Cleveland Metropolitan School District, Ohio

Compensation - Fringe Benefits questions

Health and Wellness
What is the maximum portion of the employee's health insurance premium paid by the employer?	90% Employees are required to pay 10% of the monthly premium subject to a monthly cap of $100. p. 149, Art. 30, Sec. 2.A.
What is the maximum portion of the employee's dependents' health insurance premium paid by the employer?	90% Employees are required to pay 10% of the monthly premium subject to a monthly cap of $220. p. 149, Art. 30, Sec. 2.A.
Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap?	No, the district only specifies the percentage (90%) of the premium, up to a specified monthly dollar cap, that employees are required to pay. Employees are required to pay 10% of the monthly premium subject to a monthly cap of $100 for employee-only coverage and $220 for family coverage. p. 149, Art. 30, Sec. 2.A.
Pensions/Retirement
Are there incentives for a teacher to take early retirement?	Yes a teacher with at least 10 years retirement credit and who gives the district "reasonable, advance notice" will receive a cash payment equal to the value of 30% of their accumulated sick leave credit not to exceed $30,000. p. 141, Art. 27, Sec. 1 & 3.
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 District reports that teachers must give notification by July 10 according to state law. No citation given or found.
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 District reports that the teacher could have his or her licensure temporarily suspended by the state. No citation given or found.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes daily rate of pay for 30% of accumulated sick leave, limited to $30,000 p. 141, Art. 26, Sec. 1.
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?	Yes Each year, up to 50 teachers, who decide to seek certification in a high need area, may participate in the program. Participating teachers must work for the district for an additional 5 years after obtaining certification or must repay the School Board. Teachers may receive up to $5,000 in reimbursement. p. 140, Art. 26, Sec. 9.
Can a teacher receive financial support to cover National Board certification fees?	Issue not addressed in the scope of NCTQ reviewed documents

Calendar questions

School Year
STUDENTS: How many days are students in school?	173 Students in year-round schools operate under a different schedule. Kindergartners attend 167 days.
STUDENTS: How many hours, minimum, are students scheduled to be in school each year?	1,153 hours, 20 minutes (instructional) Calculated by multiplying the length of the student day by the length of the student school year (6 hours, 40 minutes x 173). p. 28, Art. 9, Sec. 2.A.1.
TEACHERS: How many days are teachers in school?	184
TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days)	12.5 Kindergarten teachers are required to on-site without students three additional days (for a total of 15 days). Past Policy 12 Kindergarten teachers are required to on-site without students three additional days (for a total of 15 days). Past Policy 12 Past Policy 10.1 Past Policy 9 Past Policy 9 2011-2012 School Year Calendar Past Policy 12 2010-2011 School Year Calendar Past Policy 14 2009-2010 School Year Calendar Past Policy 7 2008-2009 School Year Calendar
School Day
How long is the school day for elementary students?	6 hours, 40 minutes (instructional) p. 28, Art. 9, Sec. 2.A.1.
How long is the school day for secondary students?	6 hours, 40 minutes (instructional) p. 28, Art. 9, Sec. 2.A.1.
How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch)	7 hours, 20 minutes p. 28, Art. 9, Sec. 2.A.1.
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)	10 minutes before start of day, plus 200 minutes per week of planning either before or after the student day (scheduled Monday through Thursday in 50-minute increments) Teachers at Louisa May Alcott will be exempt from the ten (10) minutes unassigned time at the start of the instructional day. p. 28, Art. 9, Sec. 2.A.1 & p. 29, Art. 9, Sec. 2.A.2.
Preparation Time
How much planning time does an elementary teacher receive?	50 minutes per day, plus 200 minutes per week either before or after the student day (scheduled Monday through Thursday in 50-minute increments). pp. 28 & 29, Art. 9, Sec. 2.A.1 & 2.
How much planning time does a secondary teacher receive?	1 planning period per day, plus 200 minutes per week of planning either before or after the student day (scheduled Monday through Thursday in 50-minute increments). pp. 28 & 29, Art. 9, Sec. 2.A.1 & 2.
How much teacher planning time is designated for collaborative planning?	50 minutes of planning time per week within the instructional day, plus 200 minutes of planning time per week before or after the instructional day, which may be used for collaborative planning. All middle school teachers shall have one common planning period per day. p. 29, Art. 9, Sec. 2 & p. 234, Art. 10, Sec. 1.F.2.b.

