Other
Action Plan Extension Workdays — If deemed appropriate, original thirty-day remediation period may be extended for additional fifteen workdays, at which point third evaluation completed within five workdays
If deemed appropriate by the evaluator, this original thirty-day (30) remediation period may be extended for an additional fifteen (15) workdays, at which point a third evaluation will be completed within five (5) workdays.
Other
Action Plan Termination Threshold — If rating has not improved after extended forty-five day period and employee still rated Unsatisfactory, employee may be recommended for termination
If the rating has not improved and the employee is still rated as Unsatisfactory as to such component, he or she will be recommended for termination.
Other
Action Plan Unsatisfactory Rating — Employee receiving Unsatisfactory rating placed on Action Plan for thirty workdays with second evaluation within five workdays to address deficiency. Plan developed with HFCSO input.
An employee who receives a rating of Unsatisfactory for any one component will be placed on an action plan within ten (10) workdays of the evaluation's completion to address the identified area(s) of deficiency. The plan shall be developed with input from the HFCSO. The plan will last for a period of thirty (30) workdays.
Compensation
Advisory Compass Stipend With 3rd Period — Teachers with a 3rd period who have a Compass: Stipend - $750 per year
Teachers with a 3rd period who have a Compass: Stipend - $750 per year
Compensation
Advisory Compass Stipend Without 3rd Period — Teachers without a 3rd period who will support Compass: Stipend - $250 per year
Teachers without a 3rd period who will support Compass: Stipend - $250 per year
Compensation
Advisory Compass Subbing Rate — Subbing for advisory will be compensated at the rate of $25 per period
Subbing for advisory will be compensated at the rate of $25 per period.
Grievance
Arbitration Binding — The decision of the Arbitrator shall be final and binding on the parties.
The decision of the Arbitrator shall be final and binding on the parties. The Arbitrator in his/her opinion, shall not amend, modify, nullify, ignore, or add to the provisions of this Agreement. His/her authority will be strictly limited to deciding only the issue or issues presented to him/her in writing by the Board-Administration and the HFEO.
Compensation
Assistant Varsity Coach Extended Season Stipend — Assistant Varsity Coach Extra Stipend per Level of Advancement - $150
Assistant Varsity Coach Extra Stipend per Level of Advancement: $150
Leave
Association Leave Days Annual — Ten total Association Leave days available each year for representatives to attend local, state, or national conferences or other business pertinent to Association affairs
There shall be ten (10) total Association Leave days available to the HFCSO each year. Such days shall not unreasonably impair the functioning of District work or any department. No association member may take more than five (5) days of Association leave during the regular academic year.
Compensation
Ba Max Salary — BA Rate Step 9
BA Rate Step 9: $68,689
Compensation
Ba Min Salary — $29,408
Non-Degree Rate Step 1: 29,408
Other
Bargaining Unit Recognition — HFEO recognized as sole and exclusive bargaining representative for certified teachers and instructional assistants
The Board of Education of District 233, Cook County, Illinois, recognizes the Homewood-Flossmoor Educational Organization as the sole and exclusive bargaining representative for all regularly employed full and part-time certified teachers and instructional assistants.
Compensation
Base Salary Increase Yr1 — Overtime must be pre-approved by direct supervisor; overtime defined as any time paid in excess of 40 hours in one week, Sunday through Saturday
All overtime must be pre-approved by the direct supervisor. Overtime will be defined as any time paid in excess of 40 hours in one week, Sunday through Saturday. Employees shall be paid 1-½ times their hourly rate for overtime related to the employee's position.
Compensation
Base Salary Increase Yr2 — Equal to increase in Consumer Price Index (CPI-U), minimum 3.00%, maximum 5.00% for 2026-2027
2026-2027 School Year: Employees shall receive a percentage increase equal to the increase in the Consumer Price Index for All Urban Consumers (CPI-U), provided, however, such increase shall be no less than 3.00% and no more than 5.00%.
