NEWLY REVISED

Tentative
Agreement
between the

Baltimore Teachers Union

and the

Baltimore City Public Schools

(Oct. 26, 2010)

BTU Tentative Agreement—1

 Tentative Agreement
(Language highlighted in red is new. Language highlighted in blue is language that was previously
in another place in this document, and is moved to emphasize the importance of the item.)
All terms and conditions of the 2009-2010 Agreement Baltimore Professional Practices and
between the Board and BTU not addressed below Student Learning Program (BPPSLP)
shall remain in effect, including, but not limited to:
• No change to Tuition Reimbursement The Board and the BTU believe that the BPPSLP will
(Article 14.1) encourage teacher and staff leadership, give teachers
• No change to provisions on health care and staff decision making responsibilities and re-
­ (Article 5.2) ward teachers and staff for the valuable work they do.

Evaluations New Career Pathways

The process for evaluations shall remain the same:
teachers shall continue to be evaluated by school-
based personnel; clinicians and others shall continue
to be evaluated by specialists in their fields. In accor-
dance with State guidelines, BTU and the Board shall
negotiate that portion of the evaluation tool that is
not determined at the State Level.
Principal Training
Require contract training with all principals
(collaborative with BTU and HC). Organized The BTU will co-develop and facilitate the various
by CEO or designee and BTU President or
designee.
• Require for all principals: professional
development for effective, fair, objective,
and consistent teacher evaluations.
Union Liaison
• Create a BCPS union liaison to facilitate the ties.
movement of union issues.
Amend Section 2.17 Building Representative Assign-
ment to include:
Building Rep Protections
ºº No involuntary reassignment of BR
without written approval by CEO.
ºº If there is a negative change in BR
evaluation, review by CEO.
ºº 3 AUs per year for being a building rep.
This agreement introduces a number of new terms.
Career Pathways are called Standard, Professional,
Model and Lead. Interval is the term used to de-
scribe movement on the pay scale within a Career
Pathway. Each Career Pathway has a number of
intervals. Achievement Units (AUs) describe the
knowledge and skills that are necessary for an educa-
tor to move up the new pay scale. When educators
accumulate 12 AUs they move one interval along a
Career Pathway.
components of the Baltimore Professional Practices
and Student Learning Program (BPPSLP). It will take
a period of time to develop the BPPSLP, prepare it
for implementation, and create a research base and
body of evidence upon which the Program will im-
prove professional practices, increase student learn-
ing, and increase career acceleration and opportuni-
Therefore, prior to June 30, 2011, the parties agree to
establish the following:
• Demonstration of administrative capacity to
implement the concept
• Development of an infrastructure to
implement the concept
• A series of benchmarks that must be met in
order to implement the concept including:
1. There shall be a Joint Oversight Committee to
provide oversight of all planning development and
implementation of the BPPSLP. The committee will
be composed of 10 members, 5 appointed by the
Board and 5 appointed by the Union which shall

BTU Tentative Agreement —2

include the CEO, the BTU President, and their desig- ºº The infrastructure must provide the
nees, which must meet within 30 days of ratification ability for teachers to view all data related
of the Agreement. The committee will, among other to quality control and be integrated into
things: the registration process for Achievement
Units (AUs)
• Define the full scope and objectives of the • Certify that the district has the resources to
BPPSLP. implement and sustain this program.
• Assess the needs of the district for programs • By no later than June 30, 2011, certify that:
needed by students and the capacity of the 1) the district has the administrative capacity
professional staff to meet those needs. to implement the BPPSLP, 2) the district has
• Identify educational and professional developed an infrastructure to implement the
activities that need to be engaged in by staff, BPPSLP, and 3) standards related to
evaluated for effectiveness, and to serve as a implementation, systems of support, and
basis for compensation decisions. professional context including teaching and
• Create and oversee a system for ensuring learning conditions have been adopted by the
reliability and validity of evaluations Joint Oversight Committee. If the Joint
conducted by principals including, but not Oversight Committee does not so certify, the
limited to observations of teaching to ensure BPPSLP shall terminate on June 30, 2011, and
inter-rater reliability. the contract shall be reopened for a cost of
living increase on the then existing pay scale.
• Determine whether there are worksites that
have experienced significant change in the 2. There shall be a Joint Governing Panel composed
proportion of teachers receiving lower of 8 members, 4 appointed by the Board and 4 ap-
evaluations as compared to the previous pointed by the Union within 30 days of ratification of
school year. If so, an investigation shall be the Agreement, which is staffed by employees whose
conducted including the examination of the full time responsibilities are to serve on the panel.
evidence used in reaching the decisions.  The The Joint Governing Panel will:
investigation shall be conducted by
representatives appointed by the CEO and • Adopt an AU development process consistent
the President of the Union. with standards for systems of support,
professional development, and professional
• Create and oversee the process to select learning communities which include
members to Professional Peer Review evaluation systems to determine their
committees, designate their responsibilities, effectiveness based on multiple measures
and provide general operating oversight of that
their work.
ºº Provide a continuum of teacher support
ºº Teachers will apply to the President of the based on a teacher’s ability to meet
BTU consistent with the application teaching standards and the career stage of
process developed by the Joint Oversight the teacher
Committee to serve on Peer Review
committees. ºº Are aligned with the professional teaching
standards
• If necessary, create subcommittees including
but not limited to a subcommittee to ensure ºº Focus on teachers’ work with students
that peer reviewers are within the same ºº Use and are informed by teacher
subject area and grade-level configuration evaluation data
(e.g. elementary, middle, and high school). ºº Are intensive and ongoing
• Review and affirm the administrative and ºº Give teachers a say in improving the
infrastructure capacity of the system and system based on regular and timely
certify that the program is ready for feedback
implementation.
ºº Engage with ideas and colleagues as part
of the normal workday
BTU Tentative Agreement—3
 • Develop a menu of AUs for educators in all • Interval movement within all Pathways
content areas and grade levels including requires 12 AUs, which may be may be
the following categories: earned in a number of ways, including:
ºº Professional development activities; ºº Professional Activities in the following
ºº Contributions to student learning; categories:

ºº Contributions to colleagues; and ƒƒ Professional development activities;

ºº Overall contributions to the school and ƒƒ Contributions to student learning;
district. ƒƒ Contributions to colleagues;
• Approve for AUs all previously ƒƒ Overall contributions to the school
uncompensated eligible college coursework and district;
(e.g., in pursuit of certification,
recertification, etc.). ƒƒ Other approved AUs

• Assign AU coordinators to help teachers ºº Eligible coursework (e.g., in pursuit of

accumulate AUs. certification, recertification, etc.)
accumulated prior to July 1, 2011 will be
• Assign teachers who are currently BTU converted to AUs.
learning reps who will help teachers navigate
the promotion process to move to Model and ƒƒ One college credit equals one AU.
Lead Pathways. • Annual Evaluation (Note that the current
• Implement a system to track teachers’ evaluation process for educators remains
accumulation of AUs. unchanged and in effect.) AU credit will be
granted for 2010-2011 evaluations.
• Adopt an initial menu of AU opportunities
in the first year of the Agreement prior to ºº Highest rating on Evaluation (currently
the full implementation of the concept to Proficient) = 12 AUs
assess deficiencies and determine changes ºº Second highest or middle rating on
that must be made prior to full Evaluation (currently Satisfactory) = 9 AUs
implementation. Any accumulated AUs in ºº Any rating above Unsatisfactory or lowest
2010-11 will be banked for future use. rating that requires support or
• Adopt a rubric for movement to Model and intervention = 3 AUs
Lead Pathways to be used by the Professional ºº Failure of Principal to Issue an Annual
Peer Review Committee to evaluate the scope Evaluation within contractual time limits
and impact of professional practice. Results in a Satisfactory Rating
• Designate the roles and responsibilities that
Model Teachers will assume, consistent with • An employee may move from Standard
the strengths of the Model Teacher. Pathway to Professional Pathway by either
• Assist the SBO waiver process and transitioning through the highest interval
implementation. within the Standard Pathway, or approval by
the Professional Peer Review Committee.
Career Advancement • For an employee to move beyond the
Professional Pathway to Model or Lead
• Standard, Professional, and Model teachers teacher he or she must obtain approval by the
represent the classroom career Professional Peer Review Committee.
ºº There shall be no limit on the number of • For promotion into the Lead teacher Pathway,
teachers placed in the Standard, a teacher will be placed into a pool of eligible
Professional or Model Pathways candidates by the Professional Peer Review
• Lead Teacher is a promotional opportunity. Committee. Principals will then interview the
first five candidates by date of entry into the
pool and content area.

