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and Incentives for Professional Development
FAQ |
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Here
are Frequently Asked Questions about assistance and incentives
available to staff who participate in various development
activities. The information is based upon language in the
current Collective Bargaining Agreement (1997 – 2002) ARTICLE
VII: COMPENSATION AND FRINGE BENEFITS. Applicable portions
include J. ADVANCE ON SALARY SCHEDULE, M. TUITION, and O.
DISTRICT 108 TEACHER ACADEMY, which are excerpted on the last
page of this document.
1.
What programs are available to help teachers pay tuition costs?
There
are two ways teachers can get help with tuition costs:
- Tuition
reimbursement through the contract.
- Tuition
waivers offered by colleges and universities.
2. How
do I get a tuition reimbursement? There
are two steps:
- Get
advance approval for the course.
Approval
request forms are available from the principal and must
be submitted before the following deadlines listed in the
contract:Fall Semester: September 1Winter Semester: February
1Summer Session: July 1
- Submit
proof that the course was successfully completed.
3. How
much is tuition reimbursement? For
2001-2002, tuition is reimbursed at the rate of $90 per credit
hour. 4.
Is there a limit to how many courses I can take?
There
is no limit to the number of courses you may take at any time
and apply toward advancement on the salary schedule. The contract
only requires that procedures for course approval and salary
advancement be completed.The contract does limit the number
of course that can be approved for tuition reimbursement. Only
one course of 4 hours or less may be approved in fall semester
and one in spring semester. There is no limit in summer.5.
What is a tuition waiver? Sometimes
colleges and universities give tuition waivers to the district
in return for allowing undergraduates to work or student teach
in the schools. Each waiver is a coupon that must be redeemed
under the procedures of the university that gave it. Typically,
waivers are valued at the actual tuition cost for one hour of
graduate credit at that university. Some universities allow
more than one waiver per course. All waivers have expiration
dates.6.
Who ‘owns’ a waiver? The
fact that universities give the waivers to the district means
they must be accounted for as public funds of the district.
On the other hand, a waiver is ‘earned’ by a teacher who should
get to use it. District procedures deal with this by giving
that teacher the first claim to use the waiver. If the teacher
wants to use the waiver anytime before it expires, then it is
reserved. If not, then it is put into the district pool of waivers.7.
How do I get a tuition waiver? Under
existing contract language, waivers are treated the same as
tuition reimbursements. You should follow the procedures listed
above.8.
How many waivers are available? The
number varies, because the number of undergraduates and student
teachers working in the district varies. During that period
when ISU sent us 40-80 undergraduates each year, there were
40-80 waivers each year. Now, however, the district pool receives
only those waivers that student teacher sponsors request in
lieu of the university stipend they are offered.9.
What if the number of requests for waivers is greater than the
number of waivers available? In
that case, all approved requests received on or before the approval
deadline (see FAQ #2, above) are put into a blind lottery from
which names are picked until the waivers are gone. Those who
do not receive waivers automatically receive tuition reimbursement
approval.10.
Can tuition reimbursement and waivers be used for the same course?
No.11.
What proof should be submitted to verify that a course was successfully
completed? Typically,
the official college grade slip or transcript is submitted to
the Central Office. Recently, some colleges have been providing
grade reports via Internet, and so other proofs have been worked
out. If you have questions, please contact Deb Phillips at the
Central Office (dmahoney@pekin.net
or 477-4740).12.
What incentives are there to participate in development activities
or graduate courses? Incentives
fall into 3 categories. First is salary advancement. Most everyone
is familiar with how graduate courses apply to the salary schedule.
The details are in the current Collective Bargaining Agreement
(1997 – 2002), ARTICLE VII: COMPENSATION AND FRINGE BENEFITS,
J. ADVANCE ON SALARY SCHEDULE. However,
some employees are unaware that, under some conditions, courses
offered by the Teacher Academy and other approved courses may
also apply toward advancement on the salary schedule. They are
applicable only to the non-degree steps. See item VII. J. 3.
for details. The
next type of incentive involves a stipend paid directly to the
employee. Teachers in the BA30 or MA30 columns—and who are not
in a degree program—can be paid $100 for each Teacher Academy
course they take. Non-certified employees who are required to
take courses outside their workday receive $56. The details
are in the current Collective Bargaining Agreement (1997 – 2002),
ARTICLE VII: COMPENSATION AND FRINGE BENEFITS, J. ADVANCE ON
SALARY SCHEDULE, items 5 and 6. Finally, teachers may receive
credit toward their recertification plans. The rules and procedures
for this are now being developed by the LPDC (Local Professional
Development Committee). Excerpts
from ARTICLE VII: COMPENSATION AND FRINGE BENEFITS
J. ADVANCE
ON SALARY SCHEDULE
3. Upon
proper written approval by the Superintendent or his designee,
or without approval in the case of the District 108 Teacher
Academy, one (1) semester hour credit applicable to the salary
schedule shall be granted to a teacher who attends a workshop
involving sixteen (16) hours of classroom time
when university or college credit is not given by the sponsoring
organization.M. TUITION
1. The
District will pay teachers $40 per semester hour for any course
began during school year 1999-2000, or pro rata if on quarter
hours, for an approved course of study. The benefit will increase
to $65 in 2000-2001 and $90 in 2001-2002.2. Reimbursement
or tuition waivers per person will be limited to one course
of up to 4 hours per semester or quarter during the school year
with no limit during summer school.3. Tuition waivers from
the District pool will be distributed by the same procedures
as reimbursements. Tuition paid with waivers from the District
pool may not be submitted for reimbursement.4. Applicants
for reimbursement or waivers must apply to the Assistant Superintendent
before the following cut-off dates: First Semester: October
1 Second Semester: February 1 Summer Semester: July
15. The District will pay eligible teachers $100 for each
credit hour of teacher academy course work completed. Eligible
employees are defined as those in the BA30 or MA30 columns of
the salary schedule and not in a degree program. Credit hours
shall be defined as one (1) hour completed for every sixteen
(16) clock hours of direct instruction.
- The
District will pay a stipend equivalent to $56 to any support
staff employee required to take District provided course
work outside regular work hours.
O. DISTRICT
108 TEACHER ACADEMYThe District 108 Teacher Academy
includes all District sponsored classes which lead to salary
enhancement. 1. On
a regular basis the District Staff Development Committee, which
will include a representative from each building, will:
a. monitor
the alignment of coursework to the district’s strategic planb. monitor
selection and effectiveness of course instructorsc. monitor
the rigor of courseworkd. monitor staff development needs
of the District |
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