ARTICLE 10 - CAREER DEVELOPMENT/LICENSURE
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PLEASE NOTE:
Language that is in bold typeface and underlined was added with this Agreement. Language that is Language in Italics are annotations added by the Office of Collective Bargaining. |
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The Employer recognizes the value of continuing education and professional development of its employees.
Each employee has the responsibility to obtain and/or to maintain current certification(s) required for his/her present classification title and parenthetical subtitle.
When the Employer posts a vacancy for AT&I Vocational/Trades Teacher, the posting shall clearly indicate that it is incumbent upon the person filling the position to pay for all courses and expenses necessary to obtain proper certification. The Employer shall make all applicants aware of this requirement, both orally and in writing, during the initial interview for such positions. Nothing in this section prevents the Employer from assuming part or all of the costs for course work and expenses necessary to obtain proper certification in instances where monies are available.
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Explanation: |
The 1994 language was added to inform prospective vocational teachers who have worked at trades and vocations and who have not previously been certified as vocational teachers that they are responsible to pay for the cost of the thirty-six (36) hours of course work required to obtain certification. |
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Attention: |
Agency Labor Relations and Personnel Officers, Supervisors. |
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Instructions: |
Posting notices for vacant vocational teaching positions must contain notice to applicants who do not possess vocational certificates that the cost of courses necessary to obtain certification is the applicant's responsibility. Applicants must also receive oral notice during the application interview process and must receive written notice prior to employment. |
10.02 - Continuing Education Programs
Employing agencies which are certified by the State Board of Education as Continuing Education Grantors shall offer program(s) to employees in the Teacher and Teaching Coordinator classification titles which will provide at least one (1) continuing education unit each calendar year. An additional unit will be offered providing at least fifty percent (50%) of those employees requiring continuing education for recertification, take the first unit of continuing education. Employees will also be informed of any information the employing agency possesses relative to loans and grants which may assist the employee in career development.
10.03 - Reimbursement/Fee Waivers
At the discretion of the employing agency, an employee who participates in employee-initiated training and/or an educational program may be reimbursed for all or a portion of tuition or receive a fee waiver if applicable. Such requests must be made pursuant to the policies of the employing agency and will be granted dependent upon the applicability of the proposed course to the applicant's present job and performance level, availability of funds, frequency of such requests, and availability of adequate staff to cover the work unit.
Tuition Reimbursement, Seminars and Conferences Fund
The Employer/agencies are committed to the upgrading and maintenance of the educational and skill levels of bargaining unit members.
The Employer will establish a tuition reimbursement fund
for use by members of this bargaining unit. The fund will make
available one hundred and fifty thousand dollars ($150,000) in fiscal years
2001, and one hundred and seventy-five thousand dollars ($175,000) two
hundred thousand dollars ($200,000) in fiscal years 20024
and 20035 and two hundred and fifty thousand dollars
($250,000) in fiscal year 2006 for fees and expenses for attendance
at seminars, workshops, conferences and for tuition reimbursement. Employees
will have a personal cap of two thousand five hundred dollars ($2,500). Reimbursement
shall be at one hundred percent (100%).
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Explanation: |
The 2003 language change was added to clarify that this fund is for use by the bargaining unit 10 members only. To be eligible for tuition reimbursement in each fiscal year the employee must get approval from the Employer and then attend the class, workshop, seminar or conference between July 1 and June 30 of that fiscal year. Reimbursement can be for fees and expenses for attendance at seminars, workshops, conference and tuition reimbursement to the extent the annual allocation lasts. |
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Attention: |
Human Resources, Personnel and Training Officers. |
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Instructions: |
When, and if, the fund is depleted in each of the fiscal years, DAS will issue a letter of denial due to the fund being depleted. |
The parties shall discuss any changes in the fund at the State-Wide Labor/Management Committee. These discussions shall include the usage of the fund to pay for necessary Continuing Education Units and Continuing Education Units leading to the renewal of certification.
Reimbursement for travel, food and lodging shall be governed by OBM Expenses and Travel reimbursement policies.
Agencies may allocate additional funds
within their agency for the purpose of providing reimbursement to employees
for approved attendance at seminars and conferences, or for tuition reimbursement.