Class Size questions

Class Size Restrictions
What are the class size restrictions?	PK: 20; K-3: 25; 4-8: 28; 9-12: 30 District reports that class size restriction for prekindergarten is 18 with a paraprofessional. No citation given or found. p. 38, Art. 10, Sec. 1.A. Past Policy PK: issue not addressed in scope of NCTQ reviewed documents K-3: 25 4-8: 28 9-12: 30 p. 36, Art. 10. Sec. 1. A. Past Policy PK: issue not addressed in scope of NCTQ reviewed documents K-3: 25 4-8: 28 9-12: 30 p. 37, Art. 10. Past Policy PK: issue not addressed in scope of NCTQ reviewed documents K-3: 20 4-5: 25 6-8 in K-8 schools: 170 students per day 6-12: district-wide average of 150 students per day, maximum of 170 students per day p. 16, Art. 10. Sec. 1. A. & Sec. 1. B.
What happens when the class size limit is exceeded?	A paraprofessional is assigned to the class Teacher receives additional compensation Other Reassignment of teachers or students; add an additional classroom teacher p. 39, Art. 10, Sec. 1.B. Past Policy A new class must be formed A paraprofessional is assigned to the class Teacher receives additional compensation Other reassignment of teachers or students p. 36, Art. 10. Sec. 1. B. Past Policy A new class must be formed A paraprofessional is assigned to the class Teacher receives additional compensation pp. 37 & 38, Art. 10. Past Policy A new class must be formed A paraprofessional is assigned to the class Teacher receives additional compensation eligible for expedited arbitration p. 16, Art. 10. Sec. 1. A. & Sec. 1. B. Past Policy A new class must be formed A paraprofessional is assigned to the class Teacher receives additional compensation eligible for expedited arbitration p. 50, Art. 10. Sec. 1. A & B.

