Sen. Kimberly A. Lightford

Filed: 5/26/2014

 

 


 

 


 
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1
AMENDMENT TO HOUSE BILL 5546

2    AMENDMENT NO. ______. Amend House Bill 5546 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The School Code is amended by changing Sections
52-3.153, 10-17a, 24-12, and 24A-5 as follows:
 
6    (105 ILCS 5/2-3.153)
7    Sec. 2-3.153. Survey of learning conditions.
8    (a) The State Board of Education shall select for statewide
9administration an instrument to provide feedback from, at a
10minimum, students in grades 6 through 12 and teachers on the
11instructional environment within a school after giving
12consideration to the recommendations of the Performance
13Evaluation Advisory Council made pursuant to subdivision (6) of
14subsection (a) of Section 24A-20 of this Code. Subject to
15appropriation to the State Board of Education for the State's
16cost of development and administration and, subject to

 

 

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1subsections (b) and (c) of this Section commencing with the
22012-2013 school year, each school district shall administer,
3at least biennially biannually, the instrument in every public
4school attendance center by a date specified by the State
5Superintendent of Education, and data resulting from the
6instrument's administration must be provided to the State Board
7of Education. The survey component that requires completion by
8the teachers must be administered during teacher meetings or
9professional development days or at other times that would not
10interfere with the teachers' regular classroom and direct
11instructional duties. The State Superintendent, following
12consultation with teachers, principals, and other appropriate
13stakeholders, shall publicly report on selected indicators of
14learning conditions resulting from administration of the
15instrument at the individual school, district, and State levels
16and shall identify whether the indicators result from an
17anonymous administration of the instrument. If in any year the
18appropriation to the State Board of Education is insufficient
19for the State's costs associated with statewide administration
20of the instrument, the State Board of Education shall give
21priority to districts with low-performing schools and a
22representative sample of other districts.
23    (b) A school district may elect to use, on a district-wide
24basis and at the school district's sole cost and expense, an
25alternate survey of learning conditions instrument
26pre-approved by the State Superintendent under subsection (c)

 

 

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1of this Section in lieu of the statewide survey instrument
2selected under subsection (a) of this Section, provided that:
3        (1) the school district notifies the State Board of
4    Education, on a form provided by the State Superintendent,
5    of its intent to administer an alternate instrument on or
6    before a date established by the State Superintendent for
7    the 2014-2015 school year and August 1 of each subsequent
8    school year during which the instrument will be
9    administered;
10        (2) the notification submitted to the State Board under
11    paragraph (1) of this subsection (b) must be accompanied by
12    a certification signed by the president of the local
13    teachers' exclusive bargaining representative and
14    president of the school board indicating that the alternate
15    survey has been agreed to by the teachers' exclusive
16    bargaining representative and the school board;
17        (3) the school district's administration of the
18    alternate instrument, including providing to the State
19    Board of Education data and reports suitable to be
20    published on school report cards and the State School
21    Report Card Internet website, is performed in accordance
22    with the requirements of subsection (a) of this Section;
23    and
24        (4) the alternate instrument is administered each
25    school year that the statewide survey instrument is
26    administered; if the statewide survey is not administrated

 

 

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1    in a given school year, the school district is not required
2    to provide the alternative instrument in that given school
3    year.
4    (c) The State Superintendent, in consultation with
5teachers, principals, superintendents, and other appropriate
6stakeholders, shall administer an approval process through
7which at least 2, but not more than 3, alternate survey of
8learning conditions instruments will be approved by the State
9Superintendent following a determination by the State
10Superintendent that each approved instrument:
11        (1) meets all requirements of subsection (a) of this
12    Section;
13        (2) provides a summation of indicator results of the
14    alternative survey by a date established by the State
15    Superintendent in a manner that allows the indicator
16    results to be included on school report cards pursuant to
17    Section 10-17a of this Code by October 31 of the school
18    year following the instrument's administration;
19        (3) provides summary reports for each district and
20    attendance center intended for parents and community
21    stakeholders;
22        (4) meets scale reliability requirements using
23    accepted testing measures;
24        (5) provides research-based evidence linking
25    instrument content to one or more improved student
26    outcomes; and

 

 

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1        (6) has undergone and documented testing to prove
2    validity.
3The State Superintendent shall periodically review and update
4the list of approved alternate survey instruments, provided
5that at least 2, but no more than 3, alternate survey
6instruments shall be approved for use during any school year.
7    (d) Nothing contained in this amendatory Act of the 98th
8General Assembly repeals, supersedes, invalidates, or
9nullifies final decisions in lawsuits pending on the effective
10date of this amendatory Act of the 98th General Assembly in
11Illinois courts involving the interpretation of Public Act
1297-8.
13(Source: P.A. 97-8, eff. 6-13-11; 97-813, eff. 7-13-12.)
 
14    (105 ILCS 5/10-17a)  (from Ch. 122, par. 10-17a)
15    Sec. 10-17a. State, school district, and school report
16cards.
17    (1) By October 31, 2013 and October 31 of each subsequent
18school year, the State Board of Education, through the State
19Superintendent of Education, shall prepare a State report card,
20school district report cards, and school report cards, and
21shall by the most economic means provide to each school
22district in this State, including special charter districts and
23districts subject to the provisions of Article 34, the report
24cards for the school district and each of its schools.
25    (2) In addition to any information required by federal law,

 

 

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1the State Superintendent shall determine the indicators and
2presentation of the school report card, which must include, at
3a minimum, the most current data possessed by the State Board
4of Education related to the following:
5        (A) school characteristics and student demographics,
6    including average class size, average teaching experience,
7    student racial/ethnic breakdown, and the percentage of
8    students classified as low-income; the percentage of
9    students classified as limited English proficiency; the
10    percentage of students who have individualized education
11    plans or 504 plans that provide for special education
12    services; the percentage of students who annually
13    transferred in or out of the school district; the per-pupil
14    operating expenditure of the school district; and the
15    per-pupil State average operating expenditure for the
16    district type (elementary, high school, or unit);
17        (B) curriculum information, including, where
18    applicable, Advanced Placement, International
19    Baccalaureate or equivalent courses, dual enrollment
20    courses, foreign language classes, school personnel
21    resources (including Career Technical Education teachers),
22    before and after school programs, extracurricular
23    activities, subjects in which elective classes are
24    offered, health and wellness initiatives (including the
25    average number of days of Physical Education per week per
26    student), approved programs of study, awards received,

 

 

