BELLEFONTAINE E. A.

NEGOTIATED AGREEMENT

BETWEEN THE

BELLEFONTAINE CITY BOARD OF EDUCATION

AND THE

BELLEFONTAINE EDUCATION ASSOCIATION

EFFECTIVE SEPTEMBER 1, 2022

THROUGH

AUGUST 31, 2025

09/27/2023

1355-01

22-MED-04-0516

23-MED-04-0405 (Wage Re-opener)

42941

BEA 2022-2025 
i 
TABLE OF CONTENTS 
 
ARTICLE I---AGREEMENT ....................................................................................................... 1 
ARTICLE II---RECOGNITION .................................................................................................... 2 
1  Negotiation Rights ..................................................................................................................... 2 
2  Terms of Recognition ................................................................................................................ 2 
3  Association Rights ..................................................................................................................... 2 
4  Board Rights .............................................................................................................................. 5 
ARTICLE III---NEGOTIATION PROCEDURES ......................................................................... 5 
1  Bargaining Procedures .............................................................................................................. 5 
2  Procedures for Concluding Bargaining ................................................................................... 7 
3  Inability to Reach Agreement .................................................................................................. 7 
ARTICLE IV---COMPLAINT PROCEDURE ............................................................................... 8 
1  Purpose ....................................................................................................................................... 8 
2  Definitions .................................................................................................................................. 8 
3  Complaint Procedure ................................................................................................................ 9 
ARTICLE V---GRIEVANCE PROCEDURE ...............................................................................10 
1  Purpose ..................................................................................................................................... 10 
2  Definitions ................................................................................................................................ 10 
3    Grievance Steps ....................................................................................................................... 11 
4  Time Limits .............................................................................................................................. 13 
5  Rights of Grievant and the Association ................................................................................. 13 
6  Miscellaneous ........................................................................................................................... 14 
ARTICLE VI---OTHER CONDITIONS OF EMPLOYMENT .......................................................15 
1  Certification/Licensure ........................................................................................................... 15 
2  Assignments and Transfers .................................................................................................... 17 
3  Layoff Procedure and Procedure for Reduction .................................................................. 18 
4  Separation ................................................................................................................................ 22 
5  Payroll Deductions .................................................................................................................. 23 
7  Secondary Teaching Load ...................................................................................................... 24 
8  Elementary and Intermediate Planning Time ...................................................................... 25 
9   Student and Community Enrichment Events ....................................................................... 25 
10  Employee Discipline ................................................................................................................ 25 
11  Resident Educator Program ................................................................................................... 27 
12  Administration of Medication ................................................................................................ 28 

BEA 2022-2025 
ii 
ARTICLE VII---WAGES AND HOURS ......................................................................................28 
1  Salary Checks .......................................................................................................................... 28 
2  Supplemental Pay and Vacancies........................................................................................... 29 
3  Individual Contracts ............................................................................................................... 30 
4  Limited Contracts and Continuing Contracts ...................................................................... 30 
5  Nonrenewal and Termination, and Fair Dismissal Procedure ............................................ 32 
6  Academic Freedom/Nondiscrimination ................................................................................. 33 
7  Teacher Evaluations ................................................................................................................ 33 
8  Sick Leave ................................................................................................................................ 34 
9  Leaves of Absence .................................................................................................................... 37 
10  Short Term Leave Without Pay ............................................................................................. 38 
11  Military Leave.......................................................................................................................... 38 
12  Family Medical Leave ............................................................................................................. 38 
13  Educational Leave with Pay ................................................................................................... 40 
14  Personal Leave ......................................................................................................................... 41 
15  Court Appearance/Jury Duty ................................................................................................. 41 
16  Assault Leave ........................................................................................................................... 42 
17  Professional Leave ................................................................................................................... 43 
ARTICLE VIII---OTHER PROVISIONS .....................................................................................43 
1  School Calendar ....................................................................................................................... 43 
2  Intra-School Substitution Conditions and Compensation ................................................... 44 
3  Medical Examination .............................................................................................................. 45 
4  Personnel Files ......................................................................................................................... 45 
5  Use of Extended Service .......................................................................................................... 46 
6  Calamity Days .......................................................................................................................... 46 
ARTICLE IX---ECONOMIC PACKAGE ....................................................................................47 
1  Salary ........................................................................................................................................ 47 
2  Severance Pay .......................................................................................................................... 48 
3  Work Day and Hours .............................................................................................................. 49 
4  Insurance .................................................................................................................................. 50 
5  STRS "Pick-up" Salary Reduction Method ......................................................................... 51 
6  Mileage ..................................................................................................................................... 52 
7  Tuition Reimbursement .......................................................................................................... 52 
8  Attendance Incentive ............................................................................................................... 53 
9  Background Checks ................................................................................................................ 53 

BEA 2022-2025 
iii 
ARTICLE X---TRAVELING TEACHERS ...................................................................................54 
ARTICLE XI---COMMITTEES ...................................................................................................54 
11.1  Standing Committees .............................................................................................................. 54 
11.2  Master Teacher Committee .................................................................................................... 55 
11.3   Certified Staff Evaluation Task Force ................................................................................... 56 
11.4  Association/Administration Council ...................................................................................... 57 
11.5  Insurance Committee .............................................................................................................. 57 
11.6  Building and District Leadership Committee ....................................................................... 57 
11.7  PBIS Committee ...................................................................................................................... 57 
11.8  Curriculum Committee ........................................................................................................... 58 
ARTICLE XII---EMPLOYMENT OF RETIREES ........................................................................58 
ARTICLE XIII – DURATION .....................................................................................................59 
APPENDIX A--SALARY INDEX ...............................................................................................61 
TEACHER SALARY SCHEDULE .................................................................................................. 62 
APPENDIX A-1 - SUPPLEMENTAL SALARY SCHEDULES ...................................................64 
APPENDIX B – TEACHER EVALUATION PROCESS .............................................................68 
SELF -ASSESSMENT SUMMARY TOOL  - FORM 1 ................................................................. 70 
SELF-ASSESSMENT RUBRIC – FORM 2 .................................................................................... 71 
APPENDIX C – GRIEVANCE FORM ........................................................................................82 
 
 

BEA 2022-2025

ARTICLE I---AGREEMENT

A. This agreement is entered into between the Bellefontaine City Board of

Education, hereinafter referred to as the Board, and the Bellefontaine

Education Association, an affiliate of the Ohio Education Association and

the National Education Association, hereinafter referred to as the

Association.

B. This agreement supersedes and cancels all previous agreements, verbal or

written, or based on alleged past practices between the Board and the

Association, and constitutes the entire agreement between the parties. Any

amendment or agreement supplemental hereto shall not be binding upon

either party unless executed in writing by the parties hereto. Therefore,

amendments, alterations, or supplemental agreements hereto, shall not be

made by unilateral action of either party unless to do so would be a legal

requirement.

C. The parties acknowledge that in the event that negotiations are required

during the term of this Agreement due to changes in the terms or conditions

of employment, the parties shall conduct such negotiations according to the

procedures set forth in this Agreement. Opening such negotiations shall be

the responsibility of the party who desires such change.

D. This negotiated Agreement on language, shall become effective on

September 1, 2022 and shall continue through August 31, 2025. Teacher

evaluation language, compensation and the economic package shall be

reopened for negotiation for the 2023-2024 and 2024-2025 school years.

E. If any provision of this agreement between the Board and Association shall

be found contrary to law, then such provision or application shall not be

valid, but all other provisions or applications shall continue to remain in full

force and effect. The parties agree that should any section of this contract

be declared invalid or unenforceable, representatives of the Board and the

Association shall meet to develop new language relating directly to the

section declared invalid or unenforceable. The scope of this agreement

shall include all revisions and/or other changes to this Agreement affecting

wages, hours of work and/or other conditions of employment, resulting from

the implementation of 20 U.S. Code 6316, Elementary and Secondary

Education Act as revised in 2002.

F. For the purpose of this agreement, bargaining unit member(s) and members

shall mean the same.

G. For the purpose of this agreement, days shall be calendar days unless

specifically modified in the agreement.

BEA 2022-2025

ARTICLE II---RECOGNITION

2.1 Negotiation Rights

A. The Bellefontaine City Board of Education recognizes the Bellefontaine

Education Association (BEA), an affiliate of the Ohio Education Association

and the National Education Association, as the sole and exclusive

bargaining representative for a bargaining unit, which shall include all full or

part-time (18.75 hours or more per week) employees required by law to be

certificated/licensed and serving under contract in the position of teacher,

counselor, nurse, special area employees, and substitutes serving sixty (60)

days in one specific teaching position. (This shall not preclude the Board

from non-renewal in accord with R.C. 3319.10).

B. Excluded from the bargaining unit are the Superintendent, principals, tutors,

non-certificated employees, supervisors, psychologists, administrators and

all positions excluded as per R.C. 4117. As per R.C. 4117.01, department

heads, instructional coaches or consulting teachers shall not be deemed

supervisors.

2.2 Terms of Recognition

A. The recognition of the Association shall be for the term of this negotiated

agreement and in accord with the following provisions.

1. Elections pertaining to recognition of an exclusive bargaining agent

shall be conducted in accord with R.C. 4117.

2. Both parties agree that all members of the bargaining unit have the

right to join, participate in and assist the Association, and to function

as officers of the Association so long as that functioning does not

violate Board policy, rules or regulations, and does not interfere with

school duties.

3. Under no circumstances shall the involvement of a BEA member in

Association committees and/or other protected activities have an

adverse impact on the educator’s performance evaluation, nor be

used for adverse employment decisions by the employer.

2.3 Association Rights

A. Recognition of the Association as the employee representative shall entitle

the Association to the following rights:

1. The building representatives of the Association in each individual

school will have the use of a bulletin board in the teachers' lounge.

2. Permission to make announcements during school faculty meetings.

BEA 2022-2025

3. Use of the district website or the building P.A. system to make

announcements at times selected by the building principal during

member work hours or during the school day under emergency or

extenuating circumstances.

4. The Association shall have access upon reasonable request to public

documents in possession of the Board and may receive copies of such

documents at Association expense except for the following

documents which shall be provided to the Association President

and/or his/her representative/s at Board cost:

a. Board agenda and Treasurer's Report inclusive of all exhibits

and addenda, except those items that are confidential in

nature.

b. A copy of the Board's Official Annual Appropriations Resolution

when adopted by the Board (both temporary and permanent).

c. A copy of the Official Certificate of Estimated Resources and

any amendments thereto when received by the Board

Treasurer.

d. A copy of the Proposed Budget when distributed to the Board

and a copy of the official budget when adopted by the Board.

e. A copy of the Treasurer's Fiscal Year End Financial Report to

the Board.

f. Class size computer printouts as they are available as of

October, if requested by the BEA President and/or his/her

representative/s.

g. Copies of all public documents released by the Board, in the

same manner and at about the same time as copies are

released to the public.

h. Seniority list prior to November 15 of each year. This list may

be in the form of standard or customized computer reports and

shall include names, areas of certification, years of continuous

service with the district, and contract status. Upon request of

the Association President and/or his/her representative/s, the

continuing contract status and areas of certification of other

employees will be provided.

BEA 2022-2025

i. A copy of the training and experience computer printouts for

bargaining unit members based on the current teacher's

salary schedule.

5. Names of newly employed professional staff members shall be

provided to the Association as early as practicable following Board

approval of their contracts. The administration will provide addresses

as long as the employees do not object.

6. The Association shall provide a copy of this agreement to all

members of the bargaining unit. The Association shall also provide

a copy of this agreement to all newly employed unit members at or

prior to the pre-school orientation meeting. Non-members of the

bargaining unit may purchase copies of the agreement from the

Association.

7. Following ratification, an electronic and hardcopy of this Agreement

will be provided to the Association President and District Treasurer.

Additionally, an electronic copy of this agreement will be posted on

the district website.

8. The President of the Association, and/or a designee, and/or the

UniServ consultant of the Association shall have the right to visit

schools. Either prior to, or immediately upon the arrival at any

school, the President, and/or a designee, and/or the UniServ

Consultant shall advise the principal or, in his/her absence, the acting

building administrator, of the desire to visit the school and secure the

permission of said administrator to make the visit.

9. The Association may use individual teacher "mailboxes" in each

school building for distribution of materials. A copy of materials

distributed through school "mailboxes" to all teachers in a school

building should be provided to the building principal. In addition,

"inter-school mail" can be used to deliver such material to members

of the bargaining unit.

10. The Association President and/or his/her representative/s shall be

provided a total of six (6) school days of release time per year without

loss in pay. Notice of a need for his/her leave shall be given to the

unit member's supervisor/principal at least five (5) school days in

advance.

11. Association representatives may use school equipment, with the

approval of a building administrator, provided that such use does not

interfere with or interrupt normal school operations.

BEA 2022-2025

12. Association representatives may use the Board of Education

Risograph machine and FAX machine located at the Board Office

provided that it does not interfere with or interrupt normal business

hours and provided that the Association reimburse the Board for

costs of operating the FAX machine.

13. The Association shall reimburse the Board for the cost of any

supplies it uses.

14. The Association shall be allowed to use school buildings to conduct

meetings or transact official business on school property provided

that it does not interfere with or interrupt normal school operations

and with the knowledge of a building administrator.

2.4 Board Rights

A. The Board hereby retains and reserves unto itself, without limitation, all

powers, rights, authority, duties and responsibilities conferred upon and

vested in it by the laws and the Constitution of the State of Ohio and of the

United States.

B. The exercise of the foregoing powers, rights, authority, duties, and

responsibilities by the Board, the adoption of policies, rules, regulations and

practices in furtherance thereof, and the use of judgment and discretion in

connection therewith shall be limited only by the specific and express terms

of this contract, the Constitution and laws of the State of Ohio, and the

Constitution and laws of the United States.

ARTICLE III---NEGOTIATION PROCEDURES

3.1 Bargaining Procedures

A. The scope of bargaining shall be matters of wages, hours, terms and other

conditions of employment, and the continuation, modification, or deletion of

an existing provision of the collective bargaining agreement.

B. The Board and Association shall each designate a bargaining team of no

more than five (5) members. All bargaining shall be conducted by and

between these teams.

C. Not earlier than one hundred twenty (120) calendar days and not later than

one hundred five (105) calendar days prior to the expiration date of the

negotiated agreement, either party may notify the other in writing of a desire

to commence bargaining. It is the responsibility of the parties to submit the

appropriate notice/s in accord with R.C. 4117.

BEA 2022-2025

D. Within fifteen (15) calendar days after receipt of such notice, an initial

meeting will be held for the purpose of permitting the parties to submit in

writing all of their proposals and negotiations. Thereafter, neither party shall

be able to submit additional items for negotiations except with the consent

of the other party. Topical lists of items proposed for negotiations ("laundry

lists") shall constitute a clear failure of compliance and may be disregarded.

E. Original proposals of both parties shall be in writing in language suitable for

inclusion in the agreement.

F. The bargaining procedure will be set at the initial meeting. All necessary

subsequent meetings shall be held at times and places mutually agreed to

by the parties. Either party may require, at each meeting, a decision on the

date and time of the subsequent meeting.

G. Time Limits

1. Either party may call caucuses for a period of up to thirty (30)

minutes.

2. Bargaining sessions shall last a maximum of three (3) hours.

3. Time limits established under Article III may be modified by mutual

agreement of the parties.

H. Information

1. The parties agree to furnish upon written request and in a reasonable

time, available information concerning the financial status of the

district and such other available information as will assist the parties

in the development and evaluation of proposals. Access to available

information in such form as it may exist constitutes compliance with

the provision, and neither party is obligated to develop data or

information not in existence or to rework, redraft, summarize,

compute or otherwise develop data or information in other than its

existing form.

2. Statements to the media may be issued, as needed, by either party.

A copy of any media release shall be furnished to the other party on

the same day and by the same method.

3. The parties retain the right to issue reports to their respective

constituency groups (i.e. the Board of Education and the

Bellefontaine Education Association) regarding the progress of

negotiations.

BEA 2022-2025

4. The parties agree not to share bargaining details with students,

parents, community members and/or Bellefontaine City School

employees, except as provided for previously in this Section.

3.2 Procedures for Concluding Bargaining

A. When a tentative agreement has been reached on a proposal, each party

shall initial the proposal. Such initialing shall not be construed as final

agreement.

B. The bargaining teams shall have the authority to indicate a tentative

agreement pending final approval by the Board and Association. When a

tentative agreement has been reached on all issues proposed, they shall

be reduced to writing and submitted to the Board and Association for

approval. Following approval by the Association, the agreement shall be

submitted to the Board for its approval at the next regular or special meeting

of the Board. The Board shall attempt to meet no later than ten (10) calendar

days subsequent to ratification by the Association.

3.3 Inability to Reach Agreement

A. Impasse may be declared by either party in writing, when one or both parties

have bargained to the point where they have had several meetings and

further discussion or providing of counterproposals has become futile in

terms of reaching agreement.

