|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
100%
.
p. 50, Art. 15.02.
p. 11.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
not specified; only the employee contribution is specified
The School Board contributes $6,398 annual for benefits including the new Center for Employee Health. It is unclear how much of this contribution is allocated to employee health insurance plans.
pp. 9 & 11.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
no, district provides a chart listing employee contributions
p. 11.
|
|
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? |
resignation: June 20 for the following school year; retirement: issue not addressed in scope of NCTQ reviewed documents
p. 338 (pdf), Board Rule 6.52.I.A.
|
| 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? |
Yes
teachers who fail to meet resignation deadlines shall be subject to the jurisdiction of the Education Practices Commission
p. 338 (pdf), Board Rule 6.52.I.C.
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35-100% times the number of days multiplied by the teacher's daily rate of pay
Percentage of pay is determined by the years of service: years 0-3 = 35%; years 3-6 = 40%; 6-9 years = 45%; 10-12 years = 50%; 13+ years = 100%.
p. 50, Art. 15.08.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 37, Art. 10.04-3.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
the board agrees to reimburse teachers for all required courses mandated by the Superintendent & the Board, including courses required by state where a teacher has been assigned out of field, unless such assignment was made at the request of the teacher
Reimbursement shall not apply in the case of courses taken as required for certificate renewal, nor for certification in other subject areas upon the volition of the teacher.
p. 15, Art. 5.11.
|
| 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
|
| STUDENTS: How many hours, minimum, are students scheduled to be in school each year? |
Elementary: 1260 hours (total); Secondary: 1215 - 1290 hours (total)
Calculated based on 180 days X 7 hour school day (elementary and middle), 6 hour, 55 minute - 7 hour, five minute school day (secondary).
Secondary school hours vary among schools.
|
| 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
|
|
School Day
|
| How long is the school day for elementary students? |
7 hours (total)
|
| How long is the school day for secondary students? |
6 hours, 55 minutes - 7 hours, 5 minutes (total)
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
7 hours, 30 minutes
p. 19, Art. 6.05.
|
| How much time is the teacher required to be on-site beyond the length of the student day? (This does not include time for meetings) |
issue not addressed in scope of NCTQ documents
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
elementary: 45 consecutive minutes per day; middle: equivalent of one regular period of instruction
p. 14, Art. 5.08-1.
|
| How much planning time does a secondary teacher receive? |
equivalent of one regular period of instruction
p. 14, Art. 5.08-1.
|
| 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? |
Non-traditional salary schedule / salary document
Levels do not correlate to experience; evaluation rating determines salary increase / level advancement.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the average percent increase in pay earned for each additional year of experience? |
N/A; this non-traditional salary schedule utilizes levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| 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% (this non-traditional salary schedule utilizes levels - annual evaluation rating, not experience, determines the number of levels a teacher advances each year.)
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the 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) |
N/A; this non-traditional salary schedule utilizes levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the average difference between the master's and bachelor's salary? |
$2,685
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
4: BA, MA, Specialist, PhD
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| 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)? |
N/A; this non-traditional salary schedule contains 456 levels and each level increases by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$40,100 (this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year)
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
N/A; this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$62,250 (this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.)
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$42,785 (this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.)
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
Past Policy
$42,185 (years of experience are no longer a factor in salary determination)
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
N/A; this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$64,935 (this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year)
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the 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? |
$67,935; PhD; this non-traditional salary schedule utilizes 456 levels, which increase by $50 over the previous level. Annual evaluation rating, not experience, determines the number of levels a teacher advances each year.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
Teachers with a highly effective rating receive a larger salary adjustment than those with an effective rating.
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
p. 1.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Other
Teachers with a highly effective rating receive a larger salary adjustment than those with an effective rating (salary adjustments are not provided to teachers who do not earn a highly effective or effective rating).
