|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
85% (for teachers hired on or before June 30, 2011, the district will pay 87%)
pp. 42 & 43, Art. 22.B.
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
85% (for teachers hired on or before June 30, 2011, the district will pay 87%)
pp. 42 & 43, Art. 22.B.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
No, a percentage (85% for those hired on or after July 1, 2011, and 87% for those hired on or before June 30, 2011) is specified.
pp. 42 & 43, Art. 22.B.
|
|
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? |
Yes
teachers who give notice by Feb. 1 for retirement/resignation effective July 1 qualify for termination pay at 2% of unused sick days, and those who give notice by March 1 for retirement/resignation effective July 1 qualify for 1%.
Any unit member who retires or resigns effective July 1 of any year and who files the necessary documents committing to such intent no later than February 1 of that year shall receive termination pay at his/her current salary rate equal to two percent (2%) of his/her accumulated unused sick leave as of the date of retirement or resignation. If such notice is filed no later than March 1 of that year the termination pay will be equal to one percent (1%) of accumulated unused sick leave as of the date of retirement or resignation.
p. 22, Art. 15.F.
|
| 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
current salary rate equal to 2% of accumulated unused sick leave as of the date of retirement
p. 22, Art. 15.F.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Issue not addressed in scope of NCTQ reviewed documents
Unused personal leave in excess of five days converts to sick leave.
p. 22, Art. 16.A.1.c.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
p. 18, Art. 13.B.
|
| Can a teacher receive financial support to cover National Board certification fees? |
Yes, teachers may use available graduate credit reimbursement for National Board certification work.
p. 18, Art. 13.B.
|
|
School Year
|
| STUDENTS: How many days are students in school? |
181
Past Policy
180
Past Policy
180
Past Policy
187
|
| STUDENTS: How many hours, minimum, are students scheduled to be in school each year? |
Elementary: 1,176 hours, 30 minutes (total), middle & secondary: 1,221 hours, 45 minutes (total)
Calculated by multiplying the number of student days by the length of the student day (181 days x 6 hours, 30 minutes [elementary], 6 hours, 45 minutes [middle and secondary]).
Past Policy
Elementary: 1,170 (total), middle & secondary: 1,215 (total)
Calculated by multiplying the number of student days by the length of the student day (180 days x 6 hours, 30 minutes [elementary], 6 hours, 45 minutes [middle and secondary]).
Past Policy
elementary: 1,170 (total), middle & secondary: 1,215 (total)
Calculated by multiplying the number of student days by the length of the student day (180 days x 6 hours, 30 minutes [elementary], 6 hours, 45 minutes [middle]).
|
| TEACHERS: How many days are teachers in school? |
193
Past Policy
192
Past Policy
192
Past Policy
198
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
elementary: 13; secondary: 15
Past Policy
elementary: 14; secondary: 13.5
Past Policy
elementary: 14; secondary: 13.5
Past Policy
elementary: 13.5; secondary: 13
|
|
School Day
|
| How long is the school day for elementary students? |
Elementary: 6 hours, 30 minutes (total), middle: 6 hours, 45 minutes (total)
|
| How long is the school day for secondary students? |
6 hours, 45 minutes (total)
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
No longer than 7 hours, 35 minutes
p. 25, Art. 18.A.
|
| 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 reviewed documents
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
4 hours, 10 minutes a week (with at least 3 hours, 40 minutes of such time scheduled in blocks of not less than 55 minutes)
Elementary teachers shall have at least thirty (30) consecutive minutes of preparation time during each regular student day.
p. 27, Art. 18.F.2.
|
| How much planning time does a secondary teacher receive? |
50 minutes a day
pp. 26 & 27, Art. 18.F.1.
|
| How much teacher planning time is designated for collaborative planning? |
No additional time is provided; principals will support teacher initiated collaboration among educators through the use of individual planning periods.
p. 27, Art. 18.F.4.
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Traditional salary schedule (step and lane)
p. 1 (pdf).
|
| What is the average percent increase in pay earned for each additional year of experience? |
2.7%
p. 1 (pdf).
Past Policy
2.4%
|
| 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) |
2.2%
p. 1 (pdf).
Past Policy
1.1%
|
| 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. 1 (pdf).
Past Policy
3.4%
|
| What is the average difference between the master's and bachelor's salary? |
$15,324
p. 1 (pdf).
