|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Other
Open range schedule provides the overall minimum and maximum salaries (excluding stipends for advanced degrees); teachers receive salary increases based on evaluation rating; experience is a factor for initial placement of new hires only.
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
| What is the average percent increase in pay earned for each additional year of experience? |
N/A; under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement.
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
| Teachers in most districts earn a raise for each additional year of experience and an annual adjustment for cost of living and other factors. What is that average annual adjustment? (reported as a percentage of change from the previous year) |
0.5%
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350. (2016-2018 CBA, p. 70, Art. XVI.A.)
Past Policy
0.2%
The only changes in published salaries was an increase in the minimum salary from $38,500 to $39,000, as well as larger stipends for advanced degrees.
TR3 Salary Schedule- 2014-2015
Past Policy
n/a; the district introduced a new salary schedule this year
Past Policy
-1.8%
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
0%
Past Policy
0%
Past Policy
0%
2009-2010 Salary Schedule, 2010-2011 Salary Schedule
Past Policy
0%
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule, 2009-2010 Salary Schedule
Past Policy
0%
This is based on the district reporting no changes to the 2007-2008 salary schedule.
|
| What is the average total change in salary accounting for both earning an additional year of experience and an annual adjustment for cost of living and other factors? (reported as the percentage of change from the previous year) |
N/A; under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement.
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350. (2016-2018 CBA, p. 70, Art. XVI.A.)
|
| What is the average difference between the master's and bachelor's salary? |
$2,780
Past Policy
$2,745
Past Policy
$2,710
Past Policy
2,605
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
2,605
Past Policy
2,605
Past Policy
2,605
2010-2011 Salary Schedule
Past Policy
2,605
2009-2010 Salary Schedule
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
4: BA, MA (stipend pay), specialist's (stipend pay) and PhD (stipend pay)
|
| In what year of service will a teacher with a bachelor's and/or master's degree reach the maximum salary (assuming no step freezes)? |
N/A; under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement.
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$39,500 (this is the minimum salary point on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement. In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
Past Policy
$39,000 (this is the minimum salary point on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement
Past Policy
$38,500 (this is the minimum salary point on the new performance-based salary schedule)
Past Policy
37,000
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
37,000
Past Policy
37,000
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Suzanne Vendena, Senior Director of Compensation Services.
Past Policy
37,000
2010-2011 Salary Schedule
Past Policy
37,000
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2009-2010 Salary Schedule
Past Policy
37,000
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
N/A; under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement.
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$72,600 (this is the maximum salary point (without stipend pay for an advanced degree) on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement. In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
Past Policy
$70,750 (this is the maximum salary point (without stipend pay for an advanced degree) on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement
Past Policy
$70,750 (this is the maximum salary point (without stipend pay for an advanced degree) on the new performance-based salary schedule)
Past Policy
62,991
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
62,991
Past Policy
62,203
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Suzanne Vendena, Senior Director of Compensation Services.
Past Policy
61,560
2010-2011 Salary Schedule
Past Policy
61,560
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2009-2010 Salary Schedule
Past Policy
61,560
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$41,745 (this is the minimum salary point, with MA stipend, on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement. In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
N/A; under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement (there is a stipend for a MA degree)
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$75,380 (this is the maximum salary point [with MA stipend pay] on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement. In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
Past Policy
$73,495 (this is the maximum salary point (with MA stipend pay) on the performance-based salary schedule)
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement
Past Policy
$73,460 (this is the maximum salary point (with MA stipend pay) on the new performance-based salary schedule)
pp. 1 & 5.
Past Policy
65,596
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
65,596
Past Policy
64,808
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Suzanne Vendena, Senior Director of Compensation Services.
Past Policy
64,165
2010-2011 Salary Schedule
Past Policy
64,165
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2009-2010 Salary Schedule
Past Policy
64,165
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the maximum annual salary available to teachers? What are the education requirements for this salary? In what year of service will a teacher receive this salary? |
$78,222; PhD; experience is only a factor in initial placement
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement. In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350.
p. 70, Art. XVI.A.
