Baltimore County Public Schools

Engage. Empower. Excel.

Welcome to the Department of Staff Relations and Employee Performance Management

          Joelle Bielski                                                              Danielle Peregoy
              Director                                                               Administrative Assistant
          443-809-2097                                                                443-809-9377

           Ian Chisholm
         Resource Teacher
           667-251-6311

     6901 Charles Street, Bldg. A                                   
     Towson, MD 21204 
     Phone: 443-809-2095                                                               

The Department of Staff Relations operates under the Chief of Staff and represents the superintendent in the negotiation and administration of contracts with all employee groups. The department represents the superintendent in the response to appropriate administrative appeals and assists in the establishment and maintenance of productive working relations between all employee groups and the Board of Education (BOE).



For verification of employment, please contact the Office of Payroll at 443-809-4240.

Responsibilities of the Department of Staff Relations:

• Provides leadership, advice, and assistance to employees regarding policies and  procedures.
• Provides professional development to managers, supervisors, and administrators to increase their knowledge and familiarity with the negotiated agreements and the appraisal process.
• Effectively implements the master agreements for all bargaining units.
• Maintains positive relationships with all recognized employee groups.
• Promptly, fairly, and effectively responds to grievances and administrative appeals on behalf of the superintendent.
• Participates in the training of new administrators, with emphasis on the proper implementation of the master agreements.
• Prepares for and participates in arbitration sessions, as necessary, in order to bring grievances to effective closure.
• Attempts to resolve problems without going to arbitration whenever possible and appropriate. 

Master Agreements (MAs) for 2024-2027

 -  American Federation of State, County, and Municipal Employees, AFL-CIO (AFSCME)
  -  Baltimore County Public Schools Organization of Professional Employees (BCPSOPE)
  -  Council of Administrative and Supervisory Employees (CASE)
  -  Education Support Professionals of Baltimore County (ESPBC)
  -  Teachers Association of Baltimore County (TABCO)

ESPBC Sick Leave Bank (ESLB) Memo and Enclosures:

• ESLB Memo
• ESLB Procedures
• ESLB Rules
  

2026-2027 Memoranda of Understanding (MOUs) Regarding Years 2 and 3 of Union and Board Agreements

The MOUS presented below honor the negotiated year two and year three compensation package. Year two of the compensation increase will go into effect on January 1, 2026. Year two compensation includes step and COLA enhancements the provide a five percent average increase for staff. Year three of the compensation increase will go into effect January 1, 2027. 

AFSCME MOU FY26-27 - signed.pdf

CASE MOU FY26-27 - signed.pdf

ESPBC MOU FY26-27 - signed.pdf

OPE MOU FY26-27 - signed.pdf

Read the June 9, 2025 message to staff.

2024-2025 School Year Memoranda of Understanding (MOUs):

AFSCME - Condensed Summer Work Week

AFSCME - Shift Differential for Transportation

AFSCME - Bus Driver Attendant Incentive (2.3.25-6.30.25)  

• The majority of the time, substituting occurs when the teacher is out of the building.  There are a few scenarios when substituting would occur when the teacher is physically in the building. Substituting would occur if the teacher is on administrative leave, or if the teacher is participating in a ½ day or full day professional development.
• If a paraeducator is substituting, they are compensated $10/hour in addition to their hourly rate.
• If a paraeducator is responsible for a class because there is a teacher vacancy, the teacher is absent, or on an extended leave, the paraeducator would be compensated at $10/hour in addition to their hourly rate.
• If a teacher is absent and 2 paraeducators are assigned to substitute for the class for the entire day, they would share the $10/hour in addition to their hourly rates.
• If a teacher is absent and two different paraeducators split the class (1 substitutes in the morning and a second one substitutes in the afternoon), then each paraeducator will be compensated for the time they substituted.
• If a teacher is participating in a ½ day or full day professional development, the paraeducator is eligible for $10/hour in addition to their hourly rate for substituting.

Coverage

• Coverage occurs when the teacher is working but participating in a meeting, i.e. IEP teams meeting, conference with administration, parent conference.
• A paraeducator can cover for up to 3 hours for this purpose.
• If the coverage assignment lasts more than 3 hours, then the paraeducator is compensated $10/hour in addition to their hourly rate, for any portion of time that exceeds the 3 hours of coverage.

TABCO - Case Management (form highlighted below for sharing scope of work)

TABCO - Elementary Instructional Leadership Teams (ILTs)

TABCO - Department Chair (Leadership and Content Meetings Beyond Duty Day)

TABCO - National Board-Certified Teacher (NBCT)

CASE and TABCO - Johns Hopkins University (JHU) Grant

OPE Compensatory Time

TABCO CASE Management Form for Scope of Work - This standard form is to be completed by the case manager and submitted to the administrator.


Extra Duty Activities (EDAs)

Please visit the BCPS News Hub for the 2024-2025 EDA updated process: 2024-2025 Extra Duty Activity (EDA) Process (sharepoint.com)
Questions regarding EDAs should be directed to Division of Fiscal Services staff at [email protected]

Helpful Links

• Maryland Negotiation Services 
• Per Superintendent's Policy 4203,"In accordance with bargaining unit agreements, for any religious holiday not noted on the MSDE student testing calendar, the employee must provide documentation from their religious leader verifying the requirement to be absent from work to fulfill a religious obligation(s). An employee's documented absence for the employee's religious holiday shall not be used against them in determining any attendance-related benefits, incentives or promotional opportunities." 

Grievance Report Forms:

• AFSCME Grievance Report Form
• CASE Grievance Report Form
• ESPBC Grievance Report Form
• OPE Grievance Report Form
• TABCO Grievance Report Form