Past Policy
$13,139
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
5: BA; BA+30; MA; MA+30; PhD
p. 1 (pdf).
Past Policy
6: Provisional certificate; BA - Standard Professional Certificate; BA+30; MA; MA+30; 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)? |
Bachelor's: 12;
Masters': 25
p. 1 (pdf).
Past Policy
bachelor's: 12;
masters': 28
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$47,588
p. 1 (pdf).
Past Policy
$47,351
Past Policy
$47,351
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$52,070
p. 1 (pdf).
Past Policy
$51,810
Past Policy
$50,854
|
| What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule? |
$64,554
p. 1 (pdf).
Past Policy
$64,231
Past Policy
$64,231
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$51,003
p. 1 (pdf).
Past Policy
$50,748
Past Policy
$50,748
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$56,338
p. 1 (pdf).
Past Policy
$56,056
Past Policy
$54,995
|
| What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? |
$99,018
p. 1 (pdf).
Past Policy
$95,126
Past Policy
$95,126
|
| 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? |
$102,432; PhD; 25
p. 1 (pdf).
Past Policy
$98,523; PhD; 28
Past Policy
$98,523; PhD; 29
|
|
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'? |
In critical needs subjects, as determined by the Superintendent, teachers may receive credit for up to 10 years of professional work experience.
p. 14, Art. 12.A.4.
|
| Can a teacher who has National Board certification earn additional pay? |
Yes, $2,000 annually for the life of the certificate
p. 36, Art. 20.(5).
|
| 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
p. 36, Art. 20.(1) & (2).
|
| 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, in critical needs subjects, as determined by the Superintendent, teachers may receive credit for up to 10 years of professional work experience.
Related professional work experience includes teaching at least 9 credits per semester in the related area at the college/university level. Credit for related professional work experience may only be awarded if the teacher (applicant) was eligible for a Maryland teaching certificate at the time of the professional work experience. This provision only applies to teachers hired beginning in FY08.
p. 14, Art. 12.A.4.
|
| 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 (50%)
Professional Practice (50%: Planning and preparation-12.5%, Classroom Environment - 12.5%, Instruction-12.5%, Professional responsibilities-12.5%)
p. 3.
|
| 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? |
other
Optional - peers might offer "support" during evaluation process, but may not have an evaluative role.
Support received from resource teachers, new teacher mentors, discipline-specific support teachers and any other teacher level position will be intended solely for the purpose of helping the teacher improve
p. 11.
|
| 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
Note: The contract states that the post-observation conference is optional, at the request of the teacher or evaluator.
p. 12.
p. 6, Art. 5.C.
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 10.
|
| How many categories of ratings are there? |
3: Highly Effective, Effective, Ineffective
p. 3.
|
| Are evaluators required to give notice of an observation? |
Optional
pp. 11 & 12.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
Student learning objectives using 3 data points to assess progress (count 50%)
Teachers set Student Learning Objectives for which they must offer three data points (baseline, mid-year and end of year) to assess progress. These data points include use of Maryland's Measures of Academic Progress in grades 1-8, a norm-referenced measure of student growth over time. It is unclear if teachers are required to use a standardized measurement on the high school level.
p. 18.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
Student Learning Objectives (Count 50%, assessed by using 3 data points for each SLO which measure student progress by a baseline, mid-year and end of year data point)
p. 18.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
p. 5, Art. 5.A.
p. 6
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
4
p. 5, Art. 5.A.
p. 7.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
Issue not addressed; however, the first two of four required observations must occur in the first semester.
p. 7.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
End of year
p. 10.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
1 entire instructional period (recommended)
p. 11.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Other
Summative 1x/3yr; in off years, evaluation based on student growth in current year and professional practice score of previous year.
