shall be, when necessary, in addition to worker
compensation leave provisions.
18.2.3. DCPS shall provide the Teacher with administrative leave for court
appearances related to such event.
18.3. Supports for Students
18.3.1. In an effort to help students make positive behavior choices, DCPS shall:
18.3.1.1. Pilot an advisory model that pairs Teachers (and other school
adults) with small cohorts of students;
18.3.1.2. Pilot a new Student Support Team model (school-based committees
that shall include administrators, Teachers, other school staff, and
parents/guardians) to coordinate academic and behavioral
interventions for students who are academically below grade level,
chronically absent or tardy, or at-risk for grade-level retention; and
18.3.1.3. Pilot alternative school settings for students whose needs are not
being met in the traditional classroom. These settings shall include,
but shall not be limited to:
18.3.1.3.1. “Twilight programs” for secondary students who, due
to retention, are significantly older than their peers; and
18.3.1.3.2. Alternative high schools designed to more strategically
engage students in the learning process.
18.4. Supports for Teachers
18.4.1. Professional Development
18.4.1.1. DCPS shall provide professional development for all Teachers on
student discipline. It shall provide training on:
18.4.1.1.1. How to keep students engaged in learning;
18.4.1.1.2. How to establish clear expectations, routines, rules, and
consequences;
18.4.1.1.3. How to deemphasize inappropriate behavior by
highlighting positive student choices;
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18.4.1.1.4. How to effectively enforce consequences for
inappropriate behavior in a manner that helps reduce
confrontation; and
18.4.1.1.5. How to engage students’ families in an effort to correct
inappropriate behavior.
18.4.2. Other
18.4.2.1. DCPS shall also support Teachers and Schools by:
18.4.2.1.1. Streamlining student discipline procedures and
paperwork;
18.4.2.1.2. Piloting a robust wraparound services model as a means
of addressing the root causes of many student discipline
issues;
18.4.2.1.3. Piloting other innovative models such as robust in-
school suspension programs to help Schools better
manage student discipline challenges; and
18.4.2.1.4. Ensuring the removal of severely disruptive students
from the traditional classroom settings.
ARTICLE 19 - REPORTING STUDENT PROGRESS
19.1. Reporting Student Progress
19.1.1. The primary responsibility for evaluating the work of the student shall rest
with the Teacher. In the event that any grade should be challenged, the
Teacher must produce tangible, pertinent, detailed and dated records to
substantiate the grade given. In the absence of such reports, the Teacher must
raise or lower such grade in accordance with all factors involved. In no case
shall a grade be changed by the Supervisor or the Chancellor or her/his
designee, unless the Teacher fails to adhere to the provisions above.
19.1.2. In the event a grade is challenged, the Supervisor shall immediately notify
the affected Teacher of the challenge in writing. Such notice shall be
appropriately documented by the Supervisor. The Supervisor and the Teacher
shall meet to discuss and review the documentation substantiating the grade.
If any grade modifications are made pursuant to the challenge process herein
described, the relevant Teacher shall be notified in writing by the Supervisor
prior to the change and include the reasons for the change.
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19.1.3. If a student is failing a course or grade, the Teacher shall notify the student,
his/her parent or guardian, and the Supervisor as soon as such is determined,
but in no case later than mid-advisory/mid- grading period, on a form
provided by the Chancellor for this purpose. Conferences shall be held by the
Teacher if the student, Supervisor, parent or guardian requests them. Each
conference shall be followed by a written report, a copy of which shall be
given to the parent or guardian and the Supervisor before the end of the
advisory grading period.
19.1.4. Accurate and current records of student progress shall be maintained by
teachers at all times in a manner determined by the Chancellor after
collaboration and discussion with the WTU. Such records shall be available
for examination by the students, parents, and Supervisors.
19.1.5. The Chancellor shall furnish sufficient storage, including folders and file
cabinets, for the storing of documentation associated with student
achievement.
19.1.6. All final failing grades for students must be submitted to the school office by
the date established by the Chancellor.
19.2. Student Grades:
19.2.1. Teachers shall record student grades on the form provided by the Chancellor.
The report cards shall be prepared within five (5) school days after the close
of each advisory/grading period, except in June when report cards shall be
issued on the last day of school for students.
19.2.2. In computerized schools, teachers shall complete and submit the computer
mark report and attendance forms to the school office within five (5) school
days after the close of the advisory/grading period and/or the receipt of the
form by the Teacher.
19.2.3. Where applicable, teachers shall complete the report required by the
Governing Licensure Board.
19.3. The Chancellor agrees to provide one - half (1/2) day of recordkeeping at the end of
each of the first three advisories for all WTU bargaining unit Teachers. The Chancellor
agrees to provide one -half (1/2) day of recordkeeping for the fourth advisory on or
before the last day of school for teachers. DCPS shall provide sufficient time for
Teacher recordkeeping during the workday, including use of the 30- minute morning
block when necessary.
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19.4. Promotion and Graduation
19.4.1. In each high school, the Supervisor will provide teachers with lists of
students who are candidates for graduation within ten (10) days after the end
of the 2
nd advisory, within ten (10) days after the end of the 3rd advisory, and
immediately upon the completion of the 4
th advisory and before graduation
ceremonies.
ARTICLE 20 - RELIEF FROM NON- TEACHING DUTIES
20.1. Teachers shall not be required to perform any of the following:
20.1.1. Any work in the roll book, including related Forms 1, 1A and 3.
20.1.2. Duty on buses carrying children between home and school.
20.1.3. School-wide detention.
20.1.4. Duties as to Impact Aid Forms, except distribution, collection and
completion of the related membership form.
20.1.5. Duty on buses carrying children to and from school activities other than:
20.1.5.1. Activities initiated by the Teacher;
20.1.5.2. Activities beginning during the school day; and,
20.1.5.3. Class projects.
20.1.6. Clerical work as to health records on the secondary level.
20.1.7. Initial clerical entries on health records on the elementary level.
20.1.8. Initial clerical entries on cumulative records.
20.1.9. Clerical entries on permanent records in the senior high schools and career
development centers.
20.1.10. Regularly scheduled lavatory duties, except on the elementary level where
teachers shall continue to escort their classes to and from the lavatory during
the health period.
20.1.11. Clerical duties with respect to questionnaires from non- DCPS sources.
20.1.12. Scoring citywide tests.
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20.1.13. Collection of money:
20.1.13.1. In the middle, junior or senior high schools for any purpose;
20.1.13.2. In the career development centers for any purpose other than for
shop work; and,
20.1.13.3. In the elementary schools for any purpose other than to collect
insurance envelopes, and except in each case of Teacher initiated
activities.
20.1.14. Clerical duties as to roster cards.
20.1.15. Clerical duties as to student schedule cards.
20.1.16. Keep school-wide inventories of supplies, equipment, and textbooks, which
are not related to the Teacher's instructional program.
20.1.17. Monthly reports for all special education programs, except the updating of
said forms as needed.
20.2. Educational aides and school assistants, who are assigned to the school, shall be
scheduled to assist teachers with cafeteria and playground duty.
20.3. Teachers will not be required to fill out any forms unless they are official DCPS forms
or forms required by a government agency or forms devised jointly by SCAC and the
Administration.
ARTICLE 21 - ADDITIONAL SCHOOL FACILITIES
21.1. Adequate facilities and supplies will be made available in Teacher washrooms.
Dispensers for female needs shall be made available in an appropriate location in the
school. Proceeds from these dispensers shall be used to supply and maintain such
dispensers.
21.2. To encourage the use of technology in instruction and other instruction that requires
extended room preparation, where possible DCPS shall assign each classroom Teacher
a permanent individual classroom from which to provide classroom instruction to
students. When the number of teachers exceeds the number of available classrooms,
the SCAC and the building Supervisor shall ensure appropriate teaching facilities for
teachers not assigned a permanent classroom.
21.3. Copying Facilities
21.3.1. DCPS shall provide Teachers with access, throughout the workday, at each
school with an appropriate and functioning copying machine.
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21.3.2. The copier shall be placed in a convenient location for Teachers’ use and
shall be sufficiently maintained and supplied.
21.3.3. The Supervisor and the SCAC shall jointly develop procedures to ensure
equitable and appropriate use of the copy machine.
21.4. File Cabinets
21.4.1. The Supervisor shall provide each Teacher at her/his School with a file
cabinet for the purpose of storing student papers
21.4.2. The Supervisor shall also provide each Teacher with a sufficient number of
file folders
21.5. Personal Storage
21.5.1. All Teachers shall be provided a locker, or a locker-cabinet, and a desk in
each building to which the Teacher is assigned. One of the items shall be
lockable. For classroom Teachers, these items shall be inside the classroom.
For non- classroom Teachers the items shall be located within their assigned
office. In the event that any Teacher places an additional lock on such
property, either a duplicate key or the combination thereof shall be provided
to the Supervisor. In emergencies where the Supervisor needs to open the
locked property, the Supervisor shall first seek to reach the Teacher and
obtain the consent to unlock the property. In the event the Supervisor is
unable to reach the Teacher, or obtain consent, the Supervisor may open the
lock.
21.6. Teacher Lounge
21.6.1. Teachers shall have access to a lounge, exclusively for their use, in each
School.
21.6.2. The SCAC shall develop policies and procedures for the use of the lounge.
21.7. Parking
21.7.1. Where possible, DCPS shall provide free parking to Teachers at each School.
21.7.2. When the School co- located with a charter school, Teachers shall have
priority in parking unless a preexisting Agreement provides otherwise.
21.7.3. The Parties agree to explore means of providing free parking for Teachers
when such parking is insufficient at a School.
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ARTICLE 22 - STUDENT ACTIVITY FUND
22.1. Money earned through school projects shall be kept in the Student Activity Fund
(SAF) maintained at each school. The Supervisor has the ultimate responsibility for all
SAF monies received or disbursed within the school. The procedures for the allocation
of this money in any school shall follow Section 22.2 through Section 22.7 of this
Article.
22.2. The administration of the funds shall be in accordance with the “Student Activity
Funds Policy Manual” issued June 1996 and the Superintendent’s revised Directive
#623 on Student Activity Funds.
22.3. “School project” shall be defined as any project initiated by an individual Teacher, a
group of teachers (e.g., departmental or grade level), or by the faculty as a whole,
which is held on public school property, during, before or after school hours, and
involves the use of school personnel (pupils and school staff) for the purpose of raising
funds. Projects shall be reviewed and approved by the Supervisor before being started.
22.4. Any funds raised under the conditions described in this Article shall be deposited in
the SAF and shall be used for school purposes only. Funds raised by individual
teachers or groups of teachers for specific uses (e.g., classroom grade level,
departmental or recognized school club needs), shall be administered through the SAF
as a separate “Activity” and used for the purpose for which the funds were raised,
except that those persons involved in the fund raising may agree to use all or part of
the funds for other school purposes. Funds raised for the benefit of all students in the
School shall be deposited in the “General Fund Activity” within the SAF. Funds raised
by the faculty as a whole for general school purposes shall be allocated under
procedures developed by the Supervisor and the School Chapter Advisory Committee.
22.5. Unused funds in specific accounts at the end of the school year shall be carried over in
the account to the next year, unless otherwise specified in the Student Activity Fund
Policy Manual.
22.6. The School Chapter Advisory Committee and the WTU shall have the right to have
vending machines installed in Teacher lounges and shall assume all responsibilities
therefore. Funds earned through vending machines in teachers’ lounges shall be
deposited in a faculty account within the SAF and used only for faculty and school
purposes as designated by the SCAC. The funds shall be subject to semi-annual audits
and reports to the Supervisor, faculty and the WTU. DCPS and the WTU agree that
financial distribution of funds from vending machines SCAC teachers’ lounges shall
be in accordance with the memorandum of understanding between DCPS and WTU.
22.7. Both internal and external audit reports on the SAF shall be available, upon request, to
the faculty, School Chapter Advisory Committee and the public.
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ARTICLE 23- POLICIES RELATING TO WORKING CONDITIONS OF TEACHERS
23.1. Work Year
23.1.1. ET-15 Teachers
23.1.1.1. The work year for 10- month ET-15 Teachers shall be one hundred
ninety- two (192) days, of which not more than one hundred eighty-
five (185) shall be Instructional Days.
23.1.1.2. DCPS shall have the right to extend the work year up to one
hundred ninety- six (196) days, provided that each additional day
beyond the one hundred ninety- two (192) days referred above is
used for professional development jointly developed by DCPS and
the WTU.
23.1.2. ET-15/11 Teachers
The work year for eleven-month Teachers shall be two hundred ten (210)
days. ET 15/11 Teachers shall receive the same holidays and breaks as ET 15
Teachers, including July 4
th, the day after Thanksgiving and winter and
spring breaks.
23.1.3. ET-15/12 Teachers
The work year for twelve-month Teachers shall be 228 days. ET 15/12
Teachers shall receive the same holidays and breaks as ET 15 Teachers,
including July 4
th, the day after Thanksgiving and winter and spring breaks.
23.1.4. EG-09 Teachers
EG-09 Teachers shall receive the same holidays and breaks as ET 15
Teachers, including July 4
th, the day after Thanksgiving and winter and
spring breaks.
23.2. Work Day
23.2.1. The work day for ET-15 and ET-15/12 Teachers shall be seven- and-one-half
(7.5) consecutive hours beginning no earlier than 7:30 AM and ending no
later than 4:30 PM, inclusive of a duty- free lunch period, except as provided
for elsewhere in this Agreement.
