|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
80% effective July 1, 2018;
79% effective July 1, 2019
 District reported that the union is currently on a HSA and that there is a $2,000 contribution by the district.
p. 12, Art. 5.1.
Past Policy
83% effective September 1, 2014;
82% effective July 1, 2015;
81% effective July 1, 2016
p. 13, Art. 5.1.
Past Policy
86%
p. 12, Art. 5.1. & p. 15, Art. 5.6.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
80% effective July 1, 2018;
79% effective July 1, 2019
p. 12, Art. 5.1.
Past Policy
83% effective September 1, 2014;
82% effective July 1, 2015;
81% effective July 1, 2016
p. 13, Art. 5.1.
Past Policy
86%
p. 12, Art. 5.1. & p. 15, Art. 5.6.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
No, a percentage (80% July 1, 2018; 79% effective July 1, 2019) is specified.
p. 12, Art. 5.1.
Past Policy
no, a percentage (83% effective September 1, 2014; 82% effective July 1, 2015; 81% effective July 1, 2016) is specified
p. 13, Art. 5.1.
Past Policy
no, a percentage (86% or 83% depending on plan design) is specified
p. 12, Art. 5.1. & p. 15, Art. 5.6.
|
|
Pensions/Retirement
|
| Are there incentives for a teacher to take early retirement? |
Issue not addressed in scope of NCTQ reviewed documents
The contract (p. 40, Art. 10.7) notes that the Board can offer a retirement incentive, but it's not clear if one is currently offered.
|
| By what date must a teacher give notification that he/she intends to resign or retire? |
Resignation: 30 days notice except during the month of August; Retirement: issue not addressed in scope of NCTQ reviewed documents
p. 51, App. D & p. 53, App. E.
|
| 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
The contract (p. 40, Art. 10.7) notes that the Board can offer a retirement incentive, but it's not clear if one is currently offered.
|
| 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? |
Other
Teachers who give notice of resignation in August will not be allowed to accept employment with any other Board of Education in Connecticut
p. 51, App. D & p. 53, App. E.
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
total sick leave days x 0.175, then multiply the result (maximum of 35) by the teacher's daily rate of pay
The daily rate of pay shall be capped at $325.
p. 17, Art. 6.1.4.
|
| 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
District reported tuition reimbursement is not available.
|
| Can a teacher receive financial support to cover National Board certification fees? |
Issue not addressed in scope of NCTQ reviewed documents
District reported teachers do not receive financial support for National Board certification.
|
|
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? |
Elementary & middle: 1,198 hours and 10 minutes (total); secondary: 1,249 and 44 minutes (total)
Calculated based off of 6 hours and 35 minutes a day x 182 days for elementary; 6 hours and 52 minutes a day x 182 days for secondary.
p. 41, Art. 12.3.
|
| 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) |
9
Early release days are called one session days on the district's calendar.
Past Policy
8
Early release days are called one session days on the district's calendar.
Past Policy
8
Early release days are called one session days on the district's calendar.
Past Policy
6.5
Early release days are called one session days on the district's calendar.
Past Policy
7
Past Policy
13
4 full days, 18 half days for teacher professional development and school improvement
|
|
School Day
|
| How long is the school day for elementary students? |
6 hours, 35 minutes (total)
p. 41, Art. 12.3.
|
| How long is the school day for secondary students? |
6 hours, 52 minutes (total)
p. 41, Art. 12.3.
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
Issue not addressed in scope of NCTQ reviewed documents
Teachers are required to be in their classrooms long enough before the pupils have arrived, and to remain in school long enough after their instructional day. The student day is six (6) hours and fifty-two (52) minutes at the high school level and six (6) hours and thirty-five (35) minutes at the elementary or middle school level. Collaborative planning professional activity periods shall extend the revised teacher workday by 50 minutes twice a month.
p. 41, Art. 12.3.
|
| 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) |
Amount of time not specified for daily schedule; teachers must be in classrooms before students arrive and after they depart long enough to fulfill their professional responsibility; 50 minutes twice a month for professional activity.
p. 41, Art. 12.3 & p. 34, Art. 7.14.1.