Compensation - Salary questions

Structure of the Salary Schedule
What type of salary schedule is in use?	Non-traditional salary schedule / salary document Advancement on the schedule is dependent upon accumulation of Achievement Units. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. p. 157, Art. 31, Sec. 3.
What is the average percent increase in pay earned for each additional year of experience?	N/A; salary is not based on experience. The average increase earned for advancing a level is 4.9%. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.)
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)	2.0% The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy -1.3% (a one-time $1,500 bonus was provided to teachers in 2014-2015, which caused salaries to be higher than they are in 2015-2016) Teachers who had previously transitioned to the differentiated compensation salary schedule received a one-time $1,500 bonus in 2014-2015. The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy 2.4% (based on the bonus provided to teachers at each level in 2014-15) Teachers who had previously transitioned to the differentiated compensation salary schedule received a one-time $1,500 bonus in 2014-2015. Past Policy n/a, this is the first year of a new salary schedule Past Policy 0% Past Policy 2.9% Past Policy -2.8% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy -2.8% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy 0% 2008-2009 Salary Schedule, 2009-2010 Salary Schedule Past Policy 3 2007-2008 Salary Schedule, 2008-2009 Salary 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)	7.0% (based on the assumption of level advancement each year) The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy 3.4% (based on the assumption of level advancement each year) Teachers who had previously transitioned to the differentiated compensation salary schedule received a one-time $1,500 bonus in 2014-2015 (this bonus made 2014-2015 salaries higher than in 2015-2016). The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy 7.3% (based on assumption of level advancement each year and on the bonus provided to teachers in 2014-15) Level advancement requires accumulating 15 ACs. 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Teachers who had previously transitioned to the differentiated compensation salary schedule received a one-time $1,500 bonus in 2014-2015. Past Policy n/a, this is the first year of a new salary schedule and salary is not based on experience Past Policy 1.84% Past Policy 4.8% Past Policy -1.1% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy -1.1% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule
What is the average difference between the master's and bachelor's salary?	$0 (salary is not differentiated by educational attainment) The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.)
How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule?	1 (salary is not differentiated by educational attainment) The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.)
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)?	14 (applies to any teacher - regardless of educational attainment; maximum salary is reached if teacher advances one level each year) The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.)
Annual Salary
What is the annual salary for a fully certified, first year teacher with a bachelor's degree?	Salary is determined neither by education nor years of experience. All first year teachers earn $43,490. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy salary is determined neither by education nor years of experience; all first year teachers earn $42,637 The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is determined neither by education nor years of experience; all first year teachers earn $43,715 Past Policy salary is not determined by education; all new hires with less than 5 years experience earn 42,215 Past Policy 37,412 Past Policy 37,412 Past Policy 36,836 2010-2011 Salary Schedule Past Policy 37,412 2009-2010 Salary Schedule Past Policy 37,412 2008-2009 Salary Schedule
What is the annual salary for a teacher with a bachelor's degree and 5 years of experience?	Salary is determined neither by education nor years of experience. A teacher with 5 years of experience earns a salary between $43,490 and $65,086, depending on evaluation ratings and level movement. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy salary is determined neither by education nor years of experience; a teacher with 5 years of experience earns a salary between $42,637 and $63,810 depending on evaluation ratings and level movement The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is determined neither by education nor years of experience; a teacher with 5 years of experience earns a salary between $43,715 and $64,678 depending on evaluation ratings and level movement Level advancement requires accumulating 15 ACs. 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is not determined by education; all new hires with 5 or more years of experience earn 45,782 Past Policy 44,886 Past Policy 44,886 Past Policy 42,841 2010-2011 Salary Schedule Past Policy 44,886 2009-2010 Salary Schedule Past Policy 44,886 2008-2009 Salary Schedule
What is the annual salary for a teacher with a bachelor's degree on the highest step of the salary schedule?	Salary is determined neither by education nor years of experience. The maximum salary a teacher can earn is $84,230. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.)
What is the annual salary for a fully certified, first year teacher with a master's degree?	Salary is determined neither by education nor years of experience. All first year teachers earn $43,490. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy salary is determined neither by education nor years of experience; all first year teachers earn $42,637 The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is determined neither by education nor years of experience; all first year teachers earn $43,715 Past Policy salary is not determined by education; all new hires with less than 5 years experience earn 42,215 Past Policy 39,365 Past Policy 39,365 Past Policy 38,759 2010-2011 Salary Schedule Past Policy 39,365 2009-2010 Salary Schedule Past Policy 39,365 2008-2009 Salary Schedule
What is the annual salary for a teacher with a master's degree and 5 years of experience?	Salary is determined neither by education nor years of experience. A teacher with 5 years of experience earns a salary between $43,490 and $65,086, depending on evaluation ratings and level movement The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy salary is determined neither by education nor years of experience; a teacher with 5 years of experience earns a salary between $42,637 and $63,810 depending on evaluation ratings and level movement The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is determined neither by education nor years of experience; a teacher with 5 years of experience earns a salary between $43,715 and $64,678 depending on evaluation ratings and level movement Level advancement requires accumulating 15 ACs. 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is not determined by education; all new hires with 5 or more years of experience earn 45,782 Past Policy 51,911 Past Policy 51,911 Past Policy 49,151 2010-2011 Salary Schedule Past Policy 51,911 2009-2010 Salary Schedule Past Policy 51,911 2008-2009 Salary Schedule