23.2.2. The workweek for EG-09 Teachers shall be forty (40) hours.
23.2.3. Individual Teacher schedules and the schedules of groups of teachers in their
respective Schools may be adjusted but in no case shall a Teacher’s schedule
exceed the length of the workday specified above without the Teacher’s
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consent or as otherwise provided for in this Agreement.
23.3. Signing In and Out
23.3.1. Teachers shall, immediately upon their arrival, record in the main office of
their School the time of their arrival, and shall report to their classroom or
place duty at least thirty-five (35) minutes prior to the start of the official
school day for students.
23.3.2. Teachers shall record in the main office of their School the time of their
departure at the end of the school day.
23.3.3. Itinerant Teachers shall record the time of their arrival and departure in the
main office of each of their assigned Schools.
23.3.4. Teachers shall not be required to use time clocks.
23.4. Leaving the School Building
23.4.1. Teachers shall have the right to leave the School building during their duty-
free lunch period provided they return at the end of the lunch period in time
to perform their scheduled duties and responsibilities.
23.5. Emergency School Closing
23.5.1. DCPS shall announce any emergency closing via the DCPS website at the
earliest possible time.
23.5.2. DCPS shall also submit such announcements to the local media in a timely
fashion.
23.5.3. Teachers shall not have their sick leave reduced as a result of emergency
closings.
23.6. Planning Periods
23.6.1. Purpose
23.6.1.1. The Parties agree that planning periods shall be used for
instructional purposes: planning lessons, reviewing student work,
maintaining student records, holding conferences, and other similar
activities.
23.6.2. Elementary Planning Periods
23.6.2.1. General Rules
23.6.2.1.1. All Teachers serving in elementary schools shall
receive two hundred twenty- five (225) minutes per
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week for planning periods.
23.6.2.1.2. The planning periods shall be scheduled during the
normal workday, as defined in this Agreement.
23.6.2.1.3. The Supervisor, in consultation with the SCAC, shall
implement the following options, in the order provided
below, to achieve the two hundred twenty- five (225)
minutes for planning periods. The Supervisor shall
proceed to the next option only if the previous option
cannot be achieved.
23.6.2.2. Options
23.6.2.2.1. Priority 1
23.6.2.2.1.1. Teachers receive 45-minute planning
periods five days a week.
Frequency Planning Period Length
5 Days of the Week 45 Minutes Per Day
23.6.2.2.2. Priority 2
23.6.2.2.2.1. Teachers receive planning time four days a week. Three days of 45 minute planning
periods and one 90 minute planning period.
Frequency Planning Period Length
3 Days of the Week 45 Minutes Per Day
1 Day of the Week 90 Minutes Per Day
23.6.2.2.3. Priority 3
23.6.2.2.3.1. Teachers receive planning time three days a
week. One day of 45 minute planning
period and two days of 90 minute planning
periods
Frequency Planning Period Length
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1 Day of the Week 45 Minutes Per Day
2 Days of the Week 90 Minutes Per Day
23.6.2.2.3.2. OR two days of 45 minute planning periods
and one day of 135 minute planning period.
Frequency Planning Period Length
2 Days of the Week 45 Minutes Per Day
1 Day of the Week 135 Minutes Per Day
23.6.2.2.4. Priority 4
23.6.2.2.4.1. This option shall be implemented only for those teachers for whom the Supervisor is unable to achieve the required minimum of 225 minutes of weekly planning time through use of option 1, option 2, or option 3 of this section. In such case, each Teacher affected shall be provided a minimum of 225 minutes per week of individual planning time using the following procedures.
23.6.2.2.4.2. The Supervisor shall provide each Teacher with at least three (3) minimum 45-minute
daily individual planning periods between the hours of 8:40 am and 3:15 pm each week.
23.6.2.2.4.3. The Supervisor shall use two (2) of the 30-
minute morning blocks (60 minutes), if
there is a need to achieve one (1) additional
individual planning period for the Teacher.
23.6.2.2.4.4. The Supervisor shall use three (3) of the
30-minute morning blocks (90 minutes), if
there is a need to achieve 2 additional
individual planning periods for the Teacher.
23.6.2.2.4.5. One example of priority 4 shown below:
Frequency Planning Period Length
3 Days of the Week 45 Minutes Per Day
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3 Days of the Week
30 Minutes Day (During
the Thirty-Minute
Morning Block)
23.6.2.2.4.6. All planning periods provided through the
use of the 30- minute morning blocks shall
be at least 30 minutes in duration and shall
be scheduled from 8:10 am to 8:40 am,
unless agreed to by the Teacher.
23.6.3. All special subject classes will begin on the first day of school.
23.6.4. In instances where a special subject Teacher is not available to provide
coverage for a Teacher’s scheduled planning period, the building Supervisor
shall:
23.6.4.1. Seek a substitute;
23.6.4.2. Utilize an alternative planning schedule; and/or
23.6.4.3. Implement an alternative planning mechanism to be determined by
the Supervisor and the SCAC.
23.6.5. Secondary Planning Periods
23.6.5.1. All secondary school teachers shall be given at least five (5) daily
planning periods per week that are equal in length to a class period,
except as may be mutually agreed between the Supervisor and the
Teacher.
23.6.5.2. The planning periods shall be scheduled during the normal
workday, as defined in this Agreement.
23.7. Lunch Period
23.7.1. Secondary Schools
23.7.1.1. In secondary schools, each Teacher shall have a duty- free lunch
period equal in length to a full teaching period. However, in no case
shall a Teacher’s lunch period be less than 45 minutes or exceed 60
minutes. A duty- free lunch period shall not include the supervision
of students.
23.7.2. Elementary Schools
23.7.2.1. In the elementary schools, the Supervisor and the School Chapter
Advisory Committee shall develop a schedule and utilize available
resources, so that each Teacher shall have a minimum forty-five
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(45) minute, duty- free, uninterrupted lunch period each day. When
it is impossible to configure the master schedule to provide each
Teacher a daily minimum forty-five duty free lunch period, the
schedule shall be arranged to provide each Teacher a minimum of
225 minutes of duty free lunch per week. In such cases, each
Teacher shall be given no less than a thirty minute, duty free,
uninterrupted lunch period daily. Teachers, Teacher-aides, and
school assistants shall be rotated for lunch duty on an equitable
basis throughout the school year. The rotation system shall be
arranged in consultation between the Supervisor and the School
Chapter Advisory Committee. During the duty- free lunch period, a
Teacher shall not be required to monitor students, escort students to
and from lunch, escort students to the playground or to class or
other activities.
23.7.3. Special Education City-Wide Schools
23.7.3.1. In the Special Education City-Wide Schools, the Supervisor and the
School Chapter Advisory Committee shall develop a schedule and
utilize available resources, so that each Teacher shall have a
minimum forty-five (45) minute, duty- free, uninterrupted lunch
period each day. When it is impossible to configure the master
schedule to provide each Teacher a daily minimum forty-five duty
free lunch period, the schedule shall be arranged to provide each
Teacher a minimum of 225 minutes of duty free lunch per week. In
such cases, each Teacher shall be given no less than a thirty minute,
duty free, uninterrupted lunch period daily. Teachers, Teacher-
aides, and school assistants shall be rotated for lunch duty on an
equitable basis throughout the school year. The rotation system
shall be arranged in consultation between the Supervisor and the
School Chapter Advisory Committee. During the duty- free lunch
period, a Teacher shall not be required to monitor students, escort
students to and from lunch, escort students to the playground or to
class or other activities.
23.7.4. Career Development Centers/Vocational Programs
23.7.4.1. In these schools, each Teacher shall have a duty-free lunch period
equal in length to a full teaching period. However, in no case shall a
Teacher’s lunch period be less than 45 minutes or exceed 60
minutes. A duty- free lunch period shall not include the supervision
of students.
23.7.4.2. Whenever possible, teachers with double shops in the career
development centers/vocational programs will be relieved of section
duties.
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23.7.4.3. In the career development centers/vocational programs, each
Teacher shall have a duty-free lunch period of a full teaching
period.
23.7.4.4. In shops and other classrooms where special work projects are
carried on, requests for such projects shall be channeled to the
Teacher through the Supervisor. These special work projects will be
performed under the direction of the Teacher. Any request relating
to community programs, improvements, or renovation shall come
first to the attention of the Supervisor and then shall be forwarded
to the shop Teacher affected. The Teacher, in consultation with the
Supervisor, shall decide whether the project is to be undertaken.
23.8. Thirty-Minute Morning Block
23.8.1. The Thirty-Minute Morning Block shall be defined as the period from 8:10
AM until 8:40 AM for all DCPS schools that operate under a traditional
instructional s chedule (8:45 AM to 3:15 PM ).
23.8.2. The Thirty-Minute Morning Block shall be defined as the thirty (30) minutes
prior to a five-minute period before the start of the school day for students for
all DCPS schools that operate under a non-traditional instructional schedule
(anything other than 8:45 AM to 3:15 PM).
23.8.3. Each School shall establish a Morning Block Team (MBT), which shall
consist of the Supervisor (or her/his designee), the Building Representative
(or her/his designee), the Instructional Coach, all department and grade level
chairs, and other Teachers as designated by the Supervisor or the Building
Representative.
23.8.4. Morning Blocks that are not reserved for Teacher-initiated individual or
collaborative planning will be principal-led. The MBT shall develop a
Morning Block plan and a monthly calendar for the principal-led Morning
Block that shall be provided to all Teachers. The Morning Block plan shall
include schedules, procedures, and substantive details, and developed with
faculty input.
23.8.5. Two of the Morning Blocks each week are reserved for Teacher-initiated
planning. All Teacher-initiated Morning Blocks shall be consistent with the
requirements of a School’s restructuring program, intervention model, or
instructional strategy. The Morning Blocks shall be used only for the
following purposes:
23.8.5.1. Collaborative planning among Teachers, which may include:
• Analysis of student data;
• Sharing of best practices;
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• Implementation of the DCPS standards-based curricula;
• Alignment of instruction with assessments; and
• Discussion of educational issues.
23.8.5.2. Individual Teacher planning, which may include:
• Lesson preparation;
• Instructional material development;
• Providing student feedback;
• Recordkeeping; and
• Professional development
23.8.6. If a Supervisor causes a Teacher to lose a Morning Block, the Teacher shall
receive compensation for the additional workload using Administrative
Premium.
23.8.7. The Parties agree to provide training on collaborative planning to Teachers
and Supervisors.
23.9. Conference with Parents
23.9.1. The responsibility of the Teacher to be available for conferences with parents
is recognized as a Teacher's professional responsibility and shall be
encouraged by the Parties. Such contact with parents may be accomplished
by personal appointment, parent-Teacher conference meetings, home visits,
and e-mail or telephone conversations. In order to contact parents, DCPS
shall provide a sufficient number of dedicated phones for Teachers.
23.9.2. Teachers are required to attend, for the sole purpose of meeting with parents,
not more than four parent-Teacher conference meetings during each school
year. Three of these shall be held on non- instructional days from 12:00 noon
to 7:00 pm, including a one-hour break. One of the four conferences shall be
a “Back-to-School” night, which shall be scheduled in accordance with each
school’s needs.
23.10. Shared Scheduling
23.10.1. Teachers who are shared between two (2) Schools shall alternate between the
Schools in the following manner:
23.10.1.1. During “Week 1,” such Teachers shall report for three (3) full days
to Site A, and then for two (2) full days to Site B.
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23.10.1.2. During “Week 2,” such Teachers shall report for two (2) full days
to Site A, and then for three (3) full days to Site B.
23.10.1.3. Such Teachers shall mutually determine with their Supervisors
which School shall be Site A and which shall be Site B.
23.10.1.4. The provisions above shall be strictly adhered to unless the
Teacher and her/his Supervisors mutually agree to an alternate
arrangement.
23.11. Faculty Meetings
23.11.1. DCPS and the WTU agree that faculty meetings shall encourage dialogue
between the Supervisor and Teachers on all matters related to the School. To
this end, both the Supervisor and Teachers shall be free to discuss matters of
concern at such meetings.
23.11.2. The Supervisor shall have the right to call one (1) required general faculty
meeting per month.
23.11.3. The Supervisor shall have the right to call one (1) additional required general
faculty meeting in the months of September and June, as necessary.
23.11.4. The Supervisor shall have the right to call one (1) additional required general
faculty meeting in all other months of the school year, provided that:
23.11.4.1. The Supervisor fully complies with his or her requirement to
schedule and meet monthly with the SCAC, pursuant to Section
9.1.;
23.11.4.2. The Supervisor consults with the SCAC on the dates and times of
the additional meetings;
23.11.4.3. The Building Representative (or her/his designee) is afforded no
less than ten (10) minutes during each meeting to discuss WTU
related business; and
23.11.4.4. At least two of the additional meetings are for faculty discussion of
and input into the Local School Plan and the School Budget, of
which:
23.11.4.4.1. One (1) shall be during the development phase; and
23.11.4.4.2. One (1) shall be after the Supervisor finalizes the Local
School Plan and the School Budget, but prior to her/his
submitting them to DCPS.
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23.11.5. Attendance at such meetings is required, but in the event of an emergency,
the Teacher will be excused upon notification to the Supervisor or his/her
designee.
23.11.6. The Supervisor shall provide to Teachers an agenda at least twenty-four (24)
hours in advance of each faculty meeting.
23.11.7. No faculty meeting shall exceed one (1) hour in duration, nor extend beyond
4:30 PM, unless mutually agreed to by the Supervisor and the Building
Representative.
