Other
Adverse Criticism In Writing — adverse criticism by third persons of teaching methods or materials must be in writing and signed by complainant
Adverse criticism by third persons of teaching methods or materials used by the teacher, if placed in the personnel file, must be in writing and signed by the complainant.
Grievance
Arbitration Binding — The arbitrator's decision shall be binding on all parties. Expenses for the arbitration services shall be borne equally by the School Board and the Union.
The arbitrator shall follow the FMCS Arbitration Policy and Procedures and the Code of Professional Responsibility for Arbitrators of Labor-Management Disputes and his/her decision shall be binding on all parties. Expenses for the arbitration services shall be borne equally by the School Board and the Union.
Compensation
Assistant Boys Baseball Stipend — Assistant Boys Baseball
Assistant Boys Baseball 2.5% $1,087.50
Compensation
Assistant Boys Basketball Stipend — Assistant Boys' Basketball
Assistant Boys' Basketball 3% $1,305.00
Compensation
Assistant Girls Basketball Stipend — Assistant Girls' Basketball
Assistant Girls' Basketball 3% $1,305.00
Compensation
Assistant Girls Softball Stipend — Assistant Girls Softball
Assistant Girls Softball 2.5% $1,087.50
Compensation
Assistant Track Coach Stipend — Assistant Track Coach
Assistant Track Coach 3% $1,305.00
Compensation
Assistant Volleyball Stipend — Assistant Volleyball
Assistant Volleyball 3% $1,305.00
Workday
Athletic Director Daily Dedicated Time — Athletic Director daily dedication to AD duties
The Athletic Director shall have at least 30 minutes of his or her daily schedule dedicated to Athletic Director duties.
Compensation
Athletic Director Stipend — Athletic Director
Athletic Director 8% $3,480.00
Compensation
Base Salary Increase Yr1 — Teachers currently employed at South Pekin Grade School will receive a 4% increase in their salary during the 2026-2027 school year
Teachers currently employed at South Pekin Grade School will receive a 4% increase in their salary during the 2026-2027 school year.
Leave
Bereavement Days — In the event of the death of a teacher's parent, step parent, biological sibling, child, step child, grandchild, or spouse, such teacher shall be entitled to a maximum of five (5) bereavement days
In the event of the death of a teacher's parent, step parent, biological sibling, child, step child, grandchild, or spouse, such teacher shall be entitled to a maximum of five (5) bereavement days. The bereavement days will not count against the teacher's paid time off.
Other
Board Documents To Union — Board furnishes Union president with board agendas, minutes, budgets, policies, auditor reports, budgets, statistical information, faculty lists, and relevant public information
The Board shall furnish the Union president with the following documents and kinds of information as soon as they are approved by the Board, or as otherwise indicated at no cost: Board agendas, meeting minutes, monthly budget summaries, Board policy manual, Annual auditor's report, current fiscal year budget, statistical information, faculty lists, and relevant public information.
Compensation
Boys Baseball Stipend — Boys Baseball
Extra Curricular Position Boys Baseball 5% of Base 2026-2027 $2,175.00
Compensation
Bus Driver Hourly Rate — Bus Driver Hourly Rate
Bus Driver Hourly Rate $25
Workday
Bus Duty Exemption — teachers shall not be required to perform bus duty or playground duty
Teachers shall not be required to perform bus duty, playground duty (outside of recess duties) or submit monthly attendance reports to the Board.
Workday
Cell Phone Access — teachers provided access to telephone, may have cell phone on person, should be on silent and not used for personal reasons during class times
Teachers will be provided with access to a telephone and may have their cell phone on their person. Cell phones should be on silent and should not to be used for personal reasons during class times.
Compensation
Cheerleading Stipend — Cheerleading
Cheerleading 5% $2,175.00
Other
Class Size 5 8 — Class size shall be limited to twenty-nine (29) students in grades 5-8
Class size shall be limited to twenty-six (26) students in grades K-4 and twenty-nine (29) students in grades 5-8. Class sizes will be reviewed by the Superintendent within the first nine weeks of each semester.
