One of the most significant changes in the history of the Chicago Teachers Union’s Collective Bargaining Agreement came in the 2003-2007 contract negotiated by former CTU president Deborah Lynch. Teachers working as Full-Time Basis Substitutes (FTB’S) had formed part of a huge system that sorely needed qualified teachers. However, FTB status did not allow teachers to accrue time towards tenure. (Tenure ensures a teacher can be dismissed only for "just cause" and after due process.) At the time, principals held total discretion over whether to "appoint" FTB’S, which initiated the accumulation of time towards tenure.

Commencing with the 2004-2005 school year, the FTB designation was changed to Probationary Appointed Teachers (PAT). Teachers that had worked under FTB status had their service time reduced to that of a first year teacher. Contract language allowed by Ms. Lynch also made it possible for principals to “click off” (i.e. terminate employment of) PAT’s without explanation. Thus, for the first time in Chicago Teachers Union contract history, rules that typically applied only to smaller school districts, now applied to the biggest district in Illinois. Over the next 3 years under these terms, thousands of these teachers were dismissed with no due process. Ms. Lynch was subsequently ousted as president.

In practical terms, principals no longer “appointed” or placed teachers on track towards tenure, but were given authority to fire teachers without reason or rationale. In previous contracts, FTB’S enjoyed a seniority structure within this classification making layoffs subject to seniority as determined in each school.

Prior to the controversial ratification of the 2007-2012 Collective Bargaining Agreement negotiated by current president Marilyn Stewart, rumors abounded that PAT " click-offs " (terminations of employment) would be significantly altered if not eliminated completely. This couldn't have been further from the truth given that the CPS negotiating team was determined to preserve power for their principals. All the contract provided was that principals now had to observe and evaluate PAT’s but could still fire these teachers without providing a reason.

This process consists of:

1. Two in-class observations followed by post-observation conferences with the probationary teacher within 10 days of each observation. At least one of the observations required the principal to participate.
2. The principal is required to provide a written evaluation before the end of the first full week in March.
3. Fired teachers are then given ten calendar months to secure another teaching position to continue on the tenure track. (Hardly probable after getting fired and labeled a failed teacher.)

This most controversial change made to our Collective Bargaining Agreement could have been altered to protect and support PAT’s. In the meantime, the rate of new (5 years or less) teachers leaving CPS for other jobs continues to rise. CPS would rather further empower principals in their ability to fire teachers at their own discretion instead of supporting and mentoring our youngest union members.