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1    community partnerships, and special programs such as
2    programming for the gifted and talented, students with
3    disabilities, and work-study students;
4        (C) student outcomes, including, where applicable, the
5    percentage of students meeting as well as exceeding State
6    standards on assessments, the percentage of students in the
7    eighth grade who pass Algebra, the percentage of students
8    enrolled in post-secondary institutions (including
9    colleges, universities, community colleges,
10    trade/vocational schools, and training programs leading to
11    career certification within 2 semesters of high school
12    graduation), the percentage of students graduating from
13    high school who are college ready, the percentage of
14    students graduating from high school who are career ready,
15    and the percentage of graduates enrolled in community
16    colleges, colleges, and universities who are in one or more
17    courses that the community college, college, or university
18    identifies as a remedial course;
19        (D) student progress, including, where applicable, the
20    percentage of students in the ninth grade who have earned 5
21    credits or more without failing more than one core class, a
22    measure of students entering kindergarten ready to learn, a
23    measure of growth, and the percentage of students who enter
24    high school on track for college and career readiness; and
25        (E) the school environment, including, where
26    applicable, the percentage of students with less than 10

 

 

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1    absences in a school year, the percentage of teachers with
2    less than 10 absences in a school year for reasons other
3    than professional development, leaves taken pursuant to
4    the federal Family Medical Leave Act of 1993, long-term
5    disability, or parental leaves, the 3-year average of the
6    percentage of teachers returning to the school from the
7    previous year, the number of different principals at the
8    school in the last 6 years, 2 or more indicators from any
9    school climate survey selected or approved developed by the
10    State and administered pursuant to Section 2-3.153 of this
11    Code, with the same or similar indicators included on
12    school report cards for all surveys selected or approved by
13    the State pursuant to Section 2-3.153 of this Code, and the
14    combined percentage of teachers rated as proficient or
15    excellent in their most recent evaluation.
16    The school report card shall also provide information that
17allows for comparing the current outcome, progress, and
18environment data to the State average, to the school data from
19the past 5 years, and to the outcomes, progress, and
20environment of similar schools based on the type of school and
21enrollment of low-income, special education, and limited
22English proficiency students.
23    (3) At the discretion of the State Superintendent, the
24school district report card shall include a subset of the
25information identified in paragraphs (A) through (E) of
26subsection (2) of this Section, as well as information relating

 

 

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1to the operating expense per pupil and other finances of the
2school district, and the State report card shall include a
3subset of the information identified in paragraphs (A) through
4(E) of subsection (2) of this Section.
5    (4) Notwithstanding anything to the contrary in this
6Section, in consultation with key education stakeholders, the
7State Superintendent shall at any time have the discretion to
8amend or update any and all metrics on the school, district, or
9State report card.
10    (5) Annually, no more than 30 calendar days after receipt
11of the school district and school report cards from the State
12Superintendent of Education, each school district, including
13special charter districts and districts subject to the
14provisions of Article 34, shall present such report cards at a
15regular school board meeting subject to applicable notice
16requirements, post the report cards on the school district's
17Internet web site, if the district maintains an Internet web
18site, make the report cards available to a newspaper of general
19circulation serving the district, and, upon request, send the
20report cards home to a parent (unless the district does not
21maintain an Internet web site, in which case the report card
22shall be sent home to parents without request). If the district
23posts the report card on its Internet web site, the district
24shall send a written notice home to parents stating (i) that
25the report card is available on the web site, (ii) the address
26of the web site, (iii) that a printed copy of the report card

 

 

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1will be sent to parents upon request, and (iv) the telephone
2number that parents may call to request a printed copy of the
3report card.
4    (6) Nothing contained in this amendatory Act of the 98th
5General Assembly repeals, supersedes, invalidates, or
6nullifies final decisions in lawsuits pending on the effective
7date of this amendatory Act of the 98th General Assembly in
8Illinois courts involving the interpretation of Public Act
997-8.
10(Source: P.A. 97-671, eff. 1-24-12; 98-463, eff. 8-16-13.)
 
11    (105 ILCS 5/24-12)  (from Ch. 122, par. 24-12)
12    Sec. 24-12. Removal or dismissal of teachers in contractual
13continued service.
14    (a) This subsection (a) applies only to honorable
15dismissals and recalls in which the notice of dismissal is
16provided on or before the end of the 2010-2011 school term. If
17a teacher in contractual continued service is removed or
18dismissed as a result of a decision of the board to decrease
19the number of teachers employed by the board or to discontinue
20some particular type of teaching service, written notice shall
21be mailed to the teacher and also given the teacher either by
22certified mail, return receipt requested or personal delivery
23with receipt at least 60 days before the end of the school
24term, together with a statement of honorable dismissal and the
25reason therefor, and in all such cases the board shall first

 

 

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1remove or dismiss all teachers who have not entered upon
2contractual continued service before removing or dismissing
3any teacher who has entered upon contractual continued service
4and who is legally qualified to hold a position currently held
5by a teacher who has not entered upon contractual continued
6service.
7    As between teachers who have entered upon contractual
8continued service, the teacher or teachers with the shorter
9length of continuing service with the district shall be
10dismissed first unless an alternative method of determining the
11sequence of dismissal is established in a collective bargaining
12agreement or contract between the board and a professional
13faculty members' organization and except that this provision
14shall not impair the operation of any affirmative action
15program in the district, regardless of whether it exists by
16operation of law or is conducted on a voluntary basis by the
17board. Any teacher dismissed as a result of such decrease or
18discontinuance shall be paid all earned compensation on or
19before the third business day following the last day of pupil
20attendance in the regular school term.
21    If the board has any vacancies for the following school
22term or within one calendar year from the beginning of the
23following school term, the positions thereby becoming
24available shall be tendered to the teachers so removed or
25dismissed so far as they are legally qualified to hold such
26positions; provided, however, that if the number of honorable

 

 

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1dismissal notices based on economic necessity exceeds 15% of
2the number of full time equivalent positions filled by
3certified employees (excluding principals and administrative
4personnel) during the preceding school year, then if the board
5has any vacancies for the following school term or within 2
6calendar years from the beginning of the following school term,
7the positions so becoming available shall be tendered to the
8teachers who were so notified and removed or dismissed whenever
9they are legally qualified to hold such positions. Each board
10shall, in consultation with any exclusive employee
11representatives, each year establish a list, categorized by
12positions, showing the length of continuing service of each
13teacher who is qualified to hold any such positions, unless an
14alternative method of determining a sequence of dismissal is
15established as provided for in this Section, in which case a
16list shall be made in accordance with the alternative method.
17Copies of the list shall be distributed to the exclusive
18employee representative on or before February 1 of each year.
19Whenever the number of honorable dismissal notices based upon
20economic necessity exceeds 5, or 150% of the average number of
21teachers honorably dismissed in the preceding 3 years,
22whichever is more, then the board also shall hold a public
23hearing on the question of the dismissals. Following the
24hearing and board review the action to approve any such
25reduction shall require a majority vote of the board members.
26    (b) This subsection (b) applies only to honorable

 

 

