Milwaukee Public Schools, Wisconsin

Compensation - Fringe Benefits questions

Health and Wellness
What is the maximum portion of the employee's health insurance premium paid by the employer?	not specified for health insurance alone; the district covers 95% of the cost for health and vision insurance p. 15. Past Policy 95% p. 12. Past Policy 88% Past Policy 100% p. 6 Past Policy 100% p. 6
What is the maximum portion of the employee's dependents' health insurance premium paid by the employer?	not specified for health insurance alone; the district covers 95% of the cost for health and vision insurance p. 15. Past Policy 95% p. 12. Past Policy 88% Past Policy 100% p. 6 Past Policy 100% p. 6
Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap?	not specified for health insurance alone; district provides a chart listing employee contributions for health and vision insurance (which are based on annual salary) p. 15.
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: 14 calendar days; retirement: 30 calendar days p. 24, Part IV.I.1.
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 those leaving for reasons other than retirement or health reasons must reimburse the Board $1,000 when leaving in July or August and $2,000 when leaving between September 1 and the last day of school year p. 25, Part IV.I.2.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes up to 10 sick leave days in excess of the 90% of the maximum full-days accumulation At time of retirement, the employee must have a sick leave balance in excess of 90% of the maximum full-days accumulation. Half days are not convertible for this purpose. p. 95.
Can a teacher receive payment for unused personal leave at retirement? How much?	No; personal days are taken from sick leave. p. 45, Part. VII.I.
Tuition Reimbursement
Is tuition reimbursement offered to teachers?	Yes p. 27, Part IV.M. p. 24.
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?	175
STUDENTS: How many hours, minimum, are students scheduled to be in school each year?	Issue not addressed in scope of NCTQ reviewed documents
TEACHERS: How many days are teachers in school?	188
TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days)	13
School Day
How long is the school day for elementary students?	issue not addressed in scope of NCTQ reviewed documents; hours are subject to approval by the board Administrative Policy 7:04: http://mps.milwaukee.k12.wi.us/en/District/About-MPS/School-Board/Policies--Procedures.htm
How long is the school day for secondary students?	issue not addressed in scope of NCTQ reviewed documents; hours are subject to approval by the board Administrative Policy 7:04: http://mps.milwaukee.k12.wi.us/en/District/About-MPS/School-Board/Policies--Procedures.htm
How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch)	8 hours, generally Generally, the standard workweek for full-time employees shall consist of eight hours in a business day and 40 hours in week. The workday for teachers shall take into account actual teaching time and other responsibilities involved at each grade level, including the hours during which students are in school and short periods of time before they arrive and after they depart. p. 14, Part II.K. Administrative Policy 6.27: http://mps.milwaukee.k12.wi.us/en/District/About-MPS/School-Board/Policies--Procedures/Administrative-Policies.htm
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)	not specified; the board will determine the length of time teachers must be at school before students arrive and after they depart Administrative Policy 6.27: http://mps.milwaukee.k12.wi.us/en/District/About-MPS/School-Board/Policies--Procedures.htm
Preparation Time
How much planning time does an elementary teacher receive?	issue not addressed in scope of NCTQ reviewed documents
How much planning time does a secondary teacher receive?	issue not addressed in scope of NCTQ reviewed documents
How much teacher planning time is designated for collaborative planning?	issue not addressed in scope of NCTQ reviewed documents

Class Size questions

Class Size Restrictions
What are the class size restrictions?	PK: issue not addressed in scope of NCTQ reviewed documents; K & 1: 25; 2: 25 in P-5 schools, 27 in city-wide schools; 3-5: 25 in P-5 schools, issue not addressed for other schools; 6-12: issue not addressed in scope of NCTQ reviewed documents The teaching staff of an elementary school shall be determined by dividing the total enrollment (grade 2-grade top) by 27. For grades 6-8, staffing shall be determined by dividing the total regular enrollment by 116 (students) and then multiplying by 5.6 (teachers). For grades 9-12, the teaching staff shall be determined by dividing the total student periods by 140. Administrative Policy 7.25: http://bit.ly/1w9XlQP
What happens when the class size limit is exceeded?	A paraprofessional is assigned to the class The board will explore the "feasibility of added teacher support." Administrative Policy 7.25: http://bit.ly/1w9XlQP