In agencies where such a fund exists agency employees must apply first for seminars,
workshops and conferences and tuition reimbursement from that agency the
fund established by this Article. Upon exhaustion of this fund, employees may
then apply for the agency funds. Regardless of funding source, all funds received
shall count toward the personal cap.
The agency shall attempt to share information on seminars, workshops and conferences with interested employees, consistent with the local procedure for distribution of that type of material. However, the agency cannot be responsible for removal of notices from bulletin boards or failure of others to forward the information.
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Explanation: |
The 2003 change now reverses the 1994 language and requires that employees exhaust the fund administered by DAS before applying for agency funds. Regardless of the funding source, the employee shall not receive more than $2,500 in a fiscal year. |
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Attention: |
Agency Supervisors, Labor Relations and Personnel Officers. |
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Instructions: |
The fund will be administered by the Department of Administrative Services. Agencies should verify that the fund has been exhausted and that the employee has not exceeded the $2,500 personal cap before allowing employees to apply for agency specific funding. |
If the employing agency requires the employee to attend training sessions, conferences, etc., the employee will be reimbursed as stipulated by existing OBM regulations. Reimbursement under this section shall not include courses or continuing education units required to obtain or maintain certification.
A. Classroom teachers in the Department of Rehabilitation and Correction shall be granted up to forty (40) hours leave with pay at base rate per fiscal year to be used during quarter breaks to attend college courses, job-related courses or training at an approved educational institution or to attend meetings, conferences and workshops as follows:
1. District education association in-service day; or
2. Service programs sponsored by an affiliate of the United Education Professions; or
3. Other identified professional development functions as mutually agreed to by the teacher and the Employer.
Additionally, these employees may, upon mutual agreement between the teacher and the Employer, be granted up to an additional one hundred (120) hours of leave per fiscal year.
The classroom teacher shall be required to provide the Employer evidence of registration for all leave requests and completion of all job-related and/or college courses they have been released to attend. Additionally, the classroom teacher shall provide evidence of all meetings, workshops and/or conferences attended. In the limited circumstances where this evidence does not exist, the classroom teacher may submit a statement (who, what, where, when, why, etc.) with the leave request outlining how this leave will relate to certification requirements and/or the classroom teacher’s IPDP. These limited circumstances shall not exceed ten (10) days each fiscal year.
The maximum amount of paid leave shall not exceed one hundred and sixty (160) hours per fiscal year unless otherwise agreed to by the agency. This leave may not be taken during times of mandatory training required by the Employer.
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Explanation: |
The 2003 change mandates that the Employer shall grant up to forty hours of leave with pay, but only during quarter breaks. The Employer has the discretion to grant up to additional one hundred and twenty hours. The employee is now obligated to submit documentation of registration as well as documentation of completion for any courses he/she have been released to attend. The employee is not obligated to submit documentation of registration or completion for up to ten (10) days per year when they are attending other activities required by the IPDP that would not otherwise provide a certificate and/or documentation of completion. In these instances, the employee must only supply the specifics as to what they will be doing and how this activity will apply towards certification. The Employer retains the right to verify that such activity did occur and that the activity is a legitimate option towards fulfilling licensure. |
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Attention: |
DR&C Agency Labor Relations and Personnel Officers, Supervisors. |
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Instructions: |
If there are questions regarding the release time of a teacher for activities that will not provide documentation of registration or completion, the principal should contact the Labor Relations Officer of the institution and/or follow the proper chain of command to request a review of IPDP requirements. |
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Effective Date: |
July 1, 2003 |
B. Classroom teachers in the Department of Youth Services shall be granted up to one hundred and sixty (160) hours leave with pay at base rate per fiscal year to be used during intersession to attend college courses, job-related courses or training at an approved educational institution or to attend meetings, conferences and workshops as follows:
1. District education association in-service day; or
2. Service programs sponsored by an affiliate of the United Education Professions; or
3. Other identified professional development functions as mutually agreed to by the teacher and the Employer.
The classroom teacher shall be required to provide the Employer evidence of registration for all leave requests and completion of all job-related and/or college courses they have been released to attend. Additionally, the classroom teacher shall provide evidence of all meetings, workshops and/or conferences attended. In the limited circumstances where this evidence does not exist, the classroom teacher may submit a statement (who, what, where, when, why, etc.) with the leave request outlining how this leave will relate to certification requirements and/or the classroom teacher IPDP. These limited circumstances shall not exceed ten (10) days each fiscal year.