23.11.8. Nothing in this article shall prevent the Supervisor from calling additional
meetings for Teachers to attend on a voluntary basis.
23.12. Non-Instructional Days Prior to the First Day of School for Students
23.12.1. The Supervisor shall have the right call one (1) mandatory, introductory
meeting for Teachers during the non- instructional days that precede the first
day of school for students. This meeting shall be no more than three (3) hours
in length, unless the SCAC and the Supervisor mutually agree to an
extension.
23.12.2. Teachers shall be provided with a minimum of one and half (1.5) days for
planning and room preparation.
23.13. Class Size
23.13.1. Except as provided in Section 23.13.3, maximum class size shall not exceed
the following:
Class Type Maximum Size
Pre-Kindergarten Without an Aide 15
Pre-Kindergarten With an Aide 20
Kindergarten Through Grade 2 20
Grades 3 Through 12 25
Remedial Classes 12
Career and Technology Education 18
23.13.2. Special Provisions for Classrooms that Serve Students with Disabilities
23.13.2.1. Self-Contained Classrooms
When the Least Restrictive Environment (as defined by the Individuals with Disabilities Education Act) is a self-contained
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classroom, maximum class size shall not exceed the following:
Class Type Maximum Size
Autism 6
Emotional Disabilities 8
Hearing Impairments/Deafness 5
Mental Retardation (Mild/Moderate) 12
Mental Retardation (Severe) 6
Mental Retardation (Profound) 4
Orthopedic Impairments 10
Physical Disabilities 4
Speech/Language Impairments 12
Traumatic Brain Injury 10
Visual Impairments/Blindness 5
23.13.2.2. Learning Centers
When the Least Restrictive Environment (as defined by the Individuals
with Disabilities Education Act) is a Learning Center, maximum class size
shall not exceed the following:
Class Type Maximum Size
Learning Center 10
23.13.2.3. Inclusion
Due to the complexities of class size provisions in any contract, the WTU and DCPS agree to form a committee to review the possibility of developing and using a “weighted formula” for determining appropriate class size in DCPS. In addition, this committee will recommend
solutions when DCPS is unable to meet the class size provisions.
23.13.2.4. IEP Caseloads
Individual Education Plan (IEP) caseloads shall not exceed fifteen (15) per Teacher.
23.13.3. An acceptable reason for altering the class size may be any of the following:
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23.13.3.1. Lack of sufficient funds for equipment, supplies, or rental of
classroom space;
23.13.3.2. Lack of classroom space and/or personnel available to permit
scheduling of any additional class or classes in order to reduce class
size;
23.13.3.3. Conformity to the class size objective because it would result in
the organization of half or part time classes;
23.13.3.4. A class larger than the above is necessary and desirable in order to
provide for specialized or experimental instruction;
23.13.3.5. Placement of pupils in a subject class for which there is only one
(1) on a grade level;
23.13.3.6. Size of specific classroom space is inadequate.
23.14. Teaching Assignments
23.14.1. Teachers may express in writing to the Supervisor their preference of grade
assignment in the elementary school and subject assignment in the secondary
school. If a Teacher does not receive his/her requested assignment, he/she
shall be so notified in writing with the reason(s) stated.
23.14.2. Teachers' programs will be established in accordance with the following
guidelines:
23.14.2.1. Teachers' abilities and preparation shall be a prime consideration;
23.14.2.2. The number of different rooms in which assignments occur for a
Teacher shall be held to the minimum;
23.14.2.3. Equitable standards shall be applied within a school for
exemptions from homeroom and building assignments; and,
23.14.2.4. In rooms with specific stations (shops, typing rooms, laboratories),
the number of pupils assigned to such rooms shall not exceed the
number of stations available, provided that in the programming of
such classes, an extra number of pupils equal to the anticipated
attrition rate may be included.
23.14.3. Teachers shall have the opportunity to express their preference of assignment
to school committees and other extracurricular activities for which there is no
pay. These requests shall be honored on the basis of competency of the
individual in the judgment of the Supervisor.
23.14.4. Elementary teachers shall receive their tentative grade assignments and
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secondary teachers shall receive their tentative subject assignment for the
next school year no later than the last day of the current school year.
23.14.5. In the secondary schools, there shall be no more than three (3) consecutive
periods of academic teaching assignments, except where the Teacher agrees.
However, in schools with block schedules, there should be no more than two
consecutive teaching periods, except where the Teacher agrees.
23.14.6. In the secondary schools, efforts shall be made to keep the number of lesson
preparations to a minimum, consistent with an effective teaching program.
23.14.7. A secondary Teacher may be assigned to a duty in lieu of a teaching period.
23.15. Non-Traditional Scheduling
23.15.1. The SCAC must consider requests for non- traditional scheduling.
23.15.2. If the SCAC recommends the implementation of such nontraditional
scheduling, then the entire faculty must, by secret ballot vote, approve the
measure by a percentage of no less than 66 and 2/3% before such
implementation may occur.
23.15.3. Where non-traditional schedules are adopted, the term “teaching period”
shall mean at minimum, the average length of time for a class period in a
traditional secondary instructional day.
23.15.4. Teachers who are unable to adapt to non- traditional scheduling shall be
permitted to seek a voluntary transfer to another school in accordance with
Teacher Transfer Policy.
23.15.5. Secondary Schools include high schools, junior high schools, grades 6, 7 and
8 in middle schools and educational centers.
23.16. Substitute Service
23.16.1. Teachers shall not be required to obtain their own substitutes.
23.16.2. DCPS shall make every effort to provide substitute service for every absence
of a Teacher, provided the Teacher notifies her/his Supervisor of the absence
in accordance with the rules established in this Agreement.
23.16.3. In cases when a Teacher fails to notify her/his Supervisor of the absence in
accordance with the rules established in this Agreement, DCPS shall make a
concerted effort to provide a substitute, but shall be under no obligation to do
so.
23.16.4. Except where it is not possible to do so, Teachers shall have available for
substitute teachers current class lists, lesson plans, and other appropriate
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materials to enable the substitute Teacher to carry out her/his duties.
23.16.5. DCPS agrees to review and revise, in collaboration with the WTU, the
recruitment, training, and evaluation of substitute teachers with the goal of
ensuring a highly effective substitute pool of sufficient size to support
Teachers.
23.17. Class Coverage
23.17.1. In emergencies and in cases when substitute service cannot be obtained for
an absent Teacher, other Teachers may be required to provide class coverage.
23.17.2. If a Teacher notifies the principal or his designee less than twenty-four (24)
hours before the start of the Teacher’s tour of duty that he/she will be absent,
that shall constitute an emergency. In such cases, the principal will make a
concerted effort to find a substitute.
23.17.3. In emergency situations, Teachers in secondary schools may be required to
cover classes on a per-period rotation basis. On the elementary level,
Teachers may be required to accept other students in their classrooms for
instruction, with consideration given to class size, equitable distribution and
the grade levels of the students involved.
23.17.4. The Supervisor and the SCAC shall jointly develop procedures for assigning
class coverage on a voluntary basis, except as provided below.
23.17.5. When a building Supervisor is unable to provide substitute services for an
absent Teacher during the instructional day, the Supervisor may require
teachers to provide coverage for the absent Teacher’s students. When a
Teacher is required to provide class coverage for students, the Teacher shall
be compensated in accordance with the following sections:
23.17.5.1. Secondary Level and Block Schedules
23.17.5.1.1. Secondary teachers who are assigned to provide
instructional coverage for an absent Teacher’s students,
which results in the loss of a planning period for the
Teacher, shall receive compensation for the additional
workload using Administrative Premium.
23.17.5.1.2. The Chancellor and WTU agree to jointly update the
Pro Rata Pay Scale covering secondary schools with
traditional class schedules (5 teaching periods) and
those with block or modified block schedules in
accordance with the current Administrative Premium
rate.
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23.17.5.2. Elementary Level
23.17.5.2.1. When an elementary Teacher is required to accept
additional students in his/her class due to a Teacher’s
absence, and the additional number results in a class
exceeding the contractual limit, the Teacher shall be
paid at the Administrative Premium per day of
coverage. This per diem rate shall also apply to a
special subject Teacher if the additional number of
students results in three (3) or more of his/her classes
exceeding the contractual limit.
23.17.5.2.2. When an elementary Teacher loses his/her planning
period due to coverage based on the absence or
unavailability of a special subject Teacher, itinerant
Teacher or other person(s) designated in the master
schedule to provide the Teacher with a planning period,
the Teacher shall receive compensation using
Administrative Premium.
23.17.5.2.3. Time records for pay for coverage shall be submitted by
the local school Supervisor or his/her designee in
accordance with the same timeline submission
requirements for regular Teacher pay. Teachers shall
receive their pay for coverage compensation on a
biweekly basis through a process approved by DCPS
and the WTU.
23.17.6. DCPS and WTU will execute a Memorandum of Understanding that further
defines pay for coverage, loss of planning time, and loss of lunch time.
23.18. Lesson Plans
23.18.1. Daily, unit, and long- term lesson plans shall be required of each Teacher and
such plans shall be available for review by the principal/Supervisor at any
time upon his/her request. The Supervisor shall be permitted to make a copy
of the lesson upon request. It is understood that lesson plans are used as a
guide to the Teacher in structuring the learning experiences of pupils. The
system-wide template prescribes the minimum required elements for a lesson
plan. No Teacher shall be required to provide more detail than that which is
required in the system-wide template.
23.18.2. Teachers shall not be required to submit daily, weekly, unit or long- range
lesson plans on a regular basis. However, if the Supervisor determines as a
result of the DCPS evaluation process that a Teacher has an average score of
less than 2.5 in Planning domain of the Teaching and Learning Framework,
then the Supervisor may require the Teacher to submit daily lesson plans for
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review and comment until such time that the Teacher’s planning has
satisfactorily improved. In such cases, the Supervisor must suggest how the
lesson plans can be improved.
23.18.3. Lesson plans do not determine a Teacher’s effectiveness; therefore, they shall
not be used in isolation to determine a Teacher’s effectiveness.
23.18.4. DCPS shall develop the lesson plan template in collaboration with the WTU.
ARTICLE 24 - AUXILIARY AND ANCILLARY SERVICES
24.1. Library Media Specialists
24.1.1. The District of Columbia Public Schools shall maintain library and media
center facilities.
24.1.2. When funds are specifically allocated, clerical assistance shall be provided
for all Library Media Specialists.
24.1.3. Library Media Specialists shall not be assigned non- Library Media Specialist
duties, which will cause the closing of the library.
24.1.4. Where there are two (2) or more professional staff personnel assigned to a
media center or library, the Library Media Specialist with building seniority
shall be designated as team leader if the performance ratings are equal.
24.1.5. Library Media Specialists shall be given the opportunity to acquire the
necessary training for handling non print materials, provided funding is
available.
24.1.6. When libraries are established, the standards of the American Library
Association shall be considered.
24.1.7. Continuous access to the library collections and flexible scheduling may be
components of the library media center. Flexible scheduling for the use of the
library shall be developed and implemented when it is deemed appropriate
for the instructional program of the school by the Supervisor after
consultation with the Library Media Specialist- media specialist.
24.1.8. School Library Media Specialists shall arrange cooperative meetings and/or
conferences with faculty Teachers during the employee’s workday. These
meetings and/or conferences shall be to discuss issues, books, materials and
other business pertinent to the professional Library Media Specialist’s and
Teacher’s mission of providing the highest quality of education to DCPS
students. The goal is to implement the most efficient and effective use of the
library as a learning and resource center.
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24.1.9. Library Media Specialists are integral Teachers of the teaching function in
the DCPS. Library Media Specialists shall, in addition to the traditional
functions, collaborate in the selection of all learning resources, work with
teachers in the planning and/or implementation of curriculum, and offer
instruction to both teachers and students in the use of library and media
center resources and equipment, as well as reading, listening and viewing
skills.
24.1.10. The Supervisor and Library Media Specialist (LMS) shall meet and jointly
develop annually the library media program including a flexible scheduling
model based on best practices in accordance with the standards of the
American Library Association. Should the Supervisor and Library Media
Specialist fail to mutually agree on the library media program, the Director of
Library Services shall be available upon request from the Supervisor or
Library Media Specialist to assist with the design and implementation of an
effective library media program in accordance with best practices and
standards of the profession.
24.2. Counselors
24.2.1. When funds are specifically allocated, clerical assistance shall be provided
for all counselors.
24.2.2. Counselors' duties and DCPS counselor standards shall be related solely to
the standards of the American School Counselors Association.
24.2.3. Suitable space as permitted by the existing physical plant shall be provided
for counselors to carry out their programs. In a building which has a suite
designed for a counselor, the counselor shall be assigned to that area.
24.2.4. In all schools, DCPS, within budget limitations, will work toward providing
one counselor for every two hundred fifty (250) students or major fraction
thereof.
24.2.5. Counselors shall be provided with a telephone in the counselor suite/area
and, where possible, a direct line.
24.2.6. The confidentiality of the work of the counselor is recognized with the
understanding that student records are to be made available upon request by
the Supervisor.
24.2.7. DCPS and the WTU agree that school counselors must be provided local
school benchmark data deadlines in a timely matter in order to support timely
submission or inputting of required data. To this end, DCPS shall request that
supervisors provide school counselors critical benchmark data deadlines
upon receipt.
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24.2.8. All Senior High School 10- month counselors who desire to be converted to
11- month counselors shall be entitled to such conversion during the 2010-
2011 school year.
