|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
81% (for calendar year 2017)
p. 80, App. A.
Past Policy
85% in calendar year 2016
p. 81, App. A.
Past Policy
85% in 2015
p. 80, App. A.
Past Policy
91% in FY 2013 and 88% in FY 2014
pp. 79 & 80, Appendix
Past Policy
91%
p. 79, Appendix
Past Policy
91%
p. 78, Appendix
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
73% (for calendar year 2017)
p. 80, App. A.
|
| 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 employer and employee contributions
p. 80, App. A.
Past Policy
yes, $614.23 per month (with a $250 surcharge for spouses with insurance elsewhere)
p. 61, Art. XVI, Sec. A & p. 81, App. A.
Past Policy
yes, $614.23 per month (with a $250 surcharge for spouses with insurance elsewhere)
p. 59, Art. XVI, Sec. A & p. 80, App. A.
Past Policy
yes, $544.23 per month (with a $250 surcharge for spouses with insurance elsewhere)
pp. 79 & 80, Appendix
|
|
Pensions/Retirement
|
| Are there incentives for a teacher to take early retirement? |
Issue not addressed in scope of NCTQ reviewed documents
; however, should the Superintendent decide to offer a Retirement Incentive Program, a district committee shall be formed on the issue
p. 63, Art. XVI, Sec. K.
|
| By what date must a teacher give notification that he/she intends to resign or retire? |
at least two weeks notice (resignation); issue not addressed in scope of NCTQ reviewed documents (retirement)
Board Policy 3150: http://www.neola.com/brevardco-fl/
|
| 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
35% - 100% of daily rate, depending on years of service
First 3 years: 35%; 3-6 years: 40%; 6-9 years: 45%; 9-12 years: 50%; 13+ years: 100%.
p. 67, Art. XVII.E.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 53, Art. XIV, Sec. B.2.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
District website: http://bit.ly/1Y30llX
|
| Can a teacher receive financial support to cover National Board certification fees? |
issue not addressed in scope of NCTQ reviewed documents; however, teachers working towards National Board certification shall have two leave days (one personal leave day, and one professional leave day) for the purpose of portfolio completion
p. 55, Art XIV, Sec B.4.d.
|
|
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? |
1,170
Calculated based on a 6 hour, 30 minute day X 180 days.
p. 22, Art. VI, Sec. C.2.e.
|
| TEACHERS: How many days are teachers in school? |
190
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
20
|
|
School Day
|
| How long is the school day for elementary students? |
6 hours, 30 minutes (total)
p. 22, Art. VI, Sec. C.2.e.
|
| How long is the school day for secondary students? |
6 hours, 30 minutes (total)
p. 22, Art. VI, Sec. C.2.e.
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
8 hours
p. 21, Art. VI, Sec. C.1.
|
| 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) |
1 hour, 30 minutes
Calculated by subtracting the student day (6 hours, 30 minutes) from the teacher work day (8 hours).
p. 22, Art. VI, Sec. C.2.e & p. 21, Art. VI, Sec. C.1.
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
elementary: 4 hours, 55 minutes per week (4 hours, 20 minutes per week of regular planning plus 35 minutes a week of "protected planning time"); middle: 1 class period per day plus 35 minutes a week of "protected planning time"
1 hour of this preparation time may be outside of the normal student day. The day of the week for the "protected planning time" will be at the principal discretion.
pp. 21 & 22, Art. VI, Sec. C.2.b.c & d.
|
| How much planning time does a secondary teacher receive? |
1 class period per day plus 35 minutes a week of "protected planning time"
pp. 21 & 22, Art. VI, Sec. C.2.b & d.
|
| 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? |
New hire salary schedule
annual salary increases are based on evaluation rating - highly effective teachers receive the greatest increase
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
| What is the average percent increase in pay earned for each additional year of experience? |
1.5% (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
| 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) |
0.1% (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
pp. 65, 66 & 68.
Past Policy
-1.2% (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 65, 66 & 68.
Past Policy
0%
Past Policy
2.9%
Past Policy
2.9%
Past Policy
0%
Past Policy
-2.36%
Past Policy
2.6%
2009-2010 Salary Schedule, 2010-2011 Salary Schedule
Past Policy
0%
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) |
1.6% (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
pp. 65, 66 & 68.
Past Policy
0.1% (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 65, 66 & 68.
Past Policy
n/a; salaries are no longer based on years of experience, but rather performance and there was no annual adjustment this year
Past Policy
4.6%
Past Policy
4.6%
Past Policy
2.11%
Past Policy
-0.3%
Past Policy
4.9%
2009-2010 Salary Schedule, 2010-2011 Salary Schedule
|
| What is the average difference between the master's and bachelor's salary? |
$2,730
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
Past Policy
$2,625
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 65, 66 & 68.
