This document contains sample language for your Association and Board to agree to a joint Student Growth Measures (SGM) committee.

In addition to putting the Ohio Teacher Evaluation System (OTES) into context and explaining the OTES framework, this PowerPoint Presentation from the 2013 OEA Collective Bargaining Conference covers bargaining considerations — to ensure a system that is fair and equitable, that supports and assists all teachers, that is supported by continued professional development, and that is transparent, flexible and fluid.

View sample language for a Memorandum of Understanding (MOU) regarding Student Growth Measures (SGM) required in the teacher evaluation procedure and the formation of a SGM committee for the sole purpose of assessing, reviewing, approving the many facets of SGM and providing professional development in the area of SGM.

UPDATED 02/22/13 — School boards are required by statute to adopt a standards-based evaluation policy that has been developed in consultation with teachers. The purpose of this document is to offer local associations guidance with respect to what should, and should not, be included in the evaluation policy. It must be clearly understood that teacher evaluation is a mandatory subject of bargaining and the evaluation system does not become operative until an agreement is achieved through good-faith negotiations. This document covers likely subjects of the evaluation policy, offering sample policy language as well as the thought process, or rationale, behind the sample language. 

It is OEA’s policy that student growth measures, including value-added data, not be used for “high-stakes decisions” regarding students or teachers. This policy is supported by research. Student growth measures are not considered by credible researchers to be valid for employment decisions. However, until such time as the onerous portions of existing law are lifted or struck down, the use of performance evaluations for high-stakes employment decisions for teachers is a subject that must be collectively bargained. The Education Policy Research & Member Advocacy Department has put together this Bulletin to help guide you. 

 "A Fact-Based Argument in Support of Collective Bargaining and Teacher Salaries"

In November 1999, the Governmental Accounting Standards Board (GASB) issued Statement No. 35 on the basic financial statements and management’s discussion and analysis for public colleges and universities; in Ohio, public colleges and universities are viewed as ‘public offices.’ GASB 35 is an amendment to GASB 34, which solidified the long-term perspective of state and local governments, expanded their public accountability of districts, and increased scrutiny of governmental priorities and finances. 

A recently released study by Georgia State University suggests that teachers don’t leave the job because they fall out of love with teaching or over low pay, but because of frustration over teaching philosophies and school policies.

Ohio’s unemployment compensation law provides that public school employees and boards of education are employees and employers for the purposes of unemployment compensation.  Teachers and nonteaching staff may be eligible for unemployment compensation if they file a claim for benefits and meet the qualification requirements of the Ohio Department of Job and Family Services.  For more information, read this OEA Collective Bargaining & Research Bulletin.

Group life insurance plans are procured by organizations (employers, for example) and provided to members of the group. Group plans normally make lump-sum payments to a designated beneficiary or beneficiaries. Group insurance provides coverage for several people under one contract, called a master contract.  For more information, please read the OEA Research Bulletin.

Group life insurance plans are procured by organizations (employers, for example) and provided to members of the group. Group plans normally make lump-sum payments to a designated beneficiary or beneficiaries. Group insurance provides coverage for several people under one contract, called a master contract. See the Research Bulletin for more information on life insurance policies offered by Ohio schools.

Studies conducted on the prevalence of health conditions have found that over half of all Americans wear corrective lenses.  Nearly all people have a need for vision care at some point in their life, though the need for vision services increases with age. Currently, the American Optometric Association recommends examinations every two years for asymptomatic or risk free patients aged 18 to 60 and annually for asymptomatic or risk free patients over age 61; those who are at risk are encouraged to have examinations every one to two years from age 18 – 60 and annually or as recommended after age 61. 

Section 457(b) plans represent a defined contribution approach to retirement funding for employees of state and local governments and non-government organizations exempt from tax under Internal Revenue Code Section 501.  Click here for the most recent Research Bulletin.

While the single salary schedule remains the standard for determining teacher pay, alternative compensation models are gaining some momentum.

In recent years, local anti-tax groups, conservative politicians, and proponents of performance-based pay systems have attacked the single salary schedule portraying it as an anachronism and an impediment to advancing student academic performance.

Teacher salary increases come in three forms: step increases; increases on the base; and, index changes.