10-6. College and Career Coach Classification.

A. Class and Duties/Responsibilities.

College and Career Coaches are non-instructional employees who assist school staff, students, parents and school communities in creating college-going environment, assist students in preparing for post-secondary education and careers, and track metrics to support their function.

B. Licensure.

Licensure is not required.

C. Exempt Status.

CCCs are exempt professional employees

D. Status Quo after Recognition.

No CCC shall suffer a loss in salary or benefits due to the agreement to bring ISLs into the bargaining unit in December 2015. Employees currently classified as post-secondary liaisons shall be reclassified as College and Career Coaches.

E. Salaries.

1. Grade.

CCC employees shall be placed on Grade GA10.

2. New hire step placement.

New hires will be placed on step 1 or any appropriate advanced step in accordance with CPS policies.

3. Incumbent Employee Step Placement.

a) Effective July 1, 2016, the Board will place CCC employees on payroll as of March 31, 2017 (“incumbent CCC employees”) on the step set forth in the Incumbent Step Placement Chart (Appendix A). Step Placement shall be in accordance with the following principles:
i. A CCC who has not been in either a CCC or Post-Secondary Liaison position for 12 months or more as of March 31, 2017 will be placed on the step closest to his/her current salary provided that the step has a salary equal to or greater than the CCC’s current salary.

ii. A CCC whose salary is $65,000 or more per year will be placed on the step closest to his/her current salary provided that the step has a salary equal to or greater than the CCC’s current salary.

iii. All other CCCs will be placed on a step that has a salary at least $1500 greater than their current salary.

b) As soon as practicable after placing them on their step in paragraph c(i) above, the Board will pay those incumbent CCC employees any retroactive step pay due to them between July 1, 2016 and the date of actual step placement.

c) Effective immediately, incumbent CCC employees step entry and anniversary dates will be July 1st.

F. Saturday/Sunday Work.

CCCs’ who are required to work on a Saturday or Sunday will be paid a non-pensionable stipend of $100 per day for work on those days.

G. Supply Stipend.

CCCs shall receive the supply money stipend of up to $250 provided for in Article 7-6.

H. Regular Work Day and Work Year.

1. Regular Work Day.

a) CCCs shall work an eight-hour work day, inclusive of a forty-five minute duty-free lunch period.

b) The practice of one attendance swipe per day shall be maintained. The work day shall normally begin at 8:30 a.m. and end at 4:30 p.m.; however, start and end times may vary according to school start and end times as well as any meetings prior to or after school (e.g., if a CCC is assigned to a school that starts at 8:30 a.m. and has administrative meetings at 7:30 a.m. that the CCC is required to attend, the CCCs’ day would start at 7:30 a.m. and end at 3:30 p.m.)

c) It is understood that CCCs may be required to work outside their regular workday or work week schedule.

2. Work Year.

ISLs continuously employed in a twelve-school-month, 52-week schedule (or its previous equivalent) shall maintain their 52-week schedule, unless they voluntarily elect to transfer to a different position with a shorter work year.

I. Vacation Accrual and Scheduling.

1. Vacation Accrual.

As 52-week employees, CCCs will accrue vacation in accordance with the BOARD’s Paid Time Off Policy.

2. Vacation Scheduling.

Schools may create vacation black-out periods during which CCCs will not be permitted to schedule vacations. In other periods, vacation requests of one week or less shall not be denied absent justification. Vacation requests of 2 consecutive or more weeks shall be discussed with the principal or supervisor and accommodated to the extent possible provided that the work of the school is not disrupted.

J. Layoff and Recall.

1. CCCs will be subject to Appendix I.


When a vacancy is posted in a CCC position, the hiring manager will interview any laid off CCC whose layoff was effective within the last two years who applies to fill the vacancy

K. Ad Hoc Committee.

CCCs shall have an ad hoc Professional Problems Committee which shall be meet on an as needed basis, at the call of either the Union or the BOARD to discuss issues of mutual concern and interest, including recommendations from CCCs on how to improve the work of the CCCs.