B. Impasse shall be considered to have occurred when agreement is not

reached within forty-five (45) days prior to contract expiration. Upon

declaration by either party that impasse has been reached, the moving party

shall contact the Federal Mediation & Conciliation Service (FMCS) to

request the services of a mediator whereupon mediation shall be initiated.

This process shall continue until either party or the mediator determines that

no further progress is attainable at this initial level of impasse whereupon:

C. The parties shall request a list of arbitrators from the American Arbitration

Association (AAA), the majority of which shall be from the state of Ohio.

The AAA list shall contain only arbitrators who are able to serve within

fifteen (15) days from selection. The AAA shall at the time of mailing the list

to the parties, telephone the representatives of the parties with names on

the list to facilitate the selection process. The selection of the arbitrator

must be made within fifteen (15) days of the declaration of impasse.

D. Representatives of both parties will have the authority to call witnesses, hold

hearings and confer with either party to effect a recommendation.

E. The arbitrator may attempt to mediate a resolution at any time during the

process if representatives of the parties mutually agree to such mediation.

BEA 2022-2025

F. The arbitrator shall make recommendations for settlement of the unresolved

issues within twenty (20) days of the hearing. In making the

recommendations, the panel shall take into consideration the factors noted

in R.C. 4417.14G(7)(a)(f).

G. The parties shall accept or reject the arbitrator's recommendation within

fifteen (15) calendar days of receipt of the recommendations. If either party

rejects the recommendations, the teams shall meet at least once within

three (3) days after the above mentioned fifteen (15) day limit to attempt to

reach a settlement.

1. If a party fails to vote on the recommendations within the fifteen (15)

days, that party shall be viewed as having accepted the

recommendations.

2. If either the Board or the Association rejects the recommendations,

either party may publicize the findings of fact and recommendations

of the fact-finding panel.

H. The fees of the arbitrator and/or the AAA shall be borne equally by the

parties. Each party will pay the expenses of its own representatives.

I. The right to strike shall be in accord with R.C. 4117.

ARTICLE IV---COMPLAINT PROCEDURE

4.1 Purpose

A. The purpose of this procedure is to secure, at the lowest possible

administrative level, equitable solutions to complaints which may arise

between a member of the bargaining unit, parents, and an administrator.

Both parties agree that these proceedings will be kept informal and

confidential, except as required by law. No anonymous complaints will be

made a matter of record.

4.2 Definitions

A. A complaint for purposes of pursuing the procedures of this Article shall be

defined as a concern, problem or dispute based upon the condition or

circumstances under which a unit member/s works except those topics

listed by subject in the negotiated agreement.

B. A complaint procedure is a method by which an individual employee or

group of employees or parents can express a concern, problem or dispute

and obtain a fair hearing at progressively higher administrative levels. A

BEA 2022-2025

complaint procedure provides a method for interpretation and application of

personnel policies and practices.

C. The "complainant" is the person or group of persons making the claim.

D. "Days" shall mean actual working school days during the school year, and

weekdays during summer vacation except holidays.

E. The number of days indicated at each level shall be considered as

maximum, and every effort should be made to expedite the process which

should be terminated within the school year. The time limits may be

extended by mutual consent, in writing, by both parties.

4.3 Complaint Procedure

A. Step One: Informal Step with Supervisor

1. The complainant shall present the complaint orally to the immediate

supervisor within ten (10) working days after the complainant has

knowledge of the fact which gave rise to the complaint.

B. Step Two: Formal Step with Supervisor

1. If the discussion does not resolve the complaint, the complainant

shall present this complaint in writing by fully completing the

Complaint Form within five (5) days after the discussion in Step One

and submitting it to the building principal. The building principal or

his/her designee will investigate the complaint, and the complainant

may request a conference on the facts of the complaint. The request

for conference will be noted on the form. Such conference will be

held within seven (7) days. The building principal will reply in writing

within seven (7) days.

C. Step Three: Review of the Executive Director

1. If the answer of the building principal does not resolve the complaint,

then the complainant may refer the complaint to the Central Office

Executive Director having jurisdiction over the contents of the

complaint, by fully completing the Complaint Form within five (5) days

after receipt of the reply in Step Two. The complainant may request

a conference on the facts of the complaint. The conference shall be

held within seven (7) days. The Executive Director will reply in

writing within seven (7) days.

D. Step Four: Review by Superintendent

1. If the answer of the Central Office Executive Director does not

resolve the complaint, then the complainant may refer the complaint

to the Superintendent by fully completing the Complaint Form within

BEA 2022-2025

five (5) days after receipt of the reply in Step Three. The complainant

may request a conference on the facts of the complaint. The

conference shall be held within seven (7) days. The Superintendent

will reply in writing within seven (7) days. With agreement of the

Superintendent, the complainant may appeal the decision to the

Board of Education. No appeal from Step Four may be made unless

the complainant has requested a conference within the appropriate

time limits.

E. Procedure for Appeal from Step Four

Within five (5) days after the receipt of the written disposition at Step Four,

the complainant shall submit the Complaint Report Form Level IV to the

Board President. The Board shall study the complaint and prior dispositions

and shall provide to the parties its decision by the second regular Board

meeting subsequent to submission of the complaint to the Board's

President.

ARTICLE V---GRIEVANCE PROCEDURE

5.1 Purpose

The purpose of these procedures is to secure equitable solutions to grievances at

the lowest possible level of administrator having authority to resolve the grievance.

5.2 Definitions

A. "Grievance" is a claim of a unit member, a group of members, or the

Association acting for a group of members that this agreement has been

misinterpreted and/or misapplied.

B. The term "grievant" or "aggrieved" shall include individual or groups of

members of the bargaining unit, or the Association filing for a group

represented by the recognized Association. All grievants within the group

shall sign the grievance.

C. "Party in interest" shall mean the person, or persons making the claim,

including their designated representative as provided for herein, and any

person or persons who might be required to act or against whom action

might be taken in order to resolve the grievance.

D. "Days" shall mean actual working school days during the school year, and

week days during summer vacation except holidays.

BEA 2022-2025

5.3 Grievance Steps

A. Step One - Informal Procedure:

1. If a member believes there is a basis for a grievance, the grievant

shall first discuss the problem with the immediate supervisor. The

intent is to resolve the problem informally at the lowest possible level,

provided the remedy is not inconsistent with the negotiated

agreement. Representation for either party at this level will not be

permitted.

B. Step Two - Formal Procedure with Supervisor:

1. If the grievance is not resolved within seven (7) days of such informal

meeting, the grievant may appeal his grievance within seven (7) days

of such informal meeting by submitting a completed Grievance Report

Form.

2. Copies of this form showing the date of the occurrence, a statement

of the nature of the grievance, the provisions of this agreement

allegedly violated, and the relief sought shall be submitted by the

grievant to the immediate supervisor. Within five (5) days of receipt

of the Grievance Report Form, the immediate supervisor shall meet

with the grievant, in an effort to resolve the grievance. The immediate

supervisor shall indicate the disposition of the grievance within five

(5) days after such meeting by completing Step Two of the Grievance

Report Form and sending copies to the appropriate parties. No

additional information may be considered at any later step of this

grievance procedure if it has not been presented at this step. Both

the grievant and the supervisor may be represented at this step.

C. Step Three - Formal Procedure with Superintendent:

1. If the grievant is not satisfied with the disposition of the grievance at

Step Two or, if no disposition has been made within the above time

limits, the grievant may complete the Grievance Report form, Step

Three, and submit the grievance along with the disposition from Step

Two to the Superintendent and/or designee within five (5) days of

receipt, the Superintendent and/or designee shall meet with the

grievant. Within three (3) days of this meeting, the Superintendent

and/or designee shall indicate in writing the disposition of the

grievance by completing the portion of the Grievance Report Form and

sending out the appropriate copies. No additional information may be

considered at this step if it has not been presented at Step Two. Both

parties may be represented at this step.

BEA 2022-2025

D. Step Four – Optional Mediation

1. If the Step Three procedure does not resolve the grievance, the

grievant, with the written concurrence of the Association, may within five

(5) days appeal the grievance to Grievance Mediation with the Federal

Mediation and Conciliation Service (FMCS) with mutual agreement from

the Board. The parties shall contact the local FMCS office to mediate

the grievance. The parties will hold a mediation session as soon as

practicable following the selection of a mediator, but in no event more

than thirty (30) calendar days from the appeal date unless mutually

agreed by both parties. In the event there are costs and expenses which

may be incurred in securing and utilizing the services of a mediator, such

costs will be shared by the Board and the Association. As of the date of

the written agreement to submit the grievance to mediation, the timeline

for appealing the Step Five shall be stayed until the end of the Grievance

Mediation session.

E. Step Five - Formal Procedure with Arbitrator:

1. If the grievant is not satisfied with the disposition of the grievance at

Step Three or Four, or if no disposition has been provided within the

time limits specified in Step Three or Four, the grievant may appeal

the grievance to arbitration by completing the Grievance Report

Form and filing the same with the Superintendent within five (5) days

of the meeting at Step Three.

2. If the Superintendent and/or designee and the grievant cannot agree

as to the arbitrator, he/she will be selected from the American

Arbitration Association in accordance with its Voluntary Labor

Arbitration Rules then in effect. The arbitrator shall have the authority

to consider only a single grievance or several grievances involving a

common question of interpretation or application.

3. The arbitrator shall hold the necessary hearing promptly and issue

the decision within such time as may be agreed upon, but not more

than thirty (30) calendar days after the hearing. The decision shall

be in writing and a copy sent to all parties present at the hearing.

The decision of the arbitrator shall be binding on the Board, the

Association, and the grievant.

4. The arbitrator shall not have the authority to add to, subtract from,

modify, change, or alter any of the provisions of the negotiated

agreement, nor add to, detract from, or modify the language therein

in arriving at a determination of any issue presented that is proper

within the limitations expressed herein. The arbitrator shall expressly

confine himself/herself to the precise issue/s submitted to him/her or

to submit observations or declarations of opinion which are directly

essential in reaching the determination.

BEA 2022-2025

5. The costs and expenses of the arbitrator and the American

Arbitration Association shall be shared equally by the Board and the

Association.

5.4 Time Limits

A. The number of days indicated at each step is considered a maximum. The

time limits specified may, however, be extended by written-mutual

agreement of the parties in interest.

B. If a bargaining unit member does not file a grievance in writing or meet

informally under 5.3A within seven (7) school days after the act or conditions

on which the grievance is based, then the grievance shall be considered

waived.

C. If a decision on a grievance is not appealed within the time limits specified

at any step of the procedure, the grievance will be deemed settled on the

basis of the disposition at that step and further appeal shall be barred.

D. Failure at any step of these procedures to communicate the decision on a

grievance within the specified time limits shall permit the grievance to

proceed to the next step.

E. All notices of hearing, dispositions of grievances, written grievances, and

appeals may be mailed, and shall be deemed to be received three days

after postmarked. If hand delivered, the date received and initials of the

official shall be recorded thereon. If emailed, the document shall be

deemed received at the time stamped on the email.

5.5 Rights of Grievant and the Association

A. A grievant may have representation of his/her own choice at all steps of the

grievance procedure, except at the informal step, and except that a grievant

may not have representation at a grievance meeting where that

representative is an officer or employee of any teachers' organization not

recognized as the exclusive negotiations representative. The person

against whom a grievance is filed may also have representation at all steps

except the informal one.

B. Both parties shall provide notification within a reasonable time prior to the

grievance meeting of the fact that a representative will attend the grievance

meeting.

C. The Association shall receive advance notice of each formal grievance

meeting held to resolve the formal grievance and shall be given a copy of

the recommended disposition of such grievance at each step of the

grievance procedure. Such written notice and disposition shall be made at

BEA 2022-2025

the same time and in the same manner as such notice or disposition is

required to be sent to the grievant.

D. Expenses of attendees other than administrative representation will not be

paid by the Board, nor will the attendees be excused from their regular

duties in order to attend any of the grievance meetings unless excused by

the Superintendent. Staff members whose attendance is required by the

arbitrator will be excused by the Superintendent.

E. The fact that an employee files a grievance shall not be recorded in his/her

personnel file or in any file used in the transfer, assignment, or promotion

process; nor shall such fact be used in any recommendation for re-

employment or recommendation for other employment; nor shall the

grievant, the Association or its officers be placed in jeopardy or be the

subject for reprisal or discrimination for having followed this grievance

procedure.

F. If a grievance appears to rise from the actions of an authority higher than

the principal of a school and affects a group or class of teachers, or is a

system-wide concern, it may be submitted at Step III.

G. All parties agree that proceedings shall be kept confidential.

H. The Association is not bound by this contract in using its discretion in

determining at any level of the grievance procedure to withdraw or maintain

support of a grievance, and shall have the sole authority to advance

grievances to arbitration.

5.6 Miscellaneous

A. Nothing contained in this procedure shall be construed as limiting the

individual right of a member having a complaint or problem to discuss the

matter informally with members of the administration through normal

channels of communication. However, the Association shall be entitled to

have representation of its choice at all meetings involving the formal

Grievance Procedure. There shall be no resolutions of grievances at any

level of this Grievance Procedure which shall be inconsistent and/or conflict

with the terms and conditions of this Negotiated Agreement.

BEA 2022-2025

ARTICLE VI---OTHER CONDITIONS OF EMPLOYMENT

6.1 Certification/Licensure

A. Bargaining unit members must be certificated/licensed by the State of Ohio,

Department of Education.

B. Bargaining unit members with temporary certificates shall complete

requirements for Provisional Certificates/Licenses. Teachers with

Provisional Certificates/Licenses must meet legal requirements for renewal.

C. Certification/licensure and certificate/licensure renewal are the

responsibility of the bargaining unit members. The Superintendent's office

shall make every effort to assist them with certification/licensure.

D. Bargaining unit members shall maintain all areas of certification/licensure

which were held on the date of employment, for a period of five (5) years

(July 1 - June 30). Bargaining unit members shall receive a salary and

benefits in accordance with all applicable provisions of the Ohio Revised

Code, which currently state that no teacher shall receive salary and/or

benefits without holding proper certification. Bargaining unit members must

be able to provide proof of proper certification to the district by September

1 of each school year.

E. If a bargaining unit member is requested, but not required by the Board of

Education to secure new areas of certification/licensure, the Board shall

reimburse tuition costs.

F. Local Professional Development Committee (LPDC)

1. Purpose and Authority

a. The purpose of the District LPDC is limited to the review and

approval of individual professional development plans and

professional development activities for recertification and

licensure as specified by ORC 3319.22 and OAC 3301-24.

b. The LPDC shall have no authority or affect to revise, delete,

add to or modify any article or section of this negotiated

agreement. Actions of the LPDC are not to be contrary to the

negotiated agreement or law.

c. The Association shall be held harmless in any suit, claim or

administrative proceeding arising out of or connected to

actions taken by the LPDC.

BEA 2022-2025

2. Selection of Committee Members

a. The LPDC shall be comprised of a majority of practicing

classroom teachers appointed by the Association.

b. The committee shall be comprised of four (4) Association -

appointed teachers and two (2) administrators pending LPDC

approval.

3. LPDC Procedures

a. The LPDC shall determine the time, location and number of

committee meetings.

b. In the event of an in-term vacancy or removal, the teacher

member shall be replaced by the association.

c. The LPDC shall work with other educators to establish its Plan

of Operation.

4. Training and Compensation

a. The LPDC member shall be provided with on-going training

as determined by the committee.

b. LPDC members shall be compensated at the index rate of

.0403 on the supplemental salary schedule in order to perform

his/her LPDC duties.

5. Facility, Equipment and Support Services

a. The LPDC shall be provided with adequate and secure space

for the safe and secure storage of records, files, IPDPs and

any other work requiring storage and/or file space.

b. The LPDC shall be provided with secretarial support and any

other support services necessary.

6. Terms of Office

a. The Association shall determine the length of the term of office

for the teacher members of the LPDC.

7. Employee Protection

a. Under no circumstances is the involvement in the activities of

the LPDC process to be used for employment decisions by

the Board.

BEA 2022-2025

b. Nothing in the LPDC process shall have an adverse impact

on the educator’s performance evaluation as established in

the collective bargaining agreement.

8. LPDC Appeals Procedure

The LPDC shall determine its own appeals procedure.

The LPDC appeals procedure is not subject to the

grievance/arbitration procedure outlined in the collective bargaining

agreement.

6.2 Assignments and Transfers

A. All assignments of unit members will be made only into areas where proper

certification/licensure by the State of Ohio is evident in the form of a valid

and current certificate/licensure.

B. Assignment of all unit members into areas of proper certification/licensure

is and will remain the responsibility of the Superintendent.

C. Letter of intent forms will be distributed to all unit members after January 1

of each year.

D. Request for changes of assignment should be indicated in the letters of

intent.

E. In the event of an opening in the District:

1. A notice of such opening will be posted electronically (sent to all

employees by email) for a minimum of five (5) school days (excluding

weekends or other days when school is not in session). Such notice

shall contain requirements of training, experience, and other

qualifications which are a basis of employment for that position.