What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule?	Salary is determined neither by education nor years of experience. The maximum salary a teacher can earn is $84,230. The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy salary is determined neither by education nor years of experience; the maximum salary a teacher can earn is $82,578 The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is determined neither by education nor years of experience; the maximum salary a teacher can earn is $83,260 Level advancement requires accumulating 15 ACs. 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy salary is not determined by education; the maximum salary a teacher can earn is 81,760 Past Policy 77,558 Past Policy 77,558 Past Policy 75,028 2010-2011 Salary Schedule Past Policy 77,558 2009-2010 Salary Schedule Past Policy 77,558 2008-2009 Salary 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?	$84,230; pay is not based on educational attainment, 14 years assuming a teacher advances one level each year The salary schedule is comprised of levels. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating. (2016-2019 CBA, p. 157, Art. 31, Sec. 3.) Past Policy $82,578; pay is not based on educational attainment, 14 years assuming a teacher advances one level each year The salary schedule is comprised of levels and tiers. Teachers advance one level after accumulating 15 Achievement Credits (ACs). There are a number of ways teachers earn ACs, including evaluation rating: 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy $83,260; pay is not based on educational attainment, 14 years assuming a teacher advances one level each year Level advancement requires accumulating 15 ACs. 15 ACs are awarded for an evaluation rating of 'Accomplished'; 8 for a rating of 'Skilled'; 5 for a rating of 'Developing' and no ACs are awarded for any evaluation rating below 'Developing.' Past Policy 81,760; pay is not based on educational attainment, 14 years assuming a teacher advances one level each year Past Policy 79,353; MA+30; 35 Past Policy 79,353; MA+30; 35 Past Policy 79,353; MA+30; 35
Performance Pay
Is annual salary increase tied to evaluation rating?	Yes a specified number of Achievement Credits are assigned to each evaluation rating, and Achievement Credits dictate advancement on the salary schedule It appears that advancement on the salary schedule is changing over the next few years. In 2016-2017, Achievement Credits (ACs) continue to dictate movement (see 2013-2016 CBA, p. 223, App. T for details on ACs and evaluation ratings). Beginning in 2018-2019, a teacher must be rated as Developing or better for two consecutive years to advance a level on the schedule. p. 157, Art. 31, Sec. 3.
If an annual salary increase is tied to evaluation rating, how do annual salary increases work?	Other In 2016-2017, Achievement Credits dictate level movement on the salary schedule; beginning in 2018-2019 a teacher must be rated "Developing" or better to advance a level on the schedule (see footnote for additional details). It appears that advancement on the salary schedule is changing over the next few years. In 2016-2017, Achievement Credits (ACs) continue to dictate movement (see 2013-2016 CBA, p. 223, App. T for details on ACs and evaluation ratings). Beginning in 2018-2019, a teacher must be rated as Developing or better for two consecutive years to advance a level on the schedule. p. 157, Art. 31, Sec. 3.
Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating?	Yes, effective beginning in the 2017-2018 school year, a teacher rated "Accomplished" will receive a $4,000 one-time stipend in the year following the designation. p. 156, Art. 31, Sec. 2.E. Past Policy issue not addressed in scope of NCTQ reviewed documents
Do teachers earn performance pay for factors other than evaluation ratings?	Yes, teachers who meet Academic Achievement Plan Goals receive a $1,250 annual stipend and those who meet Conditions for Learning Goals receive a $900 stipend. pp. 174 & 175, App. A. Past Policy yes, on the differentiated compensation salary schedule assignment to and retention in the Leader and Expert tiers is partially based on performance p. 222, App. T. Past Policy yes, beginning in 2013-2014 teachers will accumulate 'Achievement Credits' to advance their salary; implementation of the differentiated compensation salary schedule will happen in 2014-2015 p. 118, Art. 30.
Other Differentiated Pay
Can a teacher earn additional pay by working in a school classified as "high-needs"?	Yes, teachers working in designated hard to staff schools earn a $1,000 annual stipend. p. 175, App. A. Past Policy yes, a teacher can earn Achievement Credits for teaching in a "high-needs" school and Achievement Credits dictate advancement on the salary schedule p. 223, App. T. Past Policy issue not addressed in scope of NCTQ reviewed documents Past Policy issue not addressed in scope of NCTQ reviewed documents Past Policy issue not addressed in scope of NCTQ reviewed documents
Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'?	Yes, teachers in designated hard to staff subjects earn a $1,000 annual stipend. Teachers interested in becoming certified in a hard to staff subject area may be eligible for the district's tuition reimbursement program. p. 140, Art. 26, Sec. 9 & p. 175, App. A. Past Policy yes, teachers interested in becoming certified in a hard to staff subject area may be eligible for the district's tuition reimbursement program; and, teachers of hard to staff subjects earn Achievement Credits, which are required to advance on the salary schedule p. 130, Art. 29. Sec. 14. & p. 223, App. T. Past Policy issue not addressed in scope of NCTQ reviewed documents; however, teachers interested in becoming certified in a hard to staff subject area may be eligible for the district's tuition reimbursement program p. 112, Art. 29. Past Policy issue not addressed in scope of NCTQ reviewed documents; however, teachers interested in becoming certified in a hard to staff subject area may be eligible for the district's tuition reimbursement program pp. 35 & 36, Art. 29 (Employee Benefits). Sec. 14. Past Policy issue not addressed in scope of NCTQ reviewed documents
Can a teacher who has National Board certification earn additional pay?	Yes, $250 p. 175, App. A.
What compensation is offered to a teacher who serves as a department head at the secondary level?	$1,124-$4,352 in 2016-2017; $1,155-$4,472 in 2017-2018; $1,187-$4,595 in 2018-2019. Department head compensation is dependent upon the number of periods assigned per week. p. 181, App. A. Past Policy $1,056 - $2,996 depending on the number of periods assigned per week within the department p. 141, App. A. Past Policy $1,124 - $4,352, depending on the number of periods assigned per week within the department Past Policy $1,124 - $4,352, depending on the number of periods assigned per week within the department Past Policy $1,124-$4,352, depending on the number of periods assigned per week within the department Cleveland CBA 2007-2010: p. 178
General Salary Information
Are uncertified teachers paid less than fully certified teachers?	Issue not addressed in scope of NCTQ reviewed documents
Can a teacher get credit on the salary schedule for subject-related work experience? How many years of experience are awarded for subject-related experience?	Yes, teachers with relevant and/or specialized experience for a specific teaching position will receive 1 level of credit on the salary schedule for every 3 years of experience. p. 176, App. A.
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

