|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
not specified; only the employee contribution was noted
p. 9.
Past Policy
63%
Past Policy
80%
p. 35, Art. 26. Sec. C.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
not specified; only the employee contribution was noted
p. 9.
Past Policy
63%
Past Policy
70%
p. 35, Art. 26. Sec. C.
|
| 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
p. 9.
Past Policy
no, a percentage (63%) is specified
|
|
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? |
Unused sick leave is converted to retirement credit.
Board Policy 4026: http://www.scsk12.org/uf/board/policies.php?mylink=16
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Unused personal leave is converted to retirement credit.
Board Policy 4025: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
|
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 the scope of NCTQ reviewed documents
|
|
School Year
|
| STUDENTS: How many days are students in school? |
180
|
| 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? |
187
|
| 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? |
7 hours (total)
Board Policy 6060: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| How long is the school day for secondary students? |
7 hours (total)
Board Policy 6060: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
issue not addressed in scope of NCTQ reviewed documents
|
| 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
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
issue not addressed in scope of NCTQ reviewed documents
|
| How much planning time does a secondary teacher receive? |
issue not addressed in scope of NCTQ reviewed documents
|
| 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)
however, there is no additional pay for advanced degrees.
|
| What is the average percent increase in pay earned for each additional year of experience? |
1.9%
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
|
| 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%
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013, as such this comparison is based off of the BA lane only.
|
| 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) |
1.9%
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013, as such this comparison is based off of the BA lane only.
|
| What is the average difference between the master's and bachelor's salary? |
$0 (pay is not differentiated by education)
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
Past Policy
3,938
Past Policy
3,938
Past Policy
3,842
Past Policy
3,783
2010-2011 Salary Schedule
Past Policy
3,675
2009-2010 Salary Schedule
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
1: BA
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
|
| 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)? |
18
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$42,343
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$46,975
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$59,517
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$42,343 (pay is not differentiated by education)
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
Past Policy
45,778
Past Policy
45,778
Past Policy
44,661
Past Policy
43,960
2010-2011 Salary Schedule
Past Policy
42,672
2009-2010 Salary Schedule
Past Policy
41,833
2008-2009 Salary Schedule
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$46,975 (pay is not differentiated by education)
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
Past Policy
50,717
Past Policy
50,717
Past Policy
49,480
Past Policy
48,700
2010-2011 Salary Schedule
Past Policy
47,280
2009-2010 Salary Schedule
Past Policy
46,346
2008-2009 Salary Schedule
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$59,517 (pay is not differentiated by education)
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
Past Policy
63,775
Past Policy
63,775
Past Policy
62,219
Past Policy
61,240
2010-2011 Salary Schedule
Past Policy
59,448
2009-2010 Salary Schedule
Past Policy
58,279
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? |
$59,517, BA, 18
The district eliminated pay for advanced degrees for teachers hired after 8/3/2013.
Past Policy
72,870; PhD; 18
Past Policy
72,870; PhD; 18
Past Policy
71,093; PhD; 18
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Issue not addressed in scope of NCTQ reviewed documents
While there are no specific details and it is not clear if an evaluation rating is a factor in step movement, the board policy does specify that in accordance with state law, evaluations shall be "a factor in employment decisions, including, but not necessarily limited to, promotion, retention, termination, compensation, and the attainment of tenure status."
Board Policy 4046, p. 2, IV.: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Issue not addressed in scope of NCTQ reviewed documents
While there are no specific details and it is not clear if an evaluation rating is a factor in step movement, the board policy does specify that in accordance with state law, evaluations shall be "a factor in employment decisions, including, but not necessarily limited to, promotion, retention, termination, compensation, and the attainment of tenure status."
Board Policy 4046, p. 2, IV.: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| 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
While there are no specific details and it is not clear if an evaluation rating is a factor in step movement, the board policy does specify that in accordance with state law, evaluations shall be "a factor in employment decisions, including, but not necessarily limited to, promotion, retention, termination, compensation, and the attainment of tenure status."
Board Policy 4046, p. 2, IV.: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy 4046, p. 2, IV.: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
|
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
http://www.scsk12.org/uf/izone/index.php
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
issue not addressed in scope of NCTQ reviewed documents
|
| 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 the scope of NCTQ reviewed documents
|
|
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? |
issue not addressed in scope of NCTQ reviewed documents
|
| 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 (50%: 35% - Student growth; 15% - Student achievement )
Student input (5%-Surveys)
Professionalism (5%: Professional learning and growth, Use of data, School and community involvement, Leadership)
Professional practice (40% for teachers of tested subjects, 60% for teachers of non-tested, 65% for teachers with no prior test data)
Teachers who work exclusively with Pre-K, ELL and/or Special Education students are exempt from the Tripod Student Perceptions component. Their professional practice weighting will be 55%.