Certificated/licensed personnel within the district will be given the

opportunity to apply for posted openings within one week of the initial

postings of announcements.

2. Qualified personnel within the district shall, when feasible, be given

priority in reassignment to vacancies. Items such as major and minor

fields of study, needs of the educational programs, member's area of

competency, previous involuntary transfers or reassignments,

availability of work, and length of service in the district will be

considered in the transfer and/or reassignment of personnel.

Determination of qualifications shall remain the responsibility of the

Superintendent.

3. The Association President and designees (not to exceed five (5))

shall be notified of vacancies occurring during the summer. Such

BEA 2022-2025

notification shall be provided only if the Superintendent is /provided

with the list of designees prior to the end of the school year. It is not

the responsibility of the Board/Administration to seek out this

information from the Association.

F. In the event an employee desires a change of position to another teaching

area, grade level, or another area where proper certification/licensure is

held, or to another building, such person shall make formal application to

the Superintendent. Upon determination by the Superintendent that such

opening exists and the member possesses the proper certification/licensure

and qualifications, the member shall receive priority consideration for such

change. Such consideration shall include a discussion concerning the

position with the Superintendent/designee prior to the filling of the position.

The unit member will be notified whether or not he/she has received the

position.

G. Building and teaching assignments for all unit members will be made by

July 1 of each year. A notification will be mailed only to members who have

a new or additional assignment and will include the building assignment as

well as the subject or grade to be taught.

H. The Superintendent retains the administrative prerogative to change or

modify member assignments after July 1. However, the member/s involved

shall receive a notice in writing of the change and the reasons for it at the

earliest possible time. In the event that a member receives a notice of an

involuntary transfer/change in assignment three (3) weeks or less from the

first student day, he/she shall receive a five-hundred-dollar ($500) stipend

for the inconvenience of the transfer. This payment shall be paid to the

member upon receipt of the Stipend Payment Approval Form by the

Treasurer’s Office.

I. If requested by the unit member, a personal conference shall be held with

the building principal or the Superintendent/designee to discuss further the

change in assignment.

J. In the case of a unit member requesting a transfer (as in F. above), the

reasons for denial of the application will be given to the member upon

request.

6.3 Layoff Procedure and Procedure for Reduction

A. Reduction In Force Defined:

1. A reduction in force (RIF) is the suspension of a bargaining unit

member's employment status.

BEA 2022-2025

B. Layoff Procedure:

1. When the Board determines that it is necessary to reduce the

number of certified staff positions, it may make such reduction due

to decreased enrollment of students, return to duty of regular unit

members after leaves of absence, suspension of schools, territorial

changes affecting the district, or for financial reasons.

a. To the extent possible, persons affected by a reduction in

force will be kept to a minimum by not employing

replacements for employees who retire, resign, or whose

limited contracts are not renewed.

b. The Association will make every effort to encourage

bargaining unit members to notify the office of the

Superintendent or designee in writing of his/her intent to

request leave, retire, return from leave, or resign.

c. Reductions needed beyond those by attrition shall be made

by suspension of contracts.

C. Procedure for Reduction:

1. The administration shall inform the President of the Association

and/or his/her representative/s in writing concerning any anticipated

reductions in staff. Such notice shall be given at least fourteen (14)

days prior to official Board action. Such notification shall include the

positions being considered for reduction and the reasons for those

proposed reductions.

2. Bargaining unit members will be placed on two (2) separate lists (one

for limited contract members and one for continuing contract

members) in areas for which they are properly certified/licensed and

by their ranking on the performance evaluation rating within their

certification/licensure area (s). Members on a continuing contract

shall hold greater status in the District than members on a limited

contract and shall not be RIF’d before limited contract members.

a. In the event of a pending reduction in force or if requested by

the Association President and/or his/her representative/s, a

RIF-ranking list shall be given to him or her on or before

November 15 of each school year. The BEA president shall

notify unit members of the list’s availability via school e-mail

and unit members wishing to check the accuracy of their own

information shall contact the BEA president.

b. Each member shall have until December 15 to advise the

Treasurer of any inaccuracies which affect his/her

information.

BEA 2022-2025

c. The Treasurer or his/her designee shall investigate all

reported inaccuracies and make such adjustments as are in

order and notify unit members of such adjustments. The

updated list shall be given to the Association President and/or

his/her representative/s, if requested, on or before January

15.

3. Seniority will be defined as the length of continuous service as a

certificated/licensed employee under regular teaching contract in the

Bellefontaine City School District. Seniority may only be used as a

“tie breaker” between two members who have comparable

evaluations.

a. Board approved leaves of absence will not interrupt seniority,

but time spent on such leave shall not count towards seniority.

b. If two or more members have the same length of continuous

service, seniority will be determined by:

1. The date of the Board meeting at which the member

was hired and by;

2. The date the member signed the initial contract in the

district, and then by;

3. Any remaining ties will be broken by the

Superintendent's review of recent evaluation and

judgment regarding the best interests of the district.

4. Recommended reductions in a teaching field will be made by the

following procedure:

a. Teachers shall be divided into two tiers within each teaching

field: limited or continuing contract.

b. Teachers shall be ranked based on their performance

evaluation rating into four groups within the prescribed tiers:

Accomplished, Skilled, Developing or Ineffective.

c. The Superintendent/Designee shall recommend reduction in

force within tiers beginning with Limited Contracts/ Ineffective.

d. Seniority shall be used as a “tie breaker” between two

teachers with comparable ratings.

e. For the purpose of this agreement, comparable evaluation

shall be defined as teachers with all evaluation ratings through

the last four (4) years in the following categories (1)

BEA 2022-2025

Accomplished and Skilled (2) Developing; and (3) Ineffective

for the purpose of making reductions in force.

A member so affected may elect to displace another member who holds the

lowest rated position on the seniority list in another area of certification

provided he/she holds a valid certificate in the area and unless:

a. He/she elects to displace another member who teaches

advanced science, advanced math, or advanced foreign

language, then he/she must have taught those subjects for at

least one hundred and twenty (120) days in the last five (5)

school years immediately preceding the date of reduction,

unless remediation in course subject is obtained or the

member demonstrates adequate proficiency in the area to be

taught.

b. Notice of intent to displace must be made within ten (10)

calendar days of receipt by the member of notice that his/her

contract will be suspended. The ten (10) days include date of

receipt of notice.

5. Other factors may be used to determine those affected by a reduction

in force if the Superintendent is able to demonstrate clearly that the

use of some other factor is necessary to maintain a current

educational program.

6. Notification:

a. Unit members shall be notified of the Superintendent's

recommendation to suspend their contracts at least five (5)

calendar days prior to the Board meeting at which the

implementation of the reduction in force policy will occur.

7. Recall:

a. The names of unit members whose contracts are suspended

will be placed on a recall list for up to twenty-four (24) months

from the date of reduction.

b. Unit members on the recall list will be recalled in reverse order

of the layoff for vacancies in areas for which they are certified.

c. If a vacancy occurs, the Board will send an announcement by

certified mail to the last known address of each unit member

on the recall list who is qualified according to this provision.

d. It is the unit member's responsibility to keep the Board

informed of his/her current address. Each unit member is

required to respond by certified mail to the district office as to

BEA 2022-2025

whether or not the position will be accepted. The highest

rated and most senior of those from the recall list responding

will be given the vacant position. Any unit member who fails

to respond or who declines to accept the position within ten

(10) calendar days will forfeit all recall rights.

e. A unit member on the recall list, upon acceptance of a

position, shall return to active employment status with the

same seniority, accumulation of sick leave, and salary

schedule placement as he/she enjoyed at the time of the

layoff.

f. A unit member whose contract is suspended pursuant to the

provisions of the Article shall receive a letter from the

Superintendent that the contract was suspended because of

a reduction in force and a copy of this letter shall be placed in

the unit member's personnel file.

g. Where group life/health insurance policies permit, a unit

member whose contract has been suspended may continue

to participate in those benefits. Unit members may maintain

their health insurance provided they assume the cost of

COBRA rates for that insurance.

8. These procedures apply only to the suspension of contracts for

reasons as set forth in 6.3(B). This Article shall not require the Board

to fill any vacancy, nor shall it interfere with any other lawful

personnel practice in the District.

9. If a position initially abolished is reinstated or if a new position/s is/are

established, an attempt will first be made to fill the vacancy from unit

members on the recall list prior to filling such vacancy pursuant to

6.2 of the negotiate agreement.

10. Except in the most unusual situations no reduction of educational

program shall be made less than requirements currently set forth in

the State Minimum Standards for Elementary and Secondary

Schools.

6.4 Separation

A. Resignation:

1. A bargaining unit member desiring to resign should do so, in writing,

as early as feasible. A bargaining unit member may submit a written

resignation, effective as of the end of that bargaining unit member's

contract year, at any time on or before the tenth of July. Such

resignation shall be accepted by the Board. A resignation after the

BEA 2022-2025

tenth of July must be recommended by the Superintendent and

approved by the Board before it becomes effective. A resignation

may be withdrawn by the person submitting it, at any time prior to the

time the Board has taken action on it, by a letter submitted to the

Superintendent.

B. Termination of Contract by Board shall be in accordance with R.C. 3319.16

and 3319.161.

6.5 Payroll Deductions

A. Deductions of Association dues shall begin with the first check in October

and are equally divided over a total of twenty-two (22) paychecks

encompassing an eleven (11) month period. The Association shall notify

the Board Treasurer or designee of those members who will participate in

payroll deductions by September 15 of each year, and shall indicate the

total amount to be deducted from each check. The Association Treasurer

shall furnish an original document signed by the member authorizing such

deduction. The Board Treasurer (or designee) shall transmit to the

Association Treasurer, the total dollars withheld for Association dues each

pay by ACH transaction.

D. Political Contributions:

1. Pursuant to Section 3599.031, Revised Code, the Board will deduct

from the salaries of employees such amounts for political

organizations and parties and for non-partisan issues as the

employee, by written authorization, may demand. Such written

authorization must be on a form different from the dues authorization

form.

E. Tax-Sheltered Annuities:

1. Payroll deductions for new tax-sheltered annuity programs will be

made if at least five (5) applicants request deductions from any one

(1) company/vendor. Any new vendor must agree to abide by current

IRS regulations and participate in current TPA programs.

Employees can make changes in their tax-sheltered annuity at any

time during the year. Two (2) equally divided deductions will be

made per month.

F. Dues Deduction

1. Dues Deduction authorization may only be revoked by a member by

submitting a written request by Oct 31 in any year for such

termination of dues to the Association Treasurer and to the Board

Treasurer. Members who check off continuing membership shall not

BEA 2022-2025

be required to fill out another dues deduction authorization from year

to year, but must comply with this provision if they choose to

discontinue membership. The Board Treasurer shall cease such

dues deductions only upon written notice from the Association.

2. The Association agrees to indemnify and save the Board harmless

against any and all claims that may arise from or by reason of action

taken by the Board in reliance upon any authorization cards

submitted by the Association to the Board, or in compliance with the

provisions of this Article.

G. Payroll deductions

1. Payroll deductions may also be used for the employee's share of

insurance, garnishments, purchase of retirement credit, back taxes,

cancer insurance, Ohio deferred compensation, payments to the

United Way, or other reasons.

6.6 Class Size

A. The administration shall continue to abide by the Administrative

Guidelines established to regulate class size. A copy of these

guidelines shall be given to the Association President.

B. Bargaining unit members are encouraged to report special problems,

considerations, situations, or ideas to the administration as early as

possible. Consideration of such reports shall be given priority

treatment by the administration.

C. Input and recommendations from Instructional Team Leaders shall

continue to be given priority consideration when establishing class

size.

D. The Administrative Guidelines may be subject to the Complaint

Procedure but are not subject to the Grievance Procedure.

6.7 Secondary Teaching Load

A. Middle school bargaining unit members may not be required to teach more

than six (6) periods in a school day, and high school bargaining unit

members may not be required to teach more than the equivalent of three

(3) block periods in a day, but unit members may be requested, but not

required, to volunteer to do so in lieu of study hall or other supervisory

duties. The remaining time will be planning time free of meetings and/or

other duties except under extenuating circumstances.

BEA 2022-2025

6.8 Elementary and Intermediate Planning Time

Elementary and Intermediate planning time shall be at least four hundred (400)

minutes per week, based on a five (5) day week, free of meetings and/or duties.

No more the twenty percent (20%), or eighty (80) minutes, of the weekly planning

time will be for PLCs to collaborate in order to sustain the common instructional

decision making. Professional discretion will be used to allow for flexibility in

planning times when the need is communicated to all parties involved. The

remaining time would be used for teacher-directed collaboration and planning for

their daily operations with the classroom, except under extenuating circumstances

that include, but are not limited to, staff shortage and required student supervision

in which case the administration will make every effort to provide the maximum

amount of minutes available as the master schedule allows. The Association

President or designee and Superintendent or designee may reconvene annually

in January to make adjustment to planning time as needed.

6.9 Student and Community Enrichment Events

Teachers whose attendance is requested at open house-like events including but

not limited to “Freshman Camp”, “Back to School Night”, and elementary and

intermediate music program shall receive compensatory time on a subsequent

work day in an amount no less than the event’s length. Attendance at such events

which occur outside of the teacher’s contract work day/year shall not be mandated.

6.10 Employee Discipline

The administration may take progressive disciplinary action against any

professional employee for good and just cause resulting from violations of, or

failure to comply with any provisions of this contract, reasonable rules and

regulations adopted by the Board and implemented by the Administration, and for

conviction of a felony or major misdemeanor. All disciplinary procedures shall be

carried out in private, in a timely fashion, and in a businesslike manner. Whenever

applicable, discipline shall be addressed at the lowest possible administrative

level. Any discipline against a bargaining unit member must be initiated within ten

(10) workdays after the administration has knowledge of the event or should

reasonably have known of the event necessitating the discipline.

A. Discipline should be to instruct as well as to correct and will be progressive

in nature, except when an alleged offense is serious enough to merit a

higher form of discipline or discharge at the discretion of the

Superintendent/designee. Before implementing the discipline steps, the

administration shall hold an investigatory meeting with the bargaining unit

member to give him/her an opportunity to learn the reasons for the potential

disciplinary action and to challenge the reason for the potential action or

otherwise explain the alleged misconduct or other cause. All allegations

shall be substantiated prior to any discipline being applied. Association

representation shall be allowed at any step.

BEA 2022-2025

B. Steps

1. The first instance of misconduct by a bargaining unit member may,

at the discretion of the administration, result in a verbal warning.

Such verbal warning shall not be recorded in the bargaining unit

member’s personnel file.

2. Should the same or similar problem occur a second time or the

severity of the violation warrant, a written reprimand may, at the

discretion of the administration, be issued to the bargaining unit

member. The written reprimand shall be signed and dated by the

bargaining unit member if it is to be placed in the bargaining

member’s personnel file. Signing the written reprimand by the

bargaining unit member does not indicate agreement and the unit

member may attach a written response to the written warning which

shall be placed in the unit member’s personnel file with the written

reprimand should the written reprimand be placed in the unit

member’s personnel file.

3. Should the same or similar problem occur a third time or the severity

of the violation warrant, the Superintendent/ designee, for good and

just cause, may suspend a unit member with or without pay for up to

three (3) days.

4. Further misconduct occurring after Step 3 may result in further

suspension without pay by the Superintendent/ designee; or the

Superintendent/ designee, for good and just cause, may recommend

contract termination proceedings be initiated by the Board pursuant

to Section 3319.16, Revised Code.

C. If the Superintendent/ designee determines that the bargaining unit

member’s continued presence in employment prior to the investigatory

meeting poses a danger to any person(s) or property or pose a threat of

disrupting operations, he or she may suspend the bargaining unit member

with pay for up to three (3) days pending the investigatory meeting to

determine potential disciplinary action.

D. When imposing a suspension without pay by the Superintendent/ designee

or when contract termination proceedings have been initiated by the Board,

the Superintendent/ designee shall provide written notice of the action and

grounds for the action to the bargaining unit member and the BEA

President.

E. The bargaining unit member may file a written grievance if he or she feels

unjustly reprimanded, given a suspension or is terminated. Such written

grievance shall be filed in accordance with the time limit set forth in Article

5 – Grievance Procedure.

BEA 2022-2025

6.11 Resident Educator Program

A Resident Educator Program shall be implemented in accordance with the

Teacher Education and Licensure Standards, the guidelines and standards

established by the Ohio Department of Education, all applicable laws and rules

and with the provisions of this section. A Resident Educator Mentor shall be

assigned to each newly hired teacher employed under a four (4) year resident

educator license. The purpose of this program is to provide assistance in

enhancing teaching skills and give support for professional development.

A. Mentor Teachers

1. The responsibilities of the assigned resident educator mentor

teacher will include the following:

No mentor teacher shall participate in any formal evaluation of a

resident educator, nor make, nor be requested or directed to make,

any recommendation regarding continued employment of the

resident educator.