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
Elementary: 1 period per day (no less than 35 minutes in length); middle: 5 preparation periods per week
p. 32, Art. 7.11.3(a) & p. 32, Art. 7.11.3(b).
|
| How much planning time does a secondary teacher receive? |
5 preparation periods per week
p. 32, Art. 7.11.3(a).
|
| How much teacher planning time is designated for collaborative planning? |
50 minutes twice a month for professional activity which is directly related to school improvement plans, student work, and teacher development.
These professional activity periods shall extend the revised teacher workday by 50 minutes.
p. 34, Art. 7.14.1.
|
|
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? |
4.4%
Past Policy
0% due to step freeze (4.3% without a step freeze)
Past Policy
4.2%
Past Policy
4.0%
Teachers will not get their step increase until the 90th work day of the 186 day contract year.
Past Policy
4.0%
Teachers will not get their step increase until the 90th work day of the 186 day contract year.
Past Policy
bachelor's lane: 2.93%; master's lane: 3.89%
Teachers will not get their step increase until the 94th work day of the 186 day contract year.
Past Policy
0%
The district implemented a step freeze in 2011-2012, so teachers did not get an increase in pay for an additional year of experience.
|
| 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%
Past Policy
1.1%
Past Policy
0.1%
Past Policy
-0.3%
Past Policy
0.50%
Past Policy
0%
The district implemented a step freeze in 2011-2012, so teachers did not get a COLA or step increase this year.
|
| 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) |
4.4%
Past Policy
1.1% due to step freeze (5.3% without step freeze)
Past Policy
4.2%
Past Policy
3.6%
Teachers will not get their step increase until the 90th work day of the 186 day contract year.
Past Policy
0%
The district implemented a step freeze in 2011-2012, so teachers did not get a COLA or step increase this year.
|
| What is the average difference between the master's and bachelor's salary? |
$4,491
Past Policy
$4,478
Past Policy
$4,424
Past Policy
4,412
Past Policy
3,425
Past Policy
3,980
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
3: BA, MA, 6th Year
The stipend pay for a PhD is not available to teachers hired on or after July 1, 2014.
p. 50, App. B.1.
|
| 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)? |
13
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$42,852
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$48,677
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$70,075
Past Policy
$69,040
Past Policy
$67,487
Past Policy
66,490
Past Policy
65,832
Past Policy
65,180
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$44,101
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$51,174
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$81,727
Past Policy
$80,520
Past Policy
$78,709
Past Policy
77,546
Past Policy
76,778
Past Policy
76,018
|
| 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? |
$90,018; 6th year; 13
The stipend pay for a PhD is not available to teachers hired on or after July 1, 2014.
P. 50, App. B.1.
Past Policy
$88,688; 6th year; 13
The stipend pay for a PhD is not available to teachers hired on or after July 1, 2014.
Past Policy
$86,694; 6th year; 13
The stipend pay for a PhD is not available to teachers hired on or after July 1, 2014.
Past Policy
86,163; PhD; 13
Past Policy
$85,317; PhD; 13
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
p. 40, Art. 11.1.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Other
Not specified; the contract only notes that increments may be withheld.
p. 40, Art. 11.1.
|
| 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
District reports that teachers do not earn performance pay for factors other than evaluation rating.
|
|
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
District reports teachers in high-need schools work extra hours and days.
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
Additional pay is not specified; however, for certification areas deemed as shortage areas, up to 7 years of work experience in related fields can be credited on the salary schedule, at the discretion of the Superintendent.
p. 8, Art. 4.4.3.
Past Policy
yes, but only those teachers who have been teaching select special education classes since June 30, 1974, or earlier will earn an annual stipend of $200 or $300, depending on the class
p. 50, App. B.
Past Policy
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
District reports that teachers with National Board certification earn additional pay.
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
District reports uncertified teachers are paid less than certified teachers.
|
| 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, for certification areas deemed as shortage areas, up to 7 years of work experience in related fields can be credited, at the discretion of the Superintendent.
p. 8, Art. 4.4.3.
|
| Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible? |
Yes, in years 16, 21, 26 and 31
p. 10, Art. 4.7.