Compensation - Salary questions

Structure of the Salary Schedule
What type of salary schedule is in use?	New hire salary schedule If negotiated and approved, teachers will receive an annual increase.
What is the average percent increase in pay earned for each additional year of experience?	2.7% (based on new hire salaries) Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual.
Teachers in most districts earn a raise for each additional year of experience and an annual adjustment for cost of living and other factors. What is that average annual adjustment? (reported as a percentage of change from the previous year)	0.1% (based on new hire salaries) Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy n/a; the district changed the structure of the salary schedule from 2014-2015 to 2015-2016 In 2014-2015, NCTQ was provided with various salary materials, but, the district was unresponsive to our requests for clarification on how the new salary schedule worked. In 2015-2016, we got much more detail, but this year's schedule does not mirror what we were given last year in format, so we were unable to compare the two. Past Policy n/a; the district changed the structure of the salary schedule from 2013-2014 to 2014-2015 Past Policy 0.5% Past Policy 5.06% Past Policy 0% Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 0% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy 0% 2008-2009 Salary Schedule, 2009-2010 Salary Schedule Past Policy 2.5% 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)	2.8% (based on new hire salaries) Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy n/a; the district changed the structure of the salary schedule from 2014-2015 to 2015-2016 In 2014-2015, NCTQ was provided with various salary materials, but the district was unresponsive to our requests for clarification on how the new salary schedule worked. In 2015-2016, we got much more detail, but this year's schedule does not mirror what we were given last year in format, so we were unable to compare the two. Past Policy n/a; the district changed the structure of the salary schedule from 2013-2014 to 2014-2015 Past Policy 3.6% Past Policy 8.48% Past Policy 3.3% Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 3.6% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule
What is the average difference between the master's and bachelor's salary?	N/A; teachers with a MA earn a one-time stipend of $3,000. Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual.
How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule?	3: BA; MA (one-time stipend pay); PhD (annual stipend pay) Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual.
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)?	10 (based on new hire salary)
Annual Salary
What is the annual salary for a fully certified, first year teacher with a bachelor's degree?	$41,311 (based on new hire salary) Past Policy $41,200 (based on new hire salary) Past Policy $41,200 for those on the New Teacher lane and $47,200 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor) The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here are the entry level salaries on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 41,070 Past Policy 37,721 Past Policy 35,729 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 35,729 2010-2011 Salary Schedule Past Policy 35,729 2009-2010 Salary Schedule Past Policy 34,858 2008-2009 Salary Schedule
What is the annual salary for a teacher with a bachelor's degree and 5 years of experience?	$45,322 (based on new hire salary) Past Policy $45,200 (based on new hire salary) Past Policy $45,200 for those on the New Teacher lane and $54,700 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor) The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here assume annual salary increase for teachers on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 46,085 Past Policy 46,084 Past Policy 43,651 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 43,651 2010-2011 Salary Schedule Past Policy 43,651 2009-2010 Salary Schedule Past Policy 42,586 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?	$53,644 (based on new hire salary) Past Policy $53,500 (based on new hire salary) Past Policy $45,200 for those on the New Teacher lane and $74,500 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor) The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here assume annual salary increase for teachers on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 56,936 Past Policy 56,936 Past Policy 56,863 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 56,863 2010-2011 Salary Schedule Past Policy 53,930 2009-2010 Salary Schedule Past Policy 52,615 2008-2009 Salary Schedule
What is the annual salary for a fully certified, first year teacher with a master's degree?	$41,311 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $41,200 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $41,200 for those on the New Teacher lane and $47,200 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor); there is also a $3,000 stipend for teachers with an MA The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here are the entry level salaries on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 42,286 Past Policy 42,286 Past Policy 40,053 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 40,053 2010-2011 Salary Schedule Past Policy 40,093 2009-2010 Salary Schedule Past Policy 39,076 2008-2009 Salary Schedule
