MURIEL BOWSER
MAYOR
December 6, 2024
The Honorable Phil Mendelson
Chairman
Council
of the District of Columbia
John
A. Wilson Building
1350 Pennsylvania Avenue, N.W
., Suite 504
Washington, DC 20004
Dear Chairman Mendelson:
Enclosed for consideration and approval by the Council of the District of Columbia is a proposed
resolution entitled "Working Conditions and Compensation 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.
The proposed resolution will approve a collective bargaining agreement between the District of Columbia
Public Schools (DCPS) and the Washington Teachers' Union, Local #6
of the American Federation of
Teachers (WTU) covering approximately 5,400 teachers employed by DCPS. The agreement provides
for a 4% bonus in lieu
of a wage increase for Fiscal Year 2024, a 2% wage increase for Fiscal Year 2025,
a 3% wage increase for Fiscal Year 2026, a 3% wage increase for Fiscal Year 2027, and a 4% wage
increase for Fiscal Year 2028.
The agreement also increases bargaining unit members' optical, dental, and legal benefits by the
following amounts:
• Optical: In calendar year 2025, DCPS will contribute $22.27 per month, an increase
of $0.65 per
month over calendar year 2024. The monthly contribution amount will increase annually and be
$24.33 by 2028.
• Dental (self): In calendar year 2025, DCPS will contribute $48.39 per month, an increase
of $2.52
per month over calendar year 2024. The monthly contribution amount will increase annually and
be $56.82 by 2028.
• Dental (family): In calendar year 2025, DCPS will contribute $92.39 per month, an increase
of
$4.82 per month over calendar year 2024. The monthly contribution amount will increase
annually and be $108.48 by 2028. • Legal: In calendar year 2025, DCPS will contribute $19.75 per month, an increase of $1.50 per
month over calendar year 2024. The monthly contribution amount will increase annually and
be
$22.75 by 2028.
I urge the Council to take prompt and favorable action on the enclosed resolutions.
Sincerely, 1
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~
at the request of the Mayor
A PROPOSED RESOLUTION
IN THE COUNCIL OF THE DISTRICT OF COLUMBIA
To approve, on an emergency basis, the working conditions and compensation 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 "Working Conditions and Compensation 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".
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 .17 (j) ), the Council
of the District of Columbia 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 related pay
schedules, which were transmitted to the Council by the Mayor on December
6, 2024.
Sec. 3. Transmittal.
The Council shall transmit a copy
of this resolution, upon its adoption, to the Mayor and
to the Washington Teachers' Union, Local #6
of the American Federation of Teachers.
1 2
Sec. 4. Fiscal impact statement. 35
The Council adopts the fiscal impact statement of the Chief Financial Officer as the fiscal 36
impact statement required by section 4a of the General Legislative Procedures Act of 1975, 37
approved October 16, 2006 (120 Stat. 2038; D.C. Official Code § 1-301.47a). 38
Sec. 5. Effective date. 39
This resolution shall take effect immediately. 40 Government of the District of Columbia
Office of the Chief Financial Officer
Glen Lee
Chief Financial Officer
1350 Pennsylvania Avenue, NW, Suite 203, Washington, DC 20004 (202)727-2476
www.cfo.dc.gov
MEMORANDUM
TO: The Honorable Phil Mendelson
Chairman, Council of the District of Columbia
FROM: Glen Lee
Chief Financial Officer
DATE: December 3, 2024
SUBJECT: Fiscal Impact Statement – Working Conditions and Compensation
Agreement between the District of Columbia Public Schools and the
Washington Teachers’ Union, Local #6 of the American Federation of
Teachers Approval Resolution of 2024
REFERENCE: Draft Resolution provided to the Office of Revenue Analysis on
November 6, 2024
Conclusion
Funds are sufficient in the fiscal year 2025 through fiscal year 2028 budget and financial plan to
implement the resolution.
The resolution will approve pay increases and other compensation that will cost the District of
Columbia Public Schools (DCPS) approximately $52.1 million in fiscal year 2025 and a total of
approximately $238.9 million from fiscal year 2025 through fiscal year 2028. To fund this cost, DCPS
requires additional funding of $30.4 million in fiscal year 2025 and a total of $161.7 million from
fiscal year 2025 through fiscal year 2028. This funding is available from the Workforce Investments
Account.
Background
The resolution approves a working conditions and compensation agreement between DCPS and the
Washington Teachers’ Union (WTU), Local #6 of the American Federation of Teachers. It is in effect
from October 1, 2023 through September 30, 2028. The agreement covers approximately 5,776
active DCPS Teachers, Social Workers, Therapists, Coaches, and other school personnel with an
average salary of approximately $105,272. New with this contract, Athletic Trainers are included as
part of the bargaining unit.
The Honorable Phil Mendelson
FIS: “Working Conditions and Compensation Agreement between the District of Columbia Public Schools and
the Washington Teachers’ Union, Local #6 of the American Federation of Teachers Approval Resolution of
2024,” Draft Resolution provided to the Office of Revenue Analysis on November 6, 2024.
Page 2 of 4
Increases to Base Salary and Retention Bonus
Bargaining unit members will receive the following increases to base salary, effective October 1 of
each of the following years:
• 2.0 percent in fiscal year 2025;
• 3.0 percent in fiscal year 2026;
• 3.0 percent in fiscal year 2027; and
• 4.0 percent in fiscal year 2028.
Additionally, all members active in fiscal year 2024, including those who died or retired, will receive
a four percent bonus on fiscal year 2024 earnings.
Additional Pay
English as a Second Language (ESL), Special Education, and Co-Teachers will be eligible for three
hours of administrative premium pay per day when they are required to provide instructional
coverage for an absent Teacher’s class. If that coverage leaves a reduction in instructional support in
their originally assigned classroom, the impacted teacher in that second classroom will also be
eligible for three hours of administrative premium pay. Lastly, when the ESL, Special Education, or
Co-Teacher loses their planning period due to this coverage, they will be eligible to receive
administrative premium pay for that planning period, up to 90 minutes.
Benefits
The contract increases members’ optical, dental, and legal benefits by the following amounts:
• Optical: In calendar year 2025, DCPS will contribute $22.27 per month, an increase of $0.65
over calendar year 2024. Contributions will increase annually and be $24.33 by 2028.
• Dental (self): In calendar year 2025, DCPS will contribute $48.39 per month, an increase of
$2.52 over calendar year 2024. Contributions will increase annually and be $56.82 by 2028.
• Dental (family): In calendar year 2025, DCPS will contribute $92.39 per month, an increase
of $4.82 over calendar year 2024. Contributions will increase annually and be $108.48 by
2028.