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student growth/achievement (45%)
Whole-School Measures of Student Learning as determined by aggregate student learning indicators (5%)
Parental input (10%)
Professional practice (40%: Classroom environment, student engagement, commitment to learning, Planning for active learning, Instruction for active learning, Professional responsibilities and teacher leadership)
pp. 9 & 27.
|
| Do impartial third parties from outside the school serve as evaluators? |
Issue not addressed in scope of NCTQ reviewed documents
District reports yes, no citation given.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
other
Yes - observation and rating by peer of 1st and 2nd year non-tenured teacher; optional observation and rating by peer for 2nd and 3rd year non-tenured; optional at request of teacher for tenured
Tenured teachers may request a Peer Observation. If the Peer Observation is to be used for the purpose of evaluation, it must be mutually agreed upon with the primary evaluator.
pp. 6 & 11.
Past Policy
Yes - observation and feedback to administrator with no rating; nontenured only
pp. 6 & 12
Past Policy
Yes - observation and feedback to administrator with no rating
p. 6 & 11
|
| Does the evaluation include student input? |
Other
No
The district has opted to use whole school student learning instead of student surveys (state gives districts option).
pp. 9 & 27.
|
| 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. 5.
|
| How many categories of ratings are there? |
4: Exemplary, Accomplished, Developing, Below Standard
p. 2.
|
| Are evaluators required to give notice of an observation? |
Issue not addressed in scope of NCTQ reviewed documents
District reported no, for informal observations, no citation given
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
One student learning objective measured by a standardized assessment (counts 22.5%); one student learning objective measured by a non-standardized assessment (counts 22.5%); school-wide growth (counts 5%)
p. 21.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
2 Student Learning Objectives which are measured either by 1 standardized assessment and 1 non-standardized or 2 non-standardized assessments agreed up on by teacher and evaluator (counts 45%); School wide growth (counts 5%)
pp. 22 & 26.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
p. 11.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
1st and 2nd year teacher - 6: 3 formal, 1 informal,1 informal by peer, 1 review of practice (non-classroom observation); 3rd and 4th year teacher - 5: 1 formal, 1 informal by administrator, 2 informal by peers, 1 review of practice
p. 11.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
January 1
The first informal observation must be by December 1 and before the first formal observation.
p. 11.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
June 15
p. 4.
|
| 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? |
Other
Full evaluation 1x/3yrs with 3 observations including 1 formal observation, 1 informal and 1 review of practice; in off years, 3 informal and 1 review of practice
p. 11.
Past Policy
Other
full evaluation with 4 observations including 1 formal observation, 1x/3yrs; 3 informal and 1 review of practice in off years
p. 12
Past Policy
Summative once every four years; formative or short-form evaluation in off years
pp. 19-20
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
3: 1 formal, 1 informal, 1 review of practice (non-classroom observation)
In the off-years of a 3-year cycle, there are 3 informal observations and 1 review of practice
p. 11.
Past Policy
5: 1 formal, 3 informal, 1 review of practice (non-classroom observation)
In the off-years of a 3-year cycle, there are 3 informal observations and 1 review of practice
p. 12
Past Policy
1 formal
p. 21
|
| 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 15
p. 4.
|
| What is the minimum length of a tenured teacher's formal observation? |
Issue not addressed in scope of NCTQ reviewed documents
Past Policy
30 minutes
p. 11
Past Policy
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? |
Other
8 months (dismissal allowed)
p. 7.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
Yes, a team of three evaluators
p. 7.
|
| How many classroom observations (minimum) are required during remediation? |
Other
9, three in each of three assessment periods (3 must be formal observations)
p. 7.
|
| How long is the remediation process? |
8 months (approximately)
p. 7.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Yes
Initially a staff evaluation mediator meets with all parties in an attempt to resolve the teacher's complaint. If s/he is unsuccessful, the teacher may initiate the grievance procedure.
p. 31.
|
| 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
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
Yes
Exceptions may be made to maintain educational programs and affirmative action obligations. (Art. 10.1.1)
p. 39, Art. 10.1.3 & 10.1.4.