Evaluation rating determines level advancement on the performance pay schedule. Highly effective teachers receive a $750 salary increase by advancing 15 levels on the schedule. Effective teachers earn a $550 salary increase by advancing 11 levels on the schedule.
p. 1.
|
| Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? |
teachers rated in the year prior as highly effective on the Instructional Practice portion of their evaluation and who transfer to a middle or high school rated as a D or F are eligible for a $1,500 transfer incentive bonus; teachers in Priority or Focus Schools who meet FCAT goals and are rated highly effective on the Instructional Practice portion of their evaluation are eligible for $1,500 performance incentive and a $500 retention incentive if they continue to teach in the school the following year
pp. 68 & 69, MOU - Differentiated Accountability Transfer and Retention Incentive.
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
yes, teachers in schools rated as a D or F are eligible for a $500 bonus if the school's grade improves to a B by year's end and meets AMOs
p. 68, MOU - Differentiated Accountability Transfer and Retention Incentive.
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
yes; teachers rated in the year prior as highly effective on the Instructional Practice portion of their evaluation and who transfer to a middle or high school rated as a D or F are eligible for a $1,500 transfer incentive bonus; teachers in Priority or Focus Schools who meet FCAT goals and are rated highly effective on the Instructional Practice portion of their evaluation are eligible for $1,500 performance incentive and a $500 retention incentive if they continue to teach in the school the following year; and teachers in schools rated as a D or F are eligible for a $500 bonus if the school's grade improves to a B by year's end and meets AMOs
pp. 68 & 69, MOU - Differentiated Accountability Transfer and Retention Incentive.
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
yes, special education teachers earn bonuses of $823
p. 91, App. C.
Past Policy
yes, special education teachers earn bonuses of $770-$823
p. 77, App. C.
|
| 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? |
$617
p. 96, App. C.
Past Policy
$578-$617, depending on size of department
p. 77, App. C.
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
Yes
Teachers remain at the beginning BA step until certification is earned.
p. 56, 16.02.5.
|
| 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, up to 10 years of work experience will be recognized for teachers in positions requiring work experience for certification or for vocational teachers
p. 55, 16.02.3.a. & p. 56, 16.04.
|
| 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 (35%)
Professional and ethical behaviors (20%)
Professional Practice (45%: 90% of which is based on the three instructional domains: Domain I [Art and science of teaching, counts 60%], Domain 2 [Planning and preparing, counts 20%] and Domain 3 [Evaluating personal performance, counts 20%]; 10% of which is the Deliberate practice score)
The deliberate practice score shall reflect the teacher’s growth on elements that he or she selects from Domain 1 for which he or she has data the prior year from formal, informal, or walkthrough observation(s).
pp. 27, 52-54 & 56.
Past Policy
Student Growth/Achievement (50%)
Professional Practice (50%: 90% of which is based on the Instructional Status score [Classroom strategies and behaviors-60%, Planning and preparation-20%, Reflection on Teaching-10%, Collegiality and Professionalism-10%]; 10% of which is based on the Deliberate Practice score [see footnote])
For the Deliberate Practice portion of the evaluation, the score reflects the growth of one element of a domain identified as in need of growth based on previous evaluation. If no previous evaluation is available, a self-evaluation may be used to select an area in need of growth.
p. 36, Sec. V.A, p. 37, Sec. V.B, & p. 39, Sec. V.B.
|
| Do impartial third parties from outside the school serve as evaluators? |
Optional
Only supervising administrators will observe/evaluate instructional employees. Instructional employees may request additional observations from a different evaluator. It will be at the discretion of the district as to whether the additional evaluator will be a supervising administrator, a school administrator from another school, or a credentialed administrator from the district office.
pp. 82 & 83.
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
No
Only supervising administrators will observe/evaluate instructional employees.
p. 82.
|
| 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
pp. 57 & 81.