What is the annual salary for a teacher with a master's degree and 5 years of experience?	$45,322 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $45,200 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $45,200 for those on the New Teacher lane and $54,700 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor); there is also a $3,000 stipend for teachers with an MA The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here assume annual salary increase for teachers on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 51,740 Past Policy 49,008 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 49,008 2010-2011 Salary Schedule Past Policy 49,008 2009-2010 Salary Schedule Past Policy 47,813 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?	$53,644 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $53,500 (based on new hire salary); teacher with a MA may also receive a one-time $3,000 payment on top of their base pay Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $45,200 for those on the New Teacher lane and $74,500 for those on the Career Teacher lane (it is not clear how lanes are defined and if education is a factor); there is also a $3,000 stipend for teachers with an MA The salary schedule utilizes Levels and notes that movement from one level to the next occurs once a year for those on the New Teacher lane and once every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The annual salaries noted here assume annual salary increase for teachers on both lanes. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 69,832 Past Policy 66,144 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 66,144 2010-2011 Salary Schedule Past Policy 66,144 2009-2010 Salary Schedule Past Policy 64,531 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?	$57,809; PhD; 10 (based on new hire salary) Salary above reflects the one-time $3,000 MA stipend as well as a PhD stipend of $1,165. Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $57,665; MA & PhD; 10 (based on new hire salary) Salary above reflects the one-time $3,000 MA stipend as well as a PhD stipend of $1,165. Teachers are eligible for either the $3,000 MA stipend or the $2,000 stipend for additional certification; both are one-time payments, not annual. Past Policy $78,665; PhD; 18 The salary schedule utilizes Levels and notes that movement from one level to the next occurs every two years for those on the Career Teacher lane. However, it also notes that teachers on the Career Teacher lane will receive a $1,500 salary increase annually. The answer here assumes 18 years to reach the maximum salary on the Career Teacher lane and the dollar amount is the maximum Career Teacher lane salary plus the $3,000 MA stipend plus the $1,165 PhD stipend. In addition, the salary schedule reports most teachers will move from New Teacher Lane to Career Teacher Lane after three years / Level 3. Because a $4,000 salary increase is noted, our assumption is that a teacher would go from Level 3 on the New Teacher Lane to Level 1 on the Career Teacher Lane. This assumption is not factored into our calculations. Past Policy 78,143; PhD; 15 Past Policy 78,143; Phd; 15 Past Policy 74,016; Phd; 15 Per district, 2010-2011 salary schedule continues 2011-2012 Past Policy 74,016; Phd; 15
Performance Pay
Is annual salary increase tied to evaluation rating?	No If negotiated and approved, teachers will receive an annual increase, which is not based on evaluation rating.
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 If negotiated and approved, teachers will receive an annual increase, which is not based on evaluation rating.
Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating?	Yes, a teacher with a Distinguished Evaluation rating (3.3+) at the first evaluation (year 3 in the district) will receive a one-time payment of $750. At the next evaluation (three years later), a teacher receiving another Distinguished Evaluation rating (3.3+) is awarded $1,500, which is then added to the teacher’s base salary. After this payment, there is no additional pay for an evaluation rating.
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 District reports teachers do not earn additional pay.
Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'?	Yes, teachers may earn a one-time stipend of $2,000 for dual certification, if at least one of the certifications is in a high-need area. Teachers who receive this stipend may not receive the one-time MA stipend.
Can a teacher who has National Board certification earn additional pay?	$2,000
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 District reports that in a school with 500+ students, department chairs receive release time from instructional period or $1,500 per semester. If a teacher is released for duty period, the reimbursement is $750 per semester. In a school with less than 500 students, the reimbursement is reduced from $750 to $375.
General Salary Information
Are uncertified teachers paid less than fully certified teachers?	Uncertified teachers cannot be the teacher of record p. 12, Part II.E.
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?	issue not addressed in scope of NCTQ reviewed documents
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 semester (dismissal allowed) If, at the mid-year review, the teacher's performance is deemed unsatisfactory, s/he is placed on a Performance Improvement Plan. If, at the end of the school year, the teacher's performance is still unsatisfactory, the PIP may be continued into the next school year, or the teacher may be dismissed. The teacher may voluntarily participate in the pEEr program in which s/he receives support and mentoring from another teacher. p. 13.
What is the process for dismissal of an ineffective teacher?	teacher may invoke grievance procedure: 1. appeal to appropriate administrator, 2. hearing before impartial hearing officer, 3. appeal to board pp. 29 & 30, Part V.4.
Does a nontenured teacher have any recourse if his/her contract is not renewed?	no The non-tenured teacher may not invoke the grievance procedure available to tenured teachers. pp. 28 & 29, Part V.2 & 3.
By what date must a nontenured teacher be notified of non-renewal of his/her contract?	issue not addressed in scope of NCTQ reviewed documents district reports April (no citation given)
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 learning/achievement (45%) School-wide student learning/achievement (5%) Professional practice (50%: Planning and preparation, Classroom environment, Instruction,Professional responsibilities) Professional Practice Score based on the component and domain averages. Professional Practice scores from the component level are averaged for each domain. The four domain scores are averaged to determine one final practice score, rounded to the nearest decimal. pp. 2, 7 & 12.