The maximum amount of paid leave shall not exceed one hundred and sixty (160) hours per fiscal year unless otherwise agreed to by the agency. This leave may not be taken during times of mandatory training required by the Employer.
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Explanation: |
The 2003 language change mandates that the Employer shall grant up to one hundred and sixty hours of leave with pay, but only during intersession when mandatory training is not required. The employee is now obligated to submit documentation of registration as well as documentation of completion for any courses he/she have been released to attend. The employee is not obligated to submit documentation of registration or completion for up to ten (10) days per year when they are attending other activities required by the IPDP that would not otherwise provide a certificate and/or documentation of completion. In these instances, the employee must only supply the specifics as to what they will be doing and how this activity will apply towards certification. The Employer retains the right to verify that such activity did occur and that the activity is a legitimate option towards fulfilling licensure. Leave for a Central Ohio Teachers’ Association (COTA) day not occurring during intersession will still be granted. The 8 hours for the day will be deducted from the 160 hours of leave permitted under this section. |
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Attention: |
Department of Youth Services’ Agency Labor Relations and Personnel Officers, Supervisors. |
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Instructions: |
If there are questions regarding the release time of a teacher for activities that will not provide documentation of registration or completion, the principal or Labor Relations Officer of the institution should contact the Superintendent of Schools and/or review IPDP requirements. |
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Effective Date: |
July 1, 2003 |
C. All other an employees
who are not classroom teachers in the Department of Rehabilitation and
Correction and Department of Youth Services may be allowed leave with
pay at base rate to attend job-related courses or training at an approved educational
institution. The maximum amount of paid leave shall not exceed one-tenth of
the employee's normal work week, unless otherwise agreed to by the agency.
The Employer may also grant leave with pay at base rate for professional meetings,
conferences and workshops.
These employees shall be required to provide the Employer evidence of registration for all leave requests and successful completion of all job-related and/or college courses they have been released to attend. Additionally, the employee shall provide evidence of all meetings, workshops and/or conferences attended.
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Explanation: |
Each bargaining unit employee who is not a classroom teacher in DR&C or DYS shall be permitted no more than one-tenth of the employee’s normal workweek for Educational Leave unless otherwise agreed to by the Employer. This section does not grant additional leave to DR&C and DYS classroom teachers and each section (A), (B) and (C) must be read independently. |
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Attention: |
Agency Labor Relations Officers; and Principals and Assistant Principals. |
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Effective Date: |
July 1, 2003 |
10.06 - Professional Development
All other Each employees within the bargaining unit who are
not classroom teachers in the Department of Rehabilitation and Correction and
the Department of Youth Services shall be granted two (2) days of administrative
leave per year to attend any of the following meetings, conferences or workshops:
Additional days of administrative leave may be granted upon mutual agreement between the employee and the Employer.
In-classroom teachers are only eligible for the above
leave during breaks in the school year unless otherwise mutually agreed to by
the teacher and the Employer.
Requests for such leave for employees other than classroom teachers shall be scheduled subject to the availability of adequate staff to cover the work unit.
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Explanation: |
Each bargaining unit employee who is not a classroom teacher in DR&C and DYS will have two days of administrative leave per year to attend the listed meetings, conferences or workshops. For employees other than classroom teachers, requests for such leave shall be scheduled subject to availability of adequate staff to cover the unit. For classroom teachers, such leave can only be taken during breaks in the school year unless mutually agreed by the teacher and Employer. |
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Attention: |
Agency Labor Relations Officers; and Principals and Assistant Principals. |
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Instructions: |
It is advisable that a decision to deny a request for leave be supported with documentation showing a lack of adequate staff to cover the work unit. |
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Effective Date: |
July 1, 2003 |
10.07 - Local Professional Development Committees
The Local Professional Development Committees (LPDC) shall be appointed in accordance with section 3319.22 of the Ohio Revised Code (ORC). Time spent serving on such committees shall be without compensation, unless agreed to by the specific agency.