All interaction, written or oral, between the mentor teacher and the

resident educator shall remain confidential and shall not be used by

either the Board of Education or the Association in termination or

non-renewal actions, unless the matter involves illegal, immoral and/

or criminal activities. Any violations of this tenet by the mentor shall

constitute grounds for immediate removal from the role as mentor

without recourse to the grievance procedure or §ORC 3319.16.

2. Criteria for selection of mentor teachers will be as follows:

It is recommended that a mentor teacher meets the following criteria:

has earned a five-year Professional License or 2 - year Provisional

License that has been renewed two or more times, has completed

five (5) years of teaching experience; has recent classroom

experience within the last five (5) years and has successfully

completed the requirements of the state.

Posting of mentor positions shall be in accordance with the collective

bargaining agreement. Whenever possible, the mentor teacher

should be employed in the same building, grade level and hold

similar certification/licensure.

A mentor teacher must have demonstrated above average teaching

performance, the ability to utilize a variety of instructional methods,

and the ability to communicate with colleagues constructively.

BEA 2022-2025

3. Compensation and Planning Time

Assigned mentors shall be compensated for their work as a mentor

teacher at $500.00 for the first mentee and $200.00 for each

additional mentee in subsequent years, except when the mentee is

completing the Resident Educator formal assessment. In

assessment years, $500.00 will be paid for each additional mentee.

B. Resident Educators

School district administrators shall not use a resident educator’s ODE

assessment information in the district’s evaluation of the resident educator.

Any documents pertaining to the Resident Educator Program and the ODE

assessment shall be confidential to the extent permitted by law.

6.12 Administration of Medication

No teacher will be required to administer maintenance or routine medication. If a

bargaining unit member must administer medication for an emergency or

extenuating circumstances, he/she will not be held liable for their actions as long

as they are consistent with ORC 2305.23 Liability for Emergency Care.

ARTICLE VII---WAGES AND HOURS

7.1 Salary Checks

A. Unit members shall be paid for their regular duties in twenty-six (26) equal

installments on every other Friday of the month. Except in those state fiscal

years in which twenty-seven (27) pays would accrue, one three-week

interval between pays may be chosen at the discretion of the Board in a

month which would normally have three paydays, provided the Association

is given notice of such plans before January 1. The first check shall be

issued on September 9, 2016 and continuing thereafter for the length of this

agreement.

B. Whenever the payday falls on a holiday or during a school vacation period,

salary checks will be issued on the first preceding workday, except when

the period of time between the last workday and the regular payday exceeds

three (3) workdays. In the latter case, salary checks will be available on the

day of the payday, or the day before, if the payday falls on a school holiday.

C. The Board shall give new teachers credit for teaching experience in other

Districts up to ten (10) years as required by law and shall give credit to such

teachers for up to five (5) years military service in accordance with Section

3317.13 of the Revised Code. The total years credited for military service

BEA 2022-2025

and teaching in other districts shall not exceed ten (10) years on the salary

schedule unless determined otherwise at the discretion of the Board at the

time of employment. This section shall not affect placement of unit

members hired by the Board and provided service credit prior to the

implementation of this agreement.

D. Direct Deposit: The District shall direct deposit all employees' payroll checks

to accounts designated by each employee. Direct deposit shall continue

during the employment of the employee. Employees shall maintain bank

routing information with the Board Treasurer and shall receive check stubs

electronically from the Board Treasurer or designee showing payroll

information.

7.2 Supplemental Pay and Vacancies

A. Payment for all supplemental contracts shall be made monthly in equal

installments on the second payday of each month so long as all paperwork

has been completed and submitted to the Athletic Department and/or

Treasurer’s Office and the contract is Board approved. For non-coaching

contracts, number of payments will continue to follow current payment

schedule in practice as of the beginning date of this contract. For seasonal

(i.e. sports) contracts, the payment schedule shall be as follows:

Fall Sports – August, September, October, November (25% each)

Winter Sports – December, January, February, March (25% each)

Spring Sports – April, May, June (33%, 33%, 34%)

B. Experience earned in supplemental positions in other districts (or in this

district) shall be evaluated by the Superintendent, and at the

Board's/Superintendent's discretion, experience deemed equivalent to that

in the position to be filled shall be used to place the person on the district's

supplemental salary schedule.

C. The issuance of supplemental contracts for supplemental (pupil-activity)

programs shall be in accordance with the provisions of the Ohio Revised

Code, Section 3313.53, except as those provisions are modified by the

terms of this Article.

Supplemental positions held by non-licensed individuals not employed by

the district as a teacher or a para-professional, shall be posted annually.

Bargaining unit members with prior experience in a specific supplemental

duty area within the Bellefontaine District shall be given consideration in filling

a supplemental position in that area. Other experience in that supplemental

area shall weigh heavily in the decision of filling the position.

D. The Administration will re-convene a committee to continue exploring the

supplemental salary scale. This committee will consist of representatives

from the administration and the Bellefontaine Education Association

members (as appointed by the BEA). This committee will convene to

BEA 2022-2025

address new positions to the Supplemental Salary Schedule no more than

bi-annually.

7.3 Individual Contracts

A. Bargaining unit members whose limited contracts are renewed for the

subsequent school year shall be provided such contracts prior to the

beginning of the school year and shall contain the following:

1. Type of contract (limited or continuing)

2. Bargaining unit member's name

3. Length of contract

4. School year

5. Number of paydays per year

6. Salary placement (degree, teaching experience, or other experience

credit)

7. Salary

8. Signature lines

B. Salary notices need not be provided unless the unit member changes

columns on the salary schedule since the issuance of the prior salary notice

or is returning from an extended leave of absence during which time his/her

salary has changed in accord with this agreement.

7.4 Limited Contracts and Continuing Contracts

A. Limited Contracts:

1. All bargaining unit members employed in the Bellefontaine City

Schools will be employed according to the following procedures:

a. All bargaining unit members new to the Bellefontaine City

School system shall be hired for one (1) year.

b. Upon re-employment after the first contract, the new contract

shall be for one (1) year.

c. Upon re-employment after the second one-year contract, the

unit member's contract shall be for two (2) years.

d. Upon re-employment after the first two-year contract, the unit

member's contract shall be for three (3) years.

BEA 2022-2025

e. Upon re-employment after the three-year contract, the unit

member's contract shall be for five (5) years and subsequent

renewal thereof shall be for five (5) year periods, except that

the Board may offer a one-year extended contract before any

five (5) year contract if, prior to the expiration of the last

contract, a decision based only upon the written evaluation

instrument of the system so warrants it. No extended one-

year contract may be offered two (2) or more years in

succession.

f. The Board may grant a continuing contract, provided service

and certification/licensure requirements are met by the unit

member.

g. The usual term of contracts for unit members with continuous

service in Bellefontaine shall follow the sequence of one (1)

year, one (1) year, two (2) years, three (3) years, five (5) years

until eligible for a continuing contract, except as defined in

Paragraph e. Effective with the 2007-08 school year, all

newly-employed bargaining unit members who are hired with

a One-Year Supplemental Teaching License will be limited to

a one (1) year contract renewal each year until a multi-year

license has been attained.

h. A unit member who resigns or is non-renewed and who is

subsequently rehired within nine calendar months shall be

eligible for multi-year contracts, subject to the provision of

paragraph e.

i. A unit member who resigns or is non-renewed and who is

subsequently rehired after nine calendar months have expired

shall not be eligible for multi-year contracts and will be treated

as a unit member new to the system.

j. This section does not apply to supplemental contracts.

B. Continuing Contracts:

1. In order to be eligible for a continuing contract, a unit member must

meet the requirements specified in the Revised Code, which

currently states that a unit member must:

a. hold a professional, permanent, or life certificate (under prior

law);

BEA 2022-2025

b. hold a professional educator license, senior professional

educator license, or lead professional educator license (under

current law) plus either of the following:

1. if a master’s degree was held at the time of initially

receiving a certificate or license, six semester hours of

graduate coursework in the area of licensure or in an

area related to the teaching field since the initial

issuance of the certificate or license

2. if no master’s degree was held at the time of initially

receiving a certificate or license, 30 semester hours of

coursework in the area of licensure or in an area

related to the teaching field since the initial issuance of

the certificate or license.

In addition, a unit member who holds a teaching certificate/license initially issued

prior to January 1, 2011 must have had at least three (3) years of teaching

experience in the last five (5) years in the Bellefontaine City Schools. A unit

member who holds a teaching license initially issued on or after January 1, 2011

must have had at least seven (7) years of teaching experience. Bargaining unit

members who are eligible for a continuing contract are required to submit in writing

to the building principal and superintendent their request to be evaluated during

the year of their eligibility. This request must be submitted by October 15 of each

school year. Unit members who have had a continuing contract elsewhere in Ohio

become eligible for a continuing contract after serving a two (2) year period in the

Bellefontaine City Schools. Unit members who have met all legal requirements to

become eligible for a continuing contract but whose work has been evaluated as

being less than satisfactory, using the prescribed evaluation procedures, shall be

notified in accordance with said evaluation procedures and Revised Code 3319.11,

which currently states that they may be placed on a limited contract, provided they

are given written notice of the intent to issue such limited contract, with reasons

directed at professional improvement of the unit member on or before June 1. It

should also be noted in connection with the question of “service” generally, that

there is no distinction made in the statute between service rendered before

retirement and after retirement.

7.5 Nonrenewal and Termination, and Fair Dismissal Procedure

A. In effecting the nonrenewal or termination or any unit member contract, the

Board shall act in accordance with applicable state statutes dealing with

such action except as provided otherwise in this agreement.

B. If the Superintendent intends to recommend the non-renewal of a contract,

the bargaining unit member in question shall be given the reason/s for such

a recommendation. The Superintendent shall put the reason/s in writing to

be presented at a scheduled meeting with the bargaining unit member at

least five (5) school days prior to any recommendation by the

Superintendent that the contract of the employee may not be renewed. The

BEA 2022-2025

purpose of the meeting will be to discuss informally the reasons for

recommendations. The unit member may be accompanied by a

representative of his/her choice.

C. Prior to official Board action, bargaining unit member/s whose contract/s are

subject to non-renewal shall be notified of the date when the Board intends

to act on the Superintendent's recommendation.

D. The limited contract of any bargaining unit member may be terminated

during its term as provided for in Section 3319.16 of the R.C.

E. The establishment of this procedure and requirement shall not create any

right or expectancy of continued employment.

F. This section does not apply to supplemental contracts.

7.6 Academic Freedom/Nondiscrimination

A. The unit member has the right to perform his/her professional

responsibilities in the classroom in ways he/she believes will best

encourage a broad and complete understanding of educational subject

matter. Such right shall be exercised within the bounds of professional

responsibility and Board educational philosophy and curricula.

B. The Board shall not discriminate against employees with regard to disability,

race, color, creed, ancestry, national origin, gender, sexual orientation,

religion, marital status, age, political affiliations or opinions. All provisions of

the Agreement, Board Policy, and any Building Policies shall be uniformly

applied and administered for all employees of the bargaining unit.

7.7 Teacher Evaluations

A. “Evaluators will follow the following timelines as established in R.C.

3319.111 and 3319.112 as well as other procedural aspects of the current

evaluation procedures. The contents of the Bellefontaine City Schools

Teacher Evaluation System binder shall be attached as Appendix B.

B. Unit members will be provided with copies of the evaluation instrument.

Newly employed unit members will be provided a copy of the evaluation

instrument at or prior to orientation.

C. A unit member receiving a rating of ineffective, based on performance

measures, for two out of three years may receive a recommendation of non-

renewal of the teacher’s contract.

D. Unit members who receive a developing or ineffective performance

measure must comply with an improvement plan developed with the

building principal/designee. The improvement plan shall include the

following components: 1. Address at least two (2) areas of deficiencies

BEA 2022-2025

and 2. Facilitate professional development opportunities. The Board’s plan

for the allocation of financial resources to support professional development

is as follows: reimbursement/tuition, LPDC, In-service/waiver days, book

studies, consultants, and professional development opportunities.

E. The procedural aspects of the evaluation shall be subject to the grievance

procedure and the substantive aspects are subject to the complaint

procedure.

F. Any substantive changes in the teacher’s evaluation instrument will be

developed and approved by a committee consisting of four (4) Association-

appointed members, the BEA President or designee, two (2) administrators,

and the Superintendent or designee. Any substantive changes to the

teacher evaluation instrument or procedure an MOU to be ratified by the

BEA prior to implementation. The evaluations committee shall make

recommendations with regard to the application of new evaluations systems

initiated by law. The recommendations made by the committee will include,

but are not limited to, determining how to implement “high quality student

data” instruments that meet requirements of legislation.

7.8 Sick Leave

A. All contractual employees shall be entitled to sick leave benefits computed

at the rate of one and one-fourth (1 1/4) days of credit for each month of

completed service, or fifteen (15) days each year, cumulative to 302 days.

For part-time unit members, the computation shall be proportioned to their

contracted services. Sick leave may not be taken in increments of less than

one quarter (1/4) day. One quarter (1/4) day may only be taken at the

beginning or end of the work day. One quarter (1/4) sick leave will be

defined as any amount of time less than ninety (90) minutes.

B. Sick leave shall be granted for personal illness or illness in the family.

Illness in the family shall be construed to apply only to the immediate family

(spouse, child, mother, father, sister, brother, mother-in-law, and father-in-

law, grandparents, grandchildren, or someone who stands in these same

relationships to the employee) and shall be an illness of severe nature such

as one that would require hospitalization of the family member or one that

would involve special attention for that member.

C. Bargaining unit members will be allowed a credit of five (5) days at the

opening of the school year. The five (5) days must be earned and at the

end of four (4) months, if none of the days has been used, the amount

accumulated remains at five (5) days. Up to ten (10) days of sick leave may

be advanced to an experienced member who has exhausted sick leave

during the current school year. Members cannot borrow additional days in

sequential years until all days advanced have been made up. Once an

individual has been advanced sick leave days in a given contract year, they

cannot use any more sick leave until their accumulated sick leave balance

is back to or above zero (0) days. Members shall only be advanced the

BEA 2022-2025

number of days that can be made up through accumulation before the end

of the current contract year.

D. Sick leave may not be used for child care beyond the time approved by an

attending physician.

E. Unit members shall be allowed the use of sick leave of up to five (5) days

for the death of members of the immediate family. One (1) day will be

allowed for other blood relatives.

F. Should the school be closed during the period of an employee's sick leave

by an "emergency" day, as called by the Superintendent, or a holiday, such

employee will not be charged a sick leave day.

G. The abuse of sick leave may result in loss of pay for those days abused or

may result in termination as defined in R.C. 3319.141.

H. Sick Leave Bank: All employees of Bellefontaine City Schools are eligible

to receive donations of sick, personal days and vacation time from other

Bellefontaine City School employees in order to provide extra sick leave

days for employees who have catastrophic personal illness/injury, including

quarantine time due to pandemics, or who have immediate family with a

catastrophic illness/injury.

1. In the case that an employee of Bellefontaine City Schools has

exhausted all of their available sick leave, personal days and

vacation time, it is permissible for other employees to donate unused

personal days or vacation days to extend the sick leave of that

individual.

2. These days will not count against the perfect attendance incentive

for the donor. Each donor may only give one day per occurrence.

3. Sick leave may be extended up to forty (40) days for the individual’s

illness/injury and up to twenty (20) days for immediate family.

Immediate family shall be limited to spouse, children, and parents.

In situations where the employee is the primary caregiver for another

person, their case may be brought to the Sick Leave Extension

Committee for a determination of eligibility.

4. The Board of Education will pay out no more than forty thousand

dollars ($40,000) per year for this benefit.

5. Any employee or their representative who wishes to use this benefit

must notify the president of their respective bargaining unit

(secretaries and administrators will ask the superintendent).

6. The president of the bargaining unit will ask the superintendent to

convene the Sick Leave Extension Committee. This committee shall

BEA 2022-2025

consist of the President of the BEA or their representative, the

President of OAPSE or their representative and two administrators

appointed by the superintendent.

7. The individual requesting the days may be asked to appear before

the committee (if practical) and the committee may ask for, and must

be granted, documentation from a physician concerning the

necessity of the leave.

8. The committee must have a majority of affirmative votes (at least

three) for the leave to be granted. The decision of the committee is

final and is not subject to the grievance process.

9. The confidentiality of the committee meeting will be absolute. No

record of the voting results will be released other than to say that the

leave was approved or disallowed.

10 If the leave is approved, the president of the member’s bargaining

unit will be responsible for issuing an email notification to solicit the

need for donations of leave days. Donors will be allowed to donate

unused sick leave, personal days, or vacation days. Donors will then

respond to both the Union President and Treasurer’s Office designee

declaring their desire to donate sick leave, personal days, or vacation

days. As employees use donated leave days, the Treasurer’s Office

designee will transfer days from the donor’s balance to the

employee’s sick leave balance, in the order that email replies were

received by those willing to donate, up to the maximum approved.

11. Employees using donated sick leave will not accumulate sick leave

during that time.

12. An employee who is receiving worker’s compensation or who is

eligible to retire (meets minimum requirements for full retirement) will

not be eligible for this provision.