24.2.9. For school year 2010- 2011, if there is an insufficient number of 10- month
counselors who wish to convert to 11- month counselors, DCPS may
designate one of the counseling positions or up to 50% of the existing
counseling positions at the school as 11- month counselors (ET15- 11). These
counselors shall be paid on a prorated basis based on their current salary. For
school years 2011- 2012 and beyond, all high school counseling positions will
be 11 month positions.
24.2.10. In such cases, the selection of the 11- month counselor shall be determined by
the principal based on the recommendation of the school’s Personal
Committee. If there are an insufficient number of counselors who volunteer
to convert to 11- month positions within a school, DCPS shall make the
position available to other senior high school certified counselors currently
employed within DC Public Schools. If there are not enough senior high
applicants, DCPS shall make the position available to other certified
counselors within DCPS. If there exists an insufficient number of voluntary
11-month counselors within the school system, DCPS shall have the
authority to hire 11- month counselors from outside of the system to meet the
programmatic needs of the school system.
24.2.11. If there exists an insufficient number of voluntary 11- month counselors
within the school system, DCPS shall have the authority to hire 11- month
counselors from outside of the system to meet the programmatic needs of the
school system
24.3. Related Service Providers (School Social Workers, School Psychologists,
Speech/Language Pathologists and Psychiatric Social Workers)
24.3.1. All Related Service Providers, covered under this section, shall perform
duties related to their special field, except as otherwise provided in this
Agreement.
24.3.2. DCPS Related Service Provider standards shall consider the standards of the
American Speech and Hearing Association, the National Association of
Social Workers, and the National Association of School Psychologists.
24.3.3. Related Service Providers shall not be assigned duties or perform acts which
would result in a violation of standards of professional practice as defined by
the appropriate professional organizations.
24.3.4. A room conducive to individual testing, interviewing, and the transaction of
business of a confidential nature shall be made available to school
psychologists, school social workers and other Related Service Providers as
needed. The transaction of business of a confidential nature may require
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access to and a use of a telephone.
24.3.5. Where a speech suite, a converted area or a room that is specifically
designated for Speech language therapy and Hearing therapy services exists,
the Speech language therapist and/or Hearing therapist will be assigned to
that designated space on the day or days that the employee is in that building.
24.3.6. A Related Service Provider who is required to appear at a placement
meeting, an assessment, a disciplinary hearing or a due process hearing shall
have the opportunity to consult with the designated representatives of DCPS
in advance of the event.
24.3.7. Related service providers may express in writing to the principal/Supervisor
their preference for program assignments as long as the request is consistent
with the educational needs of the system. If the related service provider does
not receive his/her requested assignment, he/she shall be so notified in
writing with the reason(s) stated.
24.3.8. Protocols for all related service providers shall be provided by the DCPS
Office of Special Education.
24.3.9. In accordance with the procedures outlined in this Agreement, the local
school Supervisor shall provide funding for supplies to all related service
providers assigned to his/her school.
24.3.10. Related service providers shall be provided a room with confidential access
to an operational telephone and computer.
24.3.11. Assignment of caseloads to related service providers shall be done in an
equitable manner. The Office of Special Education will address disputes
regarding equity in caseload assignments for service providers on a case-by-
case basis.
24.4. Visiting Instruction Service (VIS)
24.4.1. The workday for VIS teachers is the same as that of any other Teacher and
any unscheduled time shall be used in a relevant manner toward improving
the instructional program.
24.4.2. One (1) afternoon per week shall be devoted to record keeping, meetings,
planning, and any other relevant activities toward improving the instructional
program.
24.4.3. Weekly teaching schedules must be updated promptly. If no changes occur
during the week, such notation shall be recorded.
24.4.4. Teachers assigned full-time to child-oriented hospitals or institutions shall
adjust their teaching schedules in consultation with their Supervisor.
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24.4.5. When a daily schedule is to be rearranged, the Supervisor shall be notified by
telephone within a reasonable time and a record of the changes shall be
recorded as soon as practicable.
24.4.6. When conditions indicate, the Teacher may require adult supervision in the
home while instruction is taking place.
24.4.7. Daily attendance records noting teachers’ time of arrival with signature of
parent or guardian and/or pupil shall be submitted to the Supervisor weekly.
24.4.8. An orientation of at least 3 days shall be provided for all new teachers in the
VIS program.
24.4.9. A Teacher shall not be required to provide instructional services in any
home, institution, or area if there is a valid reason to believe that the physical
well being of the Teacher is threatened. This provision shall be applicable to
all teachers who are required to make home visitations as a routine in their
work schedule.
24.5. Special Education Teachers
24.5.1. Special education teachers who are involved in the development of
Individualized Educational Programs (IEP) shall be granted the necessary
time during the school day for testing, conferences, and the writing of IEP(s)
24.5.2. The Division of Special Education will disseminate to special education
teachers any federal and state guidelines, which affect the operation of their
program.
24.5.3. As funds are specifically allocated, special education teachers shall be
provided with the necessary forms, supplies, equipment, materials and test(s)
needed to fulfill curriculum requirements, as determined by the Chancellor.
24.5.4. Special education teachers who are assigned to non- citywide schools shall
attend the organizational meetings of their assigned schools at the beginning
of each school year.
24.5.5. The annual IEP caseload for special education teachers shall not exceed 15
per Teacher, except by mutual Agreement between the Supervisor and
special education Teacher. If Teacher agrees to complete more than 15 IEPs
annually, the Teacher shall receive administrative premium at the rate of
three (3) hours per additional IEP.
24.5.6. Upon request by a Teacher, including general education teachers, the
Supervisor shall make available for review by the Teacher the IEP of each
special needs student assigned to that Teacher for instruction.
24.5.7. DCPS and the WTU agree to establish a Joint Special Education Committee
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to develop policies and procedures that will support effective implementation
of inclusion/inclusive instruction.
24.6. Special Subject Teachers
24.6.1. All special subject teachers assigned to a single school building shall be
required to perform all the duties regular teachers are expected to perform.
24.6.2. Itinerant special subject teachers shall not be required to perform any of the
following:
24.6.2.1. Answering of telephones; or
24.6.2.2. General clerical work.
24.6.3. Itinerant teachers shall be required to perform all duties regular teachers are
expected to perform at schools where they teach a full day, provided that no
itinerant Teacher shall be required to perform duties in excess of that which
he/she would be assigned if full time in one school.
24.6.4. The duties of the special subject teachers shall be based on the guidelines for
special subject and resource teachers.
24.6.5. All ET personnel covered under the provision of this Article shall be paid at a
per-diem rate for each day they are required to work following the closing
day of the school year for teachers and before the opening day of the school
year for teachers, provided funds are available.
ARTICLE 25- SUPPLIES, EQUIPMENT, TEXTBOOKS, TECHNOLOGY, AND
RELATED EDUCATIONAL MATERIALS
25.1. Definition
25.1.1. For the purposes of this Article, “instructional resources” shall refer to basic
office supplies (e.g., paper, pencils, pens), textbooks, curricular support
materials (e.g., math manipulatives, lab equipment, literacy kits),
instructional technology (e.g., computers, interactive white boards, student
response systems), and other education- related materials.
25.2. Inventory and Distribution of Existing Instructional Resources
25.2.1. Prior to the first day of school for students, the Supervisor (or her/his
designee) and the SCAC shall prepare an inventory of the School’s existing
instructional resources and shall develop procedures for the equitable
distribution of these resources.
25.2.2. The Supervisor (or her/his designee) and the SCAC may elect to reserve a
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certain portion of the existing inventory for distribution at later points in the
year.
25.2.3. The Supervisor shall provide a copy of the inventory and the distribution
procedures to all Teachers on the first day of school for students.
25.3. Acquisition of New Resources
25.3.1. No later than September 30, the Supervisor shall meet with the SCAC to
review the School’s budget for instructional resources and to develop
procedures for the equitable and instructionally appropriate use of these
funds.
25.3.2. Included in the procedures shall be rules governing how Teachers shall
submit their specific resource requests to the Supervisor.
25.3.3. Also included shall be a stipulation that, whenever the Supervisor is unable
to fulfill a resource request, s/he shall provide a written explanation.
25.3.4. No later than October 15, the Supervisor shall meet with all Teachers to
review the budget for instructional resources and to discuss the procedures
pertaining to the use of the budget
25.3.5. A written copy of the budget and the procedures shall be provided to all
Teachers prior to the meeting.
25.4. Supply Room
25.4.1. The Supervisor shall provide a supply room in each School for the storage of
instructional resources.
25.4.2. The Supervisor and the SCAC shall jointly develop procedures governing
access to the supply room during the meeting referenced in Section 25.3.1.
25.5. Special Provision for Textbooks
25.5.1. The Supervisor shall ensure that all Teachers, including those without
classrooms of their own, have adequate storage space for textbooks.
25.6. Special Provisions for Instructional Technology
25.6.1. The Chancellor and the President of the WTU agree to work cooperatively to
ensure that each Teacher has, for instructional purposes, a designated
computer (preferably a laptop) as well as Internet access, as soon as possible
after this Agreement takes effect.
25.6.2. When a Teacher transfers from one work location to another, DCPS shall
provide the Teacher with an operational computer at the new worksite within
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thirty (30) calendar days.
25.6.3. In addition, the Parties agree to work cooperatively to develop an
Instructional Technology Plan for DCPS that shall include strategies to:
25.6.3.1. Acquire a sufficient number of computers for student use;
25.6.3.2. Acquire other instructional technologies such as LCD projectors,
interactive whiteboards, electronic student response systems,
opaque document projects, etc.;
25.6.3.3. Improve the availability, reliability, and speed of Internet access in
all Schools;
25.6.3.4. Train Teachers in the use of instructional technology; and
25.6.3.5. Ensure regular maintenance of all instructional technology.
25.7. The Chancellor and President of the WTU shall appoint a Joint Committee to develop
uniform standards for classroom resources. The Joint Committee shall provide
opportunities for teachers and other educational stakeholders to give input during the
process and shall make its final recommendations to the Chancellor and WTU
President no later than March 31, 2010. The standards developed by the Joint
Committee and approved by the Chancellor and WTU president shall be the standards
of classroom resources for a DCPS “Certified Classroom.” DCPS agrees to fund the
“Certified Classroom ” standards of resources annually to the extent possible. DCPS
and the WTU shall mutually develop and agree on a process for monitoring the
implementation of “Certified Classroom ’ resource standards in all DCPS classrooms.
25.8. No Teacher shall receive discipline or endure intimidation of any kind because,
through no fault of the Teacher, the technology (including, but not limited to,
computers, software, hardware, printers, copiers) necessary to perform his/her duties is
not available when needed by the Teacher.
ARTICLE 26 - SUPERVISORY RELATIONSHIPS
26.1. Supervisory Relationships
26.1.1. Teachers shall have the right to know the names, titles, and reporting
relationships of all personnel exercising direct, indirect, technical or
administrative supervision over them.
26.1.2. The Supervisor shall furnish Teachers with this information upon request.
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ARTICLE 27 - EXTRA DUTY PAY ACTIVITIES
27.1. The WTU and DCPS agree to establish a joint committee to review all policies and
make recommendations to the Chancellor and WTU President regarding extra duty
assignments, including compensation, no later than May 30, 2010. The current extra
duty pay policies and compensation will remain in effect until the joint committee has
made its recommendations to the Chancellor and WTU President and those
recommendations have been accepted by the Chancellor and WTU President and
subject to certification of available funds by the Chief Financial Officer of the District
of Columbia.
27.2. Extra-duty pay activities shall include only those activities performed before and after
school as determined by DCPS in consultation with the WTU.
27.3. Where an extra- duty pay activity is such that it normally starts in September, the extra-
duty pay applicable to such activity shall also start in September.
27.4. The following procedures will apply to assignments to positions for which there is
extra- duty pay:
27.4.1. No later than April 30 of the current school year, the Board shall publish a
list of vacancies and the qualifications for positions for which there is extra
duty pay. The list of vacancies shall include those positions held by an
incumbent for three (3) years. Candidates shall apply within a two (2) week
period stating their qualifications. Three (3) year incumbents who wish to be
considered for the position they hold must reapply. All subsequent vacancies
shall be published and candidates shall apply within a two (2) week period.
27.4.2. The selection for the position shall be made from only qualified applicants,
regardless of their area of certification. Where qualifications are equal,
seniority is the determining factor. If in any school year in a particular school
there is no qualified Teacher available to conduct a specific needed extra -
duty pay activity, the services of a qualified Teacher from another school
may be utilized after Agreement between the concerned Supervisors and the
qualified Teacher from another DC Public School. If in any school year there
is no qualified Teacher in the DCPS system available to conduct a specific
needed extra- duty pay activity, the Supervisor may appoint a qualified
applicant from outside the school system. Such appointment of a non-
Teacher shall be for the current school year only and shall be made only after
DCPS has advertised the specific extra duty pay position to all Teachers
throughout the system and no qualified Teacher applicants are available.
27.4.3. A qualified Teacher who applies for an extra-duty pay activity held by
another Teacher for at least three (3) years shall have priority over such
incumbent except that if the services of the incumbent are satisfactory, the
incumbent may be re-appointed to that position on an annual basis; if the
Supervisor, after consultation with the School Chapter Advisory Committee,
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determines on an equitable basis to continue the incumbent’s appointment.
27.4.4. If selected, teachers must serve in such positions for the scheduled length of
the activity. Teachers who do not wish to continue in the position should
notify the Supervisor in writing by April 1 of the current school year so that
the vacancy list for extra-duty positions for which there is pay can be
prepared and made available by April 30.
