|
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 is provided
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
not specified; only the employee contribution is provided
|
| 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 only the employee contribution
|
|
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? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive financial support to cover National Board certification fees? |
issue not addressed in scope of NCTQ reviewed documents
|
|
School Year
|
| STUDENTS: How many days are students in school? |
180
Past Policy
175
Past Policy
176
In board policy IED, the district cites 175 student days in the calendar; however NCTQ counts 176 in the 2015-2016 calendar.
Past Policy
170
|
| STUDENTS: How many hours, minimum, are students scheduled to be in school each year? |
Grades K-3: 787 hours, 30 minutes (instructional); Grade 4-5: 875 (instructional); Grade 6-12: 962 hours, 30 minutes (instructional); in accordance with state law
Calculated by multiplying the minimum required hours for the student day by 175 student days. In board policy IED, the district cites 175 student days in the calendar; however NCTQ counts 180. 175 student days was used for this calculation.
Board Policy IED: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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) |
10.5
Past Policy
15
Past Policy
12.5
Past Policy
15
|
|
School Day
|
| How long is the school day for elementary students? |
Grades K-3: 4 hours, 30 minutes (instructional); Grades 4-5: 5 hours (instructional); Grades 6-8: 5 hours, 30 minutes (instructional)
Board Policy IED: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How long is the school day for secondary students? |
5 hours, 30 minutes (instructional)
Board Policy IED: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
8 hours, in accordance with state law
Board Policy GARB: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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) |
30 minutes (15 minutes before and 15 minutes after the student day)
Board Policy GARB: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
elementary: at least 90 minutes per week planning/professional learning time;
middle: at least 120 minutes per week planning/professional learning time
Board Policy GARB: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How much planning time does a secondary teacher receive? |
at least 120 minutes per week planning/professional learning time
Board Policy GARB: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How much teacher planning time is designated for collaborative planning? |
amount of time not specified; scheduled planning time should be balanced among collaborative planning, professional learning and individual planning time
Board Policy GARB-R(1): https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Traditional salary schedule (step and lane)
p. 6.
|
| What is the average percent increase in pay earned for each additional year of experience? |
1.2%
p. 6.
Past Policy
1.1%
Past Policy
1.1%
|
| 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) |
6.9%
p. 6.
Past Policy
1.5%
Past Policy
1.9%
|
| What is the average total change in salary accounting for both earning an additional year of experience and an annual adjustment for cost of living and other factors? (reported as the percentage of change from the previous year) |
8.6%
p. 6.
Past Policy
2.7%
Past Policy
3.0%
|
| What is the average difference between the master's and bachelor's salary? |
$6,976
p. 6.
Past Policy
$6,567
Past Policy
$6,331
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
4: T4 (BA); T5 (MA); T6 (specialist); T7 (PhD)
There are also two vocational lanes on the salary schedule: T1 (vocational - high school diploma) and T2 (vocational - associate degree or higher).
p. 6.
Past Policy
8: BT4 (provisional license - BA); T4 (BA); BT5 (provisional license - MA); T5 (MA); BT6 (provisional license - specialist); T6 (specialist); BT7 (provisional license - PhD); T7 (PhD)
There are also two vocational lanes on the salary schedule: T1 (vocational - high school diploma) and T2 (vocational - associate degree or higher).
Past Policy
10: T1 (vocational - high school diploma); T2 (vocational - associate degree or higher); BT4 (provisional license - BA); T4 (BA); BT5 (provisional license - MA); T5 (MA); BT6 (provisional license - specialist); T6 (specialist); BT7 (provisional license - PhD); T7 (PhD)
|
| 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)? |
36
p. 6.
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$43,517
p. 6.
Past Policy
$40,962
Past Policy
$40,742
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$44,869
p. 6.
Past Policy
$42,235
Past Policy
$40,742
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$65,471
p. 6.
Past Policy
$60,686
Past Policy
$60,360
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$48,673
p. 6.
Past Policy
$45,816
Past Policy
$45,569
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$50,025
p. 6.
Past Policy
$47,088
Past Policy
$45,569
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$73,547
p. 6.
Past Policy
$68,288
Past Policy
$67,921
|
| 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? |
$89,299; PhD; 36
p. 6.
Past Policy
$83,116; PhD; 36
Past Policy
$82,669; PhD; 36
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Issue not addressed in scope of NCTQ reviewed documents
|
| 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
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
Yes
pp. 23 & 24.
|
| 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, vocational teachers can receive up to three years of work-experience credit (teachers must have worked an additional three years beyond the two years required for certification to get the maximum credit of three years)
p. 23.
|
| 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 (30%)
Professional growth (20%)
Professional practice (50%: Planning, Instructional delivery; Assessment of and for learning; Learning environment; Professionalism; Communication)
Georgia uses a matrix that combines the student growth and professional practice scores to reach a final rating.
pp. 6 & 8.
Past Policy
Student growth/achievement (50%)
Professional practice (50%: Planning, Instructional delivery, Assessment of and for learning, Learning environment, Professionalism and communication)
pp. 7 & 19.
Past Policy
Student growth/achievement (approximately 50%)
Student input (Surveys of instructional practice, used to inform final evaluation of teachers in 3-12)
Professional practice (approximately 50%: Planning, Instructional delivery, Assessment of and for learning, Learning environment, Professionalism and communication)
pp. 5, 7, 14 & 20.
|
| Do impartial third parties from outside the school serve as evaluators? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Does the evaluation include student input? |
Other
Optional, at discretion of district (unclear if Atlanta has opted to use surveys)
p. 3.