pp. 5 - 14.
|
| Do impartial third parties from outside the school serve as evaluators? |
Optional
for a select group of teachers
 district reports no (no citation given)
Teachers of Fine Arts (k-12), Health, Physical Education and Lifetime Wellness (k-5) and World Languages (k-12) submit portfolios to provide evidence of student growth. The teacher's self-score is compared to a peer's score. If they are not in agreement, a third party from the state or the district might be asked to score the portfolio.
p. 32.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
other
yes- observation and rating of teachers, unclear if peer observation is for formative purposes only; peers also review and score student growth portfolios, submitted by certain teachers of non-tested subjects
All teachers will receive observations that are both formative (for feedback only) and evaluative (scored for the summative evaluation). Documents previously cited by NCTQ but no longer available indicated that peer observations are for formative purposes only. The student growth portfolios include samples of student work designed to show evidence of student growth.
pp. 8 - 11.
|
| Does the evaluation include student input? |
Student survey required-factors into evaluation rating
Teachers who work exclusively with Pre-K, ELL and/or Special Education students are exempt from the Tripod: Student Perceptions component Their observations weighting will be 55%.
p. 10.
|
| 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? |
Conference with evaluator
p. 16.
|
| How many categories of ratings are there? |
5: Significantly below expectations (Level 1), Below expectations (Level 2), At expectations (Level 3), Meeting expectations (Level 4), Significantly above expectations (Level 5)
Each of the rating levels is scored 1-5. The teacher is given a composite score based on observations, the professionalism rubric, student surveys and student growth and achievement.
p. 15.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
p. 9.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
Value-added measure (counts 35%); student achievement based on a state-provided menu of options for each educator group (counts 15%)
pp. 6, 7 & 32.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
35% student growth-school wide value-added data or portfolio method; 15% - student achievement based on a state-provided menu of options for each educator group
For the most part, teachers in non-tested subjects will use 1-year school-wide TVAAS composite data as their Student Growth score. Those non-tested teachers who are not closely aligned to a tested content area will be able to choose which composite they wish to select (e.g., Overall, Literacy, and Numeracy). Instructors who teach Kindergarten, Fine Arts K-12, World Languages K-12, and Health/PE will be using the portfolio model to demonstrate their students’ growth. Teachers select examples of student work over the course of the year which demonstrate student growth (p. 30).
pp. 6, 7 & 32.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
p. 16.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
2- (1 announced, 1 unannounced) - 4 (1 announced, 3 unannounced) dependent on contract status and previous rating
New hires receive 4 observations; struggling teachers receive 3 (1 announced, 2 unannounced) observations; teachers previously rated 3 or higher receive 2 observations.
pp. 9 - 11.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
Issue not addressed in scope of NCTQ reviewed documents
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
May
The Student Survey, Observation and Professionalism report is issued in April or May. The overall TEM score is available in the fall.
p. 16.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
p. 16.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2 (1 announced, 1 unannounced) - 3 (1 announced, 2 unannounced)
Generally, unless teachers received a rating of 4 or 5 and are working with an Instructional Coach, the teacher receives 2 observations.
pp . 9 - 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? |
May
The Student Survey, Observation and Professionalism report is issued in April or May. The overall TEM score is available in the fall.
p. 16.
|
| What is the minimum length of a tenured teacher's formal observation? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
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? |
Issue not addressed in scope of NCTQ reviewed documents
The teacher who scores "Below expectations" on 2 or more indicators of the observation rubric, is placed on a Professional Learning Plan (p. 17). It is not clear if this represents the formal remediation process.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
Issue not addressed in scope of NCTQ reviewed documents
The teacher who scores "Below expectations" on 2 or more indicators of the observation rubric, is placed on a Professional Learning Plan (p. 17). While working under this plan, the teacher receives support from a peer. It is not clear if this represents the formal remediation process.
|
| How many classroom observations (minimum) are required during remediation? |
Issue not addressed in scope of NCTQ reviewed documents
4: 1 announced observation, 3 unnannounced plus optional observations by coach
The teacher who scores "Below expectations" on 2 or more indicators of the observation rubric, is placed on a Professional Learning Plan (p. 17). It is not clear if this represents the formal remediation process.
|
| How long is the remediation process? |
Issue not addressed in scope of NCTQ reviewed documents
The teacher who scores "Below expectations" on 2 or more indicators of the observation rubric, is placed on a Professional Learning Plan (p. 17) which includes a timeframe tailored to the teacher's needs. It is not clear if this represents the formal remediation process.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
No
A teacher may file a grievance only if s/he is claiming procedural violations or if s/he is grieving the accuracy of a data point (the data associated with a particular teacher is incorrect). In accordance with TN. code 49-1-302.
Board Policy 4046: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
District acknowledges state law.