Other
Class Size K 4 — Class size shall be limited to twenty-six (26) students in grades K-4
Class size shall be limited to twenty-six (26) students in grades K-4 and twenty-nine (29) students in grades 5-8. Class sizes will be reviewed by the Superintendent within the first nine weeks of each semester.
Other
Classroom Articles Protection — teachers' personal articles not removed from classroom without consent; classroom furniture not removed without notifying teacher; encouraged to remove items over summer
During the school year, teachers' personal articles will not be removed from their classroom without their consent, and classroom furniture will not be removed without notifying the classroom teacher. Teachers are encouraged to remove personal items from classrooms over the summer.
Workday
Classroom Key Access — each teacher provided with key to classroom and key fob for building
Each teacher shall be provided with a key to his/her classroom and a key fob for the building.
Compensation
Classroom Supply Per Teacher — Classroom Supply Per Teacher
Classroom Supply Per Teacher $100
Compensation
Coaching Longevity Bonus — Coaching longevity bonus for three consecutive years
Individuals who coach the same sport or sponsor the same activity for three consecutive years will receive an additional .5% of the base as salary for their coaching position.
Workday
Contract Days Teacher — The workday shall be no more than seven (7) hours and thirty-five (35) minutes. Certified staff shall be on duty 25 minutes before the start of the student day (7:35 a.m.) and 10 minutes after the student day ends (3:10 p.m.)
The workday shall be no more than seven (7) hours and thirty-five (35) minutes. Within the workday, certified staff shall be on duty 25 minutes before the start of the student day (7:35 a.m.) and 10 minutes after the student day ends (3:10 p.m.).
Compensation
Cross Country Stipend — Cross Country
Cross Country 6% $2,610.00
Insurance
Dental Coverage — Board offers at least two PPO or BCE health insurance plans; dental coverage included as part of plan options
The Board will offer at least two PPO or BCE health insurance plans. Renewal cycles run December 1st to November 30th.
Compensation
Detention Supervision Hourly Rate — Detention Supervision (per hour)
Detention Supervision (per hour) $40
Other
Dues Deduction Authorization — Federation shall notify District of annual dues amount at least 14 days prior to first payroll deduction; District deducts from authorized employees and remits within 2 business days
At least fourteen days prior to the first payroll in which Union dues are deducted, the Federation shall notify the District the annual amount of dues for each employee. The District shall deduct union dues from any employee for whom the District has on file a current signed deduction authorization and shall remit the same to the Federation within two business days of each payroll.
Other
Dues Deduction Employee Opt Out — if employee submits signed document indicating wish to no longer have dues deducted, District or Federation notifies other and provides copy within 2 business days
If an employee submits a signed document to the District or the Federation indicating that he or she wishes to no longer have union dues deducted, the District or the Federation, as the case may be, shall notify the other and provide a copy of the same within two business days.
Insurance
Employee Premium Share Pct — Employees will pay 50% of any future cost increase or cost decrease in renewal cycles; district will pay 50%
The Board and the employee will split any cost increase or cost decrease in future renewal cycles 50/50.
Evaluation
Evaluation Additional Written Notification — teachers for whom additional evaluations are deemed necessary shall be notified in writing by Administration of reasons for such evaluations; notification may be accomplished through evaluation instrument itself; written notification shall not limit scope of subsequent evaluations
Teachers for whom additional evaluations are deemed necessary shall be notified in writing by the Administration of the reasons for such evaluations. Said notification may be accomplished through the evaluation instrument itself. Written notification shall not limit the scope of subsequent evaluations.
Evaluation
Evaluation Consulting Teacher Notification — should need arise for consulting teacher, Board will notify Union and if consulting teacher within bargaining unit selected, parties shall bargain compensation and working conditions for consulting teacher
Should a need arise for a consulting teacher, the Board will notify the Union and if a consulting teacher within the bargaining unit is selected, the parties shall bargain the compensation and working conditions for the consulting teacher.
