10-9. Resident Teachers
10-9.1. CBA Terms Apply.
Except as provided otherwise in this article, all terms of the CBA applicable to all CTU bargaining unit members shall be applicable to Resident Teachers. Resident Teachers must remain in good standing with their university program in order to remain in the Resident Teacher program.
10-9.2. Work Day and Work Year.
Resident Teachers shall follow the daily schedules of the teachers at the schools at which they are assigned in accordance with Article 4, 5, or 6 of the CBA. In general, the CPS Teacher Residency runs from July 1 through the last day of the 208-day Academic Calendar in question. In addition to requirements of their university program and CPS-provided professional development, Resident Teachers shall be assigned to schools and follow a 208-day Academic Calendar in accordance with Article 19-4 of the CBA.
10-9.3. Salary, Tuition Reimbursement, and Residency Bonus.
The total of Resident Teachers’ annual salary from the Board shall be $40,000 annually. Resident Teachers who fail to maintain employment with CPS for at least three years following the conclusion of their residency shall reimburse the Board up to $15,000 for costs associated with training and professional development for the Residency program along a sliding scale (specifically to be $15,000 upon departing before one year of teacher service is completed, $10,000 upon departing before two years of teacher service are completed, or $5,000 upon departing before three years of teacher service are completed).
All current Resident Teachers, and Resident Teachers from school year 2023-2024, are hereby placed in this reimbursement plan. There shall be no retroactive application of the new reimbursement plan to former Resident Teachers who completed their residency year prior to September 7, 2023, except that any such former Resident Teacher who has reimbursed the District any portion of their $15,000 as of September 7, 2023 will not be required to pay any additional reimbursement to the Board relating to this program.
10-9.4. Evaluation.
The Board shall maintain the status quo performance evaluation process for Resident Teachers. The parties acknowledge that any changes to the evaluation process that could result in adverse impact to Resident Teachers must be bargained by mutual agreement between the Board and the Union, in accordance with the law.
10-9.5. Pension Pick-up.
Resident Teachers shall be entitled to the pension pick-up terms provided for under the CBA.
10-9.6. Health Insurance.
All health insurance benefits available to bargaining unit employees shall be available to Resident Teachers.
10-9.7. Work Assignments.
Resident Teachers shall not serve as the teacher of record for any class. Except as allowed in the Resident Teacher Handbook, the CBA, and Board policy, Resident teachers shall not be pulled to perform class coverage, substitute teaching duty, or to perform the job duties of a special education classroom assistant (“SECA”). Resident Teachers shall not be assigned to perform work outside of their licensure. The Talent Office shall have full discretion to determine Resident Teacher assignments and placement, including making changes to assignments and placement during the year in the event of disagreements between Resident Teachers and their assigned mentor teacher or due to a leave of absence of a mentor teacher. Assignments and placements are not grievable. Mid-year changes to assignments or placements are not grievable unless they are arbitrary, capricious, or made on discriminatory bases.
10-9.8. Mentor-to-Resident Ratio.
The Board shall aim to provide a 1-to-1 Mentor-to-Resident ratio whenever possible.
10-9.9. Seniority.
Absent Board policy and negotiated CBA terms to the contrary, Resident Teachers who are former PSRPs and SECAs will not be considered to have experienced a break in service in connection with their time as a Resident Teacher and shall accumulate seniority for time spent as a Resident Teacher consistent with the CBA and Board Policy.
10-9.10. Summer Work.
Consistent with Article 24, Resident Teachers shall be eligible to work for CPS summer school programs, provided they meet the licensure requirements, during the summer months following their first year of residency.
10-9.11. Discipline/Dismissal.
The Parties embrace the concept of progressive discipline and the warning process outlined in Article 29 of the collective bargaining agreement. The Chief Executive Officer or designee may dismiss a Resident Teacher when they fail to adhere to a Final Warning In Lieu of Suspension or when they engage in misconduct for which CPS determines dismissal is the appropriate discipline. Resident Teachers shall be afforded a pre-dismissal conference in the Office of Administrative Hearings before a final decision to dismiss is made. The Office of Administrative Hearings has the right to remove, with pay, a Resident Teacher from their position on a temporary basis pending an investigation or pre-dismissal conference where the best interests of the Chicago Public Schools and the students are served by such a removal. Such removal may be communicated to the Resident Teacher’s partner University. Notwithstanding the foregoing, any Resident Teacher who was employed by CPS as a non-probationary PSRP CTU bargaining unit member within 2 years prior to their hire as a Resident Teacher shall retain the due process rights provided to non-probationary PSRPs under Article 29.
10-9.12. Good Standing Requirements.
Admittance to and continuation in the CPS Resident Teachers Program is conditional on admission to a partner University. Resident Teachers are required to maintain good standing with their university in order to remain in the CPS Teacher Residency Program. This includes, but is not limited to, maintaining a satisfactory GPA, fulfilling tuition obligations, and successfully passing required content exams. Resident Teachers are also required to complete content area examinations to remain in good standing with the program. Failure to meet these requirements may result in the Resident being honorably terminated from the CPS Teacher Residency Program. Such honorable terminations will be processed and no due process shall be afforded to the Resident Teacher. Honorable terminations may be processed based on information received from a Resident Teacher’s partner University. The BOARD will provide assistance to any honorably terminated Resident Teacher in securing placement in an ESP/PSRP position.