13. If appropriate, an employee must apply for disability if they are not of

retirement age. This determination will be made by the Sick Leave

Extension Committee.

14. No instances of pregnancy or childbirth will qualify for this provision.

No instances of self-inflicted injury will qualify for this provision.

15. Acceptable reasons for using this provision would include

catastrophic illness, catastrophic injury, mental illness requiring

hospitalization, stroke or heart attack, non-elective doctor mandated

surgery, and other reasons deemed appropriate by the committee

such as injury or quarantine time due to pandemics.

BEA 2022-2025

16. Donated days shall be used within the same school year they were

donated. Days requested for a subsequent school year shall require

a new request by the unit member at the beginning of said school

year.

7.9 Leaves of Absence

A. Requests for a leave of absence shall be granted for illness or disability due

to pregnancy, and may be granted for child care, adoption upon receipt of

legal custody of the adopted child, or education work leave.

1. No salary will be earned by the employee on a leave of absence

without pay, nor shall the employee accrue seniority and thus

advancement on the salary schedule during the leave of absence.

Previously established tenure and seniority rights shall be retained.

2. A request for a leave of absence shall be made in writing to the

Superintendent, through the principal involved, no later than thirty

(30) days prior to the requested start of the leave of absence, except

medical leave and child care leave can be granted on shorter notice

in case of an emergency or urgent necessity.

3. The application (request) will state the anticipated date of return. If

written notification of the intention to return has not been received by

April 1, the bargaining unit member shall have been considered to

have resigned.

4. Leaves of absence may extend for no more than two (2) complete

school semesters following the semester during which leave began,

except for educational leave, which may extend for no more than one

school year or two (2) semesters. No leaves of absence for less than

a year will be granted beyond the semester break. The

Superintendent may grant exceptions upon the request of a

bargaining unit member who has requested a leave of absence or

who is on a leave of absence.

5. While on leave, a member will have the right to continue all group

insurance. The total amount will be at the member's expense,

regardless of the negotiated agreement on medical insurance as

stated in this agreement. The member, in order to be eligible for

such insurance, shall pay the cost of this insurance by the first (1

)

day of each month. Failure to do so will result in cancellation of

membership in the insurance plan.

6. The Superintendent reserves the right to terminate prematurely a

leave of absence should there exist factual information indicating this

privilege is being abused. Should the information be open to

question in respect to the authenticity, completeness, or proper

BEA 2022-2025

interpretation, the grievance procedure is the proper method of

appeal.

7. Should the situation or condition prompting the request for a leave

change prior to the action by the Board, the request may be

withdrawn.

8. A member who has begun a leave of absence will be expected to

complete the term of leave.

9. A member who is granted a leave of absence for a year will be

reassigned by the Superintendent according to the usual assignment

procedures. A member who is granted a leave until the end of the

semester will be reinstated to his/her former position.

7.10 Short Term Leave Without Pay

A. A bargaining unit member may be granted up to five (5) days without pay

per school year, with the approval of the Board of Education. Member

benefits will continue for members who are approved for short term leave

without pay. Leave without pay may be approved before or after school

holidays or in conjunction with personal days under unusual circumstances

and at the sole discretion of the Superintendent/Designee.

7.11 Military Leave

A. Military leave will be granted in accordance with applicable law (R.C.

3319.14).

7.12 Family Medical Leave

A. Notwithstanding other provisions of this agreement, the Board agrees to

abide by the provisions of the Family and Medical Leave Act of 1993. The

parties to this agreement agree that all benefits guaranteed by the Act will

be provided to members covered by this agreement.

B. A member must have one (1) year's service in the district to be eligible for

benefits under this section of the agreement.

C. Leave Provisions

1. Each eligible member is entitled to and shall be granted upon request

up to 12 weeks of unpaid leave per year to care for a new child or a

sick child, parent or spouse, or to use for the member's own medical

treatment. Such leave may be taken for the care of a newly adopted

or newly placed foster child, as well as a newborn child.

BEA 2022-2025

2. Any leave beyond twelve (12) weeks in a year for these combined

purposes may be granted pursuant to the other leave provisions of

this agreement.

3. Eligible members may choose to use paid sick leave granted by other

provisions of this agreement to run concurrent with all or part of the

unpaid leave granted under this Article.

4. Leave taken to care for a new child must be taken within one year of

birth or placement of the child. The member must give the Board

thirty days' notice of the birth or placement if possible, or as much

notice as possible if less than thirty days.

5. Leave under this section may be taken intermittently, when medically

necessary. The member will attempt to schedule medical procedures

so as not to interrupt work unnecessarily.

6. In the case of birth of a child, adoption of a child, or child placement

when an eligible husband and wife are both employed by the Board,

they are limited to a combined total of twelve (12) work weeks of

FMLA leave during any twelve (12) month period. If the eligible wife

takes the full twelve (12) weeks of FMLA leave in a twelve (12) month

period, then the eligible husband may take one (1) week of FMLA

leave in the same twelve (12) month period.

D. Protection of Employment and Insurance

1. The Board shall return the member taking a leave under this Article

to the same position he/she occupied prior to the leave, if possible.

2. The Board will continue to pay the Board contribution to the current

medical and dental insurance plans for the member while on leave

under this section.

3. The taking of a leave under this section shall not result in the loss of

any employment benefit accrued prior to the date the leave

commenced.

E. Medical Certification

1. The Board may require medical certification from a licensed

physician as to the medical necessity for a leave under this section.

Such certification will include a statement by the physician that the

member is unable to perform all duties of his/her position, or that

his/her presence is required to care for a seriously ill family member.

This section shall be uniformly applied.

BEA 2022-2025

F. Return from Leave

1. If a member takes a leave under this Article which is to terminate

within the last three (3) weeks before the end of the school term, and

the leave is of more than five (5) weeks duration, the Board may

require the member to remain on leave for the remainder of the term,

under the same conditions as are required by this article, even if all

twelve weeks required by law have been used.

7.13 Educational Leave with Pay

A. Upon written application to the Superintendent and approval by the Board,

a member may be granted a leave of absence for professional improvement

for one school year or two (2) semesters with pay.

B. The member requesting a professional leave of absence with pay shall

submit a plan to the Superintendent, outlining the proposed professional

improvement to take place during the leave period. The applicant must

show the value of the proposed plan to the Bellefontaine City Schools and

the educational program thereof. Professional improvement leave shall be

granted for the following purposes:

1. Professional graduate study in the teaching area of the applicant,

guidance and counseling, or educational administration.

2. Professional performance or field experience directly related to the

teaching field of the applicant.

3. Professional research or writing in the teaching field of the applicant.

4. Other - as deemed beneficial to the Bellefontaine City Schools by the

Board.

C. Upon the return from the leave, the member must submit evidence to the

Superintendent that the plan was followed.

D. An applicant must have completed a minimum of five (5) years of service in

the Bellefontaine City School system immediately preceding the

professional leave.

E. A member granted a leave of absence for professional reasons shall not

advance on the salary schedule for the time of the leave. Previously

established tenure and seniority rights shall be retained.

F. The member requesting leave with pay must request such leave by May 1.

He/she must also sign an agreement committing himself/herself to

returning to the Bellefontaine City Schools for at least two (2) years or

repay the amount of the leave with pay.

BEA 2022-2025

G. Only one (1) leave with pay will be granted each year. A second leave may

be granted if the Board determines sufficient funds are available.

H. The amount of the leave payment will equal the difference between the

salary of the member on leave at the beginning of the school year and the

salary of the member replacing the member on leave. Any salary increase

during the school year will be considered for the member leave payment.

The member will receive one-half (1/2) of the leave payment on the payday

following the start of school and one-half (1/2) on the payday following the

end of the first semester.

7.14 Personal Leave

A. Personal leave is an excused absence, with pay, taken by the employee

and may not be used in increments of less than one-quarter (1/4) day.

Personal Leave is for personal reasons which, due to time, distance, or

other unique factors cannot be accomplished outside of regular working

hours.

B. Each bargaining unit member shall be permitted three (3) Personal Days,

per contract/school year provided the following conditions are met:

1. One week's written notification be given to the building principal and

Superintendent/Designee.

2. No more than ten percent (10%) of the bargaining unit members

assigned to a building shall be absent from their assigned building

for reason of personal leave on any given school day.

3. No personal leave days may be taken during the last fifteen (15)

school days (including teacher workday(s) except in a situation

approved by the Superintendent/Designee.

4. Quarter days shall only be taken at the beginning or end of the

workday.

5. The Superintendent/Designee may waive the above requirements

under unusual circumstances if reasons are given for the use of

personal leave and a replacement, if necessary, is able to be

obtained.

C. Any unused personal days at the end of the school year will roll over into

sick days at the start of the next school year.

7.15 Court Appearance/Jury Duty

A. In case of absence from duty in response to subpoena for a case in court

or an administrative hearing, the amount of any witness fee or other

compensation, exclusive of any reimbursement paid specifically for

BEA 2022-2025

expenses incurred by reason of such subpoena, shall be submitted to the

Board. Members receiving notices of jury duty shall be granted a leave of

absence without loss of pay or benefits for the duration of the leave. The

compensation received as a juror shall be submitted to the Board.

B. A member who is subpoenaed to appear as a witness in a court of law to

give testimony in a school business/activity case shall be granted a leave in

accord with 7.15A except that the compensation received less expenses of

no more than five (5) dollars per day shall be submitted to the Board.

Receipts for expenses shall be submitted to the Board.

7.16 Assault Leave

A. Any service-connected case of physical or verbal assault on a member of

the bargaining unit occurring on the school premises during a school-

sponsored function and not caused by another employee of the district shall

be reported immediately to the principal or other administrator in charge

who shall initiate an investigation of the incident not later than twenty-four

(24) hours after receipt of the report. When such an assault results in

absence from duty for medical reasons, such absence shall be at no loss of

pay and shall not be chargeable to sick leave to a maximum of fifteen (15)

days per member each school year. The member shall provide a written

statement of the facts surrounding the assault and his/her willingness to

participate fully and cooperate fully with the Board in pursuing legal action

against the alleged assailant/s.

B. Medical verification shall be furnished to the Superintendent for all such

absences requiring more than five (5) days leave. The Board shall have the

right to require a medical examination by a physician of its choice after the

member has been absent for five (5) school days per occurrence. In such

event, Board shall pay the full cost of the examination.

C. Absences due to court appearances resulting from an assault shall be

chargeable to assault leave.

D. If a member is required to be absent from school because of court

appearance/s resulting from an assault and he/she requires assault leave

days exceeding fifteen (15) during that school year, additional days

equivalent to the number of days used for court appearances shall be

granted to that member.

E. The member assaulted agrees to cooperate fully with police and the

administration in any investigation of an alleged assault unless otherwise

advised by his/her legal counsel.

BEA 2022-2025

7.17 Professional Leave

A. Professional days are used for educational conferences related to the

member's assignment, for field experience used to maintain or expand

licensure or for visitation to exemplary programs.

B. Such leaves must be approved by the principal and affirmed by the

Superintendent/Designee.

C. A one (1) week written notification should be given to the building principal

and the Superintendent. The Superintendent may waive this requirement

under unusual circumstances. The form to be used shall be developed by

the Superintendent.

D. The Superintendent has authority to grant such requests for member

absences for professional conference attendance with the following

payment to the member:

1. Absence without loss of pay.

2. Absence with loss of pay equivalent to the wages paid a substitute

or loss of half pay if no substitute is required.

E. Employees sent to such conferences as representatives of the Board shall

have no deduction of pay. Expenses directly related to the educational

conference and/or visitation may be paid by the district.

ARTICLE VIII---OTHER PROVISIONS

8.1 School Calendar

A. A committee shall be established for the purpose of recommending a school

calendar. The committee shall be composed of the building principals, two

teachers from each building (one appointed by the BEA president), a

representative of the Association, and the Superintendent or designee. In

addition, representatives from the Ohio Association of Public School

Employees Local 30 (OAPSE) will sit on this committee.

B. The committee shall present a school calendar to the Superintendent prior

to April 1. The Association may also make recommendations regarding the

calendar.

C. The committee may recommend a single or multi-year calendar. When a

multi-year calendar is approved, the committee may reconvene annually in

January to make adjustments to the calendar as needed.

BEA 2022-2025

D. The Superintendent shall recommend a calendar to the Board. Prior to

making changes in the calendar after it has been adopted and where such

change affects unit members, the Association shall be provided an

opportunity to provide input concerning suggestions and alternatives (e.g.

where alterations are considered, due to "makeup" days for calamity days,

input and alternatives may be provided by the Association prior to

scheduling such make-up days).

E. Calamity days that are to be made up will be made up at the end of the

school year provided those days do not exceed five (5) days. If the days to

be made up exceed five (5) days, then spring break days, if scheduled on

the school calendar, will be used to make up the days in excess of five (5).

8.2 Intra-School Substitution Conditions and Compensation

A. When any member, including special areas of instruction, is absent from

school, every reasonable effort will be made to obtain a

certificated/licensured substitute for the member. Substitute teachers shall

be selected from the list certified by the Superintendent. When a specialist

is absent and no substitute is available, the teacher that keeps those

students shall be compensated accordingly with Article 8.2.B.

B. Intra-school substitution may be performed by a regular teacher who

volunteers to teach during his/her regular assigned conference period.

Certificated employees will be paid according to the following length of time:

46-80 minutes - $35.00

20-45 minutes - $22.50

C. When a substitute is not available and students are placed or split into other

classrooms, the teacher(s) covering shall be compensated according to

Article 8.2.B. as such:

1. Teachers covering students 20 to 45 minutes shall be compensated

$22.50;

2. Teachers covering students 46 or more minutes shall be

compensated $35.00.

3. Teachers shall not be requested to accept more than one-third (1/3)

of students from another class.

D. Every effort should be made to avoid using Intervention Specialists, Title

Teachers, Co-Teacher and Teachers of Gifted Students for the purpose of

coverage of another teacher’s class.

BEA 2022-2025

8.3 Medical Examination

A. The Board shall pay for all medical examinations that it requires of members

to the extent that such examinations are not paid for by insurance coverage

provided for in this agreement, with the exception of the pre-employment

physical.

8.4 Personnel Files

A. The personnel files of members of the bargaining unit will be located in the

Board offices. Unit members shall have access to all materials contained

in the files, except confidential pre-employment information, within one day

of the receipt of a written request to review the files of said member upon

presentation of a written authorization from the member, including the

signature of said member.

1. Any examination of a member’s personnel file shall be governed by

the current Ohio Public Records Law (O.R.C. 149.43) and Ohio

Privacy Act (O.R.C. 1347.01). The Board shall maintain

confidentiality with respect to items required to be confidential by law,

for example, social security numbers, annuities and medical

information. A member shall be notified, within 24 hours, confirmed

and with all available information, any time a request has been made

to view his/her file by someone other than the building principals, the

Superintendent, treasurer, assistant superintendent or secretary to

the superintendent. All materials placed in the personnel file of

members shall include the dates the items were placed in the files.

B. Prior to placement in the files, a member shall be given a copy of any

material:

1. Relating to evaluation and classroom performance and the member

will initial the material indicating that the member has seen it. The

initialing does not mean agreement, but only that the material has

been reviewed by that member. Lack of such initialing by the

member due to refusal or neglect shall not preclude its placement in

the file and such refusal or neglect may be noted and included with

the material to indicate the member was shown the material and did

not so acknowledge he/she was shown the material by initialing it.

2. In the form of written criticism or complaints, and the member may

initial the material indicating he/she has seen it. The initialing of the

material does not indicate agreement with its content.

3. Members shall have the right at any time to attach a written reply to

any material being placed in the file and this replay shall be attached

to the material in question. Anonymous letters, complaints and/or

commendations will not be included in the personnel files of any

BEA 2022-2025

member of the bargaining unit, nor shall they be made a matter of

record.

4. Any member shall have the right to obtain a photo copy of any item

(except confidential pre-employment items) in the personnel files

upon the payment of the reasonable cost of photocopying said

material. Records shall be examined in the presence of the

Superintendent or designee and shall not be removed from the

immediate area.

5. The provisions of this section of the contract shall not be construed

as limiting the rights accorded to a bargaining unit member pursuant

to Title 1347 of the Revised Code.

6. Upon request of the unit member, material may be removed from

his/her file five (5) years from date of placement. Such removal shall

be done upon consent of the administrator responsible for placement

of the material in the file and/or the Superintendent.

8.5 Use of Extended Service

A. Bargaining unit members who are granted days of extended service, must

use them as assigned, in units of not less than one-half (1/2) day at a time.

If they cannot be used as assigned, they may be rescheduled with mutual

agreement. If there is no mutual agreement, the days will be cancelled.

8.6 Calamity Days

A. Calamity days beyond the first five (5) days shall be made up according to

the procedures outlined below. All days beyond those outlined below shall

be made up in accordance with Article 8.1(E), which states five (5) days at

the end of the school year, then five (5) days starting with the Monday of

spring break.

