|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
Issue not addressed in scope of NCTQ reviewed documents.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
Issue not addressed in scope of NCTQ reviewed documents.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
Issue not addressed in scope of NCTQ reviewed documents.
|
|
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? |
Retirement: February 1 for retirement July 1; resignation: March 1 notification of resignation at the end of the school year or 2 weeks notification of resignation during the year.
Board Policy 7-7.4, p. 74: http://www.rvaschools.net/Page/1231
Administrative Procedure 8.04. A.: http://bit.ly/1aVIz5P
|
| 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
Half of the daily substitute rate for the 1st 100 days; full substitute rate for any days over 100.
Sec. VII, Board Policy 7-7.7, pp. 77 & 78: http://www.rvaschools.net/Page/1231
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Unused personal leave is converted to retirement credit.
Sec. VII, Policy 7.7, p. 77: http://www.rvaschools.net/Page/1231
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
Past Policy
Issue not addressed in scope of NCTQ reviewed documents
Past Policy
Issue not addressed in scope of NCTQ reviewed documents
Past Policy
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive financial support to cover National Board certification fees? |
Yes
Board Policy 7-7.1, p. 70: http://www.rvaschools.net/Page/1231
|
|
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? |
Kindergarten: 540 (total); elementary, middle & secondary: 1,215 hours (total)
Board Policy requires that kindergarten be a minimum of 540 hours (total).
Elementary, middle and secondary hours calculated based on a 6 hour 45 minute day X 180 days.
School hours: Sec. V, Board Policy 5-1.4, p. 5: http://www.rvaschools.net/Page/1231
Sec. V, Board Policy 5-1.4, p. 5: http://www.rvaschools.net/Page/1231
|
| TEACHERS: How many days are teachers in school? |
192
Past Policy
194
Past Policy
194
Past Policy
191
Past Policy
191
Past Policy
187
The 2012-2013 calendar includes 5 furlough days.
Past Policy
192
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
14.5
Past Policy
17
Past Policy
18
Past Policy
14
Past Policy
14
Past Policy
11
Past Policy
13.5
|
|
School Day
|
| How long is the school day for elementary students? |
Kindergarten: 3 hours (total, but excluding breaks for meals); grades 1-12: 5 hours, 30 minutes (total, but excluding breaks for meals)
Sec. V, Board Policy 5-1.5, p. 7: http://www.rvaschools.net/Page/1231
|
| How long is the school day for secondary students? |
5 hours, 30 minutes (total, but excluding breaks for meals)
Sec. V, Board Policy: 5-1.5, p. 7: http://www.rvaschools.net/Page/1231
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
7 hours
Sec. VII, Board Policy: 7-3.6, p. 34: http://www.rvaschools.net/Page/1231
|
| 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) |
specific work schedules for teachers are set by the school principal or appropriate supervisor
Administrative Procedure: 6.02.A: http://web.richmond.k12.va.us/Departments/HumanResources/AdministrativeProcedures.aspx
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
30 minutes per day, on average, during the student day
Sec. VII, Board Policy: 7-3.6, p. 34: http://www.rvaschools.net/Page/1231
Administrative Procedure: 6.10: http://web.richmond.k12.va.us/Departments/HumanResources/AdministrativeProcedures.aspx
|
| How much planning time does a secondary teacher receive? |
issue not addressed in scope of NCTQ reviewed documents
Sec. VII, Board Policy: 7-3.6, p. 34: http://www.rvaschools.net/Page/1231
Administrative Procedure: 6.10: http://web.richmond.k12.va.us/Departments/HumanResources/AdministrativeProcedures.aspx
|
| How much teacher planning time is designated for collaborative planning? |
issue not addressed in scope of NCTQ reviewed documents
Sec. VII, Board Policy: 7-3.6, p. 34: http://www.rvaschools.net/Page/1231
Administrative Procedure: 6.10: http://web.richmond.k12.va.us/Departments/HumanResources/AdministrativeProcedures.aspx
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Traditional salary schedule (step and lane)
p. 5.
|
| What is the average percent increase in pay earned for each additional year of experience? |
1.2%
p. 5.
Past Policy
1.3%
pp. 5 & 6.
Past Policy
1.3%
Past Policy
1.3%
Past Policy
bachelor's lane: 1.35%; master's lane: 1.35%
Past Policy
bachelor's lane: 1.39%; master's lane: 1.39%
|
| 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) |
3.3%
p. 5.
pp. 5 & 6.
Past Policy
0.4%
pp. 5 & 6.
Past Policy
4.8%
Past Policy
-0.3%
Past Policy
1.68%
Past Policy
previous salary schedule unavailable
|
| 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) |
4.7%
p. 5.
pp. 5 & 6.
Past Policy
1.6%
pp. 5 & 6.