Past Policy
$76,301; PhD; experience is only a factor in initial placement
Under the district's performance-based salary schedule, only minimum and maximum salaries are specified, and experience is only a factor in initial placement
Past Policy
$76,230; PhD; experience is no longer a factor in determining pay on the new performance pay schedule
pp. 1 & 5.
Past Policy
68,258; PhD; 29
Answer reflects 2013-2014 salary as reported by the district in January 2014 (a new CBA with an updated 2013-2014 salary schedule was released later in the 2013-2014 school year).
Past Policy
68,258; PhD; 28
Past Policy
67,470; PhD; 25
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Suzanne Vendena, Senior Director of Compensation Services.
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350. If less than effective performance is identified for a PSC (Professional Service Contract) teacher, his/her salary may be frozen.
p. 70, Art. XVI.A & pp. 79 & 80, Art. XVI.K.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Other
In 2016-2017, teachers rated Effective will receive an additional $1,000 base salary increase and those rated Highly Effective will receive an additional $1,350. Salary can also be frozen for PSC teachers (see footnote).
If less than effective performance is identified for a PSC (Professional Service Contract) teacher, his/her salary may be frozen.
p. 70, Art. XVI.A & pp. 79 & 80, Art. XVI.K.
|
| Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? |
Issue not addressed in scope of NCTQ reviewed documents.
Past Policy
yes, teachers in designated schools may receive bonuses ranging from $200 to $4,500 depending evaluation rating, achievement and student gains; and teachers of critical need subjects are eligible for bonuses of $250-$750 and are dependent on teacher evaluation rating
pp. 102-104, App. A-3.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
Yes, teachers in Title 1 schools are eligible for a $300 bonus if rated "Applying" or "Innovating" on specified elements of Domain 4.
While these bonus amounts were included in the 2016-2018 contract, they are stated as being for the 2014-2015 year.
p. 106, App. A-4.
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
Yes. Retired teachers who return to work at a Focus or Priority shall be paid 22% above entry teacher pay. Teachers in Wheatley Elementary (a SIG school) receive a $1,450 annual bonus. Teachers at Title 1 schools are eligible for a $300 bonus if rated "Applying" or "Innovating" on specified elements of Domain 4. Teachers will receive no less than a $5 supplement per pay check for teaching in a Title I, Focus or Priority School, in accordance with state law (Florida Statute 1012.22). Teachers assigned to Targeted Schools will receive a minimum annual bonus of $1,500, as well as an additional $1,100 funded by Title I. Apprentice STEM Master teachers and STEM Master teachers working in a school under the TIF STEM grant will receive additional compensation (amount not specified). Teachers involved in helping to achieve adequate yearly progress in targeted Focus and Priority Schools receive $200 and $400 bonuses.
p. 72, Art. XVI.B.2.c & pp. 106-109, Apps. A-3, A-4, A-5, A-6, A-7, & A-8.
Board Policy GCBAB: https://www.ocps.net/cms/one.aspx?pageId=90745
Past Policy
yes, retired teachers who return to work at a Focus or Priority shall be paid 22% above entry teacher pay; teachers in designated schools may receive bonuses ranging from $200 to $4,500 depending evaluation rating, achievement and student gains; teachers in Title 1 schools are eligible for a $300 bonus if rated "Applying" or "Innovating" on specified elements of Domain 4; teachers will receive no less than $5 supplement per pay check for teaching in a Title I, Focus or Priority School; teachers assigned to Targeted Schools will receive an annual bonus of $1,500; and teachers involved in helping to achieve adequate yearly progress in targeted Focus and Priority Schools receive $200 and $400 bonuses
p 67, Art. XVI.2.c., pp. 102-104, App. A-3, p. 105, App. A-4 & App. A-5,& p. 106, App. A-6 & App. A-7.
