10-16. Work Based Learning Specialist (“WBLS”) Classification
10-16.1. Job Duties/Responsibilities.
Work Based Learning Specialists are employees who have the duty and responsibility to develop and implement programs in partnership with businesses, communities, and schools to help students gain exposure to real world work experience and improve their chances of finding employment after high school, within designated schools/networks to ensure that the Early College and Career Education’s (ECCE) goals are being met. Additionally, they are responsible for cultivating relationships with community partners to assist in helping individual schools meet the goals designated by the district. WBLSs shall perform duties in accordance with applicable statutes, established guidelines, and their job description.
10-16.2. Exempt Status.
WBLSs are exempt, professional employees.
10-16.3. Status Quo after Recognition.
No incumbent WBLS shall suffer a loss in salary or benefits to the agreement to bring them into the bargaining unit.
10-16.4. Applicability of the Collective Bargaining Agreement.
All provisions of the CBA applicable to PSRPs also apply to WBLSs except evaluations, unless they specifically conflict with the provisions of this Article.
10-16.5. Regular Work Day and Work Year.
10-16.5(a). Regular Work Day.
WBLSs shall work an eight (8) hour workday, inclusive of a 45-minute duty-free lunch period. All travel time is part of an 8-hour workday, except travel to and from the network office or first/last work location. The practice of one attendance swipe per day shall be maintained. The work day shall normally begin at 9:00 a.m. and end at 5:00 p.m.; however, the start and end times may vary according to the school start and end times as well as any meetings prior to or after the regular work day (e.g., if a WBLS is assigned to a school that starts at 8:30 a.m. and has mandatory administrative meetings at 7:30 a.m., the WBLSs day would start at 7:30 a.m. and end at 3:30 p.m.). It is understood that WBLSs may be required to work outside the hours of their regular work day. WBLSs shall not be asked or required to work on holidays. On non-student attendance days, if Central Office employees are provided the option to work remotely, WBLSs will also be afforded the same opportunity, except in cases where operational needs necessitate their on-site presence. Upon reasonable notification to the manager in the case of late arrival or early departure to or from school for good cause, a WBLS present for more than one-fourth and less than three-fourths of the working day is considered as having worked one half day, and a WBLS present three-fourths or more of the regular working day is considered as having worked a full day.
10-16.5(b). Work Year.
WBLSs are continuously employed on a 12 school month, 52-week basis.
10-16.6. Salary.
10-16.6(a). Grade.
WBLSs employees will be placed on a 52-week salary schedule that is 15% higher than the 52-week G43/N43 (Lane 3 - Bachelor’s degree required) salary schedule.
10-16.6(b). New hire step placement.
New hires and transfers will be placed on Step 1 or any appropriate advanced step in accordance with CPS policies.
10-16.6(c). Incumbent Employee Step Placement.
Effective July 1, 2024, the Board will place employees on the step in accordance with the following principles:
- WBLS who have not been employed for 12 months or more as of July 1, 2024, will be placed on the step closest to their current salary without going under.
- All other WBLS incumbents will be placed on the appropriate step commensurate with their years of service as follows: one year of service credit for every two years of service in a CTU position from the initial hire date to their entry date in the WBLS position provided that the step has a salary equal to or greater than their current salary.
- Effective July 1, 2024, incumbent WBLS employee’s step anniversary date will be July 1 of each year thereafter.
10-16.7. Saturday/Sunday Work.
WBLSs who are required to work on Saturday or Sunday will be paid a non-pensionable stipend of $125 per day for work performed on those days. This amount will be increased each year by the COLA.
10-16.8. Work Space.
The Board shall provide adequate workspace for WBLSs. The space shall include at a minimum a desk, chair, a computer and a phone.
10-16.9. Annual Budget Money.
By September 1st, ECCE will notify WBLSs of its annual post-secondary investment budget. WBLSs will submit funding requests for post-secondary activities and WBL events. Approval of funding requests will be done equitably and not solely on a first come first serve basis. All such requests are subject to approval by ECCE at its discretion.