• Legal: In calendar year 2025, DCPS will contribute $19.75 per month, an increase of $1.50
over calendar year 2024. Contributions will increase annually and be $22.75 by 2028.
Financial Plan Impact
Funds are sufficient in the fiscal year 2025 through fiscal year 2028 budget and financial plan to
implement the resolution.
The resolution will approve pay increases and other compensation that will cost DCPS approximately
$52.1 million in fiscal year 2025 and a total of approximately $238.9 million from fiscal year 2025
through fiscal year 2028. To fund this cost, DCPS requires additional funding of $30.4 million in fiscal The Honorable Phil Mendelson
FIS: “Working Conditions and Compensation Agreement between the District of Columbia Public Schools and
the Washington Teachers’ Union, Local #6 of the American Federation of Teachers Approval Resolution of
2024,” Draft Resolution provided to the Office of Revenue Analysis on November 6, 2024.
Page 3 of 4
year 2025 and a total of $161.7 million from fiscal year 2025 through fiscal year 2028. This funding
is available from the Workforce Investments Account.
The agreement’s increases to base pay will total $12.2 million in fiscal year 2025 and $169.1 million
over the four-year budget and financial plan. The four percent bonus on fiscal year 2024 salary will
be paid out in fiscal year 2025 at a cost of $23.9 million.
DCPS estimates that 20 percent of substitute requests, or about 17,930 requests are covered by ESL,
Special Education, and Co-Teachers. For each of these requests, we estimate a cost of about $420 in
administrative premium pay will be paid under the new contract, costing $7.6 million in fiscal year
2025 and $7.6 million in fiscal year 2024 retroactive premium pay, for a total of $39.1 million over
the four-year budget and financial plan.
Increases in optical, dental, and legal benefits, and additional Medicare tax costs, will total
approximately $506,000 in fiscal year 2025 and $6.5 million over the four-year budget and financial
plan.
The agreement will not cause the District’s annual actuarially determined contribution to the
Teacher’s Retirement Fund to increase beyond estimates currently allocated in the financial plan.
Actuarial assumptions for annual salary increases were sufficient for the agreement’s increases.
Cost of the Compensation and Working Conditions Agreement between District of
Columbia Public Schools and the Washington Teachers' Union, Effective FY 2024 - FY 2028
($ in thousands)
FY 2025
(a) FY 2026
(b) FY 2027
(c) FY 2028
(d)
Four-Year
Total
Base Salary
Increases $12,161 $30,767 $49,932 $76,251 $169,111
4 Percent Bonus in
FY 2024 $23,854 $0 $0 $0 $23,854
Additional Pay
(e) $15,280 $7,793 $7,949 $8,108 $39,129
Benefits
(f) $506 $1,272 $1,942 $2,728 $6,448
Other NPS (AEDs
and ice machines) $336 $34 $34 $34 $438
TOTAL COST $52,137 $39,866 $59,856 $87,121 $238,980
Local Portion of
Total Cost
(g) $51,802 $39,610 $59,472 $86,562 $237,446
Funding available
in DCPS FY 2023
Budget and
Financial Plan
(h) ($21,437) ($15,519) ($17,498) ($21,304) ($75,759) The Honorable Phil Mendelson
FIS: “Working Conditions and Compensation Agreement between the District of Columbia Public Schools and
the Washington Teachers’ Union, Local #6 of the American Federation of Teachers Approval Resolution of
2024,” Draft Resolution provided to the Office of Revenue Analysis on November 6, 2024.
Page 4 of 4
Cost of the Compensation and Working Conditions Agreement between District of
Columbia Public Schools and the Washington Teachers' Union, Effective FY 2024 - FY 2028
($ in thousands)
FY 2025
(a) FY 2026
(b) FY 2027
(c) FY 2028
(d)
Four-Year
Total
COST FUNDED BY
WORKFORCE
INVESTMENTS
ACCOUNT (UP0) $30,365 $24,091 $41,974 $65,257 $161,687
Table Notes
(a) Includes 4 percent bonus pay due for FY 2024 for all active members during that year, and 2 percent
salary increase for FY 2025 retroactive to 10/1/2024.
(b) Salaries increased by 3 percent.
(c) Salaries increased by 3 percent.
(d) Salaries increased by 4 percent.
(e) Includes new administrative premium pay category, retroactive to FY 2024.
(f) Includes increases in optical, dental, and legal benefits as well as a 1.45 percent Medicare tax on the
base pay increases and FY 2024 bonus.
(g) 99.4 percent of costs are paid with local funds.
(h) Includes inflationary factor and 0.3 percent growth rate built into the FY 2025 – FY 2028 financial
plan, and an additional $39.3 million that DCPS will absorb over the plan.
GOVERNMENTOFTHEDISTRICTOFCOLUMBIA
OfficeoftheAttorneyGeneral
wk *
ATTORNEYGENERAL eee
=BRIANL.SCHWALB
CivilLitigationDivision
PersonnelandLaborRelationsSection
MEMORANDUM
TO: E,LindseyMaxwell,II,Director
OfficeofLaborRelationsandCollectiveBargaining
FROM: AndreaG.Comental|
Chief,Personneland orRelationsSection
DATE: November25,2024
SUBJECT:_LegalSufficiencyReviewoftheWorkingConditionsandCompensation
CollectiveBargainingAgreementbetweenDistrictofColumbiaPublic
SchoolsandtheWashingtonTeachers’Union,Local#6oftheAmerican
FederationofTeachers
Youhaverequestedalegalsufficiencyreviewoftheworkingconditionsandcompensation
collectivebargainingagreementbetweentheDistrictofColumbiaPublicSchools(DCPS)and
theWashingtonTeachers’Union,Local#6oftheAmericanFederationofTeachers(WTU)
(“WorkingConditionsandCompensationCBA”)coveringcertainemployeesofDCPSforwhich
WTUisthecertifiedexclusivebargainingrepresentative.TheWorkingConditionsand
CompensationCBArepresentsthetermsagreeduponbythepartiesregardingworking
conditionsandcompensationandiseffectivethroughSeptember30,2028.
‘TheWorkingConditionsandCompensationCBAhasbeenreviewedandfoundtobelegally
sufficient.Therefore,itisrecommendedthattheWorkingConditionsandCompensationCBA
shouldbeapprovedbytheMayor.Ifthereareanyquestionsregardingthismatter,please
contactmeat202-724-5564.