Past Policy
$2,625
Past Policy
2,625
Past Policy
2,625
Past Policy
2,625
Past Policy
2,625
Past Policy
2,625
2010-2011 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 (stipend pay), PhD (stipend pay)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 64, 65 & 67.
|
| 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)? |
28 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$39,226 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$39,226 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$59,881 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase.
pp. 64 & 65.
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$41,956 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 64, 65 & 67.
Past Policy
$41,851 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 65, 66 & 68.
Past Policy
$40,465 (based on base salary only for a teacher new to the district with no prior experience)
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification. Advancement on the salary schedule is no longer dependent on experience, but rather performance. In addition, teachers rated as effective and highly effective are eligible for additional bonus pay.
Past Policy
40,465
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
40,465
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
38,625
Past Policy
38,625
Past Policy
39,025
2010-2011 Salary Schedule
Past Policy
38,625
2009-2010 Salary Schedule
Past Policy
38,625
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 master's degree and 5 years of experience? |
$41,956 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 64, 65 & 67.
Past Policy
$41,851 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 65, 66 & 68.
Past Policy
$40,579 (based on base salary only for a teacher new to the district with 5 years of experience)
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification. Advancement on the salary schedule is no longer dependent on experience, but rather performance. In addition, teachers rated as effective and highly effective are eligible for additional bonus pay.
Past Policy
40,465
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
40,465
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
38,737
Past Policy
40,573
Past Policy
41,173
2010-2011 Salary Schedule
Past Policy
40,573
2009-2010 Salary Schedule
Past Policy
40,573
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 master's degree on the highest step of the salary schedule? |
$62,611 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 64, 65 & 67.
Past Policy
$62,506 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 65, 66 & 68.
Past Policy
$61,120 (based on base salary only for a teacher new to the district with 25 years of experience)
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification. Advancement on the salary schedule is no longer dependent on experience, but rather performance. In addition, teachers rated as effective and highly effective are eligible for additional bonus pay.
Past Policy
61,120
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
61,120
In order to receive the stipend for the advanced degree, the advanced degree must be held
in the individual's area of certification.
Past Policy
58,975
Past Policy
58,975
Past Policy
60,175
2010-2011 Salary Schedule
Past Policy
58,975
2009-2010 Salary Schedule
Past Policy
58,975
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? |
$65,289; PhD; 28 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 64, 65 & 67.
Past Policy
$65,081; PhD; 28 (based on initial placement salaries)
On the performance pay schedule, evaluation rating determines the size of the annual salary increase - only teachers rated highly effective or effective will receive an increase and highly effective teachers will receive the highest increase. In order to receive stipend pay for advanced degrees, the degree must be in the area of the teacher's certification.
pp. 65, 66 & 68.
Past Policy
$63,695; PhD; 25
Past Policy
63,695; PhD; 26
Past Policy
63,695; PhD; 26
Past Policy
61,550; PhD; 25
Past Policy
61,450; PhD; 21
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
evaluation rating dictates annual salary increase on both the grandfathered schedule and performance-based schedule.
p. 65, Art. XVII.A & p. 69, Art. XVII.N.1 & 2.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Step freeze for the lowest evaluation rating
and step freeze after two consecutive years of a "needs to improve" rating.
Teachers must be rated Highly Effective or Effective to receive a salary increase. Teachers on the Performance-based schedule who are rated Highly Effective receive the largest increase.
p. 65, Art. XVII.A & p. 69, Art. XVII.N.1 & 2.
|
| 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"? |
Yes, teachers at Area Alternative Learning Centers earn bonuses of $1,000; teachers at F rated schools earn bonuses of $1,200; and teachers at Title I schools or schools designated by the State as "D" or "F" earn statutory supplements of $165
p. 72, Art. XVIII.H.a & 75, Art. XVIII.I & J.
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
Yes, $165 as a statutory supplement for critical subjects; and resource teachers are eligible for $2,750 (half-time) or $5,500 (full-time)
p. 71, Art. XVIII.H & p. 72, Art. XVIII.H.a.
|
| Can a teacher who has National Board certification earn additional pay? |
Yes, $260 annually
p. 72, Art. XVIII.H.d.