Evaluation
Evaluation Focus Improvement — primary focus of teacher evaluation is to improve instruction, requires meeting established performance expectations, must be continuous and constructive in atmosphere of mutual trust and respect
The primary focus of teacher evaluation is to improve instruction. Teacher evaluation requires teachers to meet established performance expectations. This process must be continuous and constructive, and must take place in an atmosphere of mutual trust and respect.
Evaluation
Evaluation Informal Frequency — informal evaluations shall be conducted at a frequency determined necessary by the Superintendent
Informal evaluations shall be conducted at a frequency determined necessary by the Superintendent.
Evaluation
Evaluation Instrument Same All Teachers — same evaluation instrument shall be used with all certificated classroom teachers; copy of instrument shall be provided to teachers annually
The same evaluation instrument shall be used with all certificated classroom teachers. A copy of this instrument shall be provided to teachers annually.
Evaluation
Evaluation Non Tenured Frequency — non-tenured teachers formally evaluated twice (2) each school year
Non-tenured teachers will be formally evaluated twice (2) each school year and tenured teachers at least every third school year unless additional evaluations are, for legitimate educational reasons, deemed desirable by the Administration.
Evaluation
Evaluation Non Tenured Teachers Process — Superintendent or qualified designee shall evaluate each non-tenured teacher in writing; observation shall follow directly a period observing teacher at work, at least majority of class period; classroom observation from within classroom; no formal observation during first 5 days student attendance, last 5 days, day before/after holiday, or on day of school parties
The Superintendent and/or a qualified designee shall evaluate each non-tenured teacher in writing. This evaluation shall follow directly a period of observing the teacher at his/her work for, at least, a majority of a class period. In the case of a classroom teacher, the observation shall be made from within the classroom. No formal observation of a teacher shall take place during the first five days of student attendance, the last five days of student attendance of the school year,
Evaluation
Evaluation Post Conference Timing — evaluation followed by post-conference and discussion with teacher; interview normally held within 5 school days after written evaluation preparation; final appraisal conference for tenured staff by March 1st
The evaluation(s) shall be followed by a post-conference and discussion of the evaluation with the teacher. Normally, the interview shall be held within five (5) school days after the preparation of the written evaluation. The deadline for the final appraisal conference for tenured staff shall be March 1st of the year during which the evaluation is conducted.
Evaluation
Evaluation Process State Board Approval — evaluation process subject to approval by Illinois State Board of Education and must be consistent with Illinois law
The evaluation process is subject to approval by the Illinois State Board of Education and must be consistent with Illinois law.
Evaluation
Evaluation Teacher Signature — prior to inclusion in teacher's personnel folder, teacher shall sign summative evaluation form acknowledging receipt; teacher may attach explanation if chosen
Prior to its inclusion in the teacher's personnel folder, the teacher shall sign the summative evaluation form acknowledging receipt. If the teacher chooses, an explanation may be attached to the evaluation form.
Evaluation
Evaluation Tenured Frequency — tenured teachers evaluated at least every third school year unless additional evaluations deemed desirable by Administration for legitimate educational reasons
Non-tenured teachers will be formally evaluated twice (2) each school year and tenured teachers at least every third school year unless additional evaluations are, for legitimate educational reasons, deemed desirable by the Administration.
Other
Freedom To Join Organizations — teachers shall be free to join any organization without interference or penalty, not encouraged to join nor discouraged from joining any labor organization
Teachers shall be free to join any organization without interference or penalty. They shall not be encouraged to join nor discouraged from joining any labor organization.
Compensation
Girls Basketball Stipend — Girls Basketball
Girls Basketball 6% $2,610.00
Compensation
Girls Softball Stipend — Girls Softball
Girls Softball 5% $2,175.00
Compensation
Grade 3 4 Basketball Coach Stipend — 3/4 Grade Basketball Coach (Girls and Boys)
3/4 Grade Basketball Coach (Girls and Boys) 2% $ 870.00
Grievance
Grievance Steps — Four-step grievance procedure: Step 1 (Informal Conference), Step 2 (Superintendent conference), Step 3 (Board committee appeal), Step 4 (Arbitration)
Step 1 – Informal Conference. Step 2: Superintendent conference within fifteen (15) school days. Step 3: Appeal to Board committee within thirty (30) school days. Step 4: Arbitration under FCMS within thirty (30) school days of Board committee decision.