AGC/age
400SixthStreet,NW,Suite9100,Washington,D.C.20001,(202)724-5564,Fax(202)741-8872
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, 2023 – SEPTEMBER 30, 2028
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 ..................................................................................... 9
ARTICLE 3 - FAIR PRACTICES .............................................................................................. 20
ARTICLE 4 - TEACHER TRANSFER POLICY .................................................................... 21
ARTICLE 5 - PERSONNEL FILES .......................................................................................... 28
ARTICLE 6 - GRIEVANCE AND ARBITRATION ................................................................ 30
ARTICLE 7 - DISCIPLINE PROCEDURE ............................................................................... 35
ARTICLE 8 - CHAPTER MEETINGS ...................................................................................... 40
ARTICLE 9 - CONSULTATION WITH SCHOOL CHAPTER ADVIS ORY COMMITTEE 40
ARTICLE 10 - INFORMATION AVAILABLE TO THE WTU .............................................. 41
ARTICLE 11 - TRANSPARENCY AND DISCLOSURE OF INFORMATION ..................... 41
ARTICLE 12 - BULLETIN BOARDS ...................................................................................... 43
ARTICLE 13 - TEACHER PROMOTION POLICIES ............................................................. 43
ARTICLE 14 - DAMAGE OR LOSS OF PROPERTY ............................................................. 44
ARTICLE 15 - TEACHER EVALUATION .............................................................................. 44
ARTICLE 16 - GENERAL PROVISIONS RELATING TO SCHOOL OPERATIONS .......... 45
ARTICLE 17 - LEAVE POLICIES ............................................................................................ 49
ARTICLE 18 - BEHAVIOR MANAGEMENT AND STUDENT DISCIPLINE ..................... 55
ARTICLE 19 - REPORTING STUDENT PROGRESS ............................................................ 59
ARTICLE 20 - RELIEF FROM NON-TEACHING DUTIES ................................................... 60
ARTICLE 21 - ADDITIONAL SCHOOL FACILITIES ........................................................... 62
ARTICLE 22 - STUDENT ACTIVITY FUND ......................................................................... 63
ARTICLE 23 - POLICIES RELATING TO WORKING CONDITIONS OF TEACHERS ..... 64
ARTICLE 24 - AUXILIARY AND ANCILLARY SERVICES ............................................... 79
ARTICLE 25 - SUPPLIES, EQUIPMENT, TEXTBOOKS, TECHNOLOGY, AND RELATED
EDUCATIONAL MATERIALS ................................................................................................ 86
ARTICLE 26 - SUPERVISORY RELATIONSHIPS ................................................................ 88
ARTICLE 27 - EXTRA DUTY PAY ACTIVITIES .................................................................. 88
ARTICLE 28 - PERSONAL AFFAIRS DURING NON- DUTY HOURS ................................ 89
Page | iii
ARTICLE 29 - SUMMER AND PART -TIME SCHOOLS AND PROGRAMS ...................... 90
ARTICLE 30 - MEETINGS ON POLICY MATTERS ............................................................. 90
ARTICLE 31 - COPY OF AGREEMENT ................................................................................. 91
ARTICLE 32 - TAX- SHELTERED ANNUITY ........................................................................ 91
ARTICLE 33 - NO STRIKE CLAUSE ...................................................................................... 91
ARTICLE 34 - CONFORMITY TO LAW -SAVING CLAUSE ............................................... 91
ARTICLE 35 - MATTERS NOT COVERED ........................................................................... 92
ARTICLE 36 - COMPENSATION ............................................................................................ 92
ARTICLE 37 – BENEFITS ........................................................................................................ 97
ARTICLE 38 – PAYMENT POLICIES ..................................................................................... 99
ARTICLE 39 - REDUCTION- IN-FORCE, ABOLISHMENT AND FURLOUGH ............... 100
ARTICLE 40 - SUFFICIENT FUNDS .................................................................................... 101
ARTICLE 41 - AVERAGE TEACHER SALARY .................................................................. 102
ARTICLE 42 – DURATION OF AGREEMENT .................................................................... 102
MEMORANDUMS OF AGREEMENT
Memorandum of Agreement: Diversity of Instructional Staff ...................................................103
Memorandum of Agreement: Climate Curriculum Task Force .................................................105
SALARY SCHEDULES
FY 2024 ET 15 SALARY SCHEDULE ....................................................................................107
FY 2025 ET 15 SALARY SCHEDULE ....................................................................................108
FY 2026 ET 15 SALARY SCHEDULE ....................................................................................109
FY 2027 ET 15 SALARY SCHEDULE ....................................................................................110
FY 2028 ET 15 SALARY SCHEDULE ....................................................................................111
FY 2024–20 28 EG 09 SALARY SCHEDULE .........................................................................112
Page | 1
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.
Page | 2
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 COMMITTE E (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.
Page | 5
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
Page | 6
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.
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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
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
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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
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.
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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).
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.
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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;
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
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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.
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
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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;
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
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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:
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
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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 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
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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 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 nine (9) non- instructional days for professional
development during the 2025- 2026 school year.
2.6.2. DCPS shall continue to provide a minimum of nine (9) non- instructional days for
professional development during the duration of this CBA, 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.
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
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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 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
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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.
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.
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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.
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
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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 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 wor k 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
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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.
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
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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.
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.
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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
Qualifications
High 20
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
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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.
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
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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
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 select the Extra
Year, shall, during the year, be:
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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.
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
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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.
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.
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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 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.
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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.
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:
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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;
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 Superintendent in an effort to resolve the grievance. If the
parties reach no resolution of the grievance by the end of the Step 1,
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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.
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
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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.
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
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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.
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
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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 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.
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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
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
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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.
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
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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.
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
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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 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.
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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 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 ADVI SORY
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.
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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 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 INFORM ATION
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.
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
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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.
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.
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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.
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.
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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 EVALUATIO N
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 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
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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 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
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
Impartial Review Board consisting of three persons.
1306.11 The Impartial Review Board shall be responsible for reviewing, on behalf of the Superintendent, the
information available 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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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.
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
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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.
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
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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 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.
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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. 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
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
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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 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.
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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.” In addition, starting in school year 2025- 2026,
DCPS agrees to deposit sick leave hours as necessary to maintain a minimum
balance of 10,000 hours of leave in WTU’s Sick Leave Bank by October 1 of
each school year, provided WTU certifies the Sick Leave Bank balance at the
beginning of the school year. DCPS and WTU will collaborate to modify any
existing policy or guidelines to the extent necessary to effectuate this
provision.
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 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.
17.1.12.6. Teachers shall not be required to exhaust all their accrued sick leave days
and may instead retain up to ten sick leave days in their accrued sick leave
balance, before being eligible to use the Maternity/Paternity Leave Bank,
provided they are otherwise eligible to use the Maternity/Paternity Leave
Bank. DCPS and WTU will collaborate to modify any existing policy or
guidelines to the extent necessary to effectuate this provision. DCPS agrees to
this proposal to the extent WTU agrees to move their Maternity/Paternity
Leave Bank to PeopleSoft to allow for accurate auditing and tracking. This
provision will not take effect until the Maternity/Paternity Leave Bank is active
and visible in the District PeopleSoft system.