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1dismissals and recalls in which the notice of dismissal is
2provided during the 2011-2012 school term or a subsequent
3school term. If any teacher, whether or not in contractual
4continued service, is removed or dismissed as a result of a
5decision of a school board to decrease the number of teachers
6employed by the board, a decision of a school board to
7discontinue some particular type of teaching service, or a
8reduction in the number of programs or positions in a special
9education joint agreement, then written notice must be mailed
10to the teacher and also given to the teacher either by
11certified mail, return receipt requested, or personal delivery
12with receipt at least 45 days before the end of the school
13term, together with a statement of honorable dismissal and the
14reason therefor, and in all such cases the sequence of
15dismissal shall occur in accordance with this subsection (b);
16except that this subsection (b) shall not impair the operation
17of any affirmative action program in the school district,
18regardless of whether it exists by operation of law or is
19conducted on a voluntary basis by the board.
20    Each teacher must be categorized into one or more positions
21for which the teacher is qualified to hold, based upon legal
22qualifications and any other qualifications established in a
23district or joint agreement job description, on or before the
24May 10 prior to the school year during which the sequence of
25dismissal is determined. Within each position and subject to
26agreements made by the joint committee on honorable dismissals

 

 

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1that are authorized by subsection (c) of this Section, the
2school district or joint agreement must establish 4 groupings
3of teachers qualified to hold the position as follows:
4        (1) Grouping one shall consist of each teacher who is
5    not in contractual continued service and who (i) has not
6    received a performance evaluation rating, (ii) is employed
7    for one school term or less to replace a teacher on leave,
8    or (iii) is employed on a part-time basis. "Part-time
9    basis" for the purposes of this subsection (b) means a
10    teacher who is employed to teach less than a full-day,
11    teacher workload or less than 5 days of the normal student
12    attendance week, unless otherwise provided for in a
13    collective bargaining agreement between the district and
14    the exclusive representative of the district's teachers.
15    For the purposes of this Section, a teacher (A) who is
16    employed as a full-time teacher but who actually teaches or
17    is otherwise present and participating in the district's
18    educational program for less than a school term or (B) who,
19    in the immediately previous school term, was employed on a
20    full-time basis and actually taught or was otherwise
21    present and participated in the district's educational
22    program for 120 days or more is not considered employed on
23    a part-time basis.
24        (2) Grouping 2 shall consist of each teacher with a
25    Needs Improvement or Unsatisfactory performance evaluation
26    rating on either of the teacher's last 2 performance

 

 

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1    evaluation ratings.
2        (3) Grouping 3 shall consist of each teacher with a
3    performance evaluation rating of at least Satisfactory or
4    Proficient on both of the teacher's last 2 performance
5    evaluation ratings, if 2 ratings are available, or on the
6    teacher's last performance evaluation rating, if only one
7    rating is available, unless the teacher qualifies for
8    placement into grouping 4.
9        (4) Grouping 4 shall consist of each teacher whose last
10    2 performance evaluation ratings are Excellent and each
11    teacher with 2 Excellent performance evaluation ratings
12    out of the teacher's last 3 performance evaluation ratings
13    with a third rating of Satisfactory or Proficient.
14    Among teachers qualified to hold a position, teachers must
15be dismissed in the order of their groupings, with teachers in
16grouping one dismissed first and teachers in grouping 4
17dismissed last.
18    Within grouping one, the sequence of dismissal must be at
19the discretion of the school district or joint agreement.
20Within grouping 2, the sequence of dismissal must be based upon
21average performance evaluation ratings, with the teacher or
22teachers with the lowest average performance evaluation rating
23dismissed first. A teacher's average performance evaluation
24rating must be calculated using the average of the teacher's
25last 2 performance evaluation ratings, if 2 ratings are
26available, or the teacher's last performance evaluation

 

 

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1rating, if only one rating is available, using the following
2numerical values: 4 for Excellent; 3 for Proficient or
3Satisfactory; 2 for Needs Improvement; and 1 for
4Unsatisfactory. As between or among teachers in grouping 2 with
5the same average performance evaluation rating and within each
6of groupings 3 and 4, the teacher or teachers with the shorter
7length of continuing service with the school district or joint
8agreement must be dismissed first unless an alternative method
9of determining the sequence of dismissal is established in a
10collective bargaining agreement or contract between the board
11and a professional faculty members' organization.
12    Each board, including the governing board of a joint
13agreement, shall, in consultation with any exclusive employee
14representatives, each year establish a sequence of honorable
15dismissal list categorized by positions and the groupings
16defined in this subsection (b). Copies of the list showing each
17teacher by name and categorized by positions and the groupings
18defined in this subsection (b) must be distributed to the
19exclusive bargaining representative at least 75 days before the
20end of the school term, provided that the school district or
21joint agreement may, with notice to any exclusive employee
22representatives, move teachers from grouping one into another
23grouping during the period of time from 75 days until 45 days
24before the end of the school term. Each year, each board shall
25also establish, in consultation with any exclusive employee
26representatives, a list showing the length of continuing

 

 

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1service of each teacher who is qualified to hold any such
2positions, unless an alternative method of determining a
3sequence of dismissal is established as provided for in this
4Section, in which case a list must be made in accordance with
5the alternative method. Copies of the list must be distributed
6to the exclusive employee representative at least 75 days
7before the end of the school term.
8    Any teacher dismissed as a result of such decrease or
9discontinuance must be paid all earned compensation on or
10before the third business day following the last day of pupil
11attendance in the regular school term.
12    If the board or joint agreement has any vacancies for the
13following school term or within one calendar year from the
14beginning of the following school term, the positions thereby
15becoming available must be tendered to the teachers so removed
16or dismissed who were in groupings 3 or 4 of the sequence of
17dismissal and are qualified to hold the positions, based upon
18legal qualifications and any other qualifications established
19in a district or joint agreement job description, on or before
20the May 10 prior to the date of the positions becoming
21available, provided that if the number of honorable dismissal
22notices based on economic necessity exceeds 15% of the number
23of full-time equivalent positions filled by certified
24employees (excluding principals and administrative personnel)
25during the preceding school year, then the recall period is for
26the following school term or within 2 calendar years from the

 

 

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1beginning of the following school term. If the board or joint
2agreement has any vacancies within the period from the
3beginning of the following school term through February 1 of
4the following school term (unless a date later than February 1,
5but no later than 6 months from the beginning of the following
6school term, is established in a collective bargaining
7agreement), the positions thereby becoming available must be
8tendered to the teachers so removed or dismissed who were in
9grouping 2 of the sequence of dismissal due to one "needs
10improvement" rating on either of the teacher's last 2
11performance evaluation ratings, provided that, if 2 ratings are
12available, the other performance evaluation rating used for
13grouping purposes is "satisfactory", "proficient", or
14"excellent", and are qualified to hold the positions, based
15upon legal qualifications and any other qualifications
16established in a district or joint agreement job description,
17on or before the May 10 prior to the date of the positions
18becoming available. On and after the effective date of this
19amendatory Act of the 98th General Assembly, the preceding
20sentence shall apply to teachers removed or dismissed by
21honorable dismissal, even if notice of honorable dismissal
22occurred during the 2013-2014 school year. Among teachers
23eligible for recall pursuant to the preceding sentence, the
24order of recall must be in inverse order of dismissal, unless
25an alternative order of recall is established in a collective
26bargaining agreement or contract between the board and a

