|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
July 1, 2014 - June 30, 2015: 88%;
July 1, 2015 - June 30, 2016: 87%;
July 1, 2016 - June 30, 2017: 86%
p. 30, Art. XIII, Sec. 1 (b).
Past Policy
90.5%
p. 30, Art. XIII.1.b.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
July 1, 2014 - June 30, 2015: 88% ;
July 1, 2015 - June 30, 2016: 87%;
July 1, 2016 - June 30, 2017: 86%
p. 30, Art. XIII, Sec. 1 (b).
Past Policy
90.5%
p. 30, Art. XIII.1.b.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
no, district provides a chart listing employee contributions (in percentages) by plan
p. 30, Art. XIII, Sec. 1 (b).
|
|
Pensions/Retirement
|
| Are there incentives for a teacher to take early retirement? |
Issue not addressed in scope of NCTQ reviewed documents
|
| By what date must a teacher give notification that he/she intends to resign or retire? |
issue not addressed in scope of NCTQ reviewed documents
|
| Does the district offer an incentive to the teacher who notifies the district before the deadline that he/she intends to resign/retire at the end of the school year? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Is there a penalty for a teacher who fails to notify the district that he/she intends to resign/retire by the district's deadline? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
up to 64 accumulated sick days at full salary
p. 13, Art. VI, Sec. 1(c).
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive financial support to cover National Board certification fees? |
issue not addressed in scope of NCTQ reviewed documents
|
|
School Year
|
| STUDENTS: How many days are students in school? |
182
|
| STUDENTS: How many hours, minimum, are students scheduled to be in school each year? |
issue not addressed in scope of NCTQ reviewed documents
|
| TEACHERS: How many days are teachers in school? |
186
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
7
|
|
School Day
|
| How long is the school day for elementary students? |
issue not addressed in scope of NCTQ reviewed documents
|
| How long is the school day for secondary students? |
issue not addressed in scope of NCTQ reviewed documents
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
6 hours, 45 minutes
p. 3, Art. II, Sec. 3. (a).
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Beginning in 2006-2007, the workday for elementary teachers shall be extended by 20 minutes of instruction time and 10 minutes of preparation time from the 2005-2006 school year; the workday for middle school K-8 teachers who had a 45 minute
preparation period shall be extended by 30 minutes from the 2005-2006 school year.
|
| How much time is the teacher required to be on-site beyond the length of the student day? (This does not include time for meetings) |
issue not addressed in scope of NCTQ reviewed documents
p. 3, Art. II, Sec. 3. (a)
Past Policy
15 minutes (15 minutes before the student day and teachers may leave soon after student dismissal)
p.3, Art. II.3.a
Past Policy
15 minutes (15 minutes before the student day and teachers may leave soon after student dismissal)
p. II.3.a
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
5 preparation periods of 45 minutes in duration per week
p. 5, Art. II, Sec. 7. (b).
Past Policy
at least 40 minutes per day (average)
p. 5, Art. II.7.b
Past Policy
at least 40 minutes per day (average)
p. 5, Art. II.7.b
|
| How much planning time does a secondary teacher receive? |
1 period per day, or 5 periods a week (amount of time not specified)
p. 5, Art. II, Sec. 7. (a).
|
| How much teacher planning time is designated for collaborative planning? |
issue not addressed in scope of NCTQ reviewed documents
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Traditional salary schedule (step and lane)
|
| What is the average percent increase in pay earned for each additional year of experience? |
2.3%
Past Policy
2.2%
Past Policy
2.1%
Past Policy
2.1%
Past Policy
3.6%
p. 42
Past Policy
bachelor's lane: 3.81%; master's lane: 3.67%
Past Policy
bachelor's lane: 4.21%; master's lane: 4.05%
|
| 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) |
0.9%
|
| 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) |
3.1%
|
| What is the average difference between the master's and bachelor's salary? |
$2,248
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
4: BA, MA, 6th Year; PhD
The 6th Year salary lane requires a MA and 30 units in a planned course of study with prior approval from college and the Board.
p. 26, Art. XII, Sec. 2.
|
| 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)? |
30
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$43,759
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$54,006
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$85,750
Past Policy
$84,250
Past Policy
$82,750
Past Policy
81,350
Past Policy
79,300
Past Policy
78,100
Past Policy
77,000
2010-2011 Salary Schedule
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$45,953
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$56,199
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$88,026
Past Policy
$86,526
Past Policy
$85,026
Past Policy
83,626
Past Policy
81,576
Past Policy
80,376
Past Policy
79,276
2010-2011 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? |
$94,967; PhD; 30
Past Policy
$93,467; PhD; 30
Past Policy
$91,967; PhD; 30
Past Policy
90,567; PhD; 30
Past Policy
88,517; PhD; 16
Past Policy
87,317; PhD; 15
Past Policy
86,217; PhD; 14
2010-2011 Salary Schedule
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
p. 25, Art. XII, Sec. 1.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Other
step freeze for teachers rated Developing or Needs Improvement who fail to successfully complete up to five sessions of individually designed professional development
p. 25, Art. XII, Sec. 1.