Compensation
Head Boys Basketball Stipend — Head Boys' Basketball
Head Boys' Basketball 6% $2,610.00
Compensation
Head Track Coach Stipend — Head Track Coach
Head Track Coach 6% $2,610.00
Compensation
Head Volleyball Stipend — Head Volleyball
Head Volleyball 6% $2,610.00
Insurance
Health Single Premium — Board will pay $587 of the individual monthly health insurance premium cost on behalf of each employee
The Board will pay $587 of the individual monthly health insurance premium cost on behalf of each employee. The Board and the employee will split any cost increase or cost decrease in future renewal cycles 50/50.
Compensation
Home Hospital Tutoring Hourly Rate — Home Hospital Tutoring (hr)
Home Hospital Tutoring (hr) $40
Compensation
Hourly Sub Rate — Hourly Sub Rate
Hourly Sub Rate $35
Insurance
Hsa Employer Contribution — Employees who select a plan with $1000 or more deductible are reimbursed $500 towards deductible after paying first $500
Employees who select a plan with a deductible of $1000 or more shall be reimbursed $500 dollars towards their deductible (i.e. for $501-$1,000 of the deductible amount) after they have paid the first $500.
Workday
Instructional Minutes Day — The normal student work day shall be 8:00 a.m.-3:00 a.m. Teachers' planning time will be allocated on an equitable basis reflecting FTE and as is feasible through scheduling. The District shall provide at a minimum 175 minutes/week of preparatory time for teachers.
The normal student work day shall be 8:00 a.m.-3:00 a.m. Teachers' planning time will be allocated on an equitable basis reflecting FTE (full time equivalent) and as is feasible through scheduling. The District shall provide at a minimum 175 minutes/week of preparatory time for teachers.
Other
Labor Management Committee Established — joint labor management committee appointed by Board and Union to address concerns and issues impacting bargaining unit not specifically provided in Agreement
A joint labor management committee will be appointed by the Board and the Union. The purpose of the committee will be to provide a forum for addressing concerns and issues which impact upon the bargaining unit and/or which are not specifically provided for in this Agreement.
Other
Labor Management Committee Meetings — meetings held upon mutual consent of Union President and Superintendent; agenda provided at least one week prior; lack of agenda or mutual consent provides for cancellation; at least 4 members must be present
Meetings will be held, upon mutual consent, of the Union President and the Superintendent. The agenda will be the responsibility of the chairperson designated at the previous meeting. Agendas will be provided for the members at least one week prior to the meeting. Lack of an agenda or mutual consent of the Union President and the Superintendent shall provide for cancellation of meetings. At least four (4) committee members, or their designee(s) must be present.
Other
Labor Management Committee Membership — committee composed of Union President, two teachers appointed by Union, Superintendent, two Board members or administrators appointed by Board; other resource people may be included by mutual agreement
The committee shall be a standing committee of the Union President, two teachers appointed by the Union, the Superintendent, and two members (Board members or Administrators) appointed by the Board. Other resource people may be brought in if mutually agreed upon.
Other
Labor Management Committee Procedures — disputes over contract interpretation may be considered after agreement by committee; all agenda items from both groups addressed; unresolved items placed on next agenda; item may be dropped by mutual agreement; summary provided by chairperson to each member
Disputes over contract interpretation or items, which the Union has filed a demand to bargain under the impact provisions of the IELRA, may be considered after agreement by the committee to discuss. All agenda items composed of concerns from both groups shall be addressed. Unresolved items shall be placed on the next agenda. An agenda item may be dropped by mutual agreement. A summary will be provided by the chairperson to each member.
Other
Labor Management Committee Recommendations — committee recommendations affecting administrative policy/procedure subject to Board approval; if affecting Board policy, joint recommendation to Board requires at least 4 votes of committee members
Committee recommendations that affect administrative policy and/or procedure shall be subject to Board approval. If a recommendation affects Board policy, the committee may make a joint recommendation to the Board. Any joint recommendations must provide for at least four (4) votes of the committee members.