 

 

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1professional faculty members' organization. Whenever the
2number of honorable dismissal notices based upon economic
3necessity exceeds 5 notices or 150% of the average number of
4teachers honorably dismissed in the preceding 3 years,
5whichever is more, then the school board or governing board of
6a joint agreement, as applicable, shall also hold a public
7hearing on the question of the dismissals. Following the
8hearing and board review, the action to approve any such
9reduction shall require a majority vote of the board members.
10    For purposes of this subsection (b), subject to agreement
11on an alternative definition reached by the joint committee
12described in subsection (c) of this Section, a teacher's
13performance evaluation rating means the overall performance
14evaluation rating resulting from an annual or biennial
15performance evaluation conducted pursuant to Article 24A of
16this Code by the school district or joint agreement determining
17the sequence of dismissal, not including any performance
18evaluation conducted during or at the end of a remediation
19period. No more than one evaluation rating each school term
20shall be one of the evaluation ratings used for the purpose of
21determining the sequence of dismissal. Except as otherwise
22provided in this subsection for any performance evaluations
23conducted during or at the end of a remediation period, if
24multiple performance evaluations are conducted in a school
25term, only the rating from the last evaluation conducted prior
26to establishing the sequence of honorable dismissal list in

 

 

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1such school term shall be the one evaluation rating from that
2school term used for the purpose of determining the sequence of
3dismissal. Averaging ratings from multiple evaluations is not
4permitted unless otherwise agreed to in a collective bargaining
5agreement or contract between the board and a professional
6faculty members' organization. The preceding sentence is not a
7legislative declaration that existing law does or does not
8already require that only one performance evaluation each
9school term shall be used for the purpose of determining the
10sequence of dismissal. For performance evaluation ratings
11determined prior to September 1, 2012, any school district or
12joint agreement with a performance evaluation rating system
13that does not use either of the rating category systems
14specified in subsection (d) of Section 24A-5 of this Code for
15all teachers must establish a basis for assigning each teacher
16a rating that complies with subsection (d) of Section 24A-5 of
17this Code for all of the performance evaluation ratings that
18are to be used to determine the sequence of dismissal. A
19teacher's grouping and ranking on a sequence of honorable
20dismissal shall be deemed a part of the teacher's performance
21evaluation, and that information may be disclosed to the
22exclusive bargaining representative as part of a sequence of
23honorable dismissal list, notwithstanding any laws prohibiting
24disclosure of such information. A performance evaluation
25rating may be used to determine the sequence of dismissal,
26notwithstanding the pendency of any grievance resolution or

 

 

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1arbitration procedures relating to the performance evaluation.
2If a teacher has received at least one performance evaluation
3rating conducted by the school district or joint agreement
4determining the sequence of dismissal and a subsequent
5performance evaluation is not conducted in any school year in
6which such evaluation is required to be conducted under Section
724A-5 of this Code, the teacher's performance evaluation rating
8for that school year for purposes of determining the sequence
9of dismissal is deemed Proficient. If a performance evaluation
10rating is nullified as the result of an arbitration,
11administrative agency, or court determination, then the school
12district or joint agreement is deemed to have conducted a
13performance evaluation for that school year, but the
14performance evaluation rating may not be used in determining
15the sequence of dismissal.
16    Nothing in this subsection (b) shall be construed as
17limiting the right of a school board or governing board of a
18joint agreement to dismiss a teacher not in contractual
19continued service in accordance with Section 24-11 of this
20Code.
21    Any provisions regarding the sequence of honorable
22dismissals and recall of honorably dismissed teachers in a
23collective bargaining agreement entered into on or before
24January 1, 2011 and in effect on the effective date of this
25amendatory Act of the 97th General Assembly that may conflict
26with this amendatory Act of the 97th General Assembly shall

 

 

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1remain in effect through the expiration of such agreement or
2June 30, 2013, whichever is earlier.
3    (c) Each school district and special education joint
4agreement must use a joint committee composed of equal
5representation selected by the school board and its teachers
6or, if applicable, the exclusive bargaining representative of
7its teachers, to address the matters described in paragraphs
8(1) through (5) of this subsection (c) pertaining to honorable
9dismissals under subsection (b) of this Section.
10        (1) The joint committee must consider and may agree to
11    criteria for excluding from grouping 2 and placing into
12    grouping 3 a teacher whose last 2 performance evaluations
13    include a Needs Improvement and either a Proficient or
14    Excellent.
15        (2) The joint committee must consider and may agree to
16    an alternative definition for grouping 4, which definition
17    must take into account prior performance evaluation
18    ratings and may take into account other factors that relate
19    to the school district's or program's educational
20    objectives. An alternative definition for grouping 4 may
21    not permit the inclusion of a teacher in the grouping with
22    a Needs Improvement or Unsatisfactory performance
23    evaluation rating on either of the teacher's last 2
24    performance evaluation ratings.
25        (3) The joint committee may agree to including within
26    the definition of a performance evaluation rating a

 

 

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1    performance evaluation rating administered by a school
2    district or joint agreement other than the school district
3    or joint agreement determining the sequence of dismissal.
4        (4) For each school district or joint agreement that
5    administers performance evaluation ratings that are
6    inconsistent with either of the rating category systems
7    specified in subsection (d) of Section 24A-5 of this Code,
8    the school district or joint agreement must consult with
9    the joint committee on the basis for assigning a rating
10    that complies with subsection (d) of Section 24A-5 of this
11    Code to each performance evaluation rating that will be
12    used in a sequence of dismissal.
13        (5) Upon request by a joint committee member submitted
14    to the employing board by no later than 10 days after the
15    distribution of the sequence of honorable dismissal list, a
16    representative of the employing board shall, within 5 days
17    after the request, provide to members of the joint
18    committee a list showing the most recent and prior
19    performance evaluation ratings of each teacher identified
20    only by length of continuing service in the district or
21    joint agreement and not by name. If, after review of this
22    list, a member of the joint committee has a good faith
23    belief that a disproportionate number of teachers with
24    greater length of continuing service with the district or
25    joint agreement have received a recent performance
26    evaluation rating lower than the prior rating, the member

 

 