27.4.5. A Teacher applicant for an activity who does not receive the desired position
shall be notified in writing with the reason so stated by the end of the school
year.
27.4.6. A Teacher who is removed from an extra- duty pay activity because of
unsatisfactory performance shall be given the reason(s) for the removal in
writing.
ARTICLE 28- PERSONAL AFFAIRS DURING NON- DUTY HOURS
28.1. Personal behavior of a Teacher during non- duty hours is the Teacher’s concern, but
this shall not preclude DCPS from taking action against a Teacher in appropriate
circumstances after notification to the WTU of such personal behavior.
28.2. Complaints concerning unpaid bills, bad checks, tax delinquencies, and court
judgments not involving D.C. Government monies or accounts shall be forwarded to
the employee concerned without comment.
ARTICLE 29 - SUMMER AND PART -TIME SCHOOLS AND PROGRAMS
29.1. Teachers applying for summer and part-time school positions shall be considered by
qualification to teach specific subject matter. Qualification shall be determined by
educational background and demonstrated competence as indicated by performance
evaluations. In the case of shop instructors, preference will be given to the day school
Teacher who teaches in that particular shop.
29.2. Subject to legal limitations, all teachers shall have equal opportunities for employment
in any summer or part time program. System-wide seniority, as defined in the
Definitions section, shall be the prime consideration in employment if all other factors
are equal.
29.3. Regular teaching personnel with satisfactory performance evaluations will be given
preference over substitutes and transient teachers provided they apply during the
announced period for applications.
29.4. All applicants for such employment will be notified in writing that their applications
have been received and that they will be considered for summer or part time positions.
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29.5. No Teacher shall be eligible to teach in these part-time programs after five (5) years of
consecutive service unless there is no other qualified applicant available.
29.6. Sections 29.1 – 29.6 shall not apply to those teachers who are declared excess and are
qualified for the positions.
29.7. Summer program teachers will receive written notification of employment at least two
(2) weeks before the end of the regular school year, where possible, even if so notified
on a contingency basis. If funds are reduced after teachers have been notified of
employment on a contingency basis, the selection from among these individuals shall
be in accordance with this Article.
ARTICLE 30 - MEETINGS ON POLICY MATTERS
30.1. The WTU and DCPS representatives shall hold meetings at least once a month, unless
cancelled by mutual Agreement, to discuss school policies and problems relating to the
implementation of the Agreement. Any agreement reached on the interpretation of any
part of the Agreement shall be reduced to writing and signed by DCPS or its designee
and the WTU.
ARTICLE 31 - COPY OF AGREEMENT
31.1. The WTU and the DCPS shall each pay half of the full cost of the printing of this
Agreement by a union printer for distribution to all Teachers.
ARTICLE 32 - TAX- SHELTERED ANNUITY
32.1. The WTU shall choose the company or companies to provide tax- sheltered annuity
coverage for employees in the ET teachers' bargaining unit. Employees in the EG
teachers' bargaining unit will continue to be covered by the carrier designated by the
District of Columbia Government.
ARTICLE 33 - NO STRIKE CLAUSE
33.1. During the life of this Agreement, the WTU shall not cause, support, encourage or
authorize any Teacher to participate in any cessation of work through slowdown,
strike, work stoppage, or other similar activity.
33.2. If a strike, slowdown, stoppage of work, or other similar activity were to occur, the
WTU’s agents shall, upon notification of such activity by the Chancellor, immediately
and publicly declare as illegal all such activity and shall order Teachers to terminate
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such activity. Failure of the WTU’s agents to do so shall constitute a violation of this
Agreement.
33.3. For the purposes of this Agreement, an employee who is absent from work without
permission, or who abstains wholly or in part from the full performance of his/her
duties in his/her normal manner without permission, on the date or dates when a strike
occurs, shall be presumed to have engaged in such strike on such date or dates. Such a
presumption is rebuttable.
33.4. Any Teacher who participates in any slowdown, strike, work stoppage, or other similar
activity shall be subject to discipline or discharge with the right to appeal through the
grievance and arbitration procedure only as to the determination of the question of
whether the employee so disciplined or discharged did, in fact, participate in, support
or encourage the strike, work stoppage or slowdown.
ARTICLE 34 - CONFORMITY TO LAW -SAVING CLAUSE
34.1. If any provision of this Agreement is or shall at any time be contrary to law, then such
provision shall not be applicable or performed or enforced, and substitute language, if
any, shall be subject to negotiation between the parties.
34.2. In the event that any provision of the Agreement is or shall at any time be contrary to
law, all other provisions of this Agreement shall continue in effect.
ARTICLE 35 - MATTERS NOT COVERED
35.1. The parties agree that by mutual consent they will consult and negotiate on matters not
covered by this Agreement, which are proper subjects for collective bargaining.
ARTICLE 36- COMPENSATION
36.1. The effective date for all across-the-board base salary increases in this Agreement
shall be October 1 for each year of this Agreement.
36.2. Base Salary Increases
36.2.1. DCPS shall provide the following base salary raises for the following years:
FY20 FY21 FY22 FY23
2% 2.5% 3.5% 4%
36.2.2. The 2019- 2022 raises shall be paid retroactively to all DCPS employees who
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are members of the WTU bargaining unit upon approval of this Agreement
by the DC Council, all WTU bargaining unit members who retired during the
2019-2022 school years, and the estates of all WTU bargaining unit members
who died during the 2019- 2022 school years, in accordance with D.C.
Official Code 1-611.06(d).
36.2.3. For the 2022- 2023 school year, all DCPS employees who are members of the
WTU bargaining unit shall receive a retention bonus of 4.0% . The Agency
shall use its best efforts to pay the bonus within 30 days of approval by the
Council of the District of Columbia of this agreement.
36.2.4. The Parties agree that in the 2022-2023 and 2023- 2024 school years, WTU
bargaining unit members in “hard to fill” positions shall receive a $1,500
retention bonus. Hard to fill positions are defined as Social Worker,
Psychologist, Special Education, Math/Science, World Languages, Speech
Pathologist, Occupational Therapist, Physical Therapist, and ESL/ESL
Itinerant.
36.2.5. For the 2022- 2023 and 2023- 2024 school years, WTU bargaining unit
members taking on the following key duties will receive an annual stipend of
$1,500:
36.2.5.1. Special Education Designees, LEA Representatives, and Case
Managers: manage specialized duties related to legal compliance
and service delivery
36.3. DCPS shall implement an individual performance-based pay and/or bonus system in
the fall of 2010 in collaboration with the WTU that results in Teachers in the system
being among the highest compensated educators in the nation.
36.3.1. The system shall be based on the following parameters:
36.3.1.1. The program shall be constructed to support improved achievement
for all students.
36.3.1.2. DCPS and the WTU shall collaborate on the development,
implementation and restructuring of the program and the related
support mechanisms.
36.3.1.3. DCPS shall provide a strong base pay structure including
competitive benefits.
36.3.1.4. DCPS and the WTU shall collaborate on the development and
ongoing improvement of a dynamic set of instructional and
performance standards for all Teachers in the program.
36.3.1.5. A significant amount of professional development shall be provided
to all Teachers and administrators on the instructional, performance,
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and program standards.
36.3.1.6. All Teachers may qualify for the individual performance-pay
system and the program shall not use quotas for budgeting
purposes.
36.3.1.7. The best programs are easily understood and focus on causal effect.
36.3.1.8. The components of the individual performance-pay system shall be
interdependent.
36.3.1.9. Funding for this program, as well as the Together Everyone
Achieves More (TEAM) awards, shall be sufficient and stable.
36.3.1.10. DCPS shall provide the infrastructure necessary to sufficiently run
the individual performance-pay system.
36.4. The individual performance-based pay system shall be on a voluntary “qualify- in”
basis, with the qualifications including student growth for tested and non-tested grades
and subjects and not requiring permanent status Teachers to relinquish their tenure.
36.5. DCPS shall collaborate with the WTU on the expansion of the Together Everyone
Achieves More (TEAM) school-wide bonus program (originally defined by the
December 17, 2007 Memorandum of Agreement between DCPS and the WTU) by
broadening eligibility requirements based on a growth metric.
36.6. Salary Step Hold
36.6.1. Teachers who receive an evaluation score of Minimally Effective shall be
held on their current salary step.
36.6.2. Such Teachers who earn an evaluation scored of Effective or higher shall be
immediately moved to the next step.
36.7. Service Credit
36.7.1. Teachers shall receive a service credit of up to nine (9) years for:
36.7.1.1. Each year of comparable, satisfactory, full-time service in another
school system, as determined by DCPS; and
36.7.1.2. Each year of work in another field deemed applicable to education,
as determined by DCPS.
36.8. Administrative Premium
36.8.1. Administrative premium shall be provided to Teachers for participating in:
36.8.1.1. Summer School;
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36.8.1.2. Saturday School;
36.8.1.3. After-school programs;
36.8.1.4. Class coverage; and
36.8.1.5. Other eligible activities, approved by the Supervisor or DCPS.
36.8.2. Administrative premium shall be provided at $60/hr starting in the 2022-
2023 school year.
36.9. Extra Duty Pay
Extra-duty pay shall remain at the levels in effect as of the 2021- 2022 school year
until changes are mutually agreed to by the Parties.
36.10. Department and Grade Level Chair Stipends
36.10.1. All secondary Department Chairs shall receive an annual non-pensionable
stipend at $2,500 starting in the 2022- 2023 school year.
36.10.2. All elementary Grade Level Chairs shall receive an annual non-pensionable
stipend at $1,000 starting in the 2022- 2023 school year.
36.11. Reimbursement for Travel
Itinerant Teachers shall be provided Metro fare or reimbursement for required use of
a vehicle at the Internal Revenue Code’s recognized reimbursement rate. Teachers
using privately owned vehicles must obtain authorization through their immediate
Supervisor and submit the required documentation of travel.
36.12. Reimbursement for Tuition Expenses
36.12.1. A Teacher who is enrolled in graduate coursework or a relevant dual
certification program shall be reimbursed at the rate of $200 per credit hour,
not to exceed $1,800 per year, provided:
36.12.1.1. The Teacher has not been subject to a discharge for misconduct
that has been upheld;
36.12.1.2. The Teacher’s most recent evaluation score is Effective or higher;
36.12.1.3. The Teacher is “Certified” (as determined by the District of
Columbia Office of the State Superintendent of Education);
36.12.1.4. The coursework is for an advanced degree or as part of a relevant
dual certification program;
36.12.1.5. The program is approved by DCPS and the Teacher submits the
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tuition reimbursement form not later than two (2) weeks following
the beginning of the coursework;
36.12.1.6. The Teacher earns a letter grade of “B” or higher in each course
for which reimbursement is sought; and
36.12.1.7. The credit hours are not otherwise funded by grants, scholarships,
or other educational awards.
36.12.2. The tuition reimbursement shall be paid within sixty (60) School Days
following completion of the coursework.
36.12.3. The Teacher shall be required to work in DCPS for a minimum of three (3)
years after receiving the reimbursement.
36.12.4. In the event that a Teacher fails to meet the three- year commitment, s/he
shall be obligated to return the compensation to DCPS on a prorated basis.
36.13. Dual Certification
36.13.1. A Teacher who is a certified classroom Teacher, and who achieves a second
certification in secondary math, secondary science, or special education (or
other subjects, as determined by DCPS) shall receive a non-pensionable, one-
time bonus of $1,500, provided:
36.13.1.1. The Teacher’s most recent evaluation score is Effective or higher;
and
36.13.1.2. The $1,500 bonus shall be paid within sixty (60) Calendar Days
following completion of the second certification.
36.13.2. The Teacher shall be required to work in DCPS for a minimum of three (3)
years after receiving the bonus unless terminated by DCPS.
36.13.3. In the event that the Teacher fails to meet the three-year commitment, s/he
shall be obligated to return the compensation to DCPS on a prorated basis.
36.14. Start-up Allocation for Instructional Supplies
36.14.1. Prior to the first of day of school for students, DCPS shall provide each
Teacher with non-pensionable funds for the purchase of start-up instructional
supplies in the amount of $250.
36.14.2. The Parties agree that the annual start-up allocation shall not be a substitute
for DCPS instructional obligations under this Agreement.
36.14.3. DCPS shall provide each Athletic Trainer with an additional $250 per school
year prior to the first working day for Athletic Trainers to purchase health
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and safety supplies necessary for athletic training support during the school
year.
36.15. Reimbursement Fund
36.15.1. The Parties agree to jointly explore a pilot fund to reimburse Teachers for
personal expenditures related to their core duties (e.g., purchase of
instructional supplies for classroom projects or use of cell phone to call
students’ parents/guardians).
36.15.2. The Parties further agree to jointly develop policies and procedures to govern
this fund.
36.16. Declaration of Intent
36.16.1. Teachers who do not intend to continue employment with DCPS the
following year shall be required to submit a Declaration of Intent to Not
Return (DINR) form no later than April 1 annually.
36.16.2. Teachers who submit the DINR form by April 1 annually, and who do, in
fact, leave the school system of their own accord at the conclusion of the
school year, shall be eligible for a non- pensionable, one-time $1,000 bonus
payable by September 30 of the calendar year in which they leave DCPS.