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:
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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.
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.
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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
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
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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
(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
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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.
17.11. Wellness Days
Beginning in school year 2025- 2026, DCPS shall provide one Wellness Day
and two half-day Wellness Days for all Teach ers per school year, without
extending the work year as specified in Article 23.1. Wellness Days are paid
days on which school is closed for Teachers and students.
ARTICLE 18 - BEHAVIOR MANAGEMENT AND STUDENT DISCI PLINE
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 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,
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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.
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
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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).
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;
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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;
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
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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.
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:
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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.
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,
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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.
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.
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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.
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.
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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.
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
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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.
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
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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 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.
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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 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
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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
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:
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Frequency Planning Period Length
3 Days of the Week 45 Minutes Per Day
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 (45) minute, duty-free,
uninterrupted lunch period each day. When it is impossible to configure the
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master schedule to provide each Teacher a daily minimum forty-five minute
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.
23.7.2.2. DCPS agrees to study the issue of school lunches to the extent the Union
asserts there is inequity between Teachers at elementary schools and other
DCPS Teachers.
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.
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,
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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
schedule (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. Four 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;
• 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;
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• 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.
23.9. 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.
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
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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.
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.
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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
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
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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:
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
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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
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”
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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 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. For ESL, special education, and teachers in a co -teaching
arrangement, Teachers may be required to leave their assignment to cover classes on
a per-period rotation basis.
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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.
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. ESL Teachers, Special Education Teachers, and Co-Teachers
23.17.6.1. When an ESL Teacher, Special Education Teacher, or Co-Teacher is
required to provide instructional coverage for an absent Teacher’s class, they
shall receive additional compensation equal to three (3) hours of
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Administrative Premium per day of coverage.
23.17.6.2. In instances where an ESL, Special Education, or Co-Teacher is
reassigned to provide coverage in a different classroom, leading to a reduction
in instructional support within their originally assigned classroom, the Teacher
impacted by this reassignment shall also be eligible for additional
compensation equal to three (3) hours of Administrative Premium per day of
coverage.
23.17.6.3. When an ESL Teacher, Special Education Teacher, or Co-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.
23.17.7. 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 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.
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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.
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
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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.
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-
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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 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.
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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 workload to related service providers shall be done in an
equitable manner to ensure that responsibilities are fairly distributed to avoid undue
burden on any individual service provider. In cases where disputes arise concerning
the equity of workload assignments among service providers, the Office of Teaching
and Learning will review and resolve each matter on a case- by-case basis.
24.3.11.1. Workload refers to all activities required and performed by school based
RSPs. RSP workloads include considerable time for face-to-face direct
services to students, assessments, and consultations. Workloads also include
many other activities necessary to support students' education programs,
implement best practices for related service providers and ensure compliance
with IDEA and other mandates.
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.
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.
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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 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
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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.
24.7. Athletic Trainers
24.7.1. 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.
24.7.2. The basic school year for the ET 15 /11 month Athletic Trainers will be 210 days,
including all days worked by the Athletic Trainer, such as Saturdays, Sundays, and
holidays.
24.7.3. 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 ET 15/11 month teachers or when an Athletic Trainer has
reported to work for 210 days, whichever comes first.
24.7.4. Days 1 and 2 of the Athletic Trainer school year shall be reserved for Athletic
Trainers to plan and prepare. Practices may not be held during these days.
24.7.5. 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.
24.7.6. 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.
24.7.7. 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, or in excess of 37.5 hours per week, it shall pay
them in accordance with the premium pay provisions below
24.7.8. The basic work day for Athletic Trainers will be a 7.5- hour day, Monday through
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Friday, with Saturday obligations as provided in this Article.
24.7.9. 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.
24.7.10. 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.
24.7.11. 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.
24.7.12. FTE Athletic Trainers assigned to the high schools will be ET 15/11
month employees .
24.7.13. FTE Athletic Trainers assigned to middle schools will be ET 15/10 month
employees.
24.7.14. Each Athletic Trainer shall be provided with the resources necessary to
carry out the job duties assigned by DCPS, including:
24.7.14.1. Automated external defibrillators (AEDs) and Stop the Bleed kits, or
comparable resources, shall be made available and readily accessible within three minutes of all spaces where athletic events and/or practices are held. As these activities may occur simultaneously, multiples of these items may be required. Each a Athletic tTrainer will have an AED and Stop the Bleed kit, or
equivalent resources as determined by DCPS.
24.7.14.2. 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, or comparable resources, as permitted by the existing physical facility design, in accordance with industry standards.
24.7.15. 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.
24.7.16. 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.
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24.7.17. Supplies for startup of Fall sports shall be ordered and received by
Athletic Trainers no later than September 30 of each school year.
24.7.18. 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.
ARTICLE 25- SUPPLIES, EQUIPMENT, TEXTBOOKS, TECHNO LOGY, 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 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
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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 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
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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.
ARTICLE 27 - EXTRA DUTY PAY AC TIVITIES
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
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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, 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 D URING 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.
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ARTICLE 29 - SUMMER AND PART- TIME SCHOOLS AND PROG RAMS
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.
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.
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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 ANN UITY
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 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
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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:
FY2025
FY2026
FY2027
FY2028
2% 3% 3% 4%
36.2.2. The 2024- 2025 raise shall be implemented within 120 days of approval by the
Council of the District of Columbia, and the raise paid retroactively to October 1,
2024, to all DCPS employees who 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 2024- 2025 fiscal year, and the estates of all WTU bargaining
unit members who died during the 202 4-2025 fiscal year, in accordance with D.C.
Official Code 1-611.06(d).
36.2.3. For the 2023 -2024 fiscal year, all DCPS employees who wer e members of the
WTU bargaining unit shall be paid retroactively a bonus of 4.0% . The Agency shall
pay the bonus within 120 days of approval by the Council of the District of
Columbia of this agreement to all DCPS employees who were members of the WTU
bargaining unit during the 2023- 2024 fiscal year, and the estates of all DCPS
employees who were members of the WTU bargaining unit during the 2023- 2024
fiscal year but who have since died.
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
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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, 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
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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;
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-
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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 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
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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
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.
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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,
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:
1/1/2024-
12/31/2024*
1/1/2025-
12/31/2025
1/1/2026-
12/31/2026
1/1/2027-
12/31/2027
1/1/2028-
12/31/2028
Self/Family $21.62 $22.27 $22.94 $23.62 $24.33
* DCPS shall pay these amounts retroactive to January 1, 2024 .