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
$889 - $977, depending on experience
p. 71, Art. XVIII.H.
|
|
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 (33%)
Collaborative/Mutual accountability (4%)
Professional development plan (18%,"Professional growth plan": PGP development - 8%; PGP implementation - 10%)
Professional Practice (45%, Instructional design and lesson planning; Learning environment; Instructional delivery and facilitation; Assessment; Professional responsibilities and ethical conduct)
Collaborative/Mutual Accountability - teachers working in teams for two purposes: 1) working together to improve each other’s instructional practice, and 2) working with at-risk students to improve their achievement and close the achievement gap. in small teams to improve student learning for a select number of students and are scored accordingly (p. 58).
pp. 10 & 57.
|
| Do impartial third parties from outside the school serve as evaluators? |
Optional
 District reports that observations are primarily performed internally by trained observers.
The supervisors are encouraged to allow for several different observers; the observations can be conducted singularly, or in combination by a school administrator(s), district level certificated personnel, peer teachers ,resource teachers, teacher leaders, or other qualified persons.
p. 13.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
Yes - optional observation and feedback without rating to administrator
For teachers in years 1-3, there may be two informal formative observations by a peer. A minimum of 1 additional informal observation for teachers who have completed 3 or more (4th
plus) years of experience in Brevard, by peer or administrator, with written feedback and evidence
of using the feedback to change practice required for distinguished PGP implementation. Administrators may conduct classroom walk-throughs or instructional rounds with other administrators or teachers for data collection and inter-rater reliability. These events are NOT evidence for a teacher’s evaluation.
pp. 56 & 57.
|
| 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. 56.
|
| What kind of feedback must the teacher receive following an evaluation? |
Written report
p. 57.
|
| How many categories of ratings are there? |
4: Highly Effective, Effective, Needs Improvement, Unsatisfactory
p. 68.
|
| Are evaluators required to give notice of an observation? |
Other
yes for the formal observation, issue not addressed for the informal observation, no if administrator chooses to conduct additional walk-through observations
The teacher is provided with the timeframe during which the formal observation will occur.
pp. 56 & 57.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
value-added measure (counts 33%)
This 33% of the performance evaluation will be based upon data and indicators of student academic performance, assessed annually by statewide assessments or, for subjects and grade levels not measured by statewide assessments, by school district assessments.
pp. 1-5.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
end of course exams where available, district-determined tests, FSA Reading Aggregated VAM (7th grade Social Studies), FSA Reading and Math Aggregated VAM (all electives) (counts 33%)
This 33% of the performance evaluation will be based upon data and indicators of student academic performance, assessed annually by statewide assessments or, for subjects and grade levels not measured by statewide assessments, by school district assessments.
pp. 1 - 5.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Twice a year
In accordance with state law, Brevard does not offer tenure. However, teachers in their first three years are subject to different evaluation rules. The mid-year evaluation for teachers in their first three years is for formative purposes.
pp. 56 & 57.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
6: 2 formal by an administrator, 2 informal by administrator, 2 informal by peer or administrator
In accordance with state law, Brevard does not offer tenure. However, teachers in their first three years are subject to different evaluation rules.
p. 56.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
December 2016
In accordance with state law, Brevard does not offer tenure. However, teachers in their first three years are subject to different evaluation rules.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
April 7, 2017, for the summative evaluation of practice; Fall 2017 for summative evaluation of student growth
In accordance with state law, Brevard does not offer tenure. However, teachers in their first three years are subject to different evaluation rules.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
20 minutes or full lesson
p. 56.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
pp. 56 & 57.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
3: 1 formal by administrator, 2 informal by administrator
A minimum of 1 additional informal observation for teachers who have completed 3 or more (4th
plus) years of experience in Brevard, by peer or administrator, with written feedback and evidence
of using the feedback to change practice required for distinguished PGP implementation.
p. 56.
|
| What is the deadline for the first formal observation of the tenured teacher? |
Spring 2017
|
| What is the deadline for the final evaluation of the tenured teacher? |
April 7, 2017, for summative evaluation of practice for annual service contracts; May 5, 2017, for summative evaluation of practice for professional service contracts; Fall 2017 for the summative evaluation of student growth
|
| What is the minimum length of a tenured teacher's formal observation? |
20 minutes or full lesson
p. 56.
|
|
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)
Florida Statute 1012.34 (5) declares that annual contract may not be awarded if teacher has received 2 consecutive annual performance evaluation ratings of unsatisfactory, 2 annual performance ratings of unsatisfactory w/in 3-year period, or 3 consecutive annual performance ratings of needs improvement.
p. 78.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
optional at request of teacher or administrator
p. 77.
|
| How many classroom observations (minimum) are required during remediation? |
5
2 formal observations, 2 informal observations, 1 informal observation by administrator or peer
|
| How long is the remediation process? |
1 year
|
| 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
District reports no, no citation given.