|
| 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
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
issue not addressed in scope of NCTQ reviewed documents
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
yes, if the Board determines there is a shortage in a particular subject, it may offer
financial hiring incentives (including credited experience on the salary schedule or hiring bonuses) it deems appropriate to effectuate a hire
p. 26, Art. XII, Sec. 7.
|
| Can a teacher who has National Board certification earn additional pay? |
issue not addressed in scope of NCTQ reviewed documents
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
issue not addressed in scope of NCTQ reviewed documents
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
District acknowledges state law
p. 5, Art. II, Sec. 6 b.
|
| 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, new teachers who participate in a state approved alternative certification program may receive up to 5 years on the salary scale for years of service in their prior professions
The Board shall determine what credit, if any, should be given and may determine what
requirements will be considered.
p. 26, Art. XII, Sec. 6.
|
| Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible? |
Yes, 30 years
|
|
Dismissals
|
| 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? |
Other
Case-by-case, 120 days minimum
Teacher must be notified of unsatisfactory performance by Nov. 1 and then placed on an Improvement plan which "need not last longer than 120 calendar days in order to provide the teacher with an adequate opportunity to improve, except when the teacher experiences extraordinary obstacles beyond his or her control or demonstrates improved performance which may, in the judgment of the Board and Union, warrant a second year of improvement." Remediation takes place during the evaluation year. If teacher fails to improve, s/he will face end of year sanctions.
pp. 19 & 20.
p. 61, App. E.
|
| What is the process for dismissal of an ineffective teacher? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Does a nontenured teacher have any recourse if his/her contract is not renewed? |
Issue not addressed in scope of NCTQ reviewed documents
|
| By what date must a nontenured teacher be notified of non-renewal of his/her contract? |
Issue not addressed in scope of NCTQ reviewed documents
|
| When must a tenured teacher be notified of his/her dismissal? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student growth/achievement (50%)
Teacher professional values - includes stakeholder feedback (10%: Collaboration & collegiality; Self-improvement; Reliability; High expectations; Respect)
Professional practice (40%: Planning and preparation; Classroom practice; Reflection and use of data)
pp. 6, 15, 15, 36, 37 & 39.
|
| Do impartial third parties from outside the school serve as evaluators? |
Yes
Former teachers, not currently affiliated with district, serve as 3rd party validators who validate the scores of any teacher rated Exemplary or Needs Improvement.
p. 9.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
other
Peer validation process for any teacher on track to receive a rating of Needs Improvement or Exemplary
For those teachers rated Needs Improvement or Exemplary, there will be an
additional peer validation process to validate an administrator's scores. Validators will be former teachers not currently affiliated with the district and who have demonstrated effectiveness in the classroom.
p. 9.
|
| Does the evaluation include student input? |
Student input may be used as a data source to document performance.
At the end-of-year conference, teachers discuss with their evaluators how they used peer, parent and/or student feedback to improve their practice.
p. 12.
|
| What kind of feedback does a teacher receive following a formal observation(s)? |
Conference with evaluator
p. 11.
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 12.
|
| How many categories of ratings are there? |
5: Exemplary, Strong, Effective, Developing, Needs Improvement
p. 16.
Past Policy
3: Exemplary, Developing, In Need of Improvement
p. 7.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
Formal observations must be announced. Informal observations may be announced or unannounced.
p. 11.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
2 Student learning outcome goals (count 50%: one goal counts 20 points; one goal counts 30%)
pp. 10 & 15.
Past Policy
student growth (counts 22.5%); attainment of academic goals that are rigorous and aligned to standards (counts 22.5%)
Currently the scores from the Instructional Practices and Professional values portions of the evaluation are synthesized with student outcomes to reach a final rating. CT statute 10-151b (subs. a-c) requires that by 2013-14, 45% comes from student growth/achievement, with 22.5% from standardized tests.
p. 4.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
2 Student learning outcome goals (count 50%: one goal counts 20 points; one goal counts 30%)
pp. 10 & 15.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
p. 6.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
5: two formal, three informal
p. 11.
Past Policy
multiple classroom observations and observation of practice outside of classroom
pp. 3 & 5.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
Nov. 1
p. 11.
Past Policy
mid-year conference
p. 5.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
June 30
p. 12.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
30 minutes
p. 11.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
p. 6.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
3: combination of 3 formal and infomal observations/reviews of practice if rated at least Effective; 2 informal observations if rated Exemplary.