Compensation
Base Salary Increase Yr3 — Equal to increase in CPI-U, minimum 3.00%, maximum 5.00% for 2027-2028
2027-2028 School Year: Employees shall receive a percentage increase equal to the increase in the Consumer Price Index for All Urban Consumers (CPI-U), provided, however, such increase shall be no less than 3.00% and no more than 5.00%.
Leave
Bereavement Days — Sick leave includes serious illness or death in the immediate family or household, defined as parents, stepparents, spouse, brothers, sisters, children, step children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, and legal guardians
Sick leave shall be interpreted to mean personal illness, mental or behavioral health complications, quarantine at home, or serious illness or death in the immediate family or household. 'Immediate family' shall include parents, stepparents, spouse, brothers, sisters, children, step children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, and legal guardians.
Other
Coach Contract Nonrenewal Documentation — Documented reasons required for coach/sponsor to not have contract renewed for following season
The Board-Administration and the HFEO agree that there shall be documented reasons for a coach/sponsor to not have a contract renewed for the next season.
Other
Coaching Formal Evaluation — Coaches formally evaluated by Director of Athletics and Activities; changes to instrument discussed with HFEO President
Coaches will be formally evaluated by the Director of Athletics and Activities or his/her designee. Any change to the formal evaluation instrument must be brought to the attention of the HFEO President by the Director of Athletics and Activities before the instrument is used.
Other
Coaching Offseason Meetings — Periodic meetings during off-season to evaluate growth in improvement areas from post-season conference
There will be periodic meetings held with the athletic administration and the Head Coach during the off-season to evaluate the growth in the areas of improvement that were mentioned in the post-season conference.
Other
Coaching Postseason Meeting — Post-season meeting to review accomplishments; Head Coach submits self-evaluation and areas for improvement
At the conclusion of the season, there will be a post-season meeting held to review the accomplishments of his/her program. At the post-season meeting, the Head Coach will submit a written self-evaluation of his/her program, list three or four areas of improvement for next year.
Other
Coaching Preseason Meeting — Pre-season meeting conducted by athletic administration with Head Coach to discuss program expectations
A pre-season meeting will be conducted by the athletic administration with each Head Coach. At this meeting, the Head Coach will submit program expectations for the upcoming season.
Other
Collective Bargaining Timeline — Negotiations must continue for minimum 60 days unless contract ratified sooner
Once commenced, collective bargaining must continue for at least a sixty (60) day period, unless a contract is ratified in less than sixty (60) days.
Workday
Contract Days Teacher — 185-day employees work 185 days aligned with the teacher work calendar
185-day employees are paid for 185 days of work – aligned with the teacher work calendar - and eight (8) paid holidays each school year. The eight (8) paid holidays are subject to change on a yearly basis.
Other
Contract Duration — Contract effective July 1, 2025 through June 30, 2028
This Contract shall be effective from July 1, 2025, and shall continue in effect through the end of the day on June 30, 2028.
Workday
Daily Workday Hours — Eight hour day including two fifteen-minute paid breaks and one thirty-minute unpaid duty-free lunch break
A normal workday is defined as an eight (8) hour day, including two (2) fifteen (15) minute paid breaks, but excluding a thirty (30) minute unpaid duty free lunch. Employees shall be expected to work eight (8) paid hours per day for five (5) days Monday through Friday.
Insurance
Death Of Participating Member Coverage Duration — Insurance for dependents continued for 90 days after teacher death, with 100% premium paid by Board
In the event of a teacher or instructional assistant death while insured, the insurance for the dependents of the teacher or instructional assistant shall be continued for a period of ninety (90) days and the total cost (100%) of the premium will be paid by the Board of Education.
Insurance
Dental Coverage — Board pays 50% of individual dental coverage; 75% for dependent coverage
The Board shall pay 50% of the total cost for each employee enrolled in the individual dental coverage plan. The Board shall pay 75% of the total cost for each employee electing dependent coverage.
Other
Domain 1 Planning Preparation — Domain 1: Planning and Preparation with 6 performance criteria including knowledge of content, students, outcomes, resources, and assessment
Domain 1: Planning and Preparation includes: Demonstrating Knowledge of Content and Pedagogy; Demonstrating Knowledge of Students; Selecting Instructional Outcomes; Demonstrating Knowledge of Resources; Designing Coherent Instruction; Designing Student Assessment.