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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:
1/1/2024-
12/31/2024*
1/1/2025-
12/31/2025
1/1/2026-
12/31/2026
1/1/2027-
12/31/2027
1/1/2028-
12/31/2028
Self $45.87 $48.39 $51.05 $53.86 $56.82
Family $87.57 $92.39 $97.47 $102.83 $108.48
* DCPS shall pay these amounts retroactive to January 1, 2024 .
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:
FY2024
10/1/2023-
9/30/2024*
FY2025
10/1/2024-
9/30/2025**
FY2026
10/1/2025- 9/30/2026
FY2027
10/1/2026- 9/30/2027
FY2028
10/1/2027- 9/30/2028
$18.25 $19.75 $20.75 $21.75 $22.75
* DCPS shall pay these amounts retroactive to October 1, 2023 .
** DCPS shall pay these amounts retroactive to October 1, 2024.
37.5. DCPS will provide contributions for optical, dental, and legal services in such a
way that does not reduce the benefits available to bargaining unit members.
37.6. Pension
37.6.1. Teachers shall pay into the District of Columbia Teachers Retirement Fund, as
stipulated by the District of Columbia Retirement Board (DCRB).
37.6.2. DCPS shall collaborate with the WTU and the DCRB to ensure proper payroll
deduction for pension purposes.
37.7. Other Retirement Plans
37.7.1. DCPS shall collaborate with the WTU to ensure proper payroll deduction for
other retirement plan options.
37.7.2. The parties will establish a labor-management committee consisting of equal
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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.
37.7.2.1. 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.
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.
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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.
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 F URLOUGH
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.
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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
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
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Parties.
ARTICLE 41 - AVERAGE TEACHER S ALARY
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 2028. 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 __________ day of ____________________, 2024.
This agreement is subject to final review for financial and legal sufficiency, final verification
of salary schedules, dates and typographical errors.
____________________________________________
Jacqueline Pogue-Lyons, President
Washington Teachers’ Union, Local #6, American Federation of Teachers, AFL-CIO
____________________________________________
Lewis Ferebee, Chancellor
District of Columbia Public Schools
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Memorandum of Agreement – Diversity of Instructional Staff
1. The Washington Teachers Union (WTU) and The District of Columbia Public Schools
(DCPS) mutually acknowledge the importance of increasing the diversity of the
instructional staff in DC’s schools. Research shows that a diverse teaching staff can
benefit students by:
• Improving academic outcomes;
• Reducing disciplinary problems;
• Increasing a sense of belonging; and
• Enhancing cultural awareness.
2. To this end, WTU and DCPS jointly affirm their commitment to the following goals:
• Recruit more teachers of color to DCPS. By showing a shared interest in
recruiting teachers of color, candidates will be more likely to consider teaching in
DC’s schools.
• A commitment to maintain a welcoming and inclusive environment for teachers
of color where all teachers feel valued and respected.
• Advocate for policies that promote diversity in the teaching workforce. This
includes supporting legislation that increases funding for teacher preparation
programs, and that provides financial incentives for teachers of color.
• Supporting teachers of color and collaborating to provide teachers of color with
professional development opportunities, mentoring programs, and a supportive
school community.
3. By October 1, 2024, DCPS will provide WTU with the following data for the preceding
school year. It will also provide the following data on an annual basis for each subsequent
school year by August 1 of each year.
• The total number of DCPS Teachers in each of the following categories: (1)
White, (2) Black, (3) Latino, (4) Asian, (5) American Indian or Alaska Native, (6)
Not reported.
• The number of DCPS Teachers hired in each of the above categories.
• The average base salary for DCPS Teachers in each of the above categories.
• The average total compensation (including premiums and bonuses) for DCPS
Teachers in each of the above categories.
• The dates and a copy of the training and presentation materials (if any) for any
training related to diversity, inclusion, and bias for teachers and administrators.
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4. At the beginning of each school year and the end of each school year, a meeting will be
held between the Union and the District to review the progress made in achieving the
objectives of this Agreement. DCPS will provide an annual report summarizing actions
taken under this Agreement.
____________________________________________ Date: ____________
Jacqueline Pogue-Lyons, President
Washington Teachers’ Union, Local #6, American Federation of Teachers, AFL -CIO
____________________________________________ Date: ____________
Lewis Ferebee, Chancellor
District of Columbia Public Schools
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Memorandum of Agreement - Climate Curriculum Task Force
The purpose of this Memorandum of Agreement (MOA) is to formalize the collaboration
between the District of Columbia Public Schools and the Washington Teachers Union to form a
Climate Curriculum Task Force (CCTF). The goal is to consult, advise, and provide
recommendations on multiple domains related to sustainability, equity, and racial justice, all
aimed at improving the environmental responsibility of the school district. All recommendations
and activities will use a safety, equity, and racial justice lens.
The Climate Curriculum Task Force will consist of the following members: (1) The President of
the WTU or a designee; (2) The Chancellor of DCPS or a designee; (3) Three additional
members appointed by WTU; and (4) Three additional members appointed by DCPS. DCPS and
WTU shall seek and encourage the participation of DCPS students, parents, and representatives
from other DC agencies who may provide relevant knowledge and support.
The members of the Climate Curriculum Task Force shall be identified within thirty (30) days
after ratification, and the Task Force shall convene within an additional thirty (30) days. The
Task Force will meet four (4) times per school year and will focus on the following:
1. Curriculum Development: Assist in the development and implementation of a curriculum
that infuses climate literacy through a racial justice lens and addresses historic disparities.
2. Outdoor Education Space: Advocate for the creation, expansion, and maintenance of
outdoor education spaces, programs, and green spaces. Any outdoor education spaces must ensure the safety of students and staff.
3. Instructional Partnerships: Advise on creating partnerships for youth internships and
apprenticeships in green jobs including CTE opportunities in green energy sectors and emissions reduction.
4. Creation of a Health and Nutrition Task Force : Assist in the creation of a Health and
Nutrition Task Force within the school district.
5. Building Level Climate Champions: Advise on the creation of a program to appoint a
Climate Champion at each school who will be responsible for raising awareness of climate issues and assisting the school with measures to improve environmental responsibility.
In addition, the CCTF’s work may include, but is not limited to:
1. Recommend procedures and protocols for installing solar panels on all district facilities using unionized contractors.
2. Advocate for increasing the number of electric buses in the district’s fleet and using
unionized contractors for implementation.
3. Partner with DC Metro to extend no- cost public transportation options for students and
staff.
Page | 106
4. Recommend the installation, expansion, and maintenance of water filtration stations and
removal of detectable levels of lead from school drinking water fountains.
5. Explore the feasibility and benefits of stormwater collection on district land.
6. Advocate for the increased installation of universal electric vehicle chargers on school
campuses.