Teachers who receive a summative rating of Effective or better receive a combination of at least three formal and informal observations/reviews of practice. Teachers validated as Exemplary who maintain that rating receive at least two informal observations/reviews of practice.
p. 11.
|
| What is the deadline for the first formal observation of the tenured teacher? |
Issue not addressed in scope of NCTQ reviewed documents
|
| What is the deadline for the final evaluation of the tenured teacher? |
June 30
p. 12.
|
| What is the minimum length of a tenured teacher's formal observation? |
30 minutes
p. 11.
|
|
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? |
Other
Case-by-case, 120 days minimum
Teacher must be notified of unsatisfactory performance by Nov. 1 and then placed on an Improvement plan which "need not last longer than 120 calendar days in order to provide the teacher with an adequate opportunity to improve, except when the teacher experiences extraordinary obstacles beyond his or her control or demonstrates improved performance which may, in the judgment of the Board and Union, warrant a second year of improvement." Remediation takes place during the evaluation year. If teacher fails to improve, s/he will face end of year sanctions.
pp. 19 & 20.
p. 61, App. E.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
Optional
p. 20.
|
| How many classroom observations (minimum) are required during remediation? |
5
Teachers receiving a summative rating of needs improvement or developing receive a number of observations appropriate to their individual plan, but no fewer than one formal observation before November 1st and one formal observation after mid-year and three informal observations throughout the year.
pp. 3, 5 & 7.
|
| How long is the remediation process? |
Case-by-case (minimum 120 days unless teacher has improved enough to recommend continued remediation in next school year of if teacher faced obstacles beyond his/her control)
p. 61.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
however, any rating of Exemplary or Needs Improvement is validated by a 3rd party
p. 9.
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
Yes
p. 32, Art. XV, Sec. 2.
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Seniority is the sole criterion.
p. 32, Art. XV, Sec. 2.
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
p. 32, Art. XV, Sec. 2.
|
| What is the notification deadline for teacher layoffs? |
Issue not addressed in scope of NCTQ reviewed documents
|
| When the district needs to hire new teachers, are laid off teachers either given recall rights or preference? |
Yes-mandatory recall of all teachers in inverse order of layoffs
p. 32, Art. XV, Sec. 3.
|
| How long does a laid off teacher retain recall rights? |
2 years
p. 32, Art. XV, Sec. 3.
|
|
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? |
17 (15 sick; 2 personal)
p. 13, Art. VI, Sec. 1(a) & p. 18, Art. VI, Sec. 6(c).
|
| What is the total number of paid sick and personal days a teacher gets each year? |
17 (15 sick, 2 personal)
p. 13, Art. VI, Sec. 1(a) & p. 18, Art. VI, Sec. 6(c).
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 13, Art. VI, Sec. 1(a).
|
| Can unused personal days carry over from one year to the next? |
Yes
up to four days
p. 18, Art. VI, Sec. 6(c).
|
| What is the maximum number of sick days a teacher can accumulate? |
215
p. 13, Art. VI, Sec. 1(a).
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
5 consecutive days - district has the right to request documentation from district-approved doctor
p. 13, Art. VI, Sec. 1(b).
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
paid leave time to attend conferences or to visit other schools (amount of time unspecified); 3 days for 2 delegates to attend the Annual Connecticut State AFL-CIO Convention; 1 year partially paid sabbatical (3/4 salary)
Employees must have served six consecutive years in the district to be eligible for sabbatical leave.
p. 18, Art. VI, Sec. 6(e); p. 19, Sec. 8(b); pp. 16 & 17, Art. VI, Sec. 4.
|
|
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? |
Quarantine, military, bereavement (5 days for immediate family, 1 day for aunts/uncles), subpoenaed court appearances
p. 14, Art. VI, Sec. 2; p. 18, Sec. 6(b) & (d); p. 19, Sec. 8(a).
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
As part of a vacation or the day before/after a vacation or holiday
p. 18, Art. VI, Sec. 6(c).
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
up to 64 accumulated sick days at full salary
p. 13, Art. VI, Sec. 1(c).
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Are principals and/or site selection committees allowed to select voluntary transfer applicants to hire? If not, then how are voluntary transfers assigned to schools? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Separate from excessing, does the district allow school or district administrators to involuntarily transfer a teacher to another school? If so, for what reasons is he/she allowed to initiate such a transfer? |
Yes, when transfer meets the needs of the district
Board Policy 4203
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Seniority is only one of the factors considered.
p. 20, Art. VII, Sec. 2.
|
| How are teachers identified for excessing? |
Multiple criteria applied in order: #1-Instructional requirements, #2-Seniority ("juniority") and qualifications
p. 20, Art. VII, Sec. 2.
|
|
Placing Excessed Teachers
|
| How are excessed teachers assigned to schools? |
Central office places teachers but method of placement is not clearly stated.
p. 20, Art. VII, Sec. 2.
|
| If excessed teachers are not hired by mutual consent, what happens if there are no available openings? |
Issue not addressed in scope of NCTQ reviewed documents
|