Other
Domain 2 Instructional Management — Domain 2: Instructional Management with 5 criteria including respect, culture, procedures, behavior, physical space
Domain 2: Instructional Management: Creating an Environment of Respect and Rapport; Establishing a Culture for Learning; Managing Classroom Procedures; Managing Student Behavior; Organizing Physical Space.
Other
Domain 3 Instructional Delivery — Domain 3: Instructional Delivery with 5 criteria including communication, questioning, engagement, assessment, flexibility
Domain 3: Instructional Delivery: Communicating with Students; Using Questioning and Discussion Techniques; Engaging Students in Learning; Using Assessment in Instruction; Demonstrating Flexibility and Responsiveness.
Other
Domain 4 Professional Responsibilities — Domain 4: Professional Responsibilities with 7 criteria including reflection, records, communication, community, growth, professionalism, school program
Domain 4: Professional Responsibilities: Reflecting on Teaching; Maintaining Accurate Records; Communicating with Students and Families; Participating in a Professional Community; Growing and Developing Professionally; Demonstrating Professionalism; Support for the Total School Program.
Compensation
Drivers Education Daily Rate 2024 2025 — Driver's Education daily rate for 2024-2025
Year 2024-2025 – Daily Rate of $420. **Rates are based on 7 hrs per day.
Compensation
Drivers Education Daily Rate 2025 2026 — Driver's Education daily rate for 2025-2026
Year 2025-2026 - Daily Rate of $427
Compensation
Drivers Education Daily Rate 2026 2027 — Driver's Education daily rate for 2026-2027
Year 2026-2027 - Daily Rate of $435
Other
Dues Deduction Authorization — District deducts HFCSO dues from paycheck when employee provides written authorization. District forwards deducted amounts to HFCSO. Deductions continue unless authorization withdrawn per HFCSO requirements.
The District shall deduct from the regular paycheck of each HFCSO employee, for whom it previously received written authorization or notice to do so from the HFCSO, the required amount of HFCSO dues. A list of employees from whom the dues have been deducted and the amount deducted from each shall be forwarded to the proper HFCSO officer upon request.
Insurance
Employee Premium Share Pct — Employee pays 20% of dependent medical coverage premium
Each employee enrolled in the District PPO insurance program AND elects dependent medical coverage shall pay 20% of the cost of the premium for dependent coverage.
Evaluation
Evaluation Categories Count — 14 performance categories: Job Knowledge, Quality of Work, Judgment, Teamwork, Initiative, Job Focus and Closure, Attendance and Punctuality, Customer Service, Confidentiality and Sensitivity, Flexibility, Communication, Efficiency, Student Interactions, Professional Development
There are 14 performance categories that encompass the Support Staff Evaluation. Each category has four levels of performance descriptors: Excellent, Proficient, Needs Improvement, Unsatisfactory.
Evaluation
Evaluation Cycle Years — Tenured teachers observed once within three-year period
The Illinois State Evaluation Article 24A mandates that a tenured teacher be observed once within a three (3) year period of time and that observation leads to a summative evaluation rating.
Other
Excellent Rating Requirements — Must achieve excellent in 3 of 4 domains with 4th being proficient for summative excellent rating
To achieve a summative rating of excellent, a teacher must obtain a rating of excellent in three out of the four domains, with the fourth being proficient.
Other
Extra Responsibility Evaluation Equipment — Quantity of equipment managed considered in evaluation
Quantity of equipment managed.
Other
Extra Responsibility Evaluation Job Characteristics — Placement criteria: press attention/public exposure, public relations responsibilities, spectator attendance, probability of dismissal
Job characteristics determined by: Press attention and public exposure. Public relations responsibilities. Spectator crowd attendance annually. Probability of dismissal for performance by the group.
Other
Extra Responsibility Evaluation Non School Days — Number of non-school days worked on weekends, holidays, and vacations considered
Number of non-school days worked on weekends, holidays, and vacations.