Past Policy
6.1%
Past Policy
1.0%
Past Policy
3.00%
Past Policy
previous salary schedule unavailable
|
| What is the average difference between the master's and bachelor's salary? |
$2,771
p. 5.
Past Policy
$2,664
pp. 5 & 6.
Past Policy
$2,634
Past Policy
2,493
Past Policy
2,417
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
4: BA, MA, MA+30, PhD (stipend pay)
pp. 5 & 16.
|
| 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)? |
41
p. 5.
Past Policy
40
pp. 5 & 6.
Past Policy
39
Past Policy
38
Past Policy
37
Past Policy
36
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$44,525
p. 5.
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$45,856
p. 5.
Past Policy
$44,525
pp. 5 & 6.
Past Policy
$43,836
Past Policy
41,312
Past Policy
40,903
Past Policy
39,712
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$73,733
p. 5.
Past Policy
$72,881
pp. 5 & 6.
Past Policy
$71,754
Past Policy
67,622
Past Policy
66,952
Past Policy
65,002
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$46,751
p. 5.
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$48,148
p. 5.
Past Policy
$46,751
pp. 5 & 6.
Past Policy
$46,028
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
43,337
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
42,948
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
41,697
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$77,415
p. 5.
Past Policy
$76,523
pp. 5 & 6.
Past Policy
$75,340
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
71,002
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
70,299
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
Past Policy
68,251
Courses completed for placement on the MA schedule shall be in a teaching, teaching-related, or job-related area.
|
| 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? |
$82,487; PhD; 41
pp. 5 & 16.
Past Policy
$81,550; PhD; 40
pp. 5, 6 & 25.
Past Policy
$80,307; PhD; 39
Past Policy
74,552; MA+30; 38
Past Policy
73,814; MA+30; 37
Past Policy
71,663; MA+30; 36
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Issue not addressed in scope of NCTQ reviewed documents
While a step increase can be withheld if a teacher does not "perform satisfactorily," it is not clear if evaluation rating is the determining factor in withholding the step increase.
Administrative Procedure 7.03, p. 8: http://bit.ly/1aVIz5P
|
| 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 a step increase can be withheld if a teacher does not "perform satisfactorily," it is not clear if evaluation rating is the determining factor in withholding the step increase.
Administrative Procedure 7.03, p. 8: http://bit.ly/1aVIz5P
|
| 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'? |
Issue not addressed in scope of NCTQ reviewed documents.
|
| Can a teacher who has National Board certification earn additional pay? |
Yes, a supplement of 5% of current salary.
p. 16.
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
A supplement of 5% of current salary.
p. 16.
|
|
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, credit is awarded on a basis of one year of credit for every two years of full-time experience in selected highly technical areas outside the public teaching environment.
Administrative Procedure 7.01.B.2, p. 4: http://bit.ly/1aVIz5P
|
| 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 (40%)
Professional practice (60%: Professional knowledge; Instructional planning; Instructional delivery; Assessment of and for learning; Learning environment; Professionalism and communication)
pp. 13, 69-73.
pp. 22-26.
|
| Do impartial third parties from outside the school serve as evaluators? |
No
District administrators may perform observations but the principal is ultimately responsible for the evaluation.
pp. 14 & 23.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
Yes - optional observation and rating by department or grade level chair
p. 15.
|
| Does the evaluation include student input? |
Student input may be used as a data source to document performance.
p. 19.
|
| What kind of feedback does a teacher receive following a formal observation(s)? |
Conference with evaluator
p. 15.
|
| What kind of feedback must the teacher receive following an evaluation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How many categories of ratings are there? |
4: Exemplary, Proficient, Developing/Needs improvement, Unacceptable
pp. 24 & 73.
p. 26.
|
| Are evaluators required to give notice of an observation? |
Optional
p. 15.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
median growth percentiles (count 20%); other growth measures using quantitative measures already available in school (count 20%)
p. 13.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
at least 2 measures of student growth, quantitative school measures when available, student goal data incorporating valid achievement measures (counts 40%)
For teachers of courses which support learning in reading or math, no more than 20% of the evaluation can be based on median growth percentiles at the appropriate level of aggregation. For teachers who have no direct role in the teaching of math or reading the entire 40% is based on the above.
pp. 13 & 14.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
There is also a mid-year review.
p. 21.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
3
p. 21.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
end of 1st quarter
p. 22.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
June 30
p. 22.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
30 minutes
p. 15.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
p. 21.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
1
p. 15.
|
| What is the deadline for the first formal observation of the tenured teacher? |
March 1
p. 22.
|
| What is the deadline for the final evaluation of the tenured teacher? |
June 30
p. 22.
|
| What is the minimum length of a tenured teacher's formal observation? |
30 minutes
p. 15.
|
|
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? |
Remediation timeframe case by case (dismissal allowed)
p. 31.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
optional (may include support from a professional peer, supervisor, or instructional specialist)
p. 31.
|
| How many classroom observations (minimum) are required during remediation? |
Observations required, number not specified
p. 31.
|
| How long is the remediation process? |
case-by-case (timeline required)
p. 31.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Yes
if teacher was rated unacceptable
When a teacher is rated three or more "developing/needs improvement" or one or more "unacceptable" in the various domains, there is an automatic review at the next supervisory level. The teacher may request a review of the evidence in relation to an “Unacceptable” rating as a
result of a Performance Improvement Plan. This request for a review must be submitted to
the next supervisory level within 5 business days.
p. 29.