7. Seek partnerships with external organizations to streamline or defray costs associated
with school greening initiatives.
Minutes shall be taken during all CCTF meetings and shared with the public. Either party may
terminate this agreement with written notice at least 30 days prior to the intended date of
termination. This MOA may be reviewed and modified with the mutual written consent of both
parties. Nothing in this MOA will be construed to impose obligations on any agency other than
DCPS.
____________________________________________
Jacqueline Pogue-Lyons, President
Washington Teachers’ Union, Local #6, American Federation of Teachers, AFL-CIO
____________________________________________
Lewis Ferebee, Chancellor
District of Columbia Public Schools
Page | 107
The Washington Teachers’ Union
1239 Pennsylvania Avenue, SE
Washington, DC 20003
www.wtulocal6.org
Washington Teacher's Union
ET‐15 Salary Schedule
Effective October 6, 2024
Adjustment: 2.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors64,640$ 64,863$ 66,193$ 68,637$ 71,057$ 73,495$ 76,592$ 79,66
4
$ 82,759$ 85,827$ 88,911$ 95,088$ 102,498 $ N/A N/A N/A
Bachelors + 1566,795$ 67,850$ 69,24
4
$ 71,67
4
$ 74,106$ 76,546$ 79,638$ 82,72
4
$ 85,80
4
$ 88,897$ 91,965$ 98,156$ 108,63
0
$ N/A N/A N/A
Bachelors + 30/Masters 68,950$ 70,539$ 73,621$ 76,70
4
$ 79,780$ 82,875$ 86,705$ 90,518$ 94,356$ 98,170$ 102,011$ 109,657$ 119,608 $ 120,981 $ 123,269$ 126,47
4
$
Masters + 3071,105$ 73,621$ 76,70
4
$ 79,780$ 82,875$ 85,959$ 89,776$ 93,615$ 97,436$ 101,251$ 105,069$ 112,737$ 122,753 $ 124,12
4
$ 126,41
4
$ 129,619$
Masters + 60/PhD75,413$ 76,70
4
$ 79,780$ 82,875$ 85,959$ 87,299$ 92,867$ 96,700$ 100,52
0
$ 104,348$ 108,158$ 116,15
6
$ 126,758 $ 128,129 $ 130,419$ 133,623$
Adjustment: 2.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors71,105$ 71,348$ 72,81
4
$ 75,499$ 78,163$ 80,84
4
$ 84,252$ 87,629$ 91,035$ 94,410$ 97,80
4
$ 104,598$ 112,749 $ N/A N/A N/A
Bachelors + 1573,473$ 74,635$ 76,169$ 78,840$ 81,517$ 84,201$ 87,602$ 90,996$ 94,387$ 97,785$ 101,162$ 107,971$ 119,495 $ N/A N/A N/A
Bachelors + 30/Masters 75,846$ 77,593$ 80,98
4
$ 84,375$ 87,760$ 91,161$ 95,375$ 99,568$ 103,79
4
$ 107,988$ 112,212$ 120,622$ 131,569 $ 133,078 $ 135,59
6
$ 139,121$
Masters + 3078,215$ 80,98
4
$ 84,375$ 87,760$ 91,161$ 94,555$ 98,755$ 102,97
6
$ 107,18
0
$ 111,37
6
$ 115,577$ 124,01
0
$ 135,029 $ 136,537 $ 139,055$ 142,579$
Masters + 60/PhD82,955$ 84,375$ 87,760$ 91,161$ 94,555$ 97,948$ 102,155$ 106,371$ 110,571$ 114,78
4
$ 118,97
4
$ 127,77
0
$ 139,433 $ 140,945 $ 143,461$ 146,985$
Adjustment: 2.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors76,605$ 76,838$ 78,260$ 80,857$ 83,438$ 86,035$ 89,33
4
$ 92,603$ 95,897$ 99,165$ 102,452$ 109,031$ 116,923 $ N/A N/A N/A
Bachelors + 1578,899$ 80,023$ 81,508$ 84,095$ 86,686$ 89,284
$ 92,576$ 95,863$ 99,14
4
$ 102,439$ 105,705$ 112,297$ 123,455 $ N/A N/A N/A
Bachelors + 30/Masters 81,192$ 82,873$ 86,168$ 89,453$ 92,729$ 96,023$ 100,08
0
$ 104,161$ 108,25
4
$ 112,313$ 115,333$ 124,545$ 135,143 $ 136,517 $ 138,80
6
$ 142,01
0
$
Masters + 3083,488$ 86,168$ 89,453$ 92,729$ 96,023$ 99,308$ 103,373$ 107,46
0
$ 111,533$ 115,595$ 119,66
0
$ 127,82
6
$ 138,495 $ 139,86
6
$ 142,155$ 145,36
0
$
Masters + 60/PhD88,076$ 89,453$ 92,729$ 96,023$ 99,308$ 102,60
0
$ 106,667$ 110,747$ 114,815$ 118,892$ 122,948$ 131,468$ 142,75
6
$ 144,13
0
$ 146,419$ 149,623$
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
FY 2025 ET 15 Salary Schedule ‐ 11 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2025 ET 15 Salary Schedule ‐ 12 Month
Longevity Placements
FY 2025 ET 15 Salary Schedule ‐ 10 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements Washington Teacher's Union
ET‐15 Salary Schedule
Effective October 5, 2025
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors66,580$ 66,809$ 68,179$ 70,696$ 73,189$ 75,700$ 78,890$ 82,05
4
$ 85,241$ 88,402$ 91,579$ 97,941$ 105,573 $ N/A N/A N/A
Bachelors + 1568,799$ 69,886$ 71,321$ 73,825$ 76,329$ 78,842$ 82,027$ 85,206$ 88,379$ 91,56
4
$ 94,72
4
$ 101,10
0
$ 111,889 $ N/A N/A N/A
Bachelors + 30/Masters 71,018$ 72,655$ 75,829$ 79,005$ 82,17
4
$ 85,361$ 89,306$ 93,233$ 97,187$ 101,115$ 105,072$ 112,947$ 123,197 $ 124,611 $ 126,967$ 130,268$
Masters + 3073,238$ 75,829$ 79,005$ 82,174
$ 85,361$ 88,538$ 92,470$ 96,423$ 100,359$ 104,289$ 108,221$ 116,119$ 126,43
6
$ 127,848 $ 130,20
6
$ 133,507$
Masters + 60/PhD77,675$ 79,005$ 82,17
4