Other
Extra Responsibility Evaluation Season Length — Length of season considered in evaluation of extra-responsibility categories
Length of season.
Other
Extra Responsibility Evaluation Staff Members — Number of staff members in the program considered
Number of staff members in the program.
Other
Extra Responsibility Evaluation Student Contact — Number of student contact sessions and hours worked outside normal school day considered
Number of student contact sessions and hours worked outside the normal school day.
Other
Extra Responsibility Evaluation Student Enrollment — Number of students in program considered in evaluation
Number of students in the program.
Other
Extra Responsibility Evaluation Student Injuries — Amount of responsibility to handle student injuries considered in evaluation
Amount of responsibility to handle student injuries.
Other
Fair Representation Duty — HFEO must represent all bargaining unit members equally without regard to membership status
The HFEO agrees to represent equally all members of the bargaining unit, as defined above, without regard to membership in, participation in, association with, or support of the activities of the HFEO.
Grievance
Grievance Definition — Violation, misinterpretation, or misapplication of Agreement terms
A grievance shall mean any complaint by the HFEO or a bargaining unit member that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement.
Grievance
Grievance Steps — Three-step grievance procedure: Step 1 informal discussion within 14 days; Step 2 formal written submission to Director of Human Resources within 10 days; Step 3 referral to Superintendent within 5 days after step 2 response
Step 1: discuss within fourteen (14) calendar days. Step 2: formally submit in writing within ten (10) days to Director. Step 3: refer to Superintendent within five (5) days after receipt of step two response.
Insurance
Health Family Premium — In Network family coverage out-of-pocket maximum
Major medical expense is unlimited, with the out-of-pocket expense limit per calendar year not to exceed: Family In Network $4,500
Insurance
Health Single Premium — Employee pays 13% of single coverage premium, District PPO Plan
Each employee shall pay the percentage of the premium cost for single coverage. Annual percentage contributions are as follows: 2025-2026 – 13%; 2026-2027 – 13%; 2027-2028 – 13%
Other
Instructional Assistant Formal Observation — One formal observation by Department Lead or assigned Administrator during on-cycle year
During each on-cycle year and prior to completing the summative evaluation, the Department Lead or assigned Administrator will complete one formal observation.
Other
Instructional Assistant Formal Observation Duration — Formal observation period is at least 30 minutes
The observation period is at least thirty (30) minutes.
Other
Instructional Assistant Inclusion — Instructional assistants included as bargaining unit members with teachers
regularly employed full and part-time certified teachers and regularly employed full and part-time instructional assistants, hereinafter referred to as 'Bargaining Unit Member', 'employee', 'teacher', or 'instructional assistant'
Other
Instructional Assistant Post Observation Conference — Post-conference scheduled within 2 school days of observation at mutually agreeable time
Each observation will be followed by a post-conference to be scheduled at a mutually agreeable time, but not more than two (2) school days after the observation.
Other
Instructional Assistant Unsatisfactory Non Renewal — Employee rated unsatisfactory shall not be reemployed at end of work year; non-renewal not grievable
An employee who is rated unsatisfactory shall not be reemployed at the end of their work year. Such non-renewal shall not be grievable or subject to arbitration.
Other
Instructional Assistant Walk Through Duration — Each walk-through unannounced and at least 15 minutes in duration
Each walk-through will be unannounced and will be at least 15 minutes in duration. During this time, the observer will record evidence.
Other
Instructional Assistant Walk Through Optional — Walk-throughs are optional by Department Leads and/or Administrators
Walk-Throughs: Optional - Department Leads and/or Administrators
Workday
Instructional Minutes Day — 10-month employees: work year approximately August 8 to June 5 (approximately 217 days total); 185-day employees: work with first day of preschool workshops for returning teachers and end with last day of school year when teachers are present
Work will begin for 10-month employees on approximately August 8th and end approximately June 5th. Generally, the work year for 10-month employees begins one week prior to the first day for 185-day employees and ends approximately 2-3 days after the last day for 185-day employees - for a total of 217 days.