36.16.3. Teachers who submit the DINR form by April 1 annually, but who decide to
remain in the school system the following year, shall incur no loss of pay or
benefits as long as they notify DCPS by April 30 annually and withdraw their
DINR form. If such Teachers do not notify DCPS by April 30 annually, they
shall incur a $1,000 penalty in the form of withheld compensation. This
penalty shall not apply to Teachers who declare an intent to retire, but who
subsequently find that they are ineligible to do so.
36.16.4. Teachers who do not submit a DINR form by April 1 annually, but who
decide to leave the school system the following year shall incur a $1,000
penalty in the form of withheld compensation. This penalty shall not apply to
Teachers who are terminated by DCPS.
36.16.5. Teachers who incur the penalties outlined above shall have the right to
request a waiver from the Chancellor. The Chancellor shall have the sole
authority to grant such waivers at her/his discretion.
ARTICLE 37 – BENEFITS
37.1. Stipulations
37.1.1. The dental, optical, and legal service plans shall be contracted by the WTU,
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subject to a competitive bidding process.
37.1.2. The WTU shall be responsible for the administration of the legal service plan
and shall bear all related administrative costs. DCPS shall be held harmless
from any liability arising from the administration of the legal service plan.
37.1.3. DCPS shall be responsible for the administration of the open enrollment
process for the dental and optical plans. DCPS shall provide the list of
Teachers eligible for benefits to the benefits provider in a timely fashion.
WTU shall be held harmless from any liability arising from DCPS’s
administration of the open enrollment process.
37.1.4. The WTU shall provide DCPS with quarterly reports on all benefit programs.
37.2. Optical Plan
37.2.1. DCPS agrees to contribute the following amounts per month, per Teacher,
towards an optical insurance plan to be contracted by the WTU:
1/1/2022- 12/31/2022* 1/1/2023-12/31/2023
Self/Family $20.59 $20.59
* DCPS shall pay these amounts retroactive to January 1, 2022.
37.3. Dental Plan
37.3.1. DCPS agrees to contribute the following amounts per month, per Teacher, towards a dental insurance plan to be contracted by the WTU:
1/1/2022- 12/31/2022* 1/1/2023- 12/31/2023
Self $41.22 $43.69
Family $82.45 $83.40
* DCPS shall pay these amounts retroactive to January 1, 2022.
37.4. Legal Services Plan
37.4.1. DCPS agrees to contribute the following amounts biweekly, per Teacher, towards a legal insurance plan to be contracted by the WTU:
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10/1/2021-9/30/2022* 10/1/2022-9/30/2023
Self $16.50 $17.50
* DCPS shall pay these amounts retroactive to October 1, 2021.
37.5. Pension
37.5.1. Teachers shall pay into the District of Columbia Teachers Retirement Fund,
as stipulated by the District of Columbia Retirement Board (DCRB).
37.5.2. DCPS shall collaborate with the WTU and the DCRB to ensure proper
payroll deduction for pension purposes.
37.6. Other Retirement Plans
37.6.1. DCPS shall collaborate with the WTU to ensure proper payroll deduction for
other retirement plan options.
37.6.2. The parties will establish a labor -management committee consisting of equal
members of the WTU and DCPS representatives, assisted by subject matter
experts from within D.C. Government as well as those appointed by the
WTU to evaluate the feasibility, parameters, implementation, timeline, and
appropriateness of a new, supplemental qualified retirement plan pursuant to
Section 401(a) of the U.S. Internal Revenue Code or the same equivalent for
teachers. The committee may seek funding for an actuarial study of such a
program and may recommend potential legislative changes that would be
required to implement such a change. The committee will report their
findings to the President of the WTU, the Chancellor of DCPS, and the
District of Columbia Office of Labor Relations and Collective Bargaining
within 6 months of its first meeting.
37.6.2.1. In the event that any other group of District employees receives or
negotiates for the first time a benefit similar to the one described in
Section 37.6.2 during the term of this agreement, the WTU and
DCPS agree to promptly take all necessary steps to negotiate and
implement an appropriate benefit for the employees covered by this
Agreement.
ARTICLE 38– PAYMENT POLICIES
38.1. Ten-month, eleven-month, and twelve-month teachers shall be paid on a bi-weekly
basis. A ten (10) month Teacher shall not lose pay for Saturdays, Sundays and/or legal
holidays if he/she is in a non- pay status on the Friday before Saturday, the Monday
following Sunday, and/or the day before and the day after the holiday.
Page | 103
38.2. Employees must choose either direct deposit of paychecks or to receive their paycheck
in the mail at their home address of record. Employees choosing direct deposit must
designate their choice of financial institution to receive the direct deposit. Employees
not choosing direct deposit have the responsibility for ensuring that their current
address is the address of record.
38.3. When there is an administrative error on a salary check or payment, the error shall be
corrected immediately, unless it is demonstrated in a particular case that this is not
administratively possible.
38.4. When an administrative error occurs which prevents teachers from being paid on the
proper day, DCPS shall prepare and issue a supplemental check to the Teacher.
38.5. Compensation for a Teacher granted leave under this Agreement shall be paid in the
same manner as if they were on active duty during the period of such leave of absence
reduced by the amount of contributions which he/she is required to make to the
retirement fund, federal and state taxes, and any other contributions he/she may elect
to make in accordance with applicable statutes and regulations.
38.6. A Teacher, who is re- appointed, reassigned, or converted to an ET position within the
bargaining unit shall be granted salary placement according to the number of years of
full time teaching service at the time of salary certification as determined by DCPS.
Salary placement shall be granted for each year of satisfactory service in a full-time,
equivalent position in or outside DCPS, in an educational program of recognized
standing as determined by DCPS, except that salary placement shall be limited to nine
(9) years.
38.7. A Teacher who is re- appointed, reassigned, or converted to an ET position of shop
Teacher in the career development program shall be granted one (1) year of salary
placement for each year of approved experience in the trades, as determined by DCPS,
but shall be limited to nine (9) years of any combination of trade experience and/or
educational service outside the Public Schools of the District of Columbia.
38.8. DCPS shall “pick up” within the meaning of Subsection 414 (h) (2) of the Internal
Revenue Code, each bargaining unit Teacher’s contribution to the Teachers’
Retirement Fund. The employee’s basic pay shall be reduced by the full amount of
retirement contribution. In determining retirement benefits, the employee’s
contributions which are “picked up” by the employer shall be treated as base pay in the
same manner as contributions made by the employee prior to the commencement of
the “pick up” program. The contributions will be included in compensation for the
purpose of retirement benefit calculation. The employer’s contribution to the
Teachers’ Retirement Fund on behalf of the employee shall be calculated on the
employee’s basic pay before the “pick up” is deducted.
38.9. All ET personnel covered under the provisions of this Agreement shall be paid at a per
diem rate for each day they are required to work following the closing day of the
school year for teachers and before the opening day of the school year for teachers.
Page | 104
38.10. All bargaining unit Teachers shall be paid at the administrative premium rate provided
for in this Agreement for performing job related duties or engaging in educational
activities outside the regular school hours except as otherwise provided in the Extra
Duty Pay guidelines, or as may be mutually agree to by the Supervisor and the
bargaining unit Teacher involved. Pay for the performance of such duties and activities
shall be approved by the Supervisor, his/her designee or other appropriate DCPS agent
prior to the performance of such duties.
ARTICLE 39 - REDUCTION- IN-FORCE, ABOLISHMENT AND FURLOUGH
39.1. DCPS intends not to use the reduction in force (RIF) or abolishment procedures in
cases commonly known as “Fall Equalization,” “Spring Excessing,” or in any other
excess as defined in this Agreement. In these situations, DCPS intends to use the
performance- based excessing and mutual consent provisions of this Agreement.
39.2. DCPS shall notify the WTU in writing prior to any Furlough. This notice shall include
the reasons for the Furlough and all timelines.
39.3. Prior to the decision to implement a reduction in force and/or abolishment, DCPS shall
discuss other possible options with the WTU.
39.4. After DCPS has made a decision to effectuate any reduction in force, abolishment, or
furlough, DCPS shall consult with the WTU regarding implementation.
39.5. When DCPS determines a RIF, Abolishment, or Furlough may be necessary, the
LSAT 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 LSAT , the Supervisor shall
prepare a written justification. A copy of the justification shall be provided to the
Chancellor and President of the WTU. Upon the request of the WTU President, the
justification shall require the approval of the Chancellor, or the Chancellor’s designee
prior to implementation of the RIF, Abolishment, or Furlough at the school.
39.6. After the effective date of a reduction in force or an abolishment, DCPS shall offer
multiple hiring opportunities, e.g., job fairs and interviews, for Teachers subject to the
RIF or abolishment. DCPS shall provide the WTU a listing of all current vacancies
and post such list on its Web site.
39.7. As vacancies arise after the effective date of a reduction in force or abolishment,
DCPS will require principals to interview 2 appropriately qualified Teachers who lost
their positions as a result of the reduction in force or abolishment before considering
any other candidate to fill a vacancy for the remainder of the school year.
39.8. Reapplication Rights
39.8.1. All Teachers who are separated by DCPS according to the provisions of this
Page | 105
article shall have the right to reapply to DCPS at any time.
39.8.2. If rehired, such Teachers shall be placed on the next salary step for which
they would have been eligible at the time of their separation.
39.8.3. If rehired within one year of separation, such Teachers shall incur no break in
service for pension purposes.
ARTICLE 40 - SUFFICIENT FUNDS
40.1. The Parties agree that all provisions of this Agreement are subject to the availability of
funds.
40.2. Nothing in this Agreement shall be construed as a promise that Congress, the DC
Council, or any other organization shall appropriate sufficient funds to meet the
obligations set forth in this Agreement.
40.3. DCPS agrees to provide financial certification that DCPS can meet the obligations of
this contract before moving toward final approval. The parties agree that the failure to
provide the funds to meet the obligations of the Agreement pertaining to base salary,
benefits (defined as the provisions governing optical, dental and legal benefits), and
mutual consent, is a material breach of contract by DCPS. The consequences of that
breach will be settled by a court or an arbitrator, unless otherwise negotiated by the
Parties.
ARTICLE 41 - AVERAGE TEACHER SALARY
41.1. Both the DCPS and WTU agree that local school funding based on “actual Teacher
salary” could lead to possible discrimination against senior Teachers with higher
salaries. In order to ensure equity and prevent possible discrimination against senior
Teachers and to maintain a successful balance of senior and newer teachers, DCPS
agrees to maintain “average Teacher salary” as the formula for charging Teacher
salaries to local schools.
ARTICLE 42 – DURATION OF AGREEMENT
42.1. This Agreement shall be effective as of the date of DC Council approval, and shall
remain in full force and effect until the 30th day of September 2023. It shall be
automatically renewed from year to year thereafter, unless either party shall notify the
other in writing by October 1 of the contract year in which this Agreement is due to
expire that it desires to modify or terminate this Agreement. In the event that such
notice is given, each party shall provide to the other its proposal for a successor
Agreement by November 1st of that same contract year, identifying the articles and/or
issues it proposes to modify in the successor Agreement, to the extent possible. It is
the intent of the WTU and DCPS that contract negotiations will conclude in a manner that will allow negotiated compensation packages to be included in the DCPS annual
budget request. However, such intent shall not be construed by either party as a
requirement. This Agreement shall remain in full force and effect during the period of
any negotiations.
42.2. IN WITNESS WHEREOF, the parties have executed this Agreement by their duly
authorized representatives this 9-,b\. day of tJ,t14<£ , 2024.
This agreement is subject to final review for financial and legal sufficiency, final verification
of salary schedules, dates and typographical errors.
ngton Teachers #6, American Federation of Teachers, AFL-CIO
£LlY~
Lewis Ferebee, Chancellor
District of Columbia Public Schools
Page I 106 Page | 107
MEMORANDUM OF AGREEMENT
between
DISTRICT OF COLUMBIA PUBLIC SCHOOLS
and
WASHINGTON TEACHERS’ UNION, LOCAL #6, AMERICAN FEDERATIO N OF
TEACHERS, AFL-CIO
The Washington Teachers’ Union, Local #6, AFT, AFL-CIO (“WTU” or “Union”) and
the District of Columbia Public Schools (“DCPS”), collectively referred to as the Parties, hereby
enter into this Memorandum of Agreement (“MOA”), with respect to the working conditions,
compensation, and other bargaining unit benefits for Athletic Trainers. This MOA is an
addendum to the Parties’ collective bargaining agreement, covering the period of October 1,
2020, through September 30, 2023, and continuing until a successor agreement is negotiated.
This MOA shall go into effect immediately after full execution by both Parties, and shall be
automatically renewed from year to year thereafter, unless either party shall notify the other in
writing by October 1 of the contract year in which the collective bargaining agreement is due to
expire that it desires to modify or terminate this MOA. In the event that such notice is given,
each party shall provide to the other its proposal for a successor MOA by November 1 of that
same contract year, identifying the parties it proposes to modify in the successor MOA.
DCPS hereby recognizes WTU as the sole, and exclusive, representative for the purposes
of negotiating all matters related to rates of pay, wages, benefits, hours of employment, and
working conditions for employees of DCPS classified as Athletic Trainers. Further, the Parties
agree to the following:
1.1. Athletic Trainers
1.1.1. Athletic Trainers covered under this section shall only be required to perform
duties related to their special field and pursuant to the Board of Certification, Inc.
(BOC).
1.1.2. Athletic Trainers are ET-15/11 employees.
1.1.3. Athletic Trainers shall work a 7.5- hour day, Monday through Friday, with
Saturday obligations as provided in this Article. Any required hours worked in
excess of 37.5 hours per week shall be compensated at 1 and 1/2 times the hourly
ET 15/11 (ET 15/11 AT) pay scale rate of the Athletic Trainer performing the work.