$ 85,361$ 88,538$ 89,918$ 95,653$ 99,601$ 103,53
6
$ 107,478$ 111,402$ 119,64
0
$ 130,561 $ 131,973 $ 134,332$ 137,632$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors73,238$ 73,488$ 74,998$ 77,76
4
$ 80,507$ 83,270$ 86,780$ 90,258$ 93,766$ 97,242$ 100,738$ 107,73
6
$ 116,131 $ N/A N/A N/A
Bachelors + 1575,677$ 76,875$ 78,45
4
$ 81,205$ 83,963$ 86,727$ 90,230$ 93,726$ 97,218$ 100,719$ 104,19
6
$ 111,21
0
$ 123,08
0
$ N/A N/A N/A
Bachelors + 30/Masters 78,122$ 79,921$ 83,413$ 86,907$ 90,393$ 93,896$ 98,236$ 102,555$ 106,908$ 111,228$ 115,579$ 124,241$ 135,51
6
$ 137,071 $ 139,66
4
$ 143,29
4
$
Masters + 3080,561$ 83,413$ 86,907$ 90,393$ 93,896$ 97,392$ 101,718$ 106,065$ 110,395$ 114,717$ 119,045$ 127,73
0
$ 139,079 $ 140,633 $ 143,22
6
$ 146,85
6
$
Masters + 60/PhD85,443$ 86,907$ 90,393$ 93,896$ 97,392$ 100,88
6
$ 105,22
0
$ 109,562$ 113,888$ 118,227$ 122,543$ 131,603$ 143,61
6
$ 145,173 $ 147,765$ 151,395$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors78,903$ 79,143$ 80,607$ 83,283$ 85,941$ 88,616$ 92,01
4
$ 95,381$ 98,77
4
$ 102,14
0
$ 105,525$ 112,302$ 120,43
0
$ N/A N/A N/A
Bachelors + 1581,266$ 82,42
4
$ 83,953$ 86,618$ 89,286$ 91,962$ 95,35
4
$ 98,739$ 102,118$ 105,512$ 108,87
6
$ 115,66
6
$ 127,158 $ N/A N/A N/A
Bachelors + 30/Masters 83,628$ 85,359$ 88,753$ 92,137$ 95,511$ 98,903$ 103,083$ 107,28
6
$ 111,501$ 115,683$ 118,793$ 128,281$ 139,197 $ 140,612 $ 142,97
0
$ 146,27
0
$
Masters + 3085,993$ 88,753$ 92,137$ 95,511$ 98,903$ 102,287$ 106,47
4
$ 110,68
4
$ 114,879$ 119,062$ 123,25
0
$ 131,661$ 142,649 $ 144,062 $ 146,42
0
$ 149,721$
Masters + 60/PhD90,718$ 92,137$ 95,511$ 98,903$ 102,287$ 105,678$ 109,86
6
$ 114,069$ 118,26
0
$ 122,459$ 126,63
6
$ 135,412$ 147,039 $ 148,45
4
$ 150,812$ 154,111$
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
FY 2026 ET 15 Salary Schedule ‐ 11 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2026 ET 15 Salary Schedule ‐ 12 Month
Longevity Placements
FY 2026 ET 15 Salary Schedule ‐ 10 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements Washington Teacher's Union
ET‐15 Salary Schedule
Effective October 4, 2026
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors68,577$ 68,813$ 70,22
4
$ 72,817$ 75,385$ 77,971$ 81,256$ 84,516$ 87,799$ 91,05
4
$ 94,326$ 100,879$ 108,74
0
$ N/A N/A N/A
Bachelors + 1570,862$ 71,982$ 73,461$ 76,039$ 78,619$ 81,208$ 84,487$ 87,762$ 91,030$ 94,311$ 97,566$ 104,133$ 115,24
6
$ N/A N/A N/A
Bachelors + 30/Masters 73,149$ 74,835$ 78,10
4
$ 81,375$ 84,639$ 87,922$ 91,985$ 96,030$ 100,102$ 104,148$ 108,22
4
$ 116,335$ 126,892 $ 128,349 $ 130,77
6
$ 134,17
6
$
Masters + 3075,436$ 78,10
4
$ 81,375$ 84,639$ 87,922$ 91,19
4
$ 95,24
4
$ 99,316$ 103,369$ 107,418$ 111,468$ 119,602$ 130,229 $ 131,683 $ 134,112$ 137,512$
Masters + 60/PhD80,005$ 81,375$ 84,639$ 87,922$ 91,19
4
$ 92,616$ 98,523$ 102,589$ 106,642$ 110,703$ 114,745$ 123,229$ 134,478 $ 135,932 $ 138,362$ 141,761$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors75,436$ 75,693$ 77,248$ 80,097$ 82,923$ 85,768$ 89,383$ 92,966$ 96,579$ 100,16
0
$ 103,76
0
$ 110,968$ 119,615 $ N/A N/A N/A
Bachelors + 1577,947$ 79,181$ 80,807$ 83,641$ 86,482$ 89,329$ 92,937$ 96,538$ 100,135$ 103,740
$ 107,322$ 114,547$ 126,772 $ N/A N/A N/A
Bachelors + 30/Masters 80,465$ 82,319$ 85,916$ 89,51
4
$ 93,10
4
$ 96,713$ 101,183$ 105,632$ 110,115$ 114,565$ 119,04
6
$ 127,968$ 139,581 $ 141,183 $ 143,85
4
$ 147,593$
Masters + 3082,978$ 85,916$ 89,51
4
$ 93,10
4
$ 96,713$ 100,313$ 104,77
0
$ 109,247$ 113,707$ 118,159$ 122,61
6
$ 131,562$ 143,252 $ 144,852 $ 147,523$ 151,262$
Masters + 60/PhD88,006$ 89,51
4
$ 93,10
4
$ 96,713$ 100,313$ 103,913$ 108,37
6
$ 112,849$ 117,305$ 121,77
4
$ 126,219$ 135,552$ 147,92
4
$ 149,528 $ 152,198$ 155,93
6
$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors81,270$ 81,517$ 83,026$ 85,782$ 88,519$ 91,27
4
$ 94,77
4
$ 98,242$ 101,737$ 105,205$ 108,691$ 115,671$ 124,043 $ N/A N/A N/A
Bachelors + 1583,70
4
$ 84,896$ 86,472$ 89,216$ 91,965$ 94,721$ 98,21
4
$ 101,701$ 105,182$ 108,677$ 112,142$ 119,13
6
$ 130,973 $ N/A N/A N/A
Bachelors + 30/Masters 86,137$ 87,920$ 91,415$ 94,901$ 98,376$ 101,871$ 106,175$ 110,505$ 114,84
6
$ 119,153$ 122,357$ 132,13
0
$ 143,373 $ 144,831 $ 147,259$ 150,658$
Masters + 3088,572$ 91,415$ 94,901$ 98,376$ 101,871$ 105,35
6
$ 109,668$ 114,00
4
$ 118,325$ 122,63
4
$ 126,948$ 135,611$ 146,929 $ 148,38
4
$ 150,813$ 154,213$
Masters + 60/PhD93,440$ 94,901$ 98,376$ 101,871$ 105,35
6