Dismissal questions

Dismissals
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) Two consecutive "Ineffective " ratings for two consecutive years is cause for dismissal. Struggling teachers may be recommended for Peer Assistance and Review which lasts one year with the possibility of extension for an additional year. The contract states that the teacher may be recommended for dismissal should s/he continue to be rated unsatisfactory. If the teacher is not in PAR, s/he must still work under a Performance Improvement Plan (p. 71), the provisions of which for a timeline and connection to dismissal are not clearly defined in the contract. p. 73, Art. 13, Sec. 5; p. 94, Art. 18, Sec. 1.B; & p. 207, App. L.1.e. & 1.f.
What is the process for dismissal of an ineffective teacher?	Teacher may invoke step 4 (arbitration) of the grievance procedure. p. 16, Art. 6, Sec. 5; p. 19, Art. 6, Sec. 6; p. 95, Art. 18, Sec. 1.H.
Does a nontenured teacher have any recourse if his/her contract is not renewed?	Yes, the teacher may request hearing before CEO who makes recommendation to the Board. p. 26, Art. 8, Sec. 8.B.4 & 5.
By what date must a nontenured teacher be notified of non-renewal of his/her contract?	June 1 p. 26, Art. 8, Sec. 8.B.6.
When must a tenured teacher be notified of his/her dismissal?	Issue not addressed in scope of NCTQ reviewed documents