1.1.4. The school year for the Athletic Trainer is 210 days. The school year shall start no
earlier than August 1, or the first regular school day (Monday – Friday) after August
1, and end no later than the last day of the traditional school year for teachers or
when an Athletic Trainer has reported to work for 210 days the last scheduled
contest, whichever comes last. . Days 1 and 2 of the Athletic Trainer school year Page | 108
shall be reserved for Athletic Trainers to plan and prepare.
1.1.5. Athletic Trainers are entitled to all holidays, vacation days, and non- regular
workdays (Saturdays and Sundays) off. If DCPS requires Athletic Trainers to work
on holidays, Saturdays, or Sundays, it shall pay them in accordance with the
premium pay provisions below.
1.1.6. All days worked by Athletic Trainers, including Saturdays, Sundays, and
holidays, shall be counted toward the 210 workdays for Athletic Trainers.
1.1.7. DCPS shall provide a written list of Saturday, Sunday and holiday workdays to
Athletic Trainers by: August 1st for the fall sports season, November 1st for the
winter sports season, and February 1st for the spring sports season. The maximum
required Saturday workdays is nine (9) per Athletic Trainer per school year. DCPS
shall make every effort to notify Athletic Trainers of any schedule changes at least
one calendar week of notice beforehand.
1.1.8. Holidays are those days designated by the school year calendar, DCPS, the D.C.
Code, and D.C. government, and all weekend days before or after a holiday.
1.1.9. Holiday pay shall be one and one half (1 ½) times the daily salary amount of pay.
The daily salary amount shall be calculated by dividing an individual’s annual
salary by the number of contract days responsible for work.
1.1.10. Any and all hours worked on scheduled holidays must have prior management
approval in writing.
1.1.11. If required to cover athletic events scheduled on Saturdays or Sundays, Athletic
Trainers shall be paid, for hours worked, at 1 ½ times their ET -15/ 11 pay scale
hourly rate.
1.1.12. Athletic Trainers shall be provided with a duty- free meal period each day of no
less than 45 minutes and no more than 60 minutes.
1.2. Athletic Trainers are entitled to attend professional development sessions on the
Professional Development days designated by DCPS for staff. Athletic Trainers who
would like to take additional professional development during their tour of duty must be
approved in writing at least one week in advance of the training.
1.3. Each Athletic Trainer shall be provided access to an Athletic Training Room, a direct
line telephone, internet access, a computer, a cellular telephone, sink with running water,
and functioning ice machines as permitted by the existing physical facility design.
1.4. Suitable space as approved by the school leader and as permitted by the existing physical
plant shall be provided and maintained for the Athletic Trainers to carry out their Page | 109
programs. Suitable space shall be included with future construction and renovations of
senior high schools.
1.5. DCPS shall establish and maintain an adequate staff of Athletic Trainers to allow for the
highest quality of effective professional service delivery to Students.
1.6. DCPS shall not require an Athletic Trainer to provide services in any building,
institution, or area if there is a reasonable belief that the physical wellbeing of the
Athletic Trainer is threatened, the place is unsafe, or conditions present safety concerns
that would be remedied by leaving that location. The School Emergency Response Plan
and Management Guide established by DCPS shall be followed.
1.7. Supplies for startup of Fall sports shall be ordered and received by Athletic Trainers no
later than September 30 of each school year.
1.8. Except as provided above, Athletic Trainers shall have the same rights and privileges
under the CBA as other ET-15/11 employees covered by the CBA.
IN WITNESS WHEREOF, the Parties have executed this MOA by their duly authorized
representatives.
DISTRICT OF COLUMBIA PUBLIC
SCHOOLS
WASHINGTON TEACHERS’ UNION
LOCAL #6, AMERICAN FEDERATION OF
TEACHERS, AFL-CIO
_________________
Lewis Ferebee
Chancellor
District of Columbia Public Schools
_________________ Jacqueline Pogue Lyons
President
Washington Teachers’ Union, Local #6
American Federation of Teachers, AFL-CIO
Date: Date:
Washington Teacher's Union
ET-15 Salary Schedule
Effective October 13, 2019
Adjustment: 2.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 57,439$ 57,636$ 58,819$ 60,990$ 63,141$ 65,307$ 68,059$ 70,788$ 73,539$ 76,265$ 79,006$ 84,495$ 91,079$ N/A N/A N/A
Bachelors + 15 59,353$ 60,292$ 61,530$ 63,689$ 65,851$ 68,019$ 70,765$ 73,508$ 76,246$ 78,993$ 81,719$ 87,220$ 96,528$ N/A N/A N/A
Bachelors + 30/Masters 61,268$ 62,680$ 65,419$ 68,159$ 70,893$ 73,642$ 77,046$ 80,433$ 83,844$ 87,233$ 90,646$ 97,440$ 106,283$ 107,502$ 109,536$ 112,383$
Masters + 30 63,183$ 65,419$ 68,159$ 70,893$ 73,642$ 76,383$ 79,775$ 83,185$ 86,580$ 89,971$ 93,364$ 100,177$ 109,077$ 110,296$ 112,330$ 115,178$
Masters + 60/PhD 67,011$ 68,159$ 70,893$ 73,642$ 76,383$ 79,124$ 82,521$ 85,927$ 89,322$ 92,723$ 96,108$ 103,215$ 112,636$ 113,855$ 115,889$ 118,736$
Adjustment: 2.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 63,183$ 63,400$ 64,701$ 67,088$ 69,455$ 71,838$ 74,865$ 77,867$ 80,893$ 83,892$ 86,907$ 92,945$ 100,188$ N/A N/A N/A
Bachelors + 15 65,288$ 66,321$ 67,683$ 70,057$ 72,435$ 74,820$ 77,842$ 80,859$ 83,871$ 86,892$ 89,891$ 95,942$ 106,182$ N/A N/A N/A
Bachelors + 30/Masters 67,396$ 68,948$ 71,961$ 74,975$ 77,982$ 81,006$ 84,750$ 88,476$ 92,230$ 95,958$ 99,711$ 107,184$ 116,911$ 118,253$ 120,489$ 123,621$
Masters + 30 69,501$ 71,961$ 74,975$ 77,982$ 81,006$ 84,021$ 87,753$ 91,503$ 95,239$ 98,968$ 102,701$ 110,194$ 119,985$ 121,326$ 123,563$ 126,695$
Masters + 60/PhD 73,713$ 74,975$ 77,982$ 81,006$ 84,021$ 87,036$ 90,774$ 94,520$ 98,253$ 101,996$ 105,719$ 113,536$ 123,899$ 125,242$ 127,478$ 130,610$
Adjustment: 2.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 68,070$ 68,278$ 69,540$ 71,849$ 74,142$ 76,450$ 79,380$ 82,286$ 85,214$ 88,118$ 91,038$ 96,884$ 103,897$ N/A N/A N/A
Bachelors + 15 70,109$ 71,108$ 72,428$ 74,726$ 77,028$ 79,337$ 82,262$ 85,182$ 88,099$ 91,025$ 93,928$ 99,786$ 109,700$ N/A N/A N/A
Bachelors + 30/Masters 72,146$ 73,640$ 76,568$ 79,487$ 82,398$ 85,325$ 88,931$ 92,557$ 96,193$ 99,801$ 102,484$ 110,670$ 120,087$ 121,307$ 123,341$ 126,188$
Masters + 30 74,187$ 76,568$ 79,487$ 82,398$ 85,325$ 88,244$ 91,857$ 95,488$ 99,107$ 102,716$ 106,329$ 113,585$ 123,065$ 124,284$ 126,318$ 129,166$
Masters + 60/PhD 78,263$ 79,487$ 82,398$ 85,325$ 88,244$ 91,169$ 94,783$ 98,409$ 102,024$ 105,647$ 109,251$ 116,821$ 126,852$ 128,072$ 130,106$ 132,953$
Longevity Placements
Longevity Placements
FY 2020 ET 15 Salary Schedule - 10 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
FY 2020 ET 15 Salary Schedule - 11 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2020 ET 15 Salary Schedule - 12 MonthPage | 110 Washington Teacher's Union
ET-15 Salary Schedule
Effective October 11, 2020
Adjustment: 2.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 58,875$ 59,077$ 60,289$ 62,515$ 64,720$ 66,940$ 69,760$ 72,558$ 75,377$ 78,172$ 80,981$ 86,607$ 93,356$ N/A N/A N/A
Bachelors + 15 60,837$ 61,799$ 63,068$ 65,281$ 67,497$ 69,719$ 72,534$ 75,346$ 78,152$ 80,968$ 83,762$ 89,401$ 98,941$ N/A N/A N/A
Bachelors + 30/Masters 62,800$ 64,247$ 67,054$ 69,863$ 72,665$ 75,483$ 78,972$ 82,444$ 85,940$ 89,414$ 92,912$ 99,876$ 108,940$ 110,190$ 112,274$ 115,193$
Masters + 30 64,763$ 67,054$ 69,863$ 72,665$ 75,483$ 78,293$ 81,769$ 85,265$ 88,745$ 92,220$ 95,698$ 102,681$ 111,804$ 113,053$ 115,138$ 118,057$
Masters + 60/PhD 68,686$ 69,863$ 72,665$ 75,483$ 78,293$ 81,102$ 84,584$ 88,075$ 91,555$ 95,041$ 98,511$ 105,795$ 115,452$ 116,701$ 118,786$ 121,704$
Adjustment: 2.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 64,763$ 64,985$ 66,319$ 68,765$ 71,191$ 73,634$ 76,737$ 79,814$ 82,915$ 85,989$ 89,080$ 95,269$ 102,693$ N/A N/A N/A
Bachelors + 15 66,920$ 67,979$ 69,375$ 71,808$ 74,246$ 76,691$ 79,788$ 82,880$ 85,968$ 89,064$ 92,138$ 98,341$ 108,837$ N/A N/A N/A
Bachelors + 30/Masters 69,081$ 70,672$ 73,760$ 76,849$ 79,932$ 83,031$ 86,869$ 90,688$ 94,536$ 98,357$ 102,204$ 109,864$ 119,834$ 121,209$ 123,501$ 126,712$
Masters + 30 71,239$ 73,760$ 76,849$ 79,932$ 83,031$ 86,122$ 89,947$ 93,791$ 97,620$ 101,442$ 105,269$ 112,949$ 122,985$ 124,359$ 126,652$ 129,862$
Masters + 60/PhD 75,556$ 76,849$ 79,932$ 83,031$ 86,122$ 89,212$ 93,043$ 96,883$ 100,709$ 104,546$ 108,362$ 116,374$ 126,996$ 128,373$ 130,665$ 133,875$
Adjustment: 2.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 69,772$ 69,985$ 71,279$ 73,645$ 75,996$ 78,361$ 81,365$ 84,343$ 87,344$ 90,321$ 93,314$ 99,306$ 106,494$ N/A N/A N/A
Bachelors + 15 71,862$ 72,886$ 74,239$ 76,594$ 78,954$ 81,320$ 84,319$ 87,312$ 90,301$ 93,301$ 96,276$ 102,281$ 112,443$ N/A N/A N/A
Bachelors + 30/Masters 73,950$ 75,481$ 78,482$ 81,474$ 84,458$ 87,458$ 91,154$ 94,871$ 98,598$ 102,296$ 105,046$ 113,437$ 123,089$ 124,340$ 126,425$ 129,343$
Masters + 30 76,042$ 78,482$ 81,474$ 84,458$ 87,458$ 90,450$ 94,153$ 97,875$ 101,585$ 105,284$ 108,987$ 116,425$ 126,142$ 127,391$ 129,476$ 132,395$
Masters + 60/PhD 80,220$ 81,474$ 84,458$ 87,458$ 90,450$ 93,448$ 97,153$ 100,869$ 104,575$ 108,288$ 111,982$ 119,742$ 130,023$ 131,274$ 133,359$ 136,277$
Longevity Placements
Longevity Placements
FY 2021 ET 15 Salary Schedule - 10 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
FY 2021 ET 15 Salary Schedule - 11 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2021 ET 15 Salary Schedule - 12 MonthPage | 111 Washington Teacher's Union
ET-15 Salary Schedule
Effective October 10, 2021
Adjustment: 3.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 60,936$ 61,145$ 62,399$ 64,703$ 66,985$ 69,283$ 72,202$ 75,098$ 78,015$ 80,908$ 83,815$ 89,638$ 96,623$ N/A N/A N/A