T.C.A. 49-5-511
p. 3, IV, Board Policy 4043: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Performance is the preponderant criterion.
in accordance with T.A.C. 49-5-511
pp. 2 & 3, IV, Board Policy 4043: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
| In the case of a layoff, is seniority determined at the school level or district level? |
Seniority is not a factor in teacher layoffs.
in accordance with TN code 49-5-511
pp. 2 & 3, IV Board Policy 4043: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
| 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-teachers given preference but are not guaranteed a position
District reports: A teacher rated in the three (3) highest categories based on evaluations pursuant to 49-1-302 who has been dismissed because of abolition of a position shall be placed on a list for reemployment. However, the Superintendent shall retain the power to determine the filling of such vacancy on the basis of the Superintendent's evaluation of the teacher's competence, compatibility and suitability to properly discharge the duties required for the vacant position considered in the light of the best interest of the students in the school where the vacancy exists. A principal may refuse to accept the placement or transfer of a teacher by the Superintendent to the principal's school.
Superintendent may use performance evaluations as a determinant in deciding whether or not to rehire a teacher. Teachers must have been rated in one of the top three evaluation rating categories to be placed on the preferred list for employment.
p. 3, IV, Board Policy 4043: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
| How long does a laid off teacher retain recall rights? |
teacher remains on list indefinitely unless s/he rejects four offers of employment or is re-hired
p, 3, IV, Board Policy 4043: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
|
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? |
12 (10 sick; 2 personal)
Sick leave may be used for personal illness, illness in the immediate family, or death in the immediate family.
Board Policies 4025 & 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| What is the total number of paid sick and personal days a teacher gets each year? |
12 (10 sick, 2 personal)
Sick leave may be used for personal illness, illness in the immediate family, or death in the immediate family.
Board Policies 4025 & 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Can unused sick days carry over from one year to the next? |
Yes
Board Policy 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Can unused personal days carry over from one year to the next? |
Personal days convert to sick days for accumulation.
Board Policy 4025: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| What is the maximum number of sick days a teacher can accumulate? |
no maximum
Board Policy 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
3
Board Policy 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
Past Policy
number of days not addressed, may request documentation from doctor
Board Policy 4026: http://www.scsk12.org/uf/board/policies.php?mylink=16
Past Policy
number of days not addressed, when abuse of leave is suspected, may request documentation from district-approved doctor
p. 24, Art. 16, Sec. C.2
Past Policy
3 or when abuse of leave is suspected
p. 16, Art. XV, Sec. 12
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Issue not addressed in scope of NCTQ reviewed documents
Personal leave (2 days) is also defined as professional leave. It is not evident that additional days are granted strictly for professional leave.
Board Policies 4025 & 4051: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
|
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? |
military (20 days), jury duty, court subpoena
Board Policies 4022 & 4023: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
issue not addressed within scope of NCTQ reviewed documents
Only unpaid association leave is given.
Board Policy 4029: http://www.scsk12.org/uf/board/policies.php?mylink=16
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
district acknowledges state law
Board Policy 4025: http://www.scsk12.org/uf/board/policies.php?mylink=16
|
| 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
Board Policy 4025: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
Personal leave converts to sick leave.
Board Policy 4026: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Unused sick leave is converted to retirement credit.
Board Policy 4026: http://www.scsk12.org/uf/board/policies.php?mylink=16
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Unused personal leave is converted to retirement credit.
Board Policy 4025: http://www.scsk12.org/uf/webadmin/foundation/policy/
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy 4042: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
Past Policy
yes
p. 9, Art. XI. D.; p. 10, Art. XII.
Past Policy
yes
p. 9, Art. XI. D.; p. 10, Art. XII
Past Policy
yes
p. 9, Art. XI. D.; p. 10, Art. XII
|
| 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
Board Policy 4042: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
Past Policy
yes, but principals must interview and select from the five most senior applicants; after May 15, vacancies are filled by the district
pp. 15-16, Art. 14. Sec. B.
Past Policy
yes, but principals must interview and select from the five most senior applicants; after May 15, vacancies are filled by the district
pp. 15-16, Art. 14. Sec. B.
Past Policy
yes, but principals must interview the five most senior applicants; after May 15, vacancies are filled by the district
p. 14, Art. 14
|
| 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, to maintain the efficient operation of the school system
Board Policy 4042: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy 4042: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
Past Policy
Yes, but there are exceptions.
p. 17, Art. 14. Sec. C.
Past Policy
Yes, but there are exceptions.
p. 17, Art. 14. Sec. C.
|
| How are teachers identified for excessing? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy 4042: http://www.scsk12.org/uf/webadmin/foundation/policy/?PID=659
|
|
Placing Excessed Teachers
|
| How are excessed teachers assigned to schools? |
Issue not addressed in scope of NCTQ reviewed documents
|
| 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
|