BTU Tentative Agreement —4

 • There is a COLA on the Salary Schedule for • Continual differential
each year of the Agreement. COLAs will come
in the form of 2%, 1%, and 1.5% for years Other professionals can apply for movement through
10-11, 11-12, and 12-13 respectively. COLA the peer review process beginning in January 2011
for 2010-2011 of 2% is effective, retroactively for placement effective July 1, 2011.
to July 1, 2010.
ºº Supplemental salary schedules remain 2010-2011 Responsibilities
in effect, and increased by COLAs, e.g.
coaches, clinicians, department heads, • Participate in the process to develop norm
etc. standards for all committee review members
(November 2010 to January 2011) as an
• Movement for teachers at the top of the Scale example.
and Longevity
• Earn up to 30 hours of stipends at the PD rate
ºº Longevity payments based on for committee review work during September
accumulation of 24 AUs shall be provided 2010 to June 2011 based on the needs of the
in the amount of 1% of current salary. Governing Panel.
ºº Teachers will receive a 1% increase in
salary upon earning recertification. Peer Review Process for Retaining Model Status

Model and Lead Teachers • Initial review after three years for alternative
placement teachers only.
• Model and Lead teacher status shall be
reviewed every five years except for those • Review process to be determined by the Joint
alternative placement teachers who are Governing Panel.
placed on Model teacher pathway effective
July 1, 2011 as agreed to in Model Pathway Salary Schedule Transition
TA, who shall be reviewed after the third year.
No person who has been assigned as a Model Within 60 days of ratification of the agreement, the
or Lead Teacher shall suffer any reduction in Office of Human Capital will send a letter to every
pay if that person is involuntarily re-assigned member of the bargaining unit notifying them of
to the position of Professional Teacher their provisional placement on the new Career Path-
without just cause. way for the 2011-2012 school year; all provisional
placement data will be provided to the BTU. Em-
Alternative Option for Placement in the ployees shall have the opportunity to present addi-
Model Pathway (July 29, 2010 TA) tional information concerning their Career Pathway
placement.
Teachers in the following grades: 602/603, 612/613,
622/623, 632/633, 642/643, 652/653, 662/663, • 2010-11
672/673, 682/683 will be placed on the model path- ºº New Hires
way effective July 1, 2011 based upon the following ƒƒ Placement should reflect education,
criteria: experience, and needs of the Board
• 10 years of service in Baltimore City Public ºº Current Employees
Schools
ƒƒ For initial placement, will have until
• 2 proficient evaluations for 2009, 2010 or 2011 the end of 2010-11 to meet the Model
and no unsatisfactory evaluations in the TA criteria reached in TA on 7/29/10,
last three years and in 2010-2011 or professional Pathway criteria and
• Teachers who had a proficient and then a will be placed on the appropriate
satisfactory without an evaluation in the Pathway in accordance with those
following year must notify Human Capital by criteria.
December 23, 2010 so that the case can be
resolved on an individual basis.
BTU Tentative Agreement—5
 ƒƒ One time payment of $1500 will be ƒƒ AUs banked from previous year will be
made to all teachers in 2010-11. The added to AUs accumulated during
Board agrees to take all appropriate and after this year.
steps to ensure that this payment will ƒƒ All employees who have salaries
be paid as a part of each affected higher than those listed on the
employee’s regular salary, such that 2009-2010 salary scales due to prior
the full amount of annual earnings programs, for example,  the CEO
called for under this Agreement will be District, shall have their earnings
reportable to the State Retirement above the salary scales maintained
and Pension Systems of Maryland as and not considered for placement
the annual earnings of the employee. on a Pathway on the Professional Pay
ƒƒ Credited with uncompensated AUs Scale in 2011-2012.  After being placed
that reflect current education and on the appropriate Pathway on the
experience. Professional Pay Scale, the difference
ƒƒ Employees presently earning amounts shall be added to the salary.
above the 2009-2010 Salary Scale will • 2012-13
retain their differential above the new ºº New Hires
Salary Scale for the life of this
agreement. ƒƒ Same as 2010-11

• 2011-12 ºº Current Employees

ºº New Hires ƒƒ Career advancement based on

method described in Career
ƒƒ Same as 2010-11 Advancement section above.
ºº Current Employees
ƒƒ Transition—Initial Placement A joint committee composed of three (3) members
appointed by the Board and three (3) members ap-
ƒƒ Bachelor’s ➪ Standard pointed by the Union shall meet within 30 days of
ƒƒ Master’s or EQ ➪ Professional the date of the ratification of this Agreement to re-
ƒƒ Master’s Plus 30 ➪ Professional view: 1) the wage and staffing structure for clinicians
and higher ➪ or (psychologists, social workers, speech/language
Model, if meet pathologists, audiologists, occupational therapist,
criteria in physical therapists), 2) the use of outside contractors
Alternative who provide clinician services, and 3) the opportuni-
Option ties for professional development and education by
ƒƒ Placed on the next full interval above which clinicians can acquire AUs. By no later than
their current salary, with no teacher February 28, 2011, the joint committee shall issue
receiving less than $1750 from their a report to the CEO, the President of the BTU, and
2010-2011 base salary. The difference the Joint Governing Panel with recommendations
between the increase on the schedule on: 1) the wage and staffing structure for clinicians,
to the minimum of $1750 shall be 2) the use of outside contractors who provide clini-
made as a one time payment. The cian services, 3) the opportunities for professional
Board agrees to take all appropriate development and education by which clinicians can
steps to ensure that this payment will acquire AUs, and 4) how clinicians shall be placed on
be paid as a part of each affected the Model Pathway.
employee’s regular salary, such that
the full amount of annual earnings The Board will honor Article XIX (Enterprise
called for under this Agreement will be Schools).
reportable to the State Retirement
and Pension Systems of Maryland as • School Oversight Committee (new title for
the annual earnings of the employee. School Improvement Team) Article 19.2