Bachelors + 15 62,966$ 63,962$ 65,275$ 67,566$ 69,859$ 72,159$ 75,073$ 77,983$ 80,887$ 83,802$ 86,694$ 92,530$ 102,404$ N/A N/A N/A
Bachelors + 30/Masters 64,998$ 66,496$ 69,401$ 72,308$ 75,208$ 78,125$ 81,736$ 85,330$ 88,948$ 92,543$ 96,164$ 103,372$ 112,753$ 114,047$ 116,204$ 119,225$
Masters + 30 67,030$ 69,401$ 72,308$ 75,208$ 78,125$ 81,033$ 84,631$ 88,249$ 91,851$ 95,448$ 99,047$ 106,275$ 115,717$ 117,010$ 119,168$ 122,189$
Masters + 60/PhD 71,090$ 72,308$ 75,208$ 78,125$ 81,033$ 83,941$ 87,544$ 91,158$ 94,759$ 98,367$ 101,959$ 109,498$ 119,493$ 120,786$ 122,944$ 125,964$
Adjustment: 3.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 67,030$ 67,259$ 68,640$ 71,172$ 73,683$ 76,211$ 79,423$ 82,607$ 85,817$ 88,999$ 92,198$ 98,603$ 106,287$ N/A N/A N/A
Bachelors + 15 69,262$ 70,358$ 71,803$ 74,321$ 76,845$ 79,375$ 82,581$ 85,781$ 88,977$ 92,181$ 95,363$ 101,783$ 112,646$ N/A N/A N/A
Bachelors + 30/Masters 71,499$ 73,146$ 76,342$ 79,539$ 82,730$ 85,937$ 89,909$ 93,862$ 97,845$ 101,799$ 105,781$ 113,709$ 124,028$ 125,451$ 127,824$ 131,147$
Masters + 30 73,732$ 76,342$ 79,539$ 82,730$ 85,937$ 89,136$ 93,095$ 97,074$ 101,037$ 104,992$ 108,953$ 116,902$ 127,289$ 128,712$ 131,085$ 134,407$
Masters + 60/PhD 78,200$ 79,539$ 82,730$ 85,937$ 89,136$ 92,334$ 96,300$ 100,274$ 104,234$ 108,205$ 112,155$ 120,447$ 131,441$ 132,866$ 135,238$ 138,561$
Adjustment: 3.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 72,214$ 72,434$ 73,774$ 76,223$ 78,656$ 81,104$ 84,213$ 87,295$ 90,401$ 93,482$ 96,580$ 102,782$ 110,221$ N/A N/A N/A
Bachelors + 15 74,377$ 75,437$ 76,837$ 79,275$ 81,717$ 84,166$ 87,270$ 90,368$ 93,462$ 96,567$ 99,646$ 105,861$ 116,379$ N/A N/A N/A
Bachelors + 30/Masters 76,538$ 78,123$ 81,229$ 84,326$ 87,414$ 90,519$ 94,344$ 98,191$ 102,049$ 105,876$ 108,723$ 117,407$ 127,397$ 128,692$ 130,850$ 133,870$
Masters + 30 78,703$ 81,229$ 84,326$ 87,414$ 90,519$ 93,616$ 97,448$ 101,301$ 105,140$ 108,969$ 112,802$ 120,500$ 130,557$ 131,850$ 134,008$ 137,029$
Masters + 60/PhD 83,028$ 84,326$ 87,414$ 90,519$ 93,616$ 96,719$ 100,553$ 104,399$ 108,235$ 112,078$ 115,901$ 123,933$ 134,574$ 135,869$ 138,027$ 141,047$
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
FY 2022 ET 15 Salary Schedule - 11 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2022 ET 15 Salary Schedule - 12 Month
Longevity Placements
FY 2022 ET 15 Salary Schedule - 10 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity PlacementsPage | 112 Washington Teacher's Union
ET-15 Salary Schedule
Effective October 9, 2022
Adjustment: 4.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 63,373$ 63,591$ 64,895$ 67,291$ 69,664$ 72,054$ 75,090$ 78,102$ 81,136$ 84,144$ 87,168$ 93,224$ 100,488$ N/A N/A N/A
Bachelors + 15 65,485$ 66,520$ 67,886$ 70,269$ 72,653$ 75,045$ 78,076$ 81,102$ 84,122$ 87,154$ 90,162$ 96,231$ 106,500$ N/A N/A N/A
Bachelors + 30/Masters 67,598$ 69,156$ 72,177$ 75,200$ 78,216$ 81,250$ 85,005$ 88,743$ 92,506$ 96,245$ 100,011$ 107,507$ 117,263$ 118,609$ 120,852$ 123,994$
Masters + 30 69,711$ 72,177$ 75,200$ 78,216$ 81,250$ 84,274$ 88,016$ 91,779$ 95,525$ 99,266$ 103,009$ 110,526$ 120,346$ 121,690$ 123,935$ 127,077$
Masters + 60/PhD 73,934$ 75,200$ 78,216$ 81,250$ 84,274$ 87,299$ 91,046$ 94,804$ 98,549$ 102,302$ 106,037$ 113,878$ 124,273$ 125,617$ 127,862$ 131,003$
Adjustment: 4.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 69,711$ 69,949$ 71,386$ 74,019$ 76,630$ 79,259$ 82,600$ 85,911$ 89,250$ 92,559$ 95,886$ 102,547$ 110,538$ N/A N/A N/A
Bachelors + 15 72,032$ 73,172$ 74,675$ 77,294$ 79,919$ 82,550$ 85,884$ 89,212$ 92,536$ 95,868$ 99,178$ 105,854$ 117,152$ N/A N/A N/A
Bachelors + 30/Masters 74,359$ 76,072$ 79,396$ 82,721$ 86,039$ 89,374$ 93,505$ 97,616$ 101,759$ 105,871$ 110,012$ 118,257$ 128,989$ 130,469$ 132,937$ 136,393$
Masters + 30 76,681$ 79,396$ 82,721$ 86,039$ 89,374$ 92,701$ 96,819$ 100,957$ 105,078$ 109,192$ 113,311$ 121,578$ 132,381$ 133,860$ 136,328$ 139,783$
Masters + 60/PhD 81,328$ 82,721$ 86,039$ 89,374$ 92,701$ 96,027$ 100,152$ 104,285$ 108,403$ 112,533$ 116,641$ 125,265$ 136,699$ 138,181$ 140,648$ 144,103$
Adjustment: 4.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11Step 12-15Step 16
Bachelors 75,103$ 75,331$ 76,725$ 79,272$ 81,802$ 84,348$ 87,582$ 90,787$ 94,017$ 97,221$ 100,443$ 106,893$ 114,630$ N/A N/A N/A
Bachelors + 15 77,352$ 78,454$ 79,910$ 82,446$ 84,986$ 87,533$ 90,761$ 93,983$ 97,200$ 100,430$ 103,632$ 110,095$ 121,034$ N/A N/A N/A
Bachelors + 30/Masters 79,600$ 81,248$ 84,478$ 87,699$ 90,911$ 94,140$ 98,118$ 102,119$ 106,131$ 110,111$ 113,072$ 122,103$ 132,493$ 133,840$ 136,084$ 139,225$
Masters + 30 81,851$ 84,478$ 87,699$ 90,911$ 94,140$ 97,361$ 101,346$ 105,353$ 109,346$ 113,328$ 117,314$ 125,320$ 135,779$ 137,124$ 139,368$ 142,510$
Masters + 60/PhD 86,349$ 87,699$ 90,911$ 94,140$ 97,361$ 100,588$ 104,575$ 108,575$ 112,564$ 116,561$ 120,537$ 128,890$ 139,957$ 141,304$ 143,548$ 146,689$
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
FY 2023 ET 15 Salary Schedule - 11 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2023 ET 15 Salary Schedule - 12 Month
Longevity Placements
FY 2023 ET 15 Salary Schedule - 10 Month
17-18 Yrs
Service
19-20 Yrs
Service
21+ Yrs
Service
Longevity PlacementsPage | 113 Washington Teacher's Union
EG 09 Salary Schedule
FY 20 - 23
Adjustment: 2.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9Step 10-16
Bachelors 62,925$ 65,030$ 67,133$ 69,239$ 71,344$ 73,448$ 75,553$ 77,659$ 79,763$ 81,869$ 83,090$ 85,124$ 87,970$
Adjustment: 2.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9Step 10-16
Bachelors 64,498$ 66,656$ 68,811$ 70,970$ 73,128$ 75,284$ 77,442$ 79,600$ 81,757$ 83,916$ 85,167$ 87,252$ 90,169$
Adjustment: 3.5% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9Step 10-16
Bachelors 66,755$ 68,989$ 71,219$ 73,454$ 75,687$ 77,919$ 80,152$ 82,386$ 84,618$ 86,853$ 88,148$ 90,306$ 93,325$
Adjustment: 4.0% 1 2 2
Education Level Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9Step 10-16
Bachelors 69,425$ 71,749$ 74,068$ 76,392$ 78,714$ 81,036$ 83,358$ 85,681$ 88,003$ 90,327$ 91,674$ 93,918$ 97,058$
Longevity Placements
17-18 Yrs
Service
BA/BS+30 &
Above
19-20 Yrs
Service
BA/BS+30 &
Above
21+ Yrs
Service
BA/BS+30 &
Above
FY 2020 Effective October 13, 2019
17-18 Yrs
Service
BA/BS+30 &
Above
19-20 Yrs
Service
BA/BS+30 &
Above
21+ Yrs
Service
BA/BS+30 &
Above
Longevity Placements
FY 2021 Effective October 11, 2020
17-18 Yrs
Service
BA/BS+30 &
Above
19-20 Yrs
Service
BA/BS+30 &
Above
21+ Yrs
Service
BA/BS+30 &
Above
Longevity Placements
FY 2022 Effective October 10, 2021
Longevity Placements
FY 2023 Effective October 9, 2022
17-18 Yrs
Service
BA/BS+30 &
Above
19-20 Yrs
Service
BA/BS+30 &
Above
21+ Yrs
Service
BA/BS+30 &
AbovePage | 114
Page | 115
The Washington Teachers’ Union
1239 Pennsylvania Avenue, SE
Washington, DC 20003
www.wtulocal6.org
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Glen Lee
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MEMORANDUM �
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TO: The Honorable Phil Mendelson
Chairman, Council of the District of Columbia
FROM: Glen Lee
Chief Financial Officer
DATE: January 13, 2023
SUBJECT: � Fiscal Impact Statement – Compensation and Working Conditions
Agreement between the District of Columbia Public Schools and the
Washington Teachers’ Union, Local #6 of the American Federation of
Teachers Approval Resolution of 2023�
REFERENCE: Draft resolution as provided to the Office of Revenue Analysis on
January 12, 2023
Conclusion
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t���Š�‡��ƒ�…�–�—�ƒ�”�‹�ƒ�Ž��˜�ƒ�Ž�—�ƒ�–�‹�‘�á��™�Š�‹�…�Š��‹�•��’�—�„�Ž�‹�•�Š�‡�†��ƒ���—�ƒ�Ž�Ž�›á�
�™�‹�Ž�Ž��„�‡��—�’�†�ƒ�–�‡�†��–�‘��‹��…�Ž�—�†�‡��–�Š�‡��–�‡�”��•��‘�ˆ��–�Š�‡���‡�™��ƒ�‰�”�‡�‡��‡��–á��ƒ��†��ƒ��›��”�‡�“�—�‹�”�‡�†��‹��…�”�‡�ƒ�•�‡�•��–�‘��ƒ���—�ƒ�Ž�
�…�‘��–�”�‹�„�—�–�‹�‘��•���—�•�–��„�‡��”�‡�ˆ�Ž�‡�…�–�‡�†��‹���–�Š�‡��ˆ�‹�•�…�ƒ�Ž��›�‡�ƒ�”�trtv��–�Š�”�‘�—�‰�Š��ˆ�‹�•�…�ƒ�Ž��›�‡�ƒ�”�trty��’�”�‘�’�‘�•�‡�†��„�—�†�‰�‡�–��ƒ��†�
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Cost of the Compensation and Working Conditions Agreement between District of
Columbia Public Schools and the Washington Teachers' Union, Effective FY 2020 - FY 2023
($ in thousands)
�� FY 2023
(a) FY 2024
(b) FY 2025
(c) FY 2026
(d)
Four-Year
Total
��ƒ�•�‡���ƒ�Ž�ƒ�”�›�
� ��…�”�‡�ƒ�•�‡�•�Dstxárrz��Dyuázst��Dzvárrz��D{váuzt��Duyzátst��
v¨���‘��—�•��‹��� � � trtu�
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��†�†�‹�–�‹�‘��ƒ�Ž���ƒ�›
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��‡��‡�ˆ�‹�–�•
�ˆ � Dváuzu��Dtáyry��Dtá{tx��Duáryx��Dsuár{t��
TOTAL COST $170,610 $82,343 $92,757 $103,281 $448,991
��‘�…�ƒ�Ž���‘�”�–�‹�‘���‘�ˆ� ��‘�–�ƒ�Ž���‘�•�–
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� �—��†�‹��‰��ƒ�˜�ƒ�‹�Ž�ƒ�„�Ž�‡� �‹�������� � �trtu�
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COST FUNDED BY
WORKFORCE
INVESTMENTS
AND ARPA $148,070 $57,705 $66,103 $74,605 $346,482
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� 1350 Pennsylvania Avenue, N.W., Suite 409, Washington, D.C. 20004 Phone (202) 724-5524 Email: megan.browder@dc.gov
GOVERNMENT OF THE DISTRICT OF COLUMBIA
OFFICE OF THE ATTORNEY GENERAL
Legal Counsel Division
MEMORANDUM
TO: Tomás Talamante
Director
Office of Policy and Legislative Affairs
FROM: Megan D. Browder
Deputy Attorney General
Legal Counsel Division
DATE: June 25, 2024
RE: Compensation and Working Conditions Agreement between the District of Columbia
Public Schools and the Washington Teachers’ Union, Local #6 of the American
Federation of Teachers Emergency Approval Resolution of 2024 and Accompanying
Emergency Declaration Resolution
(AE-24-348)
_____________________________________________________________________________________
This is to Certify that the Office of the Attorney General has reviewed the
above-referenced legislation and determined that it is legally sufficient. If you have any questions,
please do not hesitate to call me at (202) 724-5524.
_________________________________
Megan D. Browder