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 peer review of classroom practice and student learning objectives during the tenured teachers formative years(2 of the 3 years of evaluation cycle) The EE System in MPS strives to support a culture of adult inquiry for the purpose of continuous professional growth. To that end, the work of educators in the supporting years [formative years] is equally important in the EE System. In a Supporting Year, this is achieved through collegial conversations and peer review of both PPGs and SLOs. p. 16.
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. 8.
What kind of feedback must the teacher receive following an evaluation?	Conference with evaluator p. 12.
How many categories of ratings are there?	4: Distinguished, Proficient, Basic, Unsatisfactory At the end of the year, teachers in MPS will have a whole number SLO score (1-4) and a Professional Practice Score based on the component and domain averages. Professional Practice scores from the component level are averaged for each domain. The four domain scores are averaged to determine one final practice score, rounded to the nearest decimal. pp. 12 & 37.
Are evaluators required to give notice of an observation?	Multiple observations - announced and unannounced The formal observation must be announced. Informal observations (mini observations) are "typically unannounced." p. 10.
Role of Student Achievement in Teacher Evaluation
How is student growth/achievement calculated for teachers of tested subjects?	student learning objectives based on classroom level student data (counts 50%) District office of HR confirmed in April 7, 2016 communication that there was a change in the measurement of student outcomes that occurred after the evaluation guide went to press. 100% of student outcomes is assessed by SLO's. p. 2. April 7, 2016 communication with James Edler, Human Resources
How is student achievement/growth calculated for teachers of non-tested subjects?	SLO's assessed by classroom level student data (counts 50%) District office of HR confirmed in April 7, 2016 communication that there was a change in the measurement of student outcomes that occurred after the evaluation guide went to press. 100% of student outcomes is assessed by SLO's. p. 2. April 7, 2016 communication with James Edler, Human Resources Past Policy SLO's (measurements could include district assessments, teacher-developed assessments, district-purchased assessments) A baseline assessment will need to be administered (at the start of the SLO interval) in order to establish the target population’s current level of progress as it relates to the goal. Baseline evidence sources could include teacher-developed common assessments such as pretests and performance rubrics, as well as more formal, district-purchased assessments. pp. 2 & 11. Past Policy issue not addressed in scope of NCTQ reviewed documents Past Policy issue not addressed in scope of NCTQ reviewed documents
Evaluation Requirements for non-tenured Teachers
How frequently do non-tenured teachers receive an evaluation rating?	Once a year There is also a mid-year review at which the teacher is assessed formatively. At this time, a teacher must be informed if s/he is rated Unsatisfactory and placed on a Professional Improvement Plan (p. 11) p. 4.
What is the minimum number of times a non-tenured teacher must be observed during the evaluation?	3: 1 formal, 2 informal (mini-observations) p. 10.
What is the deadline for the first formal observation of the non-tenured teacher?	December p. 15.
What is the deadline for the final evaluation of the non-tenured teacher?	June 13, 2016 p. 38.
What is the required minimum length of the formal observation for a non-tenured teacher?	45 minutes p. 10.
Evaluation Requirements for Tenured Teachers
How frequently do tenured teachers receive an evaluation rating?	Summ. eval. once every three years; formative/observation required off years There is an optional mini-observation in the formative years (p. 18). p. 4.
What is the minimum number of times a tenured teacher must be observed during the evaluation?	3: 1 formal, 2 informal (mini-observation) There is an optional mini-observation in the formative years (p. 18). p. 10.
What is the deadline for the first formal observation of the tenured teacher?	December p. 15.
What is the deadline for the final evaluation of the tenured teacher?	June 13, 2016 p. 38.
What is the minimum length of a tenured teacher's formal observation?	45 minutes p. 10.
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 semester (dismissal allowed) If, at the mid-year review, the teacher's performance is deemed unsatisfactory, s/he is placed on a Performance Improvement Plan. If, at the end of the school year, the teacher's performance is still unsatisfactory, the PIP may be continued into the next school year, or the teacher may be dismissed. The teacher may voluntarily participate in the pEEr program in which s/he receives support and mentoring from another teacher. p. 13.
Does the district assign a mentor or support team to the teacher in remediation?	yes, if teacher agrees to participate in pEEr (intensive mentoring support) p. 13.
How many classroom observations (minimum) are required during remediation?	Issue not addressed in scope of NCTQ reviewed documents
How long is the remediation process?	1 semester If, at the mid-year review, the teacher's performance is deemed unsatisfactory, s/he is placed on a Performance Improvement Plan. If, at the end of the school year, the teacher's performance is still unsatisfactory, the PIP may be continued into the next school year, or the teacher may be dismissed. p. 13.
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations?	Yes if rated Unsatisfactory p. 14.
Can a teacher request a second evaluation from a different evaluator?	Issue not addressed in scope of NCTQ reviewed documents