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1    may request that the joint committee review the list to
2    assess whether such a trend may exist. Following the joint
3    committee's review, but by no later than the end of the
4    applicable school term, the joint committee or any member
5    or members of the joint committee may submit a report of
6    the review to the employing board and exclusive bargaining
7    representative, if any. Nothing in this paragraph (5) shall
8    impact the order of honorable dismissal or a school
9    district's or joint agreement's authority to carry out a
10    dismissal in accordance with subsection (b) of this
11    Section.
12    Agreement by the joint committee as to a matter requires
13the majority vote of all committee members, and if the joint
14committee does not reach agreement on a matter, then the
15otherwise applicable requirements of subsection (b) of this
16Section shall apply. Except as explicitly set forth in this
17subsection (c), a joint committee has no authority to agree to
18any further modifications to the requirements for honorable
19dismissals set forth in subsection (b) of this Section. The
20joint committee must be established, and the first meeting of
21the joint committee each school year must occur on or before
22December 1.
23    The joint committee must reach agreement on a matter on or
24before February 1 of a school year in order for the agreement
25of the joint committee to apply to the sequence of dismissal
26determined during that school year. Subject to the February 1

 

 

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1deadline for agreements, the agreement of a joint committee on
2a matter shall apply to the sequence of dismissal until the
3agreement is amended or terminated by the joint committee.
4    (d) Notwithstanding anything to the contrary in this
5subsection (d), the requirements and dismissal procedures of
6Section 24-16.5 of this Code shall apply to any dismissal
7sought under Section 24-16.5 of this Code.
8        (1) If a dismissal of a teacher in contractual
9    continued service is sought for any reason or cause other
10    than an honorable dismissal under subsections (a) or (b) of
11    this Section or a dismissal sought under Section 24-16.5 of
12    this Code, including those under Section 10-22.4, the board
13    must first approve a motion containing specific charges by
14    a majority vote of all its members. Written notice of such
15    charges, including a bill of particulars and the teacher's
16    right to request a hearing, must be mailed to the teacher
17    and also given to the teacher either by certified mail,
18    return receipt requested, or personal delivery with
19    receipt within 5 days of the adoption of the motion. Any
20    written notice sent on or after July 1, 2012 shall inform
21    the teacher of the right to request a hearing before a
22    mutually selected hearing officer, with the cost of the
23    hearing officer split equally between the teacher and the
24    board, or a hearing before a board-selected hearing
25    officer, with the cost of the hearing officer paid by the
26    board.

 

 

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1        Before setting a hearing on charges stemming from
2    causes that are considered remediable, a board must give
3    the teacher reasonable warning in writing, stating
4    specifically the causes that, if not removed, may result in
5    charges; however, no such written warning is required if
6    the causes have been the subject of a remediation plan
7    pursuant to Article 24A of this Code.
8        If, in the opinion of the board, the interests of the
9    school require it, the board may suspend the teacher
10    without pay, pending the hearing, but if the board's
11    dismissal or removal is not sustained, the teacher shall
12    not suffer the loss of any salary or benefits by reason of
13    the suspension.
14        (2) No hearing upon the charges is required unless the
15    teacher within 17 days after receiving notice requests in
16    writing of the board that a hearing be scheduled before a
17    mutually selected hearing officer or a hearing officer
18    selected by the board. The secretary of the school board
19    shall forward a copy of the notice to the State Board of
20    Education.
21        (3) Within 5 business days after receiving a notice of
22    hearing in which either notice to the teacher was sent
23    before July 1, 2012 or, if the notice was sent on or after
24    July 1, 2012, the teacher has requested a hearing before a
25    mutually selected hearing officer, the State Board of
26    Education shall provide a list of 5 prospective, impartial

 

 

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1    hearing officers from the master list of qualified,
2    impartial hearing officers maintained by the State Board of
3    Education. Each person on the master list must (i) be
4    accredited by a national arbitration organization and have
5    had a minimum of 5 years of experience directly related to
6    labor and employment relations matters between employers
7    and employees or their exclusive bargaining
8    representatives and (ii) beginning September 1, 2012, have
9    participated in training provided or approved by the State
10    Board of Education for teacher dismissal hearing officers
11    so that he or she is familiar with issues generally
12    involved in evaluative and non-evaluative dismissals.
13        If notice to the teacher was sent before July 1, 2012
14    or, if the notice was sent on or after July 1, 2012, the
15    teacher has requested a hearing before a mutually selected
16    hearing officer, the board and the teacher or their legal
17    representatives within 3 business days shall alternately
18    strike one name from the list provided by the State Board
19    of Education until only one name remains. Unless waived by
20    the teacher, the teacher shall have the right to proceed
21    first with the striking. Within 3 business days of receipt
22    of the list provided by the State Board of Education, the
23    board and the teacher or their legal representatives shall
24    each have the right to reject all prospective hearing
25    officers named on the list and notify the State Board of
26    Education of such rejection. Within 3 business days after

 

 

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1    receiving this notification, the State Board of Education
2    shall appoint a qualified person from the master list who
3    did not appear on the list sent to the parties to serve as
4    the hearing officer, unless the parties notify it that they
5    have chosen to alternatively select a hearing officer under
6    paragraph (4) of this subsection (d).
7        If the teacher has requested a hearing before a hearing
8    officer selected by the board, the board shall select one
9    name from the master list of qualified impartial hearing
10    officers maintained by the State Board of Education within
11    3 business days after receipt and shall notify the State
12    Board of Education of its selection.
13        A hearing officer mutually selected by the parties,
14    selected by the board, or selected through an alternative
15    selection process under paragraph (4) of this subsection
16    (d) (A) must not be a resident of the school district, (B)
17    must be available to commence the hearing within 75 days
18    and conclude the hearing within 120 days after being
19    selected as the hearing officer, and (C) must issue a
20    decision as to whether the teacher must be dismissed and
21    give a copy of that decision to both the teacher and the
22    board within 30 days from the conclusion of the hearing or
23    closure of the record, whichever is later.
24        (4) In the alternative to selecting a hearing officer
25    from the list received from the State Board of Education or
26    accepting the appointment of a hearing officer by the State

 

 

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1    Board of Education or if the State Board of Education
2    cannot provide a list or appoint a hearing officer that
3    meets the foregoing requirements, the board and the teacher
4    or their legal representatives may mutually agree to select
5    an impartial hearing officer who is not on the master list
6    either by direct appointment by the parties or by using
7    procedures for the appointment of an arbitrator
8    established by the Federal Mediation and Conciliation
9    Service or the American Arbitration Association. The
10    parties shall notify the State Board of Education of their
11    intent to select a hearing officer using an alternative
12    procedure within 3 business days of receipt of a list of
13    prospective hearing officers provided by the State Board of
14    Education, notice of appointment of a hearing officer by
15    the State Board of Education, or receipt of notice from the
16    State Board of Education that it cannot provide a list that
17    meets the foregoing requirements, whichever is later.
18        (5) If the notice of dismissal was sent to the teacher
19    before July 1, 2012, the fees and costs for the hearing
20    officer must be paid by the State Board of Education. If
21    the notice of dismissal was sent to the teacher on or after
22    July 1, 2012, the hearing officer's fees and costs must be
23    paid as follows in this paragraph (5). The fees and
24    permissible costs for the hearing officer must be
25    determined by the State Board of Education. If the board
26    and the teacher or their legal representatives mutually