1. If the sixth (6

) cancelled day occurs more than two (2) weeks prior

to President’s Day recognition, that day shall become an instructional

day with students and teachers in attendance.

2. The next cancelled day beyond these shall be used by teachers to

complete Public School Works professional development modules.

If these modules are completed prior to this date, this day shall serve

as compensatory time for teachers.

3. The next two (2) cancelled days shall be made up by teachers by

logging time spent working at home or at school outside of the

contracted work day. Teachers may log time starting on the first

student day of the school year. This time must be used to complete

work related to assessment, standard alignment, instructional

practices, or data analysis.

BEA 2022-2025

a. The completed log must be submitted to the individual

designated by BEA president in each building by the Friday

before the last Monday in January.

b. Seven (7) hours should be logged for each day to be made

up, for a total of fourteen (14) hours.

c. Required log must be submitted by this date or the teacher

will either report to work on that day (if not a level three snow

emergency), use a personal day (if available), or take a day

without pay. There will be no exceptions. This indicates the

importance of logging time if these options are to be avoided.

d. Principals shall provide to the building representative a list of

teachers assigned to that building at the start of the school

year. The designated building representative shall return that

list indicating who did and did not turn in their log to their

building principal by 3:00pm the last Monday in January.

4. If a single additional cancelled day is missed more than two (2)

weeks prior to the May waiver day, that day shall become an

instructional day with students in attendance.

5. If another additional cancelled day occurs more than two (2) weeks

before the March waiver day, that day shall become an instructional

day with students in attendance.

ARTICLE IX---ECONOMIC PACKAGE

9.1 Salary

A. In recognition of the Association’s dedication to the students and community

of Bellefontaine, bargaining unit members shall be paid according to the

salary schedule set forth in Appendix A for each of the three (3) years

covered by this negotiated agreement, respectively. This constitutes the

following:

1. Effective September 1, 2022, a two and a half percent (2.5%) increase

for the 2022-2023 school year.

2. For the 2023-2024 contract year, the parties agree to reopen for

discussion concerning salaries only.

3. For the 2024-2025 contract year, the parties agree to reopen for

discussion concerning salaries only.

For bargaining unit members to be eligible for the BA plus hour step

increases, all additional hours over the BA must be graduate hours and will

BEA 2022-2025

be measured in semester hours. If quarter hours are accumulated, it will

take three (3) quarter hours to equal (2) two semester hours. (Note: A

quarter hour is equal to 2/3 of a semester hour).

B. The summer school teaching salary schedule is set at the following hourly

rates:

Summer of

2022

Summer of

2023

Summer of

2024

Summer of

2025

0-5 (Yrs. Exp.)

$27.14

$27.82

Recalc

6-10 (Yrs.

Exp.)

$30.72

$31.49

Recalc

11+ (Yrs. Exp.)

$34.00

$34.85

Recalc

Pay raise granted on the base will be applied to the summer school salary

at the same percentage.

9.2 Severance Pay

A. Eligibility

1. An employee's eligibility for severance pay shall be determined as of

the final date of employment. The criteria for eligibility for severance

pay are:

a. The individual retires from the school system.

b. Retirement means disability or service retirement under any

State of Ohio or municipal retirement system.

c. The individual must have not less than ten years of service

with this school district.

d. The individual must submit a copy of a check stub or other

proof showing receipt of retirement payment from the

appropriate retirement system.

e. If a member eligible for severance pay dies, severance pay

will be made to the beneficiary as stated on the insurance

policy as provided for in this agreement.

B. Benefit Calculation

1. Severance pay shall be calculated by multiplying the bargaining unit

member's accrued but unused sick leave by one-fourth (1/4) and

multiplying the product times the per diem rate of pay appropriate for

BEA 2022-2025

that individual's placement on the base salary schedule at the time of

retirement.

a. Severance payment to bargaining unit member employees by

the district at the time of retirement from teaching will be up to

a maximum of thirty-eight (38) days provided the unit member

has one-hundred and fifty-two (152) days accumulated leave.

b. Unit members with fifteen (15) through twenty-five (25)-years

of service in the district shall receive a maximum of fifty-three

(53) days accumulated sick leave provided they-have two-

hundred twelve (212) days accumulated sick leave. Members

with more than twenty (20) years of service-in the district will

be eligible for one additional day of-severance pay for each two

years of service through-the twenty-fifth year provided they

have the additional days of accumulation to allow for additional

days of severance payment [i.e. for one (1) additional day to

potentially be paid out, unit member shall have at least two

hundred sixteen (216) total accumulated sick leave days and

two (2) for additional day to potentially be paid out, unit member

shall have at least two hundred twenty (220) total accumulated

sick leave day].

c. Unit members with twenty-six (26) or more years of service in

the district shall receive a maximum of seventy-one (71) days

severance pay provided he/she has two hundred eighty-four

(284) days accumulated sick leave.

9.3 Work Day and Hours

A. The bargaining unit members will work seven and one-half (7½) hours a

day, one hundred and eighty-five (185) days a year. Central Ohio Education

Association Day (COEA Day) will be included within the 185 days.

B. The one hundred and eighty-five (185) work days shall include three and

1/2 (3 1/2) teacher work days to be scheduled as follows: one-half (1/2) on

COEA day, prior to the start of the school year, one (1) during the semester

change, and one (1) as the last day of the school year. Administrative

meetings are not to be scheduled on the three and 1/2 (3 1/2) teacher work

days.

C. On days when the district declares a late start due to inclement weather or

otherwise, bargaining unit members will not be required to report any earlier

than the normal starting time, adjusted by the increment of delay.

D. Teachers who attend district sponsored professional development during

the summer months shall receive their hourly summer school rate as the

rate of pay. District sponsored professional development is defined as

professional development provided by district employees and/or grade

BEA 2022-2025

level/department work on instructional areas such as curriculum,

assessment, etc. and professional development related to the

implementation of district initiatives as determined by the District

Leadership Team initiatives and Director of Instruction.

9.4 Insurance

A. The Board shall provide a $20,000 life insurance policy including an

accidental death and dismemberment provision to each bargaining unit

member. Members will be allowed to purchase additional term life

insurance through payroll deduction from the same insurance carrier.

B. The Board will pay eighty percent (80%) of the premium for individual or

family coverage for a hospitalization and major medical policy. The

employee electing individual or family coverage will assume and pay the

cost of the remaining twenty percent (20%) of the premium. The Board will

provide the same, similar, or superior benefits as those currently provided

by the Bellefontaine City Schools Health Insurance and Benefits Program

for bargaining unit members.

C. The Board will pay eighty percent (80%) of the premium for a single or family

dental policy. The employee electing single or family coverage will assume

and pay the cost of the remaining twenty percent (20%) of the premium.

The Board will provide the same, similar or superior benefits as those

currently provided by the Bellefontaine City Schools Health Insurance and

Benefits Program for bargaining unit members.

D. Less than full-time bargaining unit members shall have the Board's share of

insurance premium provided in sections B and C and paid on a prorated

basis.

E. Members of the bargaining unit may elect not to receive hospitalization,

major medical or dental insurance coverage.

F. Costs connected with pre-certification, length of stay, customized care, and

second surgical opinion, will be paid by the insurance company.

G. A unit member who is divorced will no longer be eligible for family

insurance coverage, unless he/she has dependent children.

H. The Board will be responsible for keeping a current copy of the Bellefontaine

City School’s Health Care Plan on file in the Library of each school building.

The Board will also be responsible for making a current copy of the

Bellefontaine City School’s Health Care Plan available on the Bellefontaine

City School District’s Website.

I. 125 Benefits Program

BEA 2022-2025

1. The benefits provided to employees by Section 125 of the Internal

Revenue Act of 1978 shall be made available to all members of the

bargaining unit. The amount shall not exceed that allowed by Federal

Law.

2. The employee or Board shall not be charged any fees for the set-up,

enrollment, or administrative costs of the program and in full

compliance with provisions of the IRS.

3. The Board may change carriers or providers for the above referenced

services, but must give the Association President ninety (90) day’s

notice of their intention to change such carrier prior to making the

change. Said change shall not allow for any change in the services or

terms of this provision. The Board shall also provide the Association

President will all pertinent information on the new carrier at the times

of the notification of their intent to change carriers.

9.5 STRS "Pick-up" Salary Reduction Method

A. The Board herewith agrees with the Association to "pick-up" utilizing the

salary reduction method at no cost to the Board, contributions to the State

Teachers Retirement System paid upon behalf of unit members under the

following terms and conditions:

1. The amount to be "picked-up" on behalf of each employee shall be

equal to the member's required contribution to the STRS. The

member's annual compensation shall be reduced by an amount

equal to the amount "picked-up" by the Board for the purpose of

State and Federal tax only.

2. Shall be uniformly applied to all members of the bargaining unit.

3. The "pick-up" shall apply to all compensation including supplemental

earnings.

4. Payment for all paid leaves, sick leave, personal leave, severance

and supplementals including unemployment and workman's

compensation shall be based on the employee's daily gross pay prior

to reduction as basis (e.g., gross pay divided by the number of days

in a teacher's contract).

B. Each teacher will be responsible for compliance with Internal Revenue

Service salary exclusion allowance regulations with respect to the "pick-up"

in combination with other tax deferred compensation plans.

C. If the foregoing "pick-up" provisions are nullified by subsequent Internal

Revenue Service Rulings, Ohio Attorney General Opinions, or other

governing regulations, the Board will be held harmless and this article of the

agreement shall be declared null and void.

BEA 2022-2025

9.6 Mileage

Mileage at the current rate approved by the Board of Education shall be paid to

unit members who are assigned at different buildings, and due to the assignment,

are required to drive between or among those buildings. This does not include

travel between buildings due to a supplemental contract or travel to and from

home.

9.7 Tuition Reimbursement

A. Bargaining unit members who wish to take enrichment courses in subject

areas which they are teaching, may apply for tuition reimbursement from

the Board of Education. Only graduate level credits which are earned from

accredited institutions will be accepted. Earned grades of "B" or higher or

"P" (Pass/Fail) must be presented in order to be eligible. Applications and

all required accompanying documentation, including proof of tuition paid,

shall be submitted by June 30 for courses completed during the July 1 to

June 30 timeframe of the same year and reimbursements will be paid out

by the end of August.

B. A purchase order for reimbursement issued to the unit member will establish

eligibility of funds for reimbursement. A warrant for payment will be issued

upon receipt of grades, credits, and an oral or written report of the benefits

earned from taking the course.

C. In order to encourage an equitable access to reimbursement, the Board will

assemble a list of unit members who wish to be considered for

reimbursement. No unit member will be eligible for reimbursement of over

seven (7) semester hours or ten and one half (10½) quarter hours per

calendar year.

D. A total of thirty thousand dollars ($30,000) annually shall be set aside for

each fiscal year beginning in July. If any funds remain from the previous

year, they shall be rolled over into the next year. Reimbursement shall be

made to each unit member at the end of the fiscal year and shall be based

on a division of the total funds available by the number of the approved unit

members. In no case shall the amount of reimbursement to the unit

member exceed the actual cost of the approved coursework.

E. The Superintendent may use his/her discretion to decide reimbursement

eligibility. The Superintendent/designee could consider eligibility of a

teacher wishing to take courses designed to improve his/her

classroom/environment or courses in subject areas which he/she is

certified, as well as courses in subject areas which he/she is currently

teaching.

BEA 2022-2025

9.8 Attendance Incentive

A. Attendance Leave Bonus shall be awarded as follows:

1. A member of the bargaining unit who uses one-half (1/2) day of sick

leave or personal leave during the school calendar year shall receive

$600.00.

2. A member of the bargaining unit who uses no more than one (1) day

of sick leave or personal leave during the school calendar year shall

receive $400.00.

3. A member of the bargaining unit who uses no more than two (2) days

of sick leave or personal leave during the school calendar year shall

receive $200.00.

B. Attendance Bonus payments shall follow STRS (State Teachers Retirement

System) deduction guidelines.

C. In the case where the Board approved calendar ends in May, a teacher has

submitted their resignation for the purpose of retirement based on the May

end date of the school year and the calendar is extended into June due to

calamity days, this article will be waived for the retiring teacher.

9.9 Background Checks

During the duration of this contract any certificated/licensed employee will pay

fifteen dollars ($15) for a combined FBI/BCII background check or twelve dollars

($12) for a FBI background check.

9.10 College Credit Plus

A. Teaching a course that qualifies for College Credit Plus (CPP) shall be

voluntary on the part of the teacher. If the district has paid for Master or

credentialing classes, by mutual agreement between the district and the

teacher, for the purpose of the teacher to teach CCP classes, the teacher

while employed by the district, may be required to teach CCP classes for a

minimum of five (5) years or repay the actual cost of the Master or

credentialing classes equal to the amount paid by the district or grant.

During the same five-year period, teachers who leave the district to be

employed by a different district, may be required to repay the same.

B. Teachers of CCP courses shall be given release time or compensation at

summer school rate (if the day is outside of their contracted time) to attend

all professional development workshops or conferences related to their

CCP course offered or recommended by their host college.

C. Students enrolled in a CCP course should meet all entrance requirements

required by the host college.

BEA 2022-2025

D. No existing bargaining unit position shall be eliminated and no bargaining

unit employee shall be displaced as a result of the district's participation in

CCP.

E. All CCP teachers will be given the opportunity to use one (1) professional

leave day per CCP class taught during the school year to complete required

administrative responsibilities (grading for course aligning curriculum,

preparing for observations, etc.) This day can be taken at a time requested

by that teacher but should not be the first or last day of the week or in the

month of May, not to exceed three (3) professional leave days per teacher

per year.

ARTICLE X---TRAVELING TEACHERS

10.1 Teachers that are assigned to more than one building shall be designated as

traveling teachers.

10.2 The building to which the traveling teacher is assigned for the majority of the day

shall be designated as their "home" building, and the traveling teacher shall receive

planning time and lunch time in accordance with contractual requirements and the

building procedures of that building.

10.3 For the purposes of evaluation, the traveling teacher shall be evaluated by the

administrator in their "home" building. Administrators from other buildings to which

the teacher is assigned may provide written input for that evaluation, but may not

formally evaluate the teacher. Such input shall be provided to the teacher.

10.4 Traveling teachers shall be provided with adequate time to go from building to

building and adequate classroom space and supplies, as well as space from which

to work during their planning and conference time.

10.5 Traveling teachers shall keep a log of the mileage traveled between their assigned

buildings and shall submit such log at the end of each month to the Board

Treasurer for payment in the next regular pay in accordance with the provisions of

this agreement.

ARTICLE XI---COMMITTEES

11.1 Standing Committees

A. The parties agree to participate in collaborative committee work structured

as follows to improve workplace conditions, including but not limited to

insurance, supplemental salary options (Article 7.2), professional

development (LPDC) (Article 6.11(F)), Master Teacher, Association/

BEA 2022-2025

Administration Council, evaluation (OTES), career lattice, calendar (Article

8.1) and any and all other contractual issues.

1. The committee shall consist of the appropriate number of employees

appointed by the Association and Administration appointed by the

Superintendent.

2. The chairing of this committee shall be alternately shared by the

Superintendent/designee and the Association President/designee

and the respective chairperson shall take charge of preparing and

distributing the minutes of each meeting.

3. This committee shall submit its recommendations to the Association

and the Board for approval. Upon the acceptance by both parties,

such recommendations shall be included into the Agreement.

4. All committees shall meet at least once each school year and as

needed as determined by the committee chairperson(s). Notice of the

meetings will be provided at least a week in advance. Members

involved in committees shall have their classrooms covered if the

meetings for the committee which they are participating in occur

during the teacher work day.

11.2 Master Teacher Committee

A. A master teacher committee shall be established for the purpose of

designating teachers in the district as a master teacher.

1. The committee shall be comprised of four (4) Association - appointed

members and two (2) administrators.

2. The master teacher committee shall be co-chaired by one (1)

Association member and one (1) member of the Administration who

shall jointly determine the time, location and number of committee

meetings. The master teacher committee members shall establish

its Plan of Operation for the appropriate designation of a master

teacher, including but not limited to the application and review

processes, the dissemination of general information to local

association members, and the appeal procedure.

3. The Association shall determine the length of the term of office for

the local association members serving on the master teacher

committee. Terms of office for the master teacher committee shall

be staggered to the greatest extent possible. The Association shall

determine the process for removing a teacher member from office.

In the event of an in-term vacancy or removal, the teacher member

shall be replaced by the Association.

BEA 2022-2025

4. Nothing in the master teacher committee process shall have an

adverse impact on the educator’s performance evaluation as

established in this Agreement.

5. As determined by the master teacher committee, the Association’s

master teacher committee members shall be provided on-going

training by the employer to ensure consistent application of the

master teacher criteria.

6. The Association’s master teacher committee members shall receive

forty dollars ($40) for each application a committee member reviews.

7. The master teacher committee shall be provided with adequate and

secure space for the safe and secure storage of records, files and

any other work and materials requiring storage and/or file space.