Past Policy
yes, teachers at low performing schools are eligible for bonuses of $250-$4,500 depending on the school and performance of the students; in 2013-2014 teachers at Title I schools who meet two performance standards in their evaluations receive a $300 bonus; in 2014-15 teachers will receive no less than $5 per pay check for teaching in a high-need school
pp. 105 - 107, App. A-3. & p. 110, App. A-5.
Past Policy
yes, teachers at low performing schools are eligible for bonuses of $200-$4,500 depending on the school and performance of the students
pp. 106-109, App. A-3 - A-6.
Past Policy
yes, teachers at low performing schools are eligible for bonuses of $200-$3,000 depending on the school and performance of the students
pp. 101 & 102, App. A-3 - A-6.
Past Policy
yes, teachers at low performing schools are eligible for bonuses of $200-$4,000 depending on the school and performance of the students
New teachers of critical needs subjects in Title I schools are eligible for an unspecified one-time bonus upon agreeing to a four-year commitment.
Orange CBA 2009-2012: pp. 81, 88-89, App. A-4, A-5, A-6
Past Policy
yes
Teachers must have good evaluations and learning gains at the 75% level or higher during the previous school year (as measured by FCAT) to be eligible for retention/transfer incentive.
Orange CBA 2007-2008: pp. 81-82, App. A-4, A-5
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
Yes. Teachers will receive no less than a $5 supplement per pay check for certification and teaching in named critical shortage areas, in accordance with state law (Florida Statute 1012.22). Apprentice STEM Master teachers and STEM Master teachers working in a school under the TIF STEM grant will receive additional compensation (amount not specified)
p. 107, App. A-5 & p. 108, App. A-7.
Board Policy GCBAB: https://www.ocps.net/cms/one.aspx?pageId=90745
Past Policy
yes, teachers in STEM or ESE, ESOL, or Reading/Language Arts subjects (areas subject to change based on district needs) are eligible for a bonus of $500 - $750, depending on their evaluation rating
p. 104, App. A-3.
Past Policy
yes, teachers in STEM or ESE, ESOL, or Reading/Language Arts subjects are eligible for a bonus of $500 - $750, depending on their performance (areas subject to change based on district needs); STEM and ESE teachers (not eligible for other bonuses) through the Race to the Top Grant are eligible for bonuses of $250-$750, depending on performance
pp. 107 & 108, App. A-3. & p. 109, App. A-4.
Past Policy
yes, teachers in STEM or ESE, ESOL, or Reading/Language Arts subjects are eligible for a bonus of $500 - $750, depending on their performance
p. 106, App. A-3. D. 1-3.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
no
Teachers of math, science or special education are eligible for credit for prior work related experience, but do not receive any bonus or stipend.
Orange CBA 2009-2012: p. 60, Art. XVI I 2 f
Past Policy
issue not addressed in the scope of NCTQ reviewed documents
|
| Can a teacher who has National Board certification earn additional pay? |
Yes, $75,000 will be divided equally among teachers of the year at each work site and candidates for National Board for Professional Teaching Standards.
pp. 99 & 100, App. A-1.B.1 & C.
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
$74 per supervised teacher
p. 103, App. A-2.
p. 33.
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher get credit on the salary schedule for subject-related work experience? How many years of experience are awarded for subject-related experience? |
Yes, up to 15 years of credit is given for positions requiring work experience for certification or for teachers of math, science and special education.
pp. 77 & 78, Art. XVI.H.2.a & f.
|
| Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student growth/achievement (counts 1/3rd)
Professional development plan ("Deliberate Practice" - included in Professional practice total score)
Professional practice (counts 2/3rd: Deliberate practice plus observation of practice: Classroom strategies and behaviors (60%); Planning and preparing (20%); Reflecting on teaching (10%); Collegiality and professionalism (10%)
pp. 10, 14 & 17.
Past Policy
Student growth/achievement (40%[years 1-2] - 50% [ years 3+])
Professional practice (50% [years 3+] - 60% [years 1-2]: Classroom strategies and behaviors, Planning and preparing, Reflecting on teaching, Collegiality and professionalism)
pp. 9 & 25.