 

 

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1    agree to select an impartial hearing officer who is not on
2    a list received from the State Board of Education, they may
3    agree to supplement the fees determined by the State Board
4    to the hearing officer, at a rate consistent with the
5    hearing officer's published professional fees. If the
6    hearing officer is mutually selected by the parties, then
7    the board and the teacher or their legal representatives
8    shall each pay 50% of the fees and costs and any
9    supplemental allowance to which they agree. If the hearing
10    officer is selected by the board, then the board shall pay
11    100% of the hearing officer's fees and costs. The fees and
12    costs must be paid to the hearing officer within 14 days
13    after the board and the teacher or their legal
14    representatives receive the hearing officer's decision set
15    forth in paragraph (7) of this subsection (d).
16        (6) The teacher is required to answer the bill of
17    particulars and aver affirmative matters in his or her
18    defense, and the time for initially doing so and the time
19    for updating such answer and defenses after pre-hearing
20    discovery must be set by the hearing officer. The State
21    Board of Education shall promulgate rules so that each
22    party has a fair opportunity to present its case and to
23    ensure that the dismissal process proceeds in a fair and
24    expeditious manner. These rules shall address, without
25    limitation, discovery and hearing scheduling conferences;
26    the teacher's initial answer and affirmative defenses to

 

 

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1    the bill of particulars and the updating of that
2    information after pre-hearing discovery; provision for
3    written interrogatories and requests for production of
4    documents; the requirement that each party initially
5    disclose to the other party and then update the disclosure
6    no later than 10 calendar days prior to the commencement of
7    the hearing, the names and addresses of persons who may be
8    called as witnesses at the hearing, a summary of the facts
9    or opinions each witness will testify to, and all other
10    documents and materials, including information maintained
11    electronically, relevant to its own as well as the other
12    party's case (the hearing officer may exclude witnesses and
13    exhibits not identified and shared, except those offered in
14    rebuttal for which the party could not reasonably have
15    anticipated prior to the hearing); pre-hearing discovery
16    and preparation, including provision for written
17    interrogatories and requests for production of documents,
18    provided that discovery depositions are prohibited; the
19    conduct of the hearing; the right of each party to be
20    represented by counsel, the offer of evidence and witnesses
21    and the cross-examination of witnesses; the authority of
22    the hearing officer to issue subpoenas and subpoenas duces
23    tecum, provided that the hearing officer may limit the
24    number of witnesses to be subpoenaed on behalf of each
25    party to no more than 7; the length of post-hearing briefs;
26    and the form, length, and content of hearing officers'

 

 

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1    decisions. The hearing officer shall hold a hearing and
2    render a final decision for dismissal pursuant to Article
3    24A of this Code or shall report to the school board
4    findings of fact and a recommendation as to whether or not
5    the teacher must be dismissed for conduct. The hearing
6    officer shall commence the hearing within 75 days and
7    conclude the hearing within 120 days after being selected
8    as the hearing officer, provided that the hearing officer
9    may modify these timelines upon the showing of good cause
10    or mutual agreement of the parties. Good cause for the
11    purpose of this subsection (d) shall mean the illness or
12    otherwise unavoidable emergency of the teacher, district
13    representative, their legal representatives, the hearing
14    officer, or an essential witness as indicated in each
15    party's pre-hearing submission. In a dismissal hearing
16    pursuant to Article 24A of this Code, the hearing officer
17    shall consider and give weight to all of the teacher's
18    evaluations written pursuant to Article 24A that are
19    relevant to the issues in the hearing.
20        Each party shall have no more than 3 days to present
21    its case, unless extended by the hearing officer to enable
22    a party to present adequate evidence and testimony,
23    including due to the other party's cross-examination of the
24    party's witnesses, for good cause or by mutual agreement of
25    the parties. The State Board of Education shall define in
26    rules the meaning of "day" for such purposes. All testimony

 

 

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1    at the hearing shall be taken under oath administered by
2    the hearing officer. The hearing officer shall cause a
3    record of the proceedings to be kept and shall employ a
4    competent reporter to take stenographic or stenotype notes
5    of all the testimony. The costs of the reporter's
6    attendance and services at the hearing shall be paid by the
7    party or parties who are responsible for paying the fees
8    and costs of the hearing officer. Either party desiring a
9    transcript of the hearing shall pay for the cost thereof.
10    Any post-hearing briefs must be submitted by the parties by
11    no later than 21 days after a party's receipt of the
12    transcript of the hearing, unless extended by the hearing
13    officer for good cause or by mutual agreement of the
14    parties.
15        (7) The hearing officer shall, within 30 days from the
16    conclusion of the hearing or closure of the record,
17    whichever is later, make a decision as to whether or not
18    the teacher shall be dismissed pursuant to Article 24A of
19    this Code or report to the school board findings of fact
20    and a recommendation as to whether or not the teacher shall
21    be dismissed for cause and shall give a copy of the
22    decision or findings of fact and recommendation to both the
23    teacher and the school board. If a hearing officer fails
24    without good cause, specifically provided in writing to
25    both parties and the State Board of Education, to render a
26    decision or findings of fact and recommendation within 30

 

 

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1    days after the hearing is concluded or the record is
2    closed, whichever is later, the parties may mutually agree
3    to select a hearing officer pursuant to the alternative
4    procedure, as provided in this Section, to rehear the
5    charges heard by the hearing officer who failed to render a
6    decision or findings of fact and recommendation or to
7    review the record and render a decision. If any hearing
8    officer fails without good cause, specifically provided in
9    writing to both parties and the State Board of Education,
10    to render a decision or findings of fact and recommendation
11    within 30 days after the hearing is concluded or the record
12    is closed, whichever is later, the hearing officer shall be
13    removed from the master list of hearing officers maintained
14    by the State Board of Education for not more than 24
15    months. The parties and the State Board of Education may
16    also take such other actions as it deems appropriate,
17    including recovering, reducing, or withholding any fees
18    paid or to be paid to the hearing officer. If any hearing
19    officer repeats such failure, he or she must be permanently
20    removed from the master list maintained by the State Board
21    of Education and may not be selected by parties through the
22    alternative selection process under this paragraph (7) or
23    paragraph (4) of this subsection (d). The board shall not
24    lose jurisdiction to discharge a teacher if the hearing
25    officer fails to render a decision or findings of fact and
26    recommendation within the time specified in this Section.

