The Evanston/Skokie School District 65 administration has released a summary of highlights of its contract with the District 65 Educators’ Council (DEC) that won final approval at Monday’s school board meeting.

The contract includes a series of pay increases plus allowances for more free time for teachers to plan their lessons for students.

On the pay side, teachers this school year, effective in January, will receive what they call a “step increase,” that recognizes the number of years of service to the district, plus a “track movement increase” that recognizes continuous learning and additional coursework, participation on school or district committees, and the completion of “leadership projects.”

Then next year, they will receive a .5% “cost of living increase” based upon the 2015-2016 salary schedule. This will be in addition to a “step increase” and “track movement increase” for eligible members.

In the third year of the contract, members will receive a cost of living increase of 50 percent of that of the Consumer Price Index, with a minimum of 1.25 percent and a maximum of 2.5 percent. This is in addition to step and track increases.

Should the district seek and successfully pass an operational referendum, those numbers would rise to equal a base salary increase of 75% of CPI with a minimum of 1.75% and maximum of 3.25%.

As part of the agreement, both sides agreed to provide teachers with more time for professional planning, collaboration, and meeting the needs of their students and families.

All staff meetings, for example, will be scheduled September through May and may not exceed 75 minutes each. Only one staff meeting will be held in months when parent-teacher conferences are held.

Kindergarten through fifth grade classroom teachers will receive a fifth day of planning time which will result in additional enrichment opportunities for students (to be determined by the District).

Also, Special Education staff will receive an additional ten minutes of planning time each day. This increases their daily planning time from 30 minutes to 40 minutes per day.

The agreement is currently being finalized by the district and DEC leadership and will be available on the District 65 website as soon as the review process is complete.

Charles Bartling

A resident of Evanston since 1975, Chuck Bartling holds a master’s degree in journalism from Northwestern University and has extensive experience as a reporter and editor for daily newspapers, radio...

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  1. Step and Cost of Living
    In 50 years of white collar work, no company I worked for or heard of from other people, ever gave ‘step increases’ and cost of living increases are a thing of the distant past.
    Raises and bonus were always merit based. Your review and increases were what you did–not for how long you hung around. Poor reviews or raise/bonus were also a signal. Unless your company or the economy were having problems and revenue was down and raises/bonus down for everyone, it could signal you should start looking elsewhere.

    1. Benefits, etc.
      Was pension (tenured retirement), health care, days off with pay (all holidays, winter breaks, spring breaks, 5 min with parents (may have included an extra minute or two) mentioned? The working (white collar) class have none of that to look forward to. Gone are the days of cost of living raises, holiday parties, grab bags have been replaced with grabby asks, bonuses, 401K. (matched or unmatched) limited time for vacation pay per year (if you last that long working 2 and 3 jobs just to make ends meet. High to the broken ceiling deductible health care insurance.

  2. Disappointing
    What I read is that teachers will be paid more to do less…contact with students, supervised professional activities in staff meetings, in accountable collaborative planning, and in trading off parent contact for less supervised planning time.

    I do not doubt the necessity of planning for effective instruction. I just don’t understand the need for on-the-clock time compensation for this effort. The teacher approach seems to be one of skilled labor, not highly trained professionals.

    When I am asked to contribute more to D65 schools in a referendum, I am looking for some kind of transformation that will make our good schools better. There is little in the contract as reported or in what Dr. Goren has said that makes me feel that the schools will get better. So far, I cannot support a referendum.

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