Evaluation questions

Evaluation System
What is the teacher required to be evaluated on?	Student growth/achievement (50%) Professional practice (50%: Planning and preparation, Classroom environment, Instruction, Professional responsibilities) pp. 62 & 63, Art. 13, Sec. 1.E.
Do impartial third parties from outside the school serve as evaluators?	Other There is no evidence a third party particpates in the routine evaluation process, however, a teacher might request intervention of a Network Leader who might co-evaluate future event(s). The teacher might request intervention by Network Leader following the first formal observation and any subsequent events. The Network Leader might co-evaluate, assign a new evaluator, uphold the evidence or provide intervention (i.e. training) for the evaluator. p. 65, Art. 13, Sec. 1.J.
Is peer review a component of teacher evaluation; what is the nature of the review?	Issue not addressed in scope of NCTQ reviewed documents Principals or Assistant Principals are responsible for the evaluation; there is no evidence peers are involved in the routine evaluation process. However Peer Advisors do assist a teacher through the remediation process if the teacher is recommended for Peer Assistance and Review (2016-2019 CBA, p. 209, App. L) p. 2.
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 p. 67, Art. 13, Sec. 2.C.3.
What kind of feedback must the teacher receive following an evaluation?	Issue not addressed in scope of NCTQ reviewed documents
How many categories of ratings are there?	4: Accomplished, Skilled, Developing, Ineffective p. 68, Art. 13, Sec. 2.C.6. p. 3.
Are evaluators required to give notice of an observation?	Multiple observations - announced and unannounced Per the contract, there must be two formal observations, one announced, one unannounced (in addition to three informal observations). There is a discrepancy between the language found in the contract and that found in the TDES Timeline. The latter calls for one formal unannounced observation and three informal observations. p. 67, Art. 13, Sec. 2.C.
Role of Student Achievement in Teacher Evaluation
How is student growth/achievement calculated for teachers of tested subjects?	Value-added (no more than 35%), student learning objectives (no less than 15%) p. 63, Art. 13, Sec. 1.E.1.a.
How is student achievement/growth calculated for teachers of non-tested subjects?	Student learning objectives (count no less than 15%) and vendor assessments (no more than 35%); for subjects where there are no vendor assessments, 2 SLO's count 50% p. 63, Art. 13, Sec. 1.E.1.b.
Evaluation Requirements for non-tenured Teachers
How frequently do non-tenured teachers receive an evaluation rating?	Once a year in accordance with ORS 3319.112 Teachers who were rated Accomplished on their prior year's rating qualify for biennial evaluations (1x/2 yrs). p. 64, Art. 13, Sec. 1.G.
What is the minimum number of times a non-tenured teacher must be observed during the evaluation?	5: 2 formal (1 announced, 1 unannounced), 3 informal ("walkthroughs") Per the contract, there must be two formal observations, one announced, one unannounced (in addition to three informal observations). There is a discrepancy between the language found in the contract and that found in the TDES Timeline. The latter calls for one formal unannounced observation and three informal observations. p. 67, Art. 13, Sec. 2.C. Past Policy 1 formal, 3 informal unless previously rated Accomplished - no observations required Past Policy 1 formal, 3 informal unless previously rated Accomplished - no observations required Past Policy 2 formal, 3 informal p. 7, Art. 8 Past Policy 2 formal, 2 informal Teacher Development and Evaluation System, TDES Evaluation Process: http: //cleveland.schoolnet.com/outreach/csd/tdes/portal/ Past Policy 2 formal, 2 informal Teacher Development and Evaluation System, TDES Evaluation Process: http: //cleveland.schoolnet.com/outreach/csd/tdes/portal/ Past Policy 2 Art. 8, Sec. 1
What is the deadline for the first formal observation of the non-tenured teacher?	End of first semester p. 67, Art. 13, Sec. 2.C.1.
What is the deadline for the final evaluation of the non-tenured teacher?	June 1 (see footnote), with possibility of extension to June 30 if test data is not yet available There is a discrepancy between the contract and the TDES Timeline. The timeline states that the deadline is May 5. p. 68, Art. 13, Sec. 2.C.6.
What is the required minimum length of the formal observation for a non-tenured teacher?	30 minutes p. 67, Art. 13, Sec. 2.C.3.
Evaluation Requirements for Tenured Teachers
How frequently do tenured teachers receive an evaluation rating?	Once a year in accordance with O.R.C. 3319.112. Teachers who were rated Accomplished on their prior year's rating, are not observed but do develop SLO's. They do receive a student growth rating. p. 64, Art. 13, Sec. 1.G.
What is the minimum number of times a tenured teacher must be observed during the evaluation?	5: 2 formal (1 announced, 1 unannounced), 3 informal ("walkthroughs") Per the contract, there must be two formal observations, one announced, one unannounced (in addition to three informal observations). There is a discrepancy between the language found in the contract and that found in the TDES Timeline. The latter calls for one formal unannounced observation and three informal observations. p. 67, Art. 13, Sec. 2.C. Past Policy 1 formal, 3 informal unless rated Accomplished in prior year's evaluation - no required observations Past Policy 1 formal, 3 informal unless rated Accomplished in prior year's evaluation - no required observations Past Policy 2 formal, 3 informal p. 7, Art. 8 Past Policy 2 formal Teacher Development and Evaluation System, TDES Evaluation Process: http: //cleveland.schoolnet.com/outreach/csd/tdes/portal/ Past Policy 2 formal Teacher Development and Evaluation System, TDES Evaluation Process: http: //cleveland.schoolnet.com/outreach/csd/tdes/portal/ Past Policy 1 Art. 8, Sec. 1
What is the deadline for the first formal observation of the tenured teacher?	End of first semester p. 67, Art. 13, Sec. 2.C.1.
What is the deadline for the final evaluation of the tenured teacher?	June 1 (see footnote), with possibility of extension to June 30 if test data is not yet available There is a discrepancy between the contract and the TDES Timeline. The timeline states that the deadline is May 5. p. 68, Art. 13, Sec. 2.C.6.
What is the minimum length of a tenured teacher's formal observation?	30 minutes p. 67, Art. 13, Sec. 2.C.3.
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) Two consecutive "Ineffective " ratings for two consecutive years is cause for dismissal. Struggling teachers may be recommended for Peer Assistance and Review which lasts one year with the possibility of extension for an additional year. The contract states that the teacher may be recommended for dismissal should s/he continue to be rated unsatisfactory. If the teacher is not in PAR, s/he must still work under a Performance Improvement Plan (p. 71), the provisions of which for a timeline and connection to dismissal are not clearly defined in the contract. p. 73, Art. 13, Sec. 5; p. 94, Art. 18, Sec. 1.B; & p. 207, App. L.1.e. & 1.f.
Does the district assign a mentor or support team to the teacher in remediation?	Yes, if teacher is accepted in the Peer Assistance and Review program, a Peer Adviser. p. 207, App. L.1.f.
How many classroom observations (minimum) are required during remediation?	Issue not addressed in scope of NCTQ reviewed documents The number of observations is not specified, however, if a teacher is recommended for Peer Assistance and Review, s/he is observed by a peer adviser in addition to observations by an administrator. (p. 209, App. L)
How long is the remediation process?	1 year Struggling teachers may be recommended for Peer Assistance and Review which lasts one year with the possibility of extension for an additional year. The contract states that the teacher may be recommended for dismissal should s/he continue to be rated unsatisfactorily. If the teacher is not in PAR, s/he must still work under a Performance Improvement Plan (p. 71), the provisions of which for a timeline and connection to dismissal are not clearly defined in the contract. pp. 207 & 208, App. L.1.e & 1.f.
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations?	Yes may request intervention/support from a Network Leader; the teacher may not file a grievance except in cases of alleged procedural violations The teacher might request intervention by Network Leader following the first formal observation and any subsequent events. The Network Leader might co-evaluate, assign a new evaluator, uphold the evidence or provide intervention (i.e. training) for the evaluator. p. 65, Art. 13, Sec. 1.J & p. 73, Sec. 6.
Can a teacher request a second evaluation from a different evaluator?	Other Teacher may appeal to the Network Leader who will determine if s/he will co-evaluate the teacher or assign a new evaluator, uphold the evidence or provide intervention (i.e. training) for the evaluator. p. 65, Art. 13, Sec. 1.J.