 

 

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1    If the decision of the hearing officer for dismissal
2    pursuant to Article 24A of this Code or of the school board
3    for dismissal for cause is in favor of the teacher, then
4    the hearing officer or school board shall order
5    reinstatement to the same or substantially equivalent
6    position and shall determine the amount for which the
7    school board is liable, including, but not limited to, loss
8    of income and benefits.
9        (8) The school board, within 45 days after receipt of
10    the hearing officer's findings of fact and recommendation
11    as to whether (i) the conduct at issue occurred, (ii) the
12    conduct that did occur was remediable, and (iii) the
13    proposed dismissal should be sustained, shall issue a
14    written order as to whether the teacher must be retained or
15    dismissed for cause from its employ. The school board's
16    written order shall incorporate the hearing officer's
17    findings of fact, except that the school board may modify
18    or supplement the findings of fact if, in its opinion, the
19    findings of fact are against the manifest weight of the
20    evidence.
21        If the school board dismisses the teacher
22    notwithstanding the hearing officer's findings of fact and
23    recommendation, the school board shall make a conclusion in
24    its written order, giving its reasons therefor, and such
25    conclusion and reasons must be included in its written
26    order. The failure of the school board to strictly adhere

 

 

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1    to the timelines contained in this Section shall not render
2    it without jurisdiction to dismiss the teacher. The school
3    board shall not lose jurisdiction to discharge the teacher
4    for cause if the hearing officer fails to render a
5    recommendation within the time specified in this Section.
6    The decision of the school board is final, unless reviewed
7    as provided in paragraph (9) of this subsection (d).
8        If the school board retains the teacher, the school
9    board shall enter a written order stating the amount of
10    back pay and lost benefits, less mitigation, to be paid to
11    the teacher, within 45 days after its retention order.
12    Should the teacher object to the amount of the back pay and
13    lost benefits or amount mitigated, the teacher shall give
14    written objections to the amount within 21 days. If the
15    parties fail to reach resolution within 7 days, the dispute
16    shall be referred to the hearing officer, who shall
17    consider the school board's written order and teacher's
18    written objection and determine the amount to which the
19    school board is liable. The costs of the hearing officer's
20    review and determination must be paid by the board.
21        (9) The decision of the hearing officer pursuant to
22    Article 24A of this Code or of the school board's decision
23    to dismiss for cause is final unless reviewed as provided
24    in Section 24-16 of this Act. If the school board's
25    decision to dismiss for cause is contrary to the hearing
26    officer's recommendation, the court on review shall give

 

 

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1    consideration to the school board's decision and its
2    supplemental findings of fact, if applicable, and the
3    hearing officer's findings of fact and recommendation in
4    making its decision. In the event such review is
5    instituted, the school board shall be responsible for
6    preparing and filing the record of proceedings, and such
7    costs associated therewith must be divided equally between
8    the parties.
9        (10) If a decision of the hearing officer for dismissal
10    pursuant to Article 24A of this Code or of the school board
11    for dismissal for cause is adjudicated upon review or
12    appeal in favor of the teacher, then the trial court shall
13    order reinstatement and shall remand the matter to the
14    school board with direction for entry of an order setting
15    the amount of back pay, lost benefits, and costs, less
16    mitigation. The teacher may challenge the school board's
17    order setting the amount of back pay, lost benefits, and
18    costs, less mitigation, through an expedited arbitration
19    procedure, with the costs of the arbitrator borne by the
20    school board.
21        Any teacher who is reinstated by any hearing or
22    adjudication brought under this Section shall be assigned
23    by the board to a position substantially similar to the one
24    which that teacher held prior to that teacher's suspension
25    or dismissal.
26        (11) Subject to any later effective date referenced in

 

 

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1    this Section for a specific aspect of the dismissal
2    process, the changes made by this amendatory Act of the
3    97th General Assembly shall apply to dismissals instituted
4    on or after September 1, 2011. Any dismissal instituted
5    prior to September 1, 2011 must be carried out in
6    accordance with the requirements of this Section prior to
7    amendment by this amendatory Act of 97th General Assembly.
8    (e) Nothing contained in this amendatory Act of the 98th
9General Assembly repeals, supersedes, invalidates, or
10nullifies final decisions in lawsuits pending on the effective
11date of this amendatory Act of the 98th General Assembly in
12Illinois courts involving the interpretation of Public Act
1397-8.
14(Source: P.A. 97-8, eff. 6-13-11; 98-513, eff. 1-1-14.)
 
15    (105 ILCS 5/24A-5)  (from Ch. 122, par. 24A-5)
16    Sec. 24A-5. Content of evaluation plans. This Section does
17not apply to teachers assigned to schools identified in an
18agreement entered into between the board of a school district
19operating under Article 34 of this Code and the exclusive
20representative of the district's teachers in accordance with
21Section 34-85c of this Code.
22    Each school district to which this Article applies shall
23establish a teacher evaluation plan which ensures that each
24teacher in contractual continued service is evaluated at least
25once in the course of every 2 school years.

 

 

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1    By no later than September 1, 2012, each school district
2shall establish a teacher evaluation plan that ensures that:
3        (1) each teacher not in contractual continued service
4    is evaluated at least once every school year; and
5        (2) each teacher in contractual continued service is
6    evaluated at least once in the course of every 2 school
7    years. However, any teacher in contractual continued
8    service whose performance is rated as either "needs
9    improvement" or "unsatisfactory" must be evaluated at
10    least once in the school year following the receipt of such
11    rating.
12    Notwithstanding anything to the contrary in this Section or
13any other Section of the School Code, a principal shall not be
14prohibited from evaluating any teachers within a school during
15his or her first year as principal of such school. If a
16first-year principal exercises this option in a school district
17where the evaluation plan provides for a teacher in contractual
18continued service to be evaluated once in the course of every 2
19school years, then a new 2-year evaluation plan must be
20established.
21    The evaluation plan shall comply with the requirements of
22this Section and of any rules adopted by the State Board of
23Education pursuant to this Section.
24    The plan shall include a description of each teacher's
25duties and responsibilities and of the standards to which that
26teacher is expected to conform, and shall include at least the

 

 

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1following components:
2        (a) personal observation of the teacher in the
3    classroom by the evaluator, unless the teacher has no
4    classroom duties.
5        (b) consideration of the teacher's attendance,
6    planning, instructional methods, classroom management,
7    where relevant, and competency in the subject matter
8    taught.
9        (c) by no later than the applicable implementation
10    date, consideration of student growth as a significant
11    factor in the rating of the teacher's performance.
12        (d) prior to September 1, 2012, rating of the
13    performance of teachers in contractual continued service
14    as either:
15            (i) "excellent", "satisfactory" or
16        "unsatisfactory"; or
17            (ii) "excellent", "proficient", "needs
18        improvement" or "unsatisfactory".
19        (e) on and after September 1, 2012, rating of the
20    performance of all teachers as "excellent", "proficient",
21    "needs improvement" or "unsatisfactory".
22        (f) specification as to the teacher's strengths and
23    weaknesses, with supporting reasons for the comments made.
24        (g) inclusion of a copy of the evaluation in the
25    teacher's personnel file and provision of a copy to the
26    teacher.