Past Policy
Student survey required-factors into evaluation rating
used to inform final evaluations of teachers in grades 3-12
Student surveys are used to inform the teacher's rating on the formative assessment (instructional practice) which comprises 50% of the teacher's summative rating.
p. 13.
Past Policy
Student survey required-factors into evaluation rating
used to inform final evaluations of teachers in grades 3-12
p. 14.
|
| What kind of feedback does a teacher receive following a formal observation(s)? |
Other
Written commentary "strongly recommended"; conference not required immediately following observation, however, a mid-year conference which addresses the observation, is required.
p. 12.
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 14.
|
| How many categories of ratings are there? |
4: Exemplary, Proficient, Needs Development, Ineffective
p. 20.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
at the discretion of the district
It is not clear if Clayton County has elected to have announced or unannounced observations or a combination thereof.
p. 11.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
student growth percentiles - Georgia's growth model (counts 30%)
The growth model uses two years of prior test data as pretest scores (one year is used when multiple years are not available).
pp. 6 & 16.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
district-developed and DOE approved Student Learning Objectives (counts 30%)
LEA Determined Measure(s): For teachers of non-SGP grades and courses, this component is
comprised of LEA Determined Measure(s) which may be Student Learning Objectives, the
School or District Mean Growth Percentile, or another measure identified or developed and
implemented by the LEA. It is not clear which measures Clayton County has opted to use.
pp. 6 & 16.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
p. 5.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
6: 2 formal (formative), 4 informal (walkthroughs)
Walkthrough observations shall be at least ten minutes in duration based on a limited number of Performance Standards. Formative observations shall be at least thirty minutes in duration and are based on all ten performance standards.
p. 11.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
issue not addressed in scope of NCTQ reviewed documents
There is a mid-year conference by which time presumably at least one observation will have taken place. (p. 9)
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
May
p. 9.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
30 minutes
p. 11.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
p. 5.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2: 1 informal (walkthrough), 1 formal (formative) (recommended by state)
The state requires two observations of the tenured teacher who was previously rated at least proficient (6 observations required for teacher previously rated less than proficient). Observations may be formal and/or informal at the discretion of the district. It is unclear whether Clayton has opted to follow the state's recommendation of 1 formal and 1 informal.
p. 12.
Past Policy
6: 2 formal (formative), 4 informal (walkthroughs)
Each formative observation will be directly tied to a formative assessment. Once the formative
observation has occurred, evaluators shall consider all observations (including walkthroughs)
and documentation to rate the ten Performance Standards using the performance appraisal
rubrics.
p. 10.
Past Policy
6: 4 informal (walkthroughs), 2 formal
p. 10.
|
| What is the deadline for the first formal observation of the tenured teacher? |
issue not addressed in scope of NCTQ reviewed documents
There is a mid-year conference by which time presumably at least one observation will have taken place.
p. 9.
|
| What is the deadline for the final evaluation of the tenured teacher? |
May
p. 9.
|
| What is the minimum length of a tenured teacher's formal observation? |
30 minutes
p 12.
|
|
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
|
| Does the district assign a mentor or support team to the teacher in remediation? |
issue not addressed in scope of NCTQ reviewed documents
|
| How many classroom observations (minimum) are required during remediation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How long is the remediation process? |
issue not addressed in scope of NCTQ reviewed documents
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
No
Board Policy GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Performance is the preponderant criterion.
Policy applies to situations in which the RIF is of less than an entire program. The superintendent establishes the procedures on a case-by-case basis weighing the following as the primary factors: Professional expertise, Effectiveness, Overall job performance and employment record. Tenure and seniority are only used when these factors cannot be readily determined among employees.
Board Policy GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
Seniority is only used when the primary factors cannot be readily determined among employees.
Board Policy GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| What is the notification deadline for teacher layoffs? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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 GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How long does a laid off teacher retain recall rights? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy GBKA: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
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? |
12.5 (12.5 sick, 3 of which may be used for personal reasons)
3-5 days of sick leave may be used for bereavement purposes.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| What is the total number of paid sick and personal days a teacher gets each year? |
12.5 (12.5 sick, 3 of which may be used for personal reasons)
3-5 days of sick leave may be used for bereavement purposes.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| Can unused sick days carry over from one year to the next? |
Yes
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| What is the maximum number of sick days a teacher can accumulate? |
180
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
6, or at any time the administration deems necessary
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
professional leave (7 days)
The amount of professional leave granted shall not exceed ten (10) school days with the first three (3) days to be deducted from the employee's personal leave, or in the absence of available personal leave days, the employee's salary.
Board Regulation GARH-R(1): https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
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? |
jury duty; military leave duty (18 days); military leave during times of emergency (30 days)
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
day before or after school holidays; during the first or last 3 days of the school term; when requests for personal leave is received less than one week in advance of the date requested (except in cases of emergencies)
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at the end of each school year? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
No; personal days are taken from sick leave.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
Board Policy GARH: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
issue not addressed in scope of NCTQ reviewed documents
Board Policy GBM: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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, mutual consent hiring - voluntary transfer applicants interview with hiring principals at Voluntary Transfer Fair
Human Resources has the authority to approve or disapprove the teacher's transfer.
Board Policy GBM: https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| 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
Board Regulation GBM-R(1): https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Other
first by school seniority, then by district seniority
Board Regulation GBM-R(1): https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
| How are teachers identified for excessing? |
first by school seniority, then by district seniority
Board Regulation GBM-R(1): https://eboard.eboardsolutions.com/ePolicy/PolicyOverview.aspx?S=4038&Sch=4038
|
|
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
|