Layoffs questions

Layoffs
Must nontenured teachers be laid off before tenured?	Other Teachers are laid off based on their performance rating; non-tenured teachers laid off before tenured teachers within the same performance category p. 98, Art. 19, Sec. 1.B.
Aside from program and staffing needs, what are the criteria for laying off teachers?	Performance is the preponderant criterion. Teachers are laid off based on their performance rating; non-tenured teachers laid off before tenured teachers within the same performance category. Within each performance category, teachers are laid off based on system seniority. pp. 98 & 99, Art. 19, Sec. 1.B & C.
In the case of a layoff, is seniority determined at the school level or district level?	District level p. 93, Art. 17, Sec. 1 & p. 99, Art. 19, Sec. 1.C.
What is the notification deadline for teacher layoffs?	30 days notice p. 98, Art. 19, Sec. 1.A.
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. 99, Art. 19, Sec. 2.A.
How long does a laid off teacher retain recall rights?	3 years p. 99, Art. 19, Sec. 2.A.

Leave questions

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?	21 (18 sick [3 of which may be used as unrestricted special privilege leave days], 3 special privilege to be used for personal reasons) Special privilege leave reasons include: religious days not in the calendar, compulsory court appearance, marriage in the immediate family, college graduation of self or family member, school conference for employee's child, family emergencies, bereavement of a family member. p. 104, Art. 21, Sec. 1.B & p. 106, Art. 21, Sec. 6.A.
What is the total number of paid sick and personal days a teacher gets each year?	21 (18 sick [3 of which may be used as unrestricted special privilege leave days], 3 special privilege to be used for personal reasons) Special privilege leave reasons include: religious days not in the calendar, compulsory court appearance, marriage in the immediate family, college graduation of self or family member, school conference for employee's child, family emergencies, bereavement of a family member. p. 104, Art. 21, Sec. 1.B & p. 106, Art. 21, Sec. 6.A.
Can unused sick days carry over from one year to the next?	Yes p. 104, Art. 21, Sec. 1.D.
Can unused personal days carry over from one year to the next?	Issue not addressed in scope of NCTQ reviewed documents
What is the maximum number of sick days a teacher can accumulate?	No maximum p. 104, Art. 21, Sec. 1.D.
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 Employees must furnish a statement after use of sick leave listing the attending physician if applicable, in accordance with state law, however the form does not need to be signed by the physician. p. 105, Art. 21, Sec. 1.G.
Professional Development Leave
Is there additional paid leave for any professional development not already scheduled and required by the district? How much?	Yes sabbatical leave (amount & pay unspecified) Employee must have completed seven consecutive years of employment to be eligible for sabbatical leave. p. 106, Art. 21, Sec. 4.
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?	Assault (3-6 months); jury duty; PTA delegation; military An employee shall be granted an assault leave of up to three (3) calendar months unless the employee has had a claim resulting from the assault approved by the Bureau of Workers Compensation, in which case the employee shall be granted an assault leave of up to six (6) months or the duration of the school year (whichever is longer). Up to five (5) teacher PTA delegates will be considered to attend local, state or national PTA conferences upon approval of the designated academic superintendent. It is unclear whether military leave is paid or unpaid. p. 105, Art. 21, Sec. 3; p. 106, Art. 21, Sec. 5.B; p. 108, Art. 21, Sec. 8; p. 109, Art. 21, Sec. 9.
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
Attendance Incentives
When are leave days restricted or subject to refusal?	During or before the first full week of school, last 10 days of school, day before after a holiday or vacation, reasons other than those stated in the contract pp. 106 & 107, Art. 21, Sec. 6.A & D.
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 daily rate of pay for 30% of accumulated sick leave, limited to $30,000 p. 141, Art. 26, Sec. 1.
Can a teacher receive payment for unused personal leave at retirement? How much?	Issue not addressed in scope of NCTQ reviewed documents