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 44, Art. 12.02(6).
p. 331 (pdf), Board Rule 6.40.VIII.
|
| How many categories of ratings are there? |
4: Highly Effective, Effective, Developing/Needs improvement, Unsatisfactory
The "developing" rating is reserved for teachers in their first three years.
pp. 10 & 79.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
Formal observations are announced. Informal observations and walkthroughs are unannounced.
pp. 57 & 59.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
value-added measure (counts 35%)
pp. 11 & 27.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
statewide assessments and/or comprehensive, district approved exams and/or comprehensive principal selected, teacher selected pre and post exams (counts 35%)
p. 7.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Other
tenure nonexistent, teachers in the first three years receive an informal mid-year evaluation and a final annual evaluation. All other teachers are evaluated annually.
Tenure is nonexistent in Florida - all teachers work under annual contracts - however, Category 1 teachers (teachers in first three years) are subject to different evaluation requirements.
pp. 66 & 67.
p. 44, Art. 12.01
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
4: 2 formal (announced), 2 informal (announced)
All teachers hired after July, 2011 work under annual contracts; tenure is nonexistent. However, teachers in the first three years are considered Category 1 teachers and are subject to different evaluation requirements.
pp. 57 & 59, 60, 66 & 67.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
1st year probationary teacher: within first 45 days; 2nd and 3rd year teachers, end of 1st semester
Tenure is nonexistent in Florida - all teachers work under annual contracts - however, Category 1 teachers (teachers in first three years) are subject to different evaluation requirements. Second and third year teachers must be informally observed within the first 45 days of school.
pp. 66 & 68.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
prior to the end of April
p. 67.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
25 minutes
p. 57.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
Tenure is nonexistent in Florida - all teachers work under annual contracts - however, Category 1 teachers (teachers in first three years) are subject to different evaluation requirements.
p. 44, Art. 12.01.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2: 1 formal (announced), 1 informal (unannounced)
pp. 57 & 59, 68.
|
| What is the deadline for the first formal observation of the tenured teacher? |
last week of March (required), last week of January (recommended)
p. 68.
|
| What is the deadline for the final evaluation of the tenured teacher? |
end of May
p. 69.
|
| What is the minimum length of a tenured teacher's formal observation? |
25 minutes
p. 57.
|
|
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? |
Timeline between remediation and dismissal not defined
p. 83.
p. 45, Art. 12.05.
|
| 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? |
4
2 formal, 2 informal
p. 60.
|
| How long is the remediation process? |
case-by-case (reasonable length of time to correct deficiencies)
p. 44, Art. 12.02(3).
|
| 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
The teacher may request an additional observation from a different evaluator, however, there is no evidence that the teacher may request a new evaluation.
p. 46, Art. 12.07.
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
District acknowledges state law.
Article 7, Vacancies, Transfers, and Reductions in Force, does not reflect changes to state law which require that performance be the top criterion in layoffs (FL. Statute Title XLVIII, Ch. 1012.33(5). Article 19.02 states: Should any provision of this Agreement be declared illegal by a court of competent jurisdiction or as a result of state or federal legislation, said provisions shall be automatically modified by mutual agreement of the parties to the extent that it violates the law, therefore, state law supersedes the contract.
p. 61, Art. 19.02.
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
District acknowledges state law.
Article 7, Vacancies, Transfers, and Reductions in Force, does not reflect changes to state law which require that performance be the top criterion in layoffs (FL. Statute Title XLVIII, Ch. 1012.33(5). Article 19.02 states: Should any provision of this Agreement be declared illegal by a court of competent jurisdiction or as a result of state or federal legislation, said provisions shall be automatically modified by mutual agreement of the parties to the extent that it violates the law, therefore, state law supersedes the contract.
p. 61, Art. 19.02.