BTU Tentative Agreement —6

Evidence of Success
By no later than January 30, 2013, the Joint Over-
sight Committee must certify that a research base
and body of evidence upon which the BPPSLP con-
cept has improved professional practices, increased
student learning, and increased career acceleration
and opportunities as evidenced by increased interval
and Pathway movement and lead teacher placement.
If the Joint Oversight Committee does not so certify,
the BPPSLP shall terminate on January 30, 2013, and
the then existing pay scale shall be converted into a
traditional salary scale based upon steps and lanes
with no loss of salary or benefits.
Add new Section 7.3.E.
A joint committee composed of three (3) members
appointed by the Board and three (3) members ap-
pointed by the Union shall meet within 30 days of the
date of the ratification of this Agreement to address
the additional salary payable to members of the
bargaining unit for work performed beyond the 7
hour and 5 minute duty day and/or beyond the 190
duty day school year at every Charter, Transforma-
tion, Innovation, New Schools Initiative, Turnaround
School, Restart or any other newly created school
that operates with an extended school day and/or
extended school year.  A specific Memorandum of
Understanding for each such school shall be created
no later than November 30, 2010 and appended to
this Agreement for FY 2011.  The committee shall
meet at least 60 days prior to the start of schools for
teachers for school years 2011-2012 and 2012-2013. 
A specific Memorandum of Understanding for each
such school shall be created no later than August 15,
2011 for FY 2012 and August 15, 2012 for FY 2013.
Reopener for Salary contingent upon funding.

School-Based Options
The Board and the BTU have jointly agreed to the fol- • An independent audit and electronic online
lowing terms regarding school based options: survey will be conducted yearly with input by
the BTU on content of survey, scope of the
2010.2011 audit and the final report.
• CEO and BTU President monitor SBO waivers • SBO possible schools are jointly selected by
and implementation. the CEO and the BTU President.

• Joint Governing Panel shall be composed of 2012.2013

eight members to assist the SBO waiver
process and implementation. • CEO and BTU President monitor SBO waivers
and implementation.
• An independent audit and electronic online
survey will be conducted yearly with input by • Joint Governing Panel shall be composed of
the BTU on content of survey, scope of the eight members to assist the SBO waiver
audit and the final report. process and implementation.

• Pilot SBO in seven (7) schools that are jointly • An independent audit and electronic online
selected by the CEO and the BTU President. survey will be conducted yearly with input
Any SBO votes shall be conducted within sixty by the BTU on content of survey, scope of
(60) days after the later of the joint selection the audit and the final report.
of the seven (7) schools by the CEO and the • All schools are available for full
BTU President or the ratification of the implementation of SBO subject to CEO and
negotiated agreement. BTU President monitoring of SBO waivers
and implementation.
2011.2012
Safeguards & Protections
• CEO and BTU President monitor SBO waivers
and implementation. SBO limitations
• Joint Governing Panel shall be composed of • Limit to selected parts of Article VII—
eight members to assist the SBO waiver specifically sections 7.1, 7.2, 7.3. and 7.8.
process and implementation.

BTU Tentative Agreement—7

Implementation of SBO ºº Building rep
ºº BTU president
• Any additional hours or school days worked ºº CEO
as a result of SBO votes shall be paid pro-rata • Unless renewed all SBO’s shall sunset at the
at the contract rate. end of the school year.
• 80% vote of teachers is required by secret • Only one waiver of any contract provision per
ballot vote. vote.
• All proposals for contract waivers must be • No Retaliation or arbitrary or capricious
submitted to the CEO and the Union action by principals against any teacher,
President fourteen (14) days prior to a vote on including, but not limited to, negative
the waiver. evaluations or transfer out of school for any
• Vetoes (Vetoes can be implemented before position taken on an SBO issue.
submission of SBO to teachers for vote) • The Board will comply with Article 6.2.B.

Baltimore Teachers' Union

5800 Metro Dr. 2nd Floor
Baltimore, MD 21215-3242
410/358-6600 • www.aft.org/btu
BTU Tentative Agreement —8