Past Policy
Student growth/achievement (40%[years 1-2] - 50% [ years 3+])
Professional practice (50% [years 3+] - 60% [years 1-2]: Classroom strategies and behaviors, Planning and preparing, Reflecting on teaching, Collegiality and professionalism)
pp. 8, 12 & 23.
|
| Do impartial third parties from outside the school serve as evaluators? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
Issue not addressed in scope of NCTQ reviewed documents
Administrators conduct the informal and formal observations. There are also non-evaluative coaching observations which are only available to the teacher and observer. It is not clear if these might be conducted by a peer.
pp. 7 - 9.
|
| Does the evaluation include student input? |
Issue not addressed in scope of NCTQ reviewed documents
|
| What kind of feedback does a teacher receive following a formal observation(s)? |
Conference with evaluator
p. 9.
|
| What kind of feedback must the teacher receive following an evaluation? |
Other
Written report and optional conference; teacher may opt out of conference if student growth score did not cause the summative score to be lower than the instructional practice score.
pp. 20 & 21.
|
| How many categories of ratings are there? |
4: Highly Effective, Effective, Developing (1st 3 yrs)/ Needs Improvement, Unsatisfactory
p. 19.
|
| Are evaluators required to give notice of an observation? |
Other
multiple observations - formal are announced; informal - announced or unannounced
pp. 8 & 9.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
Value-added measure (counts one third)
p. 17.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
District-calculated student learning growth models (count 1/3rd)
p. 17.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Other
Tenure non-existent but teachers in first 3 years evaluated twice (mid-point evaluation & end-of-year summative evaluation).
p. 20.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
7: 2 formal, 4 informal & 1 non-evaluative practice observation at the start of the year
The district requires a total of six evaluative observations. Two must be formal observations; the other four may be formal or informal. There is also a practice observation at the start of the year.
pp. 9 & 20.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
End of 1st semester
p. 9.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
May 1 for instructional practice report
Full summative report is issued when student growth data is available.
p. 20.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
30 minutes
p. 9.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
Although it is not stated explicitly in the evaluation handbook, Florida Statute 1012.34(3)(a) requires annual evaluations of all teachers.
p. 21.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
4: 1 formal, 2 informal or formal & 1 non-evaluative practice observation at the start of the year
The district requires three observations. One must be formal; the other two may be formal or informal.
p. 9 & 21.
|
| What is the deadline for the first formal observation of the tenured teacher? |
1st formal or informal observation due by December 1
p. 21.
|
| What is the deadline for the final evaluation of the tenured teacher? |
May 1 for instructional practice report
The full summative report is due when student growth data is available.
p. 21.
|
| What is the minimum length of a tenured teacher's formal observation? |
30 minutes
p. 9.
|
|
Consequences of a Negative Evaluation
|
| Following an unsatisfactory final evaluation, how much time must a tenured teacher (or annual contract where tenure nonexistent) be in formal remediation before s/he may be dismissed or non-renewed at the end of the school year? |
1 year (dismissal required)
Dismissal required after 2 consecutive annual unsatisfactory ratings or 2 unsatisfactory ratings w/in 3 yrs or 3 consecutive years of unsatisfactory and needs improvement ratings.
Struggling teachers are placed on a 10-week to 5-school month Performance Improvement Plan which may be extended or re-written. If at the end of the year, the teacher's performance remains unsatisfatory, s/he follows the evaluation process normally reserved for teachers in the first three years of employment. S/he is dismissed at the end of the year should his/her performance remain unsatisfactory. The professional service or continuing contract teachers' remediation plan is 90-days in accordance with state law. The PSC teacher is also dismissed following two consecutive unsatisfactory annual evaluations (p. 35, Art. VIII.G)
p. 34, Art. VIII.D.3.b.
pp. 20, 22 & 24.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
Optional (mentor)
p. 24.
