10-17. Career Connected Pathways Specialists
10-17.1. Job Duties/Responsibilities.
Career Connected Pathways Specialists (CCPS) shall perform duties in accordance with applicable statutes, established guidelines and their job description.
10-17.2. Exempt Status.
CCPSs are exempt professional employees.
10-17.3. Status after Recognition.
No incumbent CCPS shall suffer a loss in salary or benefits due to the agreement to bring them into the bargaining unit.
10-17.4. Applicability of the Collective Bargaining Agreement.
All provisions of the CBA applicable to PSRPs except evaluations also apply to CCPSs unless they specifically conflict with the provisions of this Article.
10-17.5. Regular Work Day.
CCPSs shall work an 8-hour workday, inclusive of a forty-five minute duty free lunch period. All travel time is part of an 8-hour workday, except travel to and from their first and last work location each day. 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 per the manager or 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 CCPS is assigned to a school that starts at 9:00 a.m. and has administrative meetings at 8:30 a.m. that the CCPS is required to attend, the CCPCs’ day would start at 8:30 a.m. and end at 4:30 p.m.) It is understood that CCPSs may be required to work outside their regular workday or workweek schedule. On non-student attendance days, if Central Office employees are provided the option to work remotely, CCPSs will also be afforded the same opportunity, except in cases where they are needed on-site to support school programming or where operational needs necessitate their on-site presence.
10-17.6. Work Year.
CCPSs are continuously employed on a 12 month, 52-week basis.
10-17.7. Salary.
10-17.7(a). Grade.
CCPSs shall 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.
10-17.7(b). Step Placement.
New hires and transfers will be placed on Step 1 or any appropriate advanced step in accordance with CPS policies.
10-17.7(c). Incumbent Employee Step Placement.
Effective July 1, 2024, the Board will place employees on the step in accordance with the following principles:
CCPSs 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 CCPSs 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 CCPSs position provided that the step has a salary equal to or greater than their current salary. Effective July 1, 2024, incumbent CCPSs employee’s step anniversary date will be July 1 of each year thereafter.
10-17.8. Saturday/Sunday Work.
CCPSs 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.
10-17.9. Reimbursement.
CCPSs will be reimbursed for work related expenses and mileage in accordance with the Board’s Employee Travel and Work Related Expense Reimbursement Policy.
10-17.10. Vacation Accrual and Scheduling.
10-17.10(a). Vacation Accrual.
As 52-week employees, CCPSs will accrue vacation in accordance with the Board’s Paid Time Off Policy.
10-17.10(b). Vacation Scheduling.
The Board may create vacation black-out periods during which CCPSs will not be permitted to schedule vacations except as stated herein. Annual black out periods shall include May 1-31st and June 15-30th. The Board will provide at least 45 days’ notice in the event any additional black-out periods are created. The Board will strive to accommodate vacation requests that fall within all black-out periods provided that the Board’s work is not disrupted. Approval of any vacation request will be subject to the operational needs of the Board and vacation requests of one week or less 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.
10-17.11. Discipline.
Discipline for CCPSs shall be issued in accordance with Articles 9 and 29 of the CBA. CCPS discharge procedures will be governed under the same terms as delineated for PSRPs.
10-17.12. Evaluation.
10-17.12(a). Evaluation Tool and Process.
CCPSs 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 CCPSs 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 CCPSs 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 CCPSs to provide an opportunity to discuss progress towards goals, feedback and additional support for the WBLSs.
- At the request of Evaluator or CCPSs, a meeting will be scheduled to adjust the goals to reflect any changes in job duties and responsibilities.
10-17.12(b). 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.
10-17.12(c). Remediation.
Any CCPSs 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 CCPSs 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 CCPSs does not successfully complete a Remediation Plan.
10-17.13. Layoff and Recall.
10-17.13(a). Notice of Position Closing.
When a determination is made that a CCPSs services are no longer required, the CCPS will be so notified (hereinafter “notice of layoff”) at least 21 days in advance of the effective date of layoff.
10-17.13(b).
All other provisions of Appendix I shall apply.
10-17.14. Annual Budget Money.
By September 1st, ECCE will notify CCPSs of its annual career-connecting learning investment budget. CCPSs will submit funding requests for career-connecting learning activities including but not limited to the Work-Based Learning Continuum, Early College and CTE. 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.
10-17.15. Committee.
CCPSs shall bring any issues of mutual concern, including recommendations from CCPSs on how to improve the work of the CCPSs 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.