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
however seniority may only be one of several criteria used in determining the order of layoffs, performance must be top criterion in accordance with state law
Article 7, Vacancies, Transfers, and Reductions in Force, does not reflect changes to state law which require that performance be the top criterion in layoffs (FL. Statute Title XLVIII, Ch. 1012.33(5). Article 19.02 states: Should any provision of this Agreement be declared illegal by a court of competent jurisdiction or as a result of state or federal legislation, said provisions shall be automatically modified by mutual agreement of the parties to the extent that it violates the law, therefore, state law supersedes the contract.
p. 23, Art. 7.05-1 & p. 61, Art. 19.02.
|
| What is the notification deadline for teacher layoffs? |
30 days before effective date of layoff unless a district financial crisis exists.
p. 23, Art. 7.05-2.
|
| When the district needs to hire new teachers, are laid off teachers either given recall rights or preference? |
Yes-mandatory recall of all teachers in inverse order of layoffs
p. 23, Art. 7.05-5.
|
| How long does a laid off teacher retain recall rights? |
18 months
p. 23, Art. 7.05-3.
|
|
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, 6 of which may be used for personal reasons)
p. 33, Art. 10.02-1 & p. 37, Art. 10.04 & 10.04-3.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
10 (10 sick, 6 of which may be used for personal reasons)
p. 33, Art. 10.02-1 & p. 37, Art. 10.04 & 10.04-3.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 33, Art. 10.02-2.
|
| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
p. 37, Art. 10.04-3.
|
| What is the maximum number of sick days a teacher can accumulate? |
no maximum
p. 33, Art. 10.02-2.
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
number of days not specified; district has the right to request medical certification from a district-approved doctor
p. 289 (pdf), Ch. 6.171 & p. 360 (pdf), Ch. 6.549.I.E.
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
2 days professional development leave (1 or more day for school visitation or attending meetings/conferences; school visitation limited to 2 days); 1 year partially paid sabbatical leave (half salary)
Teachers must have have four (4) or more years of service in Osceola County to be eligible for sabbatical leave. No more than one percent (1%) of the teachers shall be granted sabbatical leave.
p. 38, Art. 10.08-1 & p. 41, Art. 10.10.
|
|
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-in-line-of-duty (10 days), jury duty, court subpoena
p. 37, Art. 10.03 & p. 38, Art. 10.07.
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
yes
The Board will establish days with pay per year for the Association to use for annual conferences, based on 4.5% of the OCEA membership on June 1 of each year. Any fraction will be rounded up to the next whole number.
p. 8, Art. 4.16.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
issue not addressed in scope of NCTQ reviewed documents
|
| 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.
p. 37, Art. 10.04-3.
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35-100% times the number of days multiplied by the teacher's daily rate of pay
Percentage of pay is determined by the years of service: years 0-3 = 35%; years 3-6 = 40%; 6-9 years = 45%; 10-12 years = 50%; 13+ years = 100%.
p. 50, Art. 15.08.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 37, Art. 10.04-3.
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
yes
p. 22, Art. 7.03-4.
|
| 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
p. 21, Art. 7.02-3. & p. 99, App. E.
|
| 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? |
Superintendent may transfer any teacher in case of emergency subject to subsequent approval by board
p. 396 (pdf), Board Rule 6.93.
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Other
district acknowledges state law
Article 7, Vacancies, Transfers, and Reductions in Force, does not reflect changes to state law which require that the educational needs of the district and performance evaluations be used to identify teachers for excessing (FL. Statute Title XLVIII, Ch. 1012.33(5). Article 19.02 states: Should any provision of this Agreement be declared illegal by a court of competent jurisdiction or as a result of state or federal legislation, said provisions shall be automatically modified by mutual agreement of the parties to the extent that it violates the law, therefore, state law supersedes the contract.
p. 61, Art. 19.02
|
| How are teachers identified for excessing? |
district acknowledges state law which supersedes contract requirements that teacher be identified by seniority (state law requires that they be identified by education needs of district and performance evaluations, FL statute 1012.33 (5)
p. 61, Art. 19.02.
|
|
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
|