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
| In the case of a layoff, is seniority determined at the school level or district level? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
| What is the notification deadline for teacher layoffs? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
| When the district needs to hire new teachers, are laid off teachers either given recall rights or preference? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
| How long does a laid off teacher retain recall rights? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the policies governing a reduction-in-force are carried out in accordance with the regulations adopted by the School Board of the City of Richmond. NCTQ has not been able to verify the existence of such regulations.
Board Policy 7-3.7, pp. 35 & 36: http://www.rvaschools.net/Page/1231
|
|
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? |
13 (10 sick; 3 personal)
Unspecified amount of time for voting when an employee's work hours prevent them from getting to their voting place in time.
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| What is the total number of paid sick and personal days a teacher gets each year? |
13 (10 sick; 3 personal)
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| Can unused sick days carry over from one year to the next? |
Yes
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| Can unused personal days carry over from one year to the next? |
Personal days convert to sick days for accumulation.
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| What is the maximum number of sick days a teacher can accumulate? |
Issue not addressed in scope of NCTQ reviewed documents.
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
5
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
Paid professional leave (amount of time unspecified); 1 year of partially paid sabbatical leave (50% salary).
Employee must have completed six consecutive years of employment to be eligible for sabbatical leave.
Sec. VII, Board Policy 7-7.7, pp. 81 & 82: http://www.rvaschools.net/Page/1231
|
|
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? |
Bereavement (3-5 days), worker's comp (6 months), military (15 days), National Guard, jury duty, court subpoena.
An employee shall be granted leave of no more than three (3) work days with full pay on account
of death in the immediate family. Additional funeral leave days of no more than two (2) work days, for extenuating circumstances such as out of state travel, may be requested by the employee’s principal, director or department head through the Executive Director of Human Resources or designee.
Sec. VII, Policy 7-7.7, pp. 79-81: http://www.rvaschools.net/Page/1231
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
N/A; there is no collective bargaining in this district.
Collective bargaining is not allowed in this state. The district's relationship with the union does not provide for traditional union privileges that are found in other states.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
Issue not addressed in scope of NCTQ reviewed documents.
Requests for two (2) or more days of leave or for one (1) day taken in conjunction with a holiday period or spring break shall be made in writing to the Superintendent through the principal. Principals are encouraged to develop building guidelines designed to minimize or control absences during critical periods, i.e. at the end of the school year, during testing periods, etc.
Administrative Procedure 9.01.2: http://web.richmond.k12.va.us/Departments/HumanResources/AdministrativeProcedures.aspx
|
| 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? |
Yes
Employees with 10 or more years of service may sell up to 50 days of sick leave in excess of 100 accumulated days at 1/2 substitute rate
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
Personal leave converts to sick leave.
Sec. VII, Board Policy 7-7.7, p. 77: http://www.rvaschools.net/Page/1231
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
Half of the daily substitute rate for the 1st 100 days; full substitute rate for any days over 100.
Sec. VII, Board Policy 7-7.7, pp. 77 & 78: http://www.rvaschools.net/Page/1231
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Unused personal leave is converted to retirement credit.
Sec. VII, Policy 7.7, p. 77: http://www.rvaschools.net/Page/1231
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy states that the Administration shall develop procedures for the handling of voluntary transfer requests. Any such procedures are not addressed in the documentation available to NCTQ.
Board Policy Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|
| 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 states that the Administration shall develop procedures for the handling of voluntary transfer requests. Any such procedures are not addressed in the documentation available to NCTQ.
Board Policy Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|
| 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 meet the needs of the district
The division superintendent may reassign or transfer any teacher, principal, or assistant principal
for that school year to any school within Richmond Public Schools provided no change or reassignment during a school year shall affect the salary of such teacher, principal, or assistant principal for that school year.
Board Policy Sec. VII, 7-2.8, p. 24: http://www.rvaschools.net/Page/1231
|
|
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 Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|
| How are teachers identified for excessing? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|
|
Placing Excessed Teachers
|
| How are excessed teachers assigned to schools? |
Issue not addressed in scope of NCTQ reviewed documents
Board Policy Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|
| 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
Board Policy Sec. VII, 7-2.8, pp. 23-25: http://www.rvaschools.net/Page/1231
|