10-16.10. Reimbursement.
WBLSs will be reimbursed for work related expenses and mileage in accordance with the Board’s Employee Travel and Work Related Expense Reimbursement Policy.
10-16.11. Vacation Accrual and Scheduling.
10-16.11(a). Vacation Accrual.
As 52-week employees, WBLSs will accrue vacation in accordance with the terms of the Board’s Paid Time Off Policy in effect as of July 1, 2024.
10-16.11(b). Vacation Scheduling.
The Board may create restrictive vacation periods during which WBLSs will not be permitted to schedule vacations except as stated herein. Annual restrictive vacation periods shall include May 1-31st and June 15-30th. The Board will provide at least 45 days’ notice in the event any additional restricted periods are created. The Board will strive to accommodate vacation requests that fall within all restrictive vacation periods provided that the Board’s work is not disrupted. Approval of all vacation requests will be subject to the operational needs of the Board and vacation requests of less than one week shall not be denied by the Board absent reasonable justification. Vacation requests of two or more consecutive weeks shall be discussed with the manager or designee and accommodated to the extent possible, provided that the Board’s work is not disrupted.
10-16.12. Discipline.
Discipline for WBLSs shall be issued in accordance with Articles 9 and 29 of the CBA. WBLS discharge procedures will be governed under the same terms as delineated for PSRPs.
10-16.13. Evaluation.
10-16.13(a). Evaluation Tool and Process.
WBLSs shall be evaluated under the RISE framework in conformity with the provisions agreed to below:
The Parties agree the evaluation system shall include the following components: Annual evaluation. The WBLSs shall be evaluated annually.
- Flexible Timelines. The evaluation timelines shall incorporate flexibility to allow the evaluation process to be thorough and fair to both managers and employees.
- Competency-Based Rubric. The evaluation tool will include a competency-based rubric, documentation of feedback, and an unscored self-assessment component.
- Goal-Setting and Rubric. The evaluation tool will incorporate annual goal setting done collaboratively at a meeting of the WBLSs and the evaluator, including weighting goals to their relative priority. In cases of misalignment, final goals and weighting shall be at the discretion of the evaluator and shall be reasonably related to job content and responsibilities.
- Mid-year check-in. The evaluation system will include a mid-year check-in for each evaluator and WBLSs to provide an opportunity to discuss progress towards goals, feedback and additional support for the WBLSs.
- At the request of Evaluator or WBLSs, a meeting will be scheduled to adjust the goals to reflect any changes in job duties and responsibilities.
- Summative Rating. The summative evaluation will incorporate a 5-rating system, “exemplary,” “proficient,” “progressing,” “acquiring” or “unsatisfactory” based on a numerical scoring system. The summative rating score will include the score from both the competency-based rubric and a rubric for assessing goals. Each shall be weighted 50% for the overall summative evaluation rating.
- Remediation. Any WBLS rated “progressing” or “acquiring” shall be placed on a Professional Development Plan, the parameters and timelines of which shall be set by the evaluator in consultation with the Talent Office. Any WBLS rated “unsatisfactory” or rated “progressing” or “acquiring” for two consecutive evaluations will be placed on a Remediation Plan. The evaluation system shall set forth specific timelines and parameters for a Remediation Plan, including what constitutes successful completion, and which requires termination if an WBLS does not successfully complete a Remediation Plan.
10-16.14. Layoff and Recall.
10-16.14(a). Notice of Position Closing.
When a determination is made that a WBLSs services are no longer required, the WBLS will be so notified (hereinafter “notice of layoff”) at least 21 days in advance of the effective date of layoff.
10-16.14(b).
All other provisions of Appendix I shall apply.
10-16.15. Committee.
WBLSs shall bring any issues of mutual concern, including recommendations from WBLSs on how to improve the work of the WBLSs and development of a policy for selection of individuals to attend professional development activities and conferences to the Ad Hoc committee established for the College and Career Coaches.