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Seniority is the sole criterion.
Exceptions may be made to maintain educational programs and affirmative action obligations. (Art. 10.1.1)
p. 39, Art, 10.1.3 & 10.1.4.
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
p. 39, Art. 10.1.4.
|
| What is the notification deadline for teacher layoffs? |
Issue not addressed in scope of NCTQ reviewed documents
District reports April 1, no citation given
|
| When the district needs to hire new teachers, are laid off teachers either given recall rights or preference? |
Yes-mandatory recall of tenured teachers in inverse order of layoffs
p. 39, Art. 10.1.8.
|
| How long does a laid off teacher retain recall rights? |
3 years
p. 39, Art. 10.1.8.
Past Policy
4 years
p. 41, Art. 10.1.8
Past Policy
4 years
p. 41, Art. 10.1.8
|
|
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? |
19-24 (15-20 sick; 4 personal)
A teacher may earn up to five additional sick leave days each year: a teacher can earn two days of additional sick leave with perfect attendance in either the first half or second half of the work year; and the teacher can earn a total of five days by having perfect attendance for the entire work year. Up to three sick leave days may be used for illness in the family. Three personal days require principal approval; one personal day does not.
p. 16, Art. 6.1.1 & p. 18, Art. 6.6.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
19-24 (15-20 sick; 4 personal)
A teacher may earn up to five additional sick leave days each year: a teacher can earn two days of additional sick leave with perfect attendance in either the first half or second half of the work year; and the teacher can earn a total of five days by having perfect attendance for the entire work year. Up to three sick leave days may be used for illness in the family. Three personal days require principal approval; one personal day does not.
p. 16, Art. 6.1.1 & p. 18, Art. 6.6.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 16, Art. 6.1.2.
|
| Can unused personal days carry over from one year to the next? |
Issue not addressed in scope of NCTQ reviewed documents
District reports no (no citation provided or found, June 2015).
|
| What is the maximum number of sick days a teacher can accumulate? |
200
p. 16, Art. 6.1.2.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
5, 3 if they occur in a holiday/vacation week, or when absence pattern is suspicious (e.g. Monday/Friday absence), may request documentation from district-approved doctor
p. 17, Art. 6.1.5 & 6.1.6.
|
|
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 educational conferences, conventions, and meetings (leave amount unspecified); 1 year partially paid sabbatical leave (3/4 salary)
Employee must have served seven consecutive years in the district to be eligible for sabbatical leave. Sabbatical leave will be granted to not more than seven teachers.
p. 18, Art. 6.4 & 6.5.
|
|
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? |
Death in the immediate family (3 days); death of a near relative (1 day); jury duty; military duty
p. 17, Art. 6.2.1 & 6.1.2; p. 20, Art. 6.9; p. 21, Art. 6.10.1
|
| 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
District reports yes (no citation provided or found, June 2015).
Official association representatives shall be given paid leave time to perform activities.
p. 38, Art. IX.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
To extend a holiday or vacation period, last week of school
p. 19, Art. 6.6.6.
|
| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Yes
2-5 additional sick days
Two additional sick days if s/he has perfect attendance for one semester; five additional sick days if s/he has perfect attendance for entire year.
p. 16, Art. 6.1.1.
|
| 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
District reports no (no citation provided or found, June 2015).
|
| 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
total sick leave days x 0.175, then multiply the result (maximum of 35) by the teacher's daily rate of pay
The daily rate of pay shall be capped at $325.
p. 17, Art. 6.1.4.
|
| 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
district reports yes, no citation given
|
| 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? |
Superintendent determines all transfers
District reports that those requesting transfers must interview with principal, no citation given
p. 27, Art. 7.4.2 & p. 28, Art. 7.4.4.1.
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Yes, but there are exceptions.
Seniority will be respected to the extent it does not interfere with the instructional requirements and best interest of the school system and pupils.
p. 29, Art. 7.4.4.2.
|
| How are teachers identified for excessing? |
Seniority with exceptions (best interests of school district and students and instructional requirements)
p. 29, Art. 7.4.4.2.
|
|
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
|