The master teacher committee shall be provided with the equipment,

paper and other materials necessary to perform its duties, as

specified in the master teacher operating procedures. The master

teacher committee shall be provided with secretarial support and any

other support services necessary.

8. The master teacher committee shall determine its own appeals

procedure. The master teacher committee appeals procedure is not

subject to the grievance/arbitration procedure outlined in this

Agreement.

9. Teachers who successfully complete the initial Master Teacher

process shall be compensated in the amount of five-hundred dollars

($500.00). Teachers who complete the renewal process shall be

compensated in the amount of two-hundred dollars ($200.00).

11.3 Certified Staff Evaluation Task Force

A. An evaluation committee will meet at least two (2) times a year to review

and update the evaluation process. The committee shall be comprised of

four (4) Association appointed members, the BEA President or designee,

and an equal number of administrators. The Committee shall be co-chaired

by one (1) member of the Association and one (1) administrator, who shall

jointly establish a meeting schedule.

1. This committee shall be compensated at two hundred dollars

($200.00) per person, per year.

2. The following topics shall be discussed by the committee: evaluation

instrument, procedural guidelines, and forms used. The committee

shall clarify issues/ concerns that arise relative to the evaluation

instrument and implementation of new elements of the evaluation

process brought on by new legislation.

BEA 2022-2025

3. This committee shall convene on a regular basis after the ratification

of this contract to develop written recommendations on each of the

above topics using the consensus decision-making process.

11.4 Association/Administration Council

Each year, the Association President shall appoint five (5) teachers to serve on an

Association/Administration Council with the building principals and the

Superintendent. This Council shall meet bi-monthly, if needed, to cooperatively

resolve non-contractual building and district issues that affect the working

conditions of certified staff. The Council shall not consider items relating to

grievances. Minutes shall be made and distributed at the conclusion of each

meeting via the district’s email system.

11.5 Insurance Committee

An insurance committee shall be established for the purpose of monitoring and

reviewing current District insurance plans as well as examining different options

for insurance.

A. The insurance committee shall meet monthly, or as needed.

B. The committee shall be comprised of four (4) Association-appointed

members, the BEA President or designee, two (2) administrators, and the

Superintendent or designee as well as representatives from OAPSE.

11.6 Building and District Leadership Committee

Building and District Leadership Teams shall explore the data and trends of

student learning in the district. Team members will set building and district goals

and provide leadership within their staff.

BEA president or designee shall be a member of the District Leadership Team.

Building Leadership Teams will consist of members of the Instructional Leadership

Team. Up to five (5) additional members may be on each Building Leadership

Team and these additional members will be compensated at $200.00 each.

11.7 PBIS Committee

A PBIS District Team will consist of assistant principals whose direct

responsibilities are discipline as well as a counselor who may provide student

intervention. Members of the District Team must participate in the state required

five (5) day training.

Each building PBIS Team will be developed by the building principals in

collaboration with the BEA President and/or designee. The building teams will

create a building environment using a non-aversive effective behavioral system to

improve academic and behavior outcomes for all students. The building team will

consist of five (5) (or less) staff representatives including at least one (1) BEA

BEA 2022-2025

member. The building members will be compensated two hundred dollars

($200.00) each for implementing a PBIS framework.

11.8 Curriculum Committee

When curriculum evaluations, changes or selections are to be made,

representatives will be selected by the Executive Director of Instructional Services

and BEA President or designee. The Executive Director of Instructional Services

will establish curriculum working committees, and define its purpose. The BEA

President or designee and Executive Director of Instructional Services shall select

the committee members and include at least one (1) BEA member on each

committee. Each committee will serve as long as deemed necessary and may be

reactivated as needed.

Upon approval of the Executive Director of Instructional Services, all new or

revised programs, courses of study, and/or course guides will be forwarded to the

Superintendent and then to the Board for final approval.

For Supplemental and/or resource material (including online platforms and/or

apps), each principal shall select staff, including at least one (1) BEA member, who

are directly involved in the program for which the materials and/or equipment will

be used. Their responsibility is to review and evaluate suggested resources, using

board of education criteria and make recommendations to the principal.

The principal shall review the recommendations and, if necessary, the materials or

platform/app, and submit the recommendations to the Executive Director of

Instructional Services.

The Executive Director of Instructional Services will then review recommendations,

and either review refer them back to the principal or approve their use.

ARTICLE XII---EMPLOYMENT OF RETIREES

12.1 Where a teaching vacancy exists that the Board chooses to fill, the Board may

consider and employ a retiree for such vacancy upon the recommendation of the

Superintendent. For purposes of this Article a “retiree” is an individual who has

attained service retirement status with Ohio’s State Teachers Retirement System

(STRS) and is otherwise qualified by licensure/certification and background for

public school teaching in Ohio.

12.2 A retiree shall be placed on the teachers’ salary schedule at Step 5 of the

appropriate column, regardless of years of service, and shall not advance on the

salary schedule based on additional years of service. This Section supersedes

R.C. Chapter 3317. A retiree may be hired on a part-time basis, in which case

salary shall be pro-rated based upon a full workday of seven hours, thirty minutes.

BEA 2022-2025

12.3 A retiree shall receive a one-year limited teaching contract which shall expire

automatically at the end of the stated term. No Board action or notice of contract

nonrenewal is required. Continuation of the employment of a retiree through

offering new one-year limited contracts which automatically expire shall be at the

election of the Board and upon recommendation of the Superintendent. A retiree

is not eligible for a continuing teaching contract. This Section supersedes R.C.

Sections 3319.08 and 3319.11.

12.4 A retiree will accumulate and may use sick leave in accordance with Article VII of

this Agreement, but will in no event not be entitled to severance pay or tuition

reimbursement under Article IX of this Agreement.

12.5 A retiree will not be eligible to participate in insurance fringe benefits under Article

IX of this Agreement, other than life insurance. In addition, if a retiree is precluded

by STRS policy or rule from participating in STRS-provided health and prescription

drug insurance, the retiree may participate in Board-provided health and

prescription drug benefits under Article IX of this Agreement.

12.6 A retiree shall not accumulate seniority and has no right of recall in the event of a

reduction in force.

12.7 This Article supersedes any differing or inconsistent terms of this Agreement or

provisions of Ohio law.

ARTICLE XIII – DURATION

13.1 This Negotiated Agreement shall become effective on September 1, 2022 and

shall be implemented following ratification by the Association and the Board and

written execution by each party’s negotiating committees. This Negotiated

Agreement shall continue through August 31, 2025.

13.2 The parties agree to reopen salary and insurance provisions included within Article

IX entitled “Financial Package” during the second and third years of this Negotiated

Agreement. Proposals that either party wishes to submit subject to the foregoing

limitations shall be in accordance with Article 3.1. Additionally, the parties agree

that the negotiation procedures for said reopener shall be governed by all the

provisions of Article III herein entitled “Negotiation Procedures”.

By affixing our signatures, we affirm the necessary action has been taken to ratify and adopt

this Agreement by our respective party.

BEA 2022-2025

NEGOTIATED AGREEMENT

BETWEEN THE

BELLEFONTAINE CITY BOARD OF EDUCATION

AND THE

BELLEFONTAINE EDUCATION ASSOCIATION

On ____________, 2022, the Bellefontaine Education Association ratified the Negotiated

Agreement and the Bellefontaine City Board of Education approved the document on

___________, 2022.

___________________________________ __________________

President, Bellefontaine Board of Education Date

___________________________________ __________________

Superintendent, Bellefontaine City Schools Date

___________________________________ __________________

President, Bellefontaine Education Association Date

BEA 2022-2025

APPENDIX A--SALARY INDEX

SALARY INDEX

Step

BA+9

BA+18

BA+30

MA+9

MA+18

MA+30

MA+45

1.00000

1.03200

1.09600

1.12800

1.19200

1.22400

1.28800

1.32000

0.00000

1.04800

1.08000

1.14400

1.17600

1.24000

1.27200

1.33600

1.36800

0.00000

1.09600

1.12800

1.19200

1.22400

1.28800

1.32000

1.38400

1.41600

0.00000

1.14400

1.17600

1.24000

1.27200

1.33600

1.36800

1.43200

1.46400

0.00000

1.19200

1.22400

1.28800

1.32000

1.38400

1.41600

1.48000

1.51200

0.00000

1.24000

1.27200

1.33600

1.36800

1.43200

1.46400

1.52800

1.56000

0.00000

1.28800

1.32000

1.38400

1.41600

1.48000

1.51200

1.57600

1.60800

0.00000

1.33600

1.36800

1.43200

1.46400

1.52800

1.56000

1.62400

1.65600

0.00000

1.38400

1.41600

1.48000

1.51200

1.57600

1.60800

1.67200

1.70400

0.00000

1.43200

1.46400

1.52800

1.56000

1.62400

1.65600

1.72000

1.75200

0.00000

1.48000

1.51200

1.57600

1.60800

1.67200

1.70400

1.76800

1.80000

1.83200

1.48000

1.51200

1.62400

1.65600

1.72000

1.75200

1.81600

1.84800

1.88000

1.48000

1.51200

1.62400

1.70400

1.76800

1.80000

1.86400

1.89600

1.92800

1.52800

1.56000

1.67200

1.75200

1.81600

1.84800

1.91200

1.94400

1.97600

1.57600

1.60800

1.72000

1.80000

1.86400

1.89600

1.96000

1.99200

2.02400

1.62400

1.65600

1.76800

1.84800

1.91200

1.94400

2.00800

2.04000

2.07200

1.67200

1.70400

1.81600

1.89600

1.96000

1.99200

2.05600

2.08800

2.12000

BEA 2022-2025

BELLEFONTAINE CITY SCHOOLS

TEACHER SALARY SCHEDULE

BEA 2022-2025

APPENDIX A-1 - SUPPLEMENTAL SALARY SCHEDULES

BEA 2022-2025

BELLEFONTAINE CITY SCHOOLS

APPENDIX B – TEACHER EVALUATION PROCESS

Probationary and At Risk Teachers

September:

• Teacher completes Self Assessment Summary (Form 1) with the support of the self

assessment rubric (Form 2)

• Select 2 goals form separate areas after conferencing with principal. Complete

Professional Growth (Form 5) or Improvement Plan (Form 4) and give a copy to the

principal by October 15.

October – November:

• Observation 1 – Teacher comples pre-evaluation form (Form 6) and reviews it with

approved administrator. Administrator completes an observation for at lesat 30

minutes in length. After observation, teacher completes right hand side of Form 6

and has post conference with observer.

• Principal will complete Form 7 and share with teacher.

• If teacher is deemed ineffective or devleoping after first observation, suggestions for

improvement should be attached to Form 7, and the teacher will be notified of the

need for a third observation. Professional development opportunities should be

discussed with the tacher.

November – January 15:

• Observation 2 – Teacher completes evaluation form (Form 6) and reviews it with

approved administrator. Administration completes an observation for at least 30

minutes in length. After observation, teacher completes right hand side of Form

6 and has post conference with observer.

• Principal completes Form 7 and shares with teacher. Goals are reviewed at this

time. Suggestions for improvement and professional development

opportunities/resources should be reviewed with teacher, if teacher is deemed

ineffective or developing (at risk only) at this time.

January 15 – April 15 (For those in danger of non-renewal and all probationary

teachers):

• Observation 3 – Teacher completes pre-evaluation form (Form 6) and reviews it

with approved administrator. Administrator completes an observation for at least

30 minutes in length. After observation, teacher completes right hand side of

Form 6 and has post conference with observer.

By May 1:

• Administrator completes Ratings Page, reviews growth plan with employee, and

sends to the Board Office, with recommendation to renew or non-renew contract.

BEA 2022-2025

Teacher in Good Standing, Up for Contract

Renewal

September:

• Teacher completes Self-Assessment

Summary (Form 1) with the support of

the self-assessment rubric (Form 2)

Optional, but suggested.

• Select 2 goals from separate areas after

conferencing with principal. Complete

Professional Grown (Form 5) or

Improvement Plan (Form 4) and give a

copy to the Administrator by October 15.

September – January 15:

• Observation 1 – Teacher completes left

hand side of pre-evaluation form (Form

6) and reviews it with approved

administrator. Administrator completes

an observation for at least 30 minutes in

length. After observation, teacher

completes right hand side of Form 6 and

has post conference with observer.

• Administrator completes Form 7 and

shares with teacher.

• Goals reviewed in January.

January 15 – April 15:

• Observation 2 – Teacher completes left

hand side of pre-evaluation form (Form

6) and reviews it with approved

administrator. Administrator completes

an observation for at least 30 minutes in

length. After observation, teacher

completes right hand side of Form 6 and

has post conference with observer.

By May 1:

• Administrator completes Ratings Page,

reviews growth/improvement plan with

employee, and sends to the board

Office with recommendation to renew

contract.

Teacher Up for Contract Renewal with

Ineffective or Developing after First

Observation.

September:

• Process same as left hand side.

September – October:

• Observation 1 – Process same as left

hand side.

• If teacher is deemed ineffective or

developing after first observation,

suggestions for improvement should be

attached to Form 7, and the teacher will

be notified of the need for a third

observation. Professional development

opportunities should be discussed with

the teacher.

October – January 15:

• Observation 2 – Teacher completes left

hand side of pre-evaluation form (Form

6) and reviews is with approved

administrator. Administrator completes

an observation for at least 30 minutes in

length. After observation, teacher

completes right hand side of Form 6 and

has post conference with observer.

• Administrator completes Form 7 and

shares with teacher.

• Goals reviewed in January.

January 15 – April 15:

• Observation 3 – Teacher completes left

hand side of pre-evaluation form (Form

6) and reviews it with approved

administrator. Administrator completes

an observation for at least 30 minutes in

length. After observation, teacher

completes right hand side of Form 6 and

has post conference with observer.

By May 1:

• Administration completes Ratings Page,

reviews it and goals with employee, and

sends to the Board Office with

recommendation to renew or non-renew

contract.

BEA 2022-2025

BELLEFONTAINE CITY SCHOOLS

SELF -ASSESSMENT SUMMARY TOOL - FORM 1

BEA 2022-2025

BELLEFONTAINE CITY SCHOOLS

SELF-ASSESSMENT RUBRIC – FORM 2

BEA 2022-2025

TEACHERS IN GOOD STANDING, NOT UP FOR RENEWAL

Choose Option A or B

A. Credentialed Observer and/or

Administrator completing observation.

September:

• Teacher completes Self-Assessment

Summary (Form 1) with support of self-

assessment rubric (Form 2) – Optional.

• Select 2 goals from separate areas after

conferencing with principal. Complete

Professional Growth (Form 5) or

improvement Plan (Form 4) and give a

copy to the Principal by October 15.

September – January 15:

• Teacher completes left side of Pre-

evaluation (Form 6)

• Teacher meets with credentialed

observer to review the plan (Form 6)

• Observation 1 – Credentialed Observer

completes an observation for at least 30

minutes in length. After observation,

teacher completes right hand side of

Form 6 and has post conference with

observer. Credentialed observer

completes Form 7 and shares with

teacher. Credentialed observer meets

with principal to discuss observation.

• Goals reviewed in January

• If teacher is rated accomplished after

first observation, second observation

may be waived.

January 15 – May:

• Administrator completes Ratings Page,

reviews Professional

Growth/Improvement Plan with

employee, and sends to the Board

office.

By June 1:

• Administrator completes Ratings Page,

reviews Professional Growth

/Improvement Plan with employee, and

sends to the board.

B. Administrator completing observations

September:

• Same process as stated on left hand

side

September – January 15:

• Administrator completes first announced

observation of at least 30 minutes in

length. Timely feedback mutually

shared after observation.

• Goals reviewed in January.

• If Teacher is rated accomplished after

first observation, second observation

may be waved.

January 15 – May:

• Administrator completes second

announced observation of at least 30

minutes in length. Timely feedback

mutually shared after observation.

By June 1:

• Administrator completes Ratings Page,

reviews Professional Growth

/Improvement plan with employee, and

sends to the Board Office

BEA 2022-2025

Ohio Teacher Evaluation System

Assessment of Teacher Performance

Teacher Performance Evaluation Rubric

The Teacher Performance Evaluation Rubric is intended to be scored holistically. This means that evaluators will assess which level provides the best overall description of the

teacher. The scoring process is expected to occur upon completion of each thirty (30) minute observation and post-conference. The evaluator is to consider evidence gathered

during the pre-observation conference, the observation, the post-observation conference, and classroom walkthroughs (if applicable). When completing the performance

rubric, please note that evaluators are not expected to gather evidence on all indicators for each observation cycle. Likewise, teachers should not be required to submit

additional pieces of evidence to address all indicators. The professionalism section of the rubric may use evidence collected during the pre-observation and post-observation

conferences as well as information from the Professional Growth and/or Improvement Plan (if applicable).

Teacher Name: Date:

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

INSTRUCTIONAL PLANNING

FOCUS FOR LEARNING

(Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

The teacher does not demonstrate a clear

focus for student learning. Learning

objectives are too general to guide lesson

planning and are inappropriate for the

students, and/or do not reference the

Ohio standards.