Professional Development questions

General
Is there additional paid leave for any professional development not already scheduled and required by the district? How much?	Yes sabbatical leave (amount & pay unspecified) Employee must have completed seven consecutive years of employment to be eligible for sabbatical leave. p. 106, Art. 21, Sec. 4.
How long is the mentorship program for a new teacher?	1 year p. 72, Art. 13, Sec. 4.A & D.
How long is the standard orientation that the district provides for new teachers?	2 days p. 72, Art. 13, Sec. 4.B.

Tenure questions

Role of Tenure on Teacher Assignment and Employment
What is the minimum number of years of experience that a teacher must have in a district before tenure is granted?	7 years Ohio non-tenured teachers work first under a limited contract which shall not exceed 2 years followed by an extended limited contract which shall not exceed 5 years. pp. 23 & 24, Art. 8, Sec. 3 & 4.
Can the district decide to extend the nontenured period if the principal is uncertain that the teacher should receive tenure?	Issue not addressed in scope of NCTQ reviewed documents Ohio non-tenured teachers work first under a limited contract which shall not exceed 2 years followed by an extended limited contract which shall not exceed 5 years. It is not clear if a teacher might be granted tenure prior to the completion of the 5 year period. pp. 23 & 24, Art. 8, Sec. 3, 4 & 5.

Transfer & Assignment questions

Transfers
Are internal transfers given priority over new hires for vacant positions?	No p. 56, Art. 12, Sec. 1.B.3.
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. 55, Art. 12, Sec. 1.A.
Separate from excessing, does the district allow school or district administrators to involuntarily transfer a teacher to another school? If so, for what reasons is he/she allowed to initiate such a transfer?	Yes, "special" transfers can be requested by administrators in the "best interest" of district. p. 60, Art. 12, Sec. 3.
Identifying Involuntary Transfers Due to Excessing
Are teachers identified for excessing in reverse order of seniority?	Seniority is only one of the factors considered. The district uses weighted criteria to determine which teachers are excessed. In light of the fact that teachers earn one point for every year of experience, a veteran teacher with many years experience would likely be excessed after less experienced teachers. pp. 58 & 59, Art. 12, Sec. 2.
How are teachers identified for excessing?	Weighted multiple criteria: years of experience (1 point for each year), area of certification/licensure (1 point for each each area, 2 points for comprehensive science or social studies), level of certification/licensure (1 point for each level on career ladder), specialized training (1 point for each area) The district uses weighted criteria to determine which teachers are excessed. In light of the fact that teachers earn one point for every year of experience, a veteran teacher with many years experience would likely be excessed after less experienced teachers. 3-5 teachers, depending on size of school, may be identified by the principal as exempt from excessing if they are performing specified extracurricular responsibilities. pp. 58 - 60, Art. 12, Sec. 2.B & C.
Placing Excessed Teachers
How are excessed teachers assigned to schools?	Teachers placed by mutual consent between the teacher and principal and/or site selection committee. p. 55, Art. 12, Sec. 1.A & B; p. 59, Art. 12, Sec. 2.B.7.
If excessed teachers are not hired by mutual consent, what happens if there are no available openings?	N/A p. 55, Art. 12, Sec. 1.B & p. 59, Art. 12, Sec. 2.B.7.

Contract Waivers questions

Waivers
Is there a system in place to accept waivers or variance provisions for portions of or the entire collective-bargaining agreement?	Yes p. 14, Art. 5.I.
Do teachers have a vote in a request for a waiver?	Issue not addressed in scope of NCTQ reviewed documents p. 14, Art. 5.I.
What requirements must be met for a waiver of contract provisions to be approved?	District CEO and union president must approve waiver p. 14, Art. 5.I.