|
| How many classroom observations (minimum) are required during remediation? |
Other
7: 2 formal, 4 formal & 1 practice non-evaluative observation at start of year
Struggling teachers are placed on a 10-week to 5-school month Performance Improvement Plan which may be extended or re-written. If at the end of the year, the teacher's performance remains unsatisfatory, s/he follows the evaluation process normally reserved for teachers in the first three years of employment which includes 6 evaluative observations plus 1 practice observation at the start of the year. S/he is dismissed at the end of the year should his/her performance remain unsatisfactory (p. 34, Art. VIII of contract).
pp. 9, 20 & 24.
p. 34, Art. VIII.D.3.b.
|
| How long is the remediation process? |
1 year
Struggling teachers are placed on a 10-week to 5-school month Performance Improvement Plan which may be extended or re-written. If at the end of the year, the teacher's performance remains unsatisfatory, s/he follows the evaluation process normally reserved for teachers in the first three years of employment. S/he is dismissed at the end of the year should his/her performance remain unsatisfactory. The professional service or continuing contract teachers' remediation plan is 90-days in accordance with state law (p. 50, Art. X.F.4). The PSC teacher is also dismissed following two consecutive unsatisfactory annual evaluations (p. 35, Art. VIII.G)
pp. 20, 22 & 24.
pp. 33 & 34, Art. VIII.D; p. 35, Art. VIII.G & p.50, Art. X.H.3.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
No
p. 51, Art. X.H.4.
p. 25.
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Sick & Personal Leave
|
| What is the total possible number of paid general leave days (sick, personal, and other days used for personal reasons) a teacher can get each year? |
10 (10 sick, 6 of which may be used for personal reasons)
p. 88, Art. XVIII.B.2 & p. 89, Art. XVIII.D.1.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
10 (10 sick, 6 of which may be used for personal reasons)
p. 88, Art. XVIII.B.2 & p. 89, Art. XVIII.D.1.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 88, Art. XVIII.B.4.
|
| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
p. 89, Art. XVIII.D.1.
|
| What is the maximum number of sick days a teacher can accumulate? |
No maximum
p. 88, Art. XVIII.B.4.
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
When there is any doubt as to the validity of a sick leave claim (number of days not specified)
Board Policy GCC p. 6, (6): https://www.ocps.net/cms/one.aspx?pageId=90745
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
10 paid temporary professional days to attend classes for certificate/license renewal or extension; paid temporary duty (amount unspecified) for meetings & professional growth
p. 91, Art. XVIII.E.3 & 4.a.
|
|
Other Leave
|
| Apart from general leave (sick, personal, and other leave for personal reasons) and professional development, what other types of paid leave does the district offer? |
Illness/injury in line of duty (10 days), jury duty, court subpoena, political leave for elected public officials to conduct official business (5 days), short-term military for active duty or training (17 days), long-term military (30 days)
p. 89, Art. XVIII.C.2; p. 92, Art. XVIII.F.1-3; p. 94, Art. XVIII.H.1 & 2.
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
Yes, 2% of membership but not less than 105 days for teachers collectively, no more than 5 days per teacher
p. 19, Art. IV.E.2.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
First or last 5 days of student year, day before or after a holiday/break; when more than 7% or 3 teachers are absent from the school
This shall not be applicable in cases of emergency, to attend the graduation of a spouse, child, parent, or oneself, or to work in a voting precinct, or the observance of a religious holiday.
pp. 89 & 90, Art. XVIII.D.1.e & f.
|
| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at the end of each school year? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
No; personal days are taken from sick leave.
p. 89, Art. XVIII.D.1.
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| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35-100% of the teacher's daily rate of pay multiplied by the number of accumulated sick days, based on numbers of years served in the district
Daily rate for accumulated leave: 100% of daily rate for more than 12 years of service; 50% of daily rate for 9-12 years of service; 45% of daily rate for 6-9 years of service; 40% of daily rate for 3-6 years of service; 35% of daily rate for 0-3 years of service.
p. 83, Art. XVII.G.1.
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| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 89, Art. XVIII.D.1.
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