The teacher communicates a focus for

student learning, develops learning

objectives that are appropriate for

students and reference the Ohio standards

but do not include measurable goals.

The teacher demonstrates a focus for

student learning, with appropriate learning

objectives that include measurable goal(s)

for student learning aligned with the Ohio

standards. The teacher demonstrates the

importance of the goal and its

appropriateness for students.

The teacher establishes challenging and

measurable goal(s) for student learning

that aligns with the Ohio standards and

reflect a range of student learner needs.

The teacher demonstrates how the goal(s)

fit into the broader unit, course, and

school goals for content learning and skills.

Evidence

ASSESSMENT DATA

(Standard 3: Assessment)

Sources of Evidence:

Pre-Conference

The teacher does not plan for the

assessment of student learning or does not

analyze student learning data to inform

lesson plans.

The teacher explains the characteristics,

uses, and limitations of various diagnostic,

formative, and summative assessments

but does not consistently incorporate this

knowledge into lesson planning.

The teacher demonstrates an

understanding that assessment is a means

of evaluating and supporting student

learning through effectively incorporating

diagnostic, formative, and/or summative

assessments into lesson planning.

The teacher purposefully plans

assessments and differentiates assessment

choices to match the full range of student

needs, abilities, and learning styles,

incorporating a range of appropriate

diagnostic, formative, and summative

assessments into lesson plans.

The teacher does not use or only uses one

measure of student performance.

The teacher uses more than one measure

of student performance but does not

appropriately vary assessment approaches,

or the teacher may have difficulty

analyzing data to effectively inform

instructional planning and delivery.

The teacher employs a variety of formal

and informal assessment techniques to

collect evidence of students’ knowledge

and skills and analyzes data to effectively

inform instructional planning and delivery.

Student learning needs are accurately

identified through an analysis of student

data; the teacher uses assessment data to

identify student strengths and areas for

student growth.

Evidence

BEA 2022-2025

INSTRUCTIONAL PLANNING

Ineffective

Developing

Skilled

Accomplished

INSTRUCTIONAL PLANNING

PRIOR CONTENT

KNOWLEDGE / SEQUENCE /

CONNECTIONS

(Standard 1: Students;

Standard 2: Content;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

The teacher’s lesson does not build on or

connect to students’ prior knowledge, or

the teacher may give an explanation that is

illogical or inaccurate as to how the

content connects to previous and future

learning.

The teacher makes an attempt to connect the

lesson to students’ prior knowledge, to

previous lessons or future learning but is not

completely successful.

The teacher makes clear and coherent

connections with students’ prior

knowledge and future learning—both

explicitly to students and within the

lesson.

The teacher uses the input and

contributions of families, colleagues, and

other professionals in understanding each

learner’s prior knowledge and supporting

their development. The teacher makes

meaningful and relevant connections

between lesson content and other

disciplines and real-world experiences and

careers as well as prepares opportunities

for students to apply learning from

different content areas to solve problems.

The teacher plans and sequences

instruction to include the important

content, concepts, and processes in school

and district curriculum priorities and in

state standards.

The teacher plans and sequences

instruction that reflects an understanding

of the prerequisite relationships among

the important content, concepts, and

processes in school and district curriculum

priorities and in state standards as well as

multiple pathways for learning depending

on student needs. The teacher accurately

explains how the lesson fits within the

structure of the discipline.

Evidence

BEA 2022-2025

INSTRUCTIONAL PLANNING

KNOWLEDGE OF STUDENTS

(Standard 1: Students)

Sources of Evidence:

Analysis of Student Data

Pre-Conference

The teacher demonstrates a lack of

familiarity with students’ backgrounds and

has made no attempts to find this

information.

The teacher demonstrates some familiarity

with students’ background knowledge and

experiences and describes one procedure

used to obtain this information.

The teacher demonstrates familiarity with

students’ background knowledge and

experiences and describes multiple

procedures used to obtain this

information.

The teacher demonstrates an

understanding of the purpose and value of

learning about students’ background

experiences, demonstrates familiarity with

each student’s background knowledge and

experiences, and describes multiple

procedures used to obtain this

information.

The teacher’s plan for instruction does not

demonstrate an understanding of

students’ development, preferred learning

styles, and/or student backgrounds/prior

experiences.

The teacher’s instructional plan draws

upon a partial analysis of students’

development, readiness for learning,

preferred learning styles, or backgrounds

and prior experiences and/or the plan is

inappropriately tailored to the specific

population of students in the classroom.

The teacher’s instructional plan draws

upon an accurate analysis of the students’

development, readiness for learning,

preferred learning styles, and backgrounds

and prior experiences.

The teacher’s analysis of student data

(student development, student learning

and preferred learning styles, and student

backgrounds/prior experiences) accurately

connects the data to specific instructional

strategies and plans.

The teacher plans for and can articulate

specific strategies, content, and delivery

that will meet the needs of individual

students and groups of students.

Evidence

BEA 2022-2025

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

LESSON DELIVERY

(Standard 2: Content;

Standard 4: Instruction;

Standard 6: Collaboration

and Communication)

Sources of Evidence:

Formal Observation

Classroom Walkthroughs/

Informal Observations

A teacher’s explanations are unclear,

incoherent, or inaccurate, and are

generally ineffective in building student

understanding. The teacher uses language

that fails to engage students, is

inappropriate to the content, and/or

discourages independent or creative

thinking.

Teacher explanations are accurate and

generally clear but the teacher may not

fully clarify information based on students’

questions about content or instructions

for learning activities or the teacher may

use some language that is

developmentally inappropriate, leading to

confusion or limiting discussion.

Teacher explanations are clear and

accurate. The teacher uses

developmentally appropriate strategies

and language designed to actively

encourage independent, creative, and

critical thinking.

Teacher explanations are clear, coherent,

and precise. The teacher uses well-timed,

individualized, developmentally

appropriate strategies and language

designed to actively encourage

independent, creative, and critical

thinking, including the appropriate use of

questions and discussion techniques.

The teacher fails to address student

confusion or frustration and does not use

effective questioning techniques during

the lesson. The lesson is almost entirely

teacher-directed.

The teacher re-explains topics when

students show confusion, but is not always

able to provide an effective alternative

explanation. The teacher attempts to

employ purposeful questioning

techniques, but may confuse students

with the phrasing or timing of questions.

The lesson is primarily teacher-directed.

The teacher effectively addresses

confusion by re-explaining topics when

asked and ensuring understanding. The

teacher employs effective, purposeful

questioning techniques during instruction.

The lesson is a balance of teacher-directed

instruction and student-led learning.

The teacher accurately anticipates

confusion by presenting information in

multiple formats and clarifying content

before students ask questions. The

teacher develops high-level understanding

through effective uses of varied levels of

questions. The lesson is student-led, with

the teacher in the role of facilitator.

Evidence

DIFFERENTIATION

(Standard 1: Students;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

The teacher does not attempt to make the

lesson accessible and challenging for most

students, or attempts are developmentally

inappropriate.

The teacher relies on a single strategy or

alternate set of materials to make the

lesson accessible to most students though

some students may not be able to access

certain parts of the lesson and/or some

may not be challenged.

The teacher supports the learning needs

of students through a variety of strategies,

materials, and/or pacing that make

learning accessible and challenging for the

group..

The teacher matches strategies, materials,

and/or pacing to students’ individual

needs, to make learning accessible and

challenging for all students in the

classroom . The teacher effectively uses

independent, collaborative and whole-

class instruction to support individual

learning goals and provides varied options

for how students will demonstrate

mastery.

Evidence

BEA 2022-2025

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

RESOURCES

(Standard 2: Content;

Standard 4: Instruction)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

Instructional materials and resources used

for instruction are not relevant to the

lesson or are inappropriate for students.

The teacher uses appropriate instructional

materials to support learning goals, but

may not meet individual students’ learning

styles/needs or actively engage them in

learning.

Instructional materials and resources are

aligned to the instructional purposes and

are appropriate for students’ learning

styles and needs, actively engaging

students.

Instructional materials and resources are

aligned to instructional purposes, are

varied and appropriate to ability levels of

students, and actively engage them in

ownership of their learning.

Evidence

BEA 2022-2025

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

CLASSROOM

ENVIRONMENT

(Standard 1: Students;

Standard 5: Learning

Environment; Standard 6:

Collaboration and

Communication)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

There is little or no evidence of a positive

rapport between the teacher and

students. For example, the teacher may

respond disrespectfully to students or

ignore their questions or comments.

The teacher is fair in the treatment of

students and establishes a basic rapport

with them. For example, the teacher

addresses students questions or

comments but does not inquire about

their overall well-being.

The teacher has positive rapport with

students and demonstrates respect for

and interest in all students. For example,

the teacher makes eye contact and

connects with individual students.

The teacher has positive rapport with

students and demonstrates respect for

and interest in individual students’

experiences, thoughts and opinions. For

example, the teacher responds quietly,

individually, and sensitively to student

confusion or distress.

There are no evident routines or

procedures; students seem unclear about

what they should be doing or are idle.

Routines and procedures are in place, but

the teacher may inappropriately prompt

or direct students when they are unclear

or idle.

Routines and procedures run smoothly

throughout the lesson, and students

assume age-appropriate levels of

responsibility for the efficient operation of

the classroom.

Routines are well-established and orderly

and students initiate responsibility for the

efficient operation of the classroom.

Transitions are inefficient with

considerable instructional time lost.

Lessons progress too slowly or quickly so

students are frequently disengaged.

The teacher transitions between learning

activities, but occasionally loses some

instructional time in the process.

Transitions are efficient and occur

smoothly. There is evidence of varied

learning situations (whole class,

cooperative learning, small group and

independent work).

Transitions are seamless as the teacher

effectively maximizes instructional time

and combines independent, collaborative,

and whole-class learning situations.

The teacher creates a learning

environment that allows for little or no

communication or engagement with

families.

The teacher welcomes communication

from families and replies in a timely

manner.

The teacher engages in two-way

communication and offers a variety of

volunteer opportunities and activities for

families to support student learning.

The teacher engages in two-way, ongoing

communication with families that results

in active volunteer, community, and family

partnerships which contribute to student

learning and development.

Expectations for behavior are not

established or are inappropriate and/or no

monitoring of behaviors occurs. The

teacher responds to misbehavior

inappropriately.

Appropriate expectations for behavior are

established, but some expectations are

unclear or do not address the needs of

individual students. The teacher

inconsistently monitors behavior.

A classroom management system has

been implemented that is appropriate and

responsive to classroom and individual

needs of students. Clear expectations for

student behavior are evident . Monitoring

of student behavior is consistent,

appropriate, and effective.

A classroom management system has

been designed, implemented, and

adjusted with student input and is

appropriate for the classroom and

individual student needs. Students are

actively encouraged to take responsibility

for their behavior. The teacher uses

research-based strategies to lessen

disruptive behaviors and reinforce positive

behaviors.

Evidence

BEA 2022-2025

Instruction and Assessment

Ineffective

Developing

Skilled

Accomplished

INSTRUCTION AND ASSESSMENT

ASSESSMENT OF

STUDENT LEARNING

(Standard 3: Assessment)

Sources of Evidence:

Pre-Conference

Formal Observation

Classroom Walkthroughs/

Informal Observations

Post-Conference

The teacher does not routinely use

assessments to measure student mastery.

The teacher uses assessments to measure

student mastery, but may not differentiate

instruction based on this information.

The teacher uses assessment data to

identify students’ strengths and needs,

and modifies and differentiates instruction

accordingly, although the teacher may not

be able to anticipate learning obstacles.

The teacher uses assessment data to

identify students’ strengths and needs,

and modifies and differentiates instruction

accordingly, as well as examines classroom

assessment results to reveal trends and

patterns in individual and group progress

and to anticipate learning obstacles.

The teacher rarely or never checks the

students’ understanding of content. The

teacher fails to make adjustments in

response to student confusion.

The teacher checks for student

understanding and makes attempts to

adjust instruction accordingly, but these

adjustments may cause some additional

confusion

The teacher checks for understanding at

key moments and makes adjustments to

instruction (whole-class or individual

students).The teacher responds to student

misunderstandings by providing additional

clarification.

The teacher continually checks for

understanding and makes adjustments

accordingly (whole-class or individual

students). When an explanation is not

effectively leading students to understand

the content, the teacher adjusts quickly

and seamlessly within the lesson and uses

an alternative way to explain the concept.

The teacher persists in using a particular

strategy for responding to

misunderstandings, even when data

suggest the approach is not succeeding.

The teacher gathers and uses student data

from a few sources to choose appropriate

instructional strategies for groups of

students.

The teacher gathers and uses student data

from a variety of sources to choose and

implement appropriate instructional

strategies for groups of students.

By using student data from a variety of

sources, the teacher appropriately adapts

instructional methods and materials and

paces learning activities to meet the needs

of individual students as well as the whole

class.

The teacher does not provide students

with feedback about their learning.

Students receive occasional or limited

feedback about their performance from

the teacher.

The teacher provides substantive, specific,

and timely feedback of student progress to

students, families, and other school

personnel while maintaining

confidentiality.

The teacher provides substantive, specific,

and timely feedback to students, families,

and other school personnel while

maintaining confidentiality. The teacher

provides the opportunity for students to

engage in self-assessment and show

awareness of their own strengths and

weaknesses. The teacher uses student

assessment results to reflect on his or her

own teaching and to monitor teaching

strategies and behaviors in relation to

student success.

Evidence

BEA 2022-2025

Professionalism

Ineffective

Developing

Skilled

Accomplished

PROFESSIONALISM

PROFESSIONAL

RESPONSIBILITIES

(Standard 6: Collaboration

and Communication;

Standard 7: Professional

Responsibility and

Growth)

Sources of Evidence:

Professional Development

Plan or Improvement Plan;

Pre-conference;

Post-conference;

daily interaction with

others

The teacher fails to communicate clearly

with students and families or collaborate

effectively with professional colleagues.

The teacher uses a variety of strategies to

communicate with students and families

and collaborate with colleagues, but these

approaches may not always be

appropriate for a particular situation or

achieve the intended outcome.

The teacher uses effective

communication strategies with

students and families and works

effectively with colleagues to

examine problems of practice,

analyze student work, and identify

targeted strategies.

The teacher communicates effectively

with students, families, and colleagues.

The teacher collaborates with colleagues

to improve personal and team practices by

facilitating professional dialogue, peer

observation and feedback, peer coaching

and other collegial learning activities.

The teacher fails to understand and follow

regulations, policies, and agreements.

The teacher understands and follows

district policies and state and federal

regulations at a minimal level.

The teacher meets ethical and

professional responsibilities with

integrity and honesty. The teacher

models and upholds district policies

and state and federal regulations.

The teacher meets ethical and

professional responsibilities and helps

colleagues access and interpret laws and

policies and understand their implications

in the classroom.

The teacher fails to demonstrate evidence

of an ability to accurately self-assess

performance and to appropriately identify

areas for professional development.

The teacher identifies strengths and areas

for growth to develop and implement

targeted goals for professional growth.

The teacher sets data-based short-

and long-term professional goals and

takes action to meet these goals.

The teacher sets and regularly modifies

short-and long-term professional goals

based on self-assessment and analysis of

student learning evidence.

Evidence

BEA 2022-2025

BELLEFONTAINE CITY SCHOOL DISTRICT

APPENDIX C – GRIEVANCE FORM

GRIEVANCE FORM

Name of Grievant: ____________________________________________________________

Assignment: ________________________________________________________________

School Building: _____________________________________________________________

Date Grievance Occurred: _____________________________________________________

Date of Step One Informal discussion with principal or immediate supervisor: ______________

A. Concise statement of the Grievance, including the facts upon which this grievance is based

and a reference to the specific provision of the agreement, allegedly violated,

misinterpreted, or misapplied.

______________________________________________________________________________

B. Relief Sought.

______________________________________________________________________________

Signature of Grievant: __________________________________________________

Date: _______________________________________________________________

BEA 2022-2025

Letter of Understanding

Between

The Bellefontaine Education Association and Bellefontaine City School District

This Letter of Understanding between the Bellefontaine Education Association (the BEA) and

the Bellefontaine City School District (the Board), known jointly as “the Parties”, acknowledges the

following:

1. The Parties agreed to a Memorandum of Understanding on __________, 2022 to change

the length of the school day for the 2022-2023 school year. This Memorandum of

Understanding is attached to this Letter.

2. This Memorandum of Understanding will temporarily supersede the school day length for

the 2022-2023 school year for the following articles in the 2022-2025 Collective Bargaining

Agreement between the Parties:

a. 8.6—Calamity Days

b. 9.3—Work Day and Hours

c. 12.2—Employment of Retirees

The Parties acknowledge that they discussed the inclusion of the Memorandum of

Understanding changing the length of school day during the most recent contract negotiations.

During these negotiations, it was the intent of the parties to include this Letter of Understanding as

part of the negotiated Collective Bargaining Agreement.

_________________________ _________________________

For the Board For the BEA

BEA 2022-2025