$ 108,848$ 113,162$ 117,491$ 121,808$ 126,133$ 130,435$ 139,47
4
$ 151,45
0
$ 152,908 $ 155,33
6
$ 158,735$
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
FY 2027 ET 15 Salary Schedule ‐ 11 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2027 ET 15 Salary Schedule ‐ 12 Month
Longevity Placements
FY 2027 ET 15 Salary Schedule ‐ 10 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements Washington Teacher's Union
ET‐15 Salary Schedule
Effective October 3, 2027
Adjustment: 4.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors71,320$ 71,565$ 73,033$ 75,729$ 78,400$ 81,090$ 84,506$ 87,896$ 91,311$ 94,696$ 98,099$ 104,915$ 113,089 $ N/A N/A N/A
Bachelors + 1573,697$ 74,862$ 76,399$ 79,081$ 81,76
4
$ 84,456$ 87,867$ 91,272$ 94,671$ 98,083$ 101,469$ 108,299$ 119,855 $ N/A N/A N/A
Bachelors + 30/Masters 76,075$ 77,828$ 81,228$ 84,630$ 88,02
4
$ 91,439$ 95,665$ 99,872$ 104,107$ 108,31
4
$ 112,553$ 120,989$ 131,968 $ 133,483 $ 136,007$ 139,543$
Masters + 3078,453$ 81,228$ 84,630$ 88,02
4
$ 91,439$ 94,842$ 99,053$ 103,288$ 107,50
4
$ 111,71
4
$ 115,927$ 124,38
6
$ 135,438 $ 136,95
0
$ 139,477$ 143,013$
Masters + 60/PhD83,206$ 84,630$ 88,02
4
$ 91,439$ 94,842$ 96,320$ 102,463$ 106,693$ 110,907$ 115,131$ 119,33
4
$ 128,159$ 139,857 $ 141,37
0
$ 143,89
6
$ 147,431$
Adjustment: 4.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors78,453$ 78,721$ 80,338$ 83,301$ 86,240$ 89,198$ 92,958$ 96,68
4
$ 100,442$ 104,16
6
$ 107,91
0
$ 115,407$ 124,40
0
$ N/A N/A N/A
Bachelors + 1581,065$ 82,348$ 84,039$ 86,987$ 89,941$ 92,902$ 96,65
4
$ 100,399$ 104,14
0
$ 107,89
0
$ 111,615$ 119,128$ 131,843 $ N/A N/A N/A
Bachelors + 30/Masters 83,68
4
$ 85,612$ 89,352$ 93,09
4
$ 96,829$ 100,582$ 105,231$ 109,857$ 114,52
0
$ 119,148$ 123,808$ 133,087$ 145,165 $ 146,83
0
$ 149,608$ 153,497$
Masters + 3086,297$ 89,352$ 93,09
4
$ 96,829$ 100,582$ 104,32
6
$ 108,96
0
$ 113,617$ 118,255$ 122,885$ 127,521$ 136,82
4
$ 148,982 $ 150,64
6
$ 153,42
4
$ 157,312$
Masters + 60/PhD91,527$ 93,09
4
$ 96,829$ 100,582$ 104,32
6
$ 108,069$ 112,711$ 117,363$ 121,997$ 126,645$ 131,268$ 140,97
4
$ 153,841 $ 155,509 $ 158,28
6
$ 162,17
4
$
Adjustment: 4.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12‐15 Step 16
Bachelors84,521$ 84,778$ 86,347$ 89,213$ 92,060$ 94,925$ 98,565$ 102,172$ 105,807$ 109,413$ 113,039$ 120,298$ 129,005 $ N/A N/A N/A
Bachelors + 1587,052$ 88,292$ 89,931$ 92,785$ 95,643$ 98,510$ 102,143$ 105,769 $
109,389$ 113,02
4
$ 116,628$ 123,901$ 136,212 $ N/A N/A N/A
Bachelors + 30/Masters 89,582$ 91,437$ 95,072$ 98,697$ 102,311$ 105,945$ 110,422$ 114,925$ 119,440
$ 123,919$ 127,252$ 137,415$ 149,108 $ 150,62
4
$ 153,149$ 156,68
4
$
Masters + 3092,115$ 95,072$ 98,697$ 102,311$ 105,945$ 109,57
0
$ 114,055$ 118,565$ 123,058$ 127,54
0
$ 132,025$ 141,035$ 152,80
6
$ 154,32
0
$ 156,845$ 160,381$
Masters + 60/PhD97,177$ 98,697$ 102,311$ 105,945$ 109,57
0
$ 113,202$ 117,689$ 122,191$ 126,68
0
$ 131,178$ 135,653$ 145,053$ 157,508 $ 159,02
4
$ 161,549$ 165,08
4
$
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
FY 2028 ET 15 Salary Schedule ‐ 11 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements
FY 2028 ET 15 Salary Schedule ‐ 12 Month
Longevity Placements
FY 2028 ET 15 Salary Schedule ‐ 10 Month
17‐18 Yrs
Service
19‐20 Yrs
Service
21+ Yrs
Service
Longevity Placements Washington Teacher's Union
EG 09 Salary Schedule
FY 25 ‐ 28
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10‐16
Bachelors64,18
4
$ 66,331$ 68,476$ 70,62
4
$ 72,771$ 74,917$ 77,06
4
$ 79,212$ 81,358$ 83,506$ 84,752$ 86,826$ 89,729$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10‐16
Bachelors66,433$ 68,656$ 70,875$ 73,099$ 75,322$ 77,543$ 79,765$ 81,988$ 84,210$ 86,433$ 87,722$ 89,870$ 92,87
4
$
Adjustment: 3.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10‐16
Bachelors 68,758$ 71,059$ 73,356$ 75,658$ 77,958$ 80,257$ 82,557$ 84,858$ 87,157$ 89,459$ 90,792$ 93,015$ 96,125$
Adjustment: 4.0%122
Education LevelStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10‐16
Bachelors72,202$ 74,619$ 77,031$
79,448$ 81,863$ 84,277$ 86,692$ 89,108$ 91,523$ 93,940$ 95,341$ 97,675$ 100,94
0
$
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 2028 Effective October 3, 202
7
17‐18 Yrs
Service
BA/BS+30 &
Above
19‐20 Yrs
Service
BA/BS+30 &
Above
21+ Yrs
Service
BA/BS+30 &
Above
FY 2026 Effective October 5, 2025
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 2027 Effective October 4, 202
6
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