 

 

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1        (h) within 30 school days after the completion of an
2    evaluation rating a teacher in contractual continued
3    service as "needs improvement", development by the
4    evaluator, in consultation with the teacher, and taking
5    into account the teacher's on-going professional
6    responsibilities including his or her regular teaching
7    assignments, of a professional development plan directed
8    to the areas that need improvement and any supports that
9    the district will provide to address the areas identified
10    as needing improvement.
11        (i) within 30 school days after completion of an
12    evaluation rating a teacher in contractual continued
13    service as "unsatisfactory", development and commencement
14    by the district of a remediation plan designed to correct
15    deficiencies cited, provided the deficiencies are deemed
16    remediable. In all school districts the remediation plan
17    for unsatisfactory, tenured teachers shall provide for 90
18    school days of remediation within the classroom, unless an
19    applicable collective bargaining agreement provides for a
20    shorter duration. In all school districts evaluations
21    issued pursuant to this Section shall be issued within 10
22    days after the conclusion of the respective remediation
23    plan. However, the school board or other governing
24    authority of the district shall not lose jurisdiction to
25    discharge a teacher in the event the evaluation is not
26    issued within 10 days after the conclusion of the

 

 

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1    respective remediation plan.
2        (j) participation in the remediation plan by the
3    teacher in contractual continued service rated
4    "unsatisfactory", an evaluator and a consulting teacher
5    selected by the evaluator of the teacher who was rated
6    "unsatisfactory", which consulting teacher is an
7    educational employee as defined in the Educational Labor
8    Relations Act, has at least 5 years' teaching experience,
9    and a reasonable familiarity with the assignment of the
10    teacher being evaluated, and who received an "excellent"
11    rating on his or her most recent evaluation. Where no
12    teachers who meet these criteria are available within the
13    district, the district shall request and the applicable
14    regional office of education shall supply, to participate
15    in the remediation process, an individual who meets these
16    criteria.
17        In a district having a population of less than 500,000
18    with an exclusive bargaining agent, the bargaining agent
19    may, if it so chooses, supply a roster of qualified
20    teachers from whom the consulting teacher is to be
21    selected. That roster shall, however, contain the names of
22    at least 5 teachers, each of whom meets the criteria for
23    consulting teacher with regard to the teacher being
24    evaluated, or the names of all teachers so qualified if
25    that number is less than 5. In the event of a dispute as to
26    qualification, the State Board shall determine

 

 

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1    qualification.
2        (k) a mid-point and final evaluation by an evaluator
3    during and at the end of the remediation period,
4    immediately following receipt of a remediation plan
5    provided for under subsections (i) and (j) of this Section.
6    Each evaluation shall assess the teacher's performance
7    during the time period since the prior evaluation; provided
8    that the last evaluation shall also include an overall
9    evaluation of the teacher's performance during the
10    remediation period. A written copy of the evaluations and
11    ratings, in which any deficiencies in performance and
12    recommendations for correction are identified, shall be
13    provided to and discussed with the teacher within 10 school
14    days after the date of the evaluation, unless an applicable
15    collective bargaining agreement provides to the contrary.
16    These subsequent evaluations shall be conducted by an
17    evaluator. The consulting teacher shall provide advice to
18    the teacher rated "unsatisfactory" on how to improve
19    teaching skills and to successfully complete the
20    remediation plan. The consulting teacher shall participate
21    in developing the remediation plan, but the final decision
22    as to the evaluation shall be done solely by the evaluator,
23    unless an applicable collective bargaining agreement
24    provides to the contrary. Evaluations at the conclusion of
25    the remediation process shall be separate and distinct from
26    the required annual evaluations of teachers and shall not

 

 

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1    be subject to the guidelines and procedures relating to
2    those annual evaluations. The evaluator may but is not
3    required to use the forms provided for the annual
4    evaluation of teachers in the district's evaluation plan.
5        (l) reinstatement to the evaluation schedule set forth
6    in the district's evaluation plan for any teacher in
7    contractual continued service who achieves a rating equal
8    to or better than "satisfactory" or "proficient" in the
9    school year following a rating of "needs improvement" or
10    "unsatisfactory".
11        (m) dismissal in accordance with subsection (d) of
12    Section 24-12 or Section 24-16.5 or 34-85 of this Code of
13    any teacher who fails to complete any applicable
14    remediation plan with a rating equal to or better than a
15    "satisfactory" or "proficient" rating. Districts and
16    teachers subject to dismissal hearings are precluded from
17    compelling the testimony of consulting teachers at such
18    hearings under subsection (d) of Section 24-12 or Section
19    24-16.5 or 34-85 of this Code, either as to the rating
20    process or for opinions of performances by teachers under
21    remediation.
22        (n) After the implementation date of an evaluation
23    system for teachers in a district as specified in Section
24    24A-2.5 of this Code, if a teacher in contractual continued
25    service successfully completes a remediation plan
26    following a rating of "unsatisfactory" in an annual or

 

 

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1    biennial overall performance evaluation received after the
2    foregoing implementation date and receives a subsequent
3    rating of "unsatisfactory" in any of the teacher's annual
4    or biennial biannual overall performance evaluation
5    ratings received during the 36-month period following the
6    teacher's completion of the remediation plan, then the
7    school district may forego remediation and seek dismissal
8    in accordance with subsection (d) of Section 24-12 or
9    Section 34-85 of this Code.
10    Nothing in this Section or Section 24A-4 shall be construed
11as preventing immediate dismissal of a teacher for deficiencies
12which are deemed irremediable or for actions which are
13injurious to or endanger the health or person of students in
14the classroom or school, or preventing the dismissal or
15non-renewal of teachers not in contractual continued service
16for any reason not prohibited by applicable employment, labor,
17and civil rights laws. Failure to strictly comply with the time
18requirements contained in Section 24A-5 shall not invalidate
19the results of the remediation plan.
20    Nothing contained in this amendatory Act of the 98th
21General Assembly repeals, supersedes, invalidates, or
22nullifies final decisions in lawsuits pending on the effective
23date of this amendatory Act of the 98th General Assembly in
24Illinois courts involving the interpretation of Public Act
2597-8.
26(Source: P.A. 97-8, eff. 6-13-11; 98-470, eff. 8-16-13.)
 

 

 

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1    Section 99. Effective date. This Act takes effect July 1,
22014.".