If the tenured teacher was rated ineffective at the end of the year, s/he is evaluated on student growth and professional practice in the following year.
p. 5, Art. 5.B.
pp. 5 & 6.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2
p. 5, Art. 5.B.
p. 7.
|
| What is the deadline for the first formal observation of the tenured teacher? |
End of first semester
p. 7.
|
| What is the deadline for the final evaluation of the tenured teacher? |
End of year
p. 10.
|
| What is the minimum length of a tenured teacher's formal observation? |
1 entire instructional period (recommended)
p. 11.
|
|
Consequences of a Negative Evaluation
|
| Following an unsatisfactory final evaluation, how much time must a tenured teacher (or annual contract where tenure nonexistent) be in formal remediation before s/he may be dismissed or non-renewed at the end of the school year? |
1 year (dismissal allowed)
p. 48.
|
| 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? |
5
Four by administrator/supervisor, one observation must be by someone other than teacher's immediate supervisor
p. 47.
|
| How long is the remediation process? |
Case-by-case, up to 1 year
Remediation takes place in the year following an unsatisfactory evaluation.
pp. 47 & 48.
|
| 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
When the teacher is in remediation, s/he must be observed once by an individual other than the teacher's supervisor (p. 47).
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
Yes
p. 15, Art. 12.D.1.
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Multiple criteria including performance and seniority
Non-tenured are laid off before tenured. Within each category, teachers are laid off based on: certification, district seniority and ability to teach the subject area. It is not clear how the district determines a teacher's ability to teach the subject area.
p. 15, Art. 12.D.1.
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
p. 15, Art. 12.D.1.f.
|
| What is the notification deadline for teacher layoffs? |
Issue not addressed in scope of NCTQ reviewed documents
|
| 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. 16, Art. 12.D.1.g. & D.2 & 3.
|
| How long does a laid off teacher retain recall rights? |
Indefinitely
No new teacher shall be hired until all laid-off teachers are recalled.
p. 16, Art. 12.D.2.
|
|
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)
p. 21, Art. 15.A.1 & p. 22, Art. 16.A.1.a.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
13 (10 sick, 3 personal)
p. 21, Art. 15.A.1 & p. 22, Art. 16.A.1.a.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 21, Art. 15.A.2.
|
| Can unused personal days carry over from one year to the next? |
Yes
personal leave days may accumulate up to 5 days. Any days in excess of 5 shall convert to sick leave.
p. 22, Art. 16.A.1.c.
|
| What is the maximum number of sick days a teacher can accumulate? |
No maximum
p. 21, Art. 15.A.2.
|
| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
40 days for use for association business to be shared among all teachers; 1 day for up to 35 unit members to attend the annual corporate meeting of the Maryland State Education Association
p. 20, Art. 14.S & T.
|
|
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 for immediate family (5 days), bereavement for extended family (2 days), jury duty, court subpoena, military for emergency temporary active duty (15 days)
Extended family shall include aunts, uncles, nieces, or nephews.
pp. 21 & 22, Art. 15.B; p. 23, Art. 16.A.2; p. 23, Art. 16.A.3.
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
Yes, 40 days for use for association business to be shared among all teachers; 1 day for up to 35 unit members to attend the annual corporate meeting of the Maryland State Education Association
p. 20, Art. 14.S & T.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
When used to extend holidays/vacations, or when teachers gives notice less than 24 hours in advance
pp. 22 & 23, Art. 16.A.1.b & c.
|
| 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? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
current salary rate equal to 2% of accumulated unused sick leave as of the date of retirement
p. 22, Art. 15.F.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
Issue not addressed in scope of NCTQ reviewed documents
Unused personal leave in excess of five days converts to sick leave.
p. 22, Art. 16.A.1.c.
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
Issue not addressed in scope of NCTQ reviewed documents
|
| 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? |
Optional, teachers may be referred to a site-based interview based upon results of Curriculum Interview results
Based upon Preliminary Interview results with HR, a completed online employment application, and school system needs, candidates may be referred to a Curriculum Interview through HR. Following that interview, they might be referred to a site-based interview.
Howard County, Teacher Careers: http://www.hcpss.org/employment/teacher-careers/
p. 7, Art. 6.A.3.
|
| 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? |
Seniority is only one of the factors considered.
p. 8, Art. 6.B.2.
|
| How are teachers identified for excessing? |
Multiple criteria applied in no particular order, including area of competence, district seniority, number of times teacher has been involuntarily transferred and how recently, other relevant factors such as adherence to state laws and regulations,
p. 8, Art. 6.B.2.
|
|
Placing Excessed Teachers
|
| How are excessed teachers assigned to schools? |
Central office places excessed teachers based on their preferences, method of placement not clear.
p. 8, Art. 6, B.1.d.
Board Policy 7090.IV: http://www.hcpss.org/board/policies/
|
| 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
|