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
District reports yes, no citation given.
It is not clear if a teacher may request a second evaluation by a different administrator, however, the teacher may request that a different administrator perform his/her evaluation if there is more than one administrator in a school (Contract: p. 38, Art. VI, Sec. H.2.b.)
|
|
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 days, 6 of which can be used as personal days)
pp. 52 & 53, Art. XIV, Sec. B.1.a.1 & p. 53, Art. XIV, Sec. B.2.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
10 (10 sick, 6 personal taken from sick leave)
pp. 52 & 53, Art. XIV, Sec. B.1.a.1 & p. 53, Art. XIV, Sec. B.2.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 53, Art. XIV, Sec. B.1.a.2.
|
| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
p. 53, Art. XIV, Sec. B.2.
|
| What is the maximum number of sick days a teacher can accumulate? |
no maximum
p. 53, Art. XIV, Sec. B.1.a.2.
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
issue not addressed in scope of NCTQ reviewed documents; district has the right to request medical certification from a district-approved doctor
District reports five days; no supporting documentation (June 2015).
p. 43, Art. VI, Sec. N.2.
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
30 days of paid professional leave; 1 day for NBPTS portfolio completion (plus 1 personal leave day)
Teachers shall have two leave days for the purpose of portfolio completion. One day shall be the teacher's personal leave day, matched by one professional leave day.
pp. 55 & 56, Art. XIV, Sec. B.4 & B.4.d.
|
|
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, military leave (in accordance with state and federal laws)
p. 54, Art. XIV, Sec. B.3; p. 56, Art. XIV, Sec. B.5; p. 57, Art. XIV, Sec. C.3.
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
no
The district allows 40 days for union service to be shared district-wide, but the leave is unpaid.
p. 10, Art. V, Sec. A.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
no more than 8% of teachers or 1 teacher (whichever is greater) may be absent; activities which could result in taxable income; work stoppage; union business; school emergencies which necessitate employee presence
p. 54, Art. XIV, Sec. B.2.d.
|
| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Yes
if a teacher is absent for 4 or less days a school year, s/he can receive 80% daily rate of pay for up to 10 days each year
p. 68, Art. XVII.L.
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| Can a teacher receive payment for unused sick leave at the end of each school year? How much? |
Yes
80% daily rate of pay for up to 10 days each year
Teachers eligible for this benefit only if they have used four or less sick leave days that year.
p. 68, Art. XVII.L.
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| 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. 53, Art. XIV, Sec. B.2.
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| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35% - 100% of daily rate, depending on years of service
First 3 years: 35%; 3-6 years: 40%; 6-9 years: 45%; 9-12 years: 50%; 13+ years: 100%.
p. 67, Art. XVII.E.
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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. 53, Art. XIV, Sec. B.2.
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Transfers
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| Are internal transfers given priority over new hires for vacant positions? |
yes
District reports yes (pp. 31& 32, Art. VI, Sec. F)
pp. 31 & 32, Art. VI, Sec. F.
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| 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? |
yes, although the Superintendent is ultimately responsible for placements
Board Policy 3130: http://www.neola.com/brevardco-fl/
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| 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, in order to meet the needs of the district
Board Policy 3130.01: http://www.neola.com/brevardco-fl/
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Identifying Involuntary Transfers Due to Excessing
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| Are teachers identified for excessing in reverse order of seniority? |
No
however, annual contract teachers (those hired after July 1, 2011) must be involuntarily transferred prior to any continuing/professional service contract teachers
District reports no, citing Board Policy 3130.01 and p. 59, CBA, Art XV (C)
Board Policy cites Florida statute 1012.33 which requires that teachers be identified by effectiveness based on their evaluations.
Board Policy 3130.01: http://www.neola.com/brevardco-fl/
p. 35, Art. VI, Sec. G.3.b.
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| How are teachers identified for excessing? |
multiple criteria applied in order #1-teacher effectiveness; annual contract teachers excessed before any professional service/continuing contract teachers
Superintendent makes recommendations to the Board. His/her primary consideration must be teacher effectiveness. Principals may refuse any transfer candidate if s/he was rated less than Effective. Board may reject the Superintendent's recommendations. In accordance with FL statute 1012.33.
Board Policy 3130.01: http://www.neola.com/brevardco-fl/
p. 35, Art. VI, Sec. G.3.b.
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Placing Excessed Teachers
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| How are excessed teachers assigned to schools? |
Central office places excessed teachers with input from principal and/or site selection committees.
The principal may refuse any transfer candidate whose rating was less than Effective.
Board Policy 3130: http://www.neola.com/brevardco-fl/
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| 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
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