Layoffs questions

Layoffs
Must nontenured teachers be laid off before tenured?	Yes p. 22, Part IV.E.
Aside from program and staffing needs, what are the criteria for laying off teachers?	Seniority is the sole criterion. p. 22, Part IV.E.
In the case of a layoff, is seniority determined at the school level or district level?	District level p. 22, Part IV.E.
What is the notification deadline for teacher layoffs?	June p. 23, Part IV.E.
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, Part IV.E.
How long does a laid off teacher retain recall rights?	1 year p. 23, Part IV.E.

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?	12.5 (12.5 sick days, 4 of which can be used as personal days) Personal leave is called miscellaneous leave by the district; and requires written approval from the supervisor. Ten-month employees can accrue up to a maximum of 100 sick leave hours per fiscal year. p. 43, Part VII.H.1.b & p. 45, Part. VII.I.
What is the total number of paid sick and personal days a teacher gets each year?	12.5 (12.5 sick days, 4 of which can be used as personal days) Personal leave is called miscellaneous leave by the district; and requires written approval from the supervisor. Ten-month employees can accrue up to a maximum of 100 sick leave hours per fiscal year. p. 43, Part VII.H.1.b & p. 45, Part. VII.I.
Can unused sick days carry over from one year to the next?	Yes p. 43, Part VII.H.1.b.
Can unused personal days carry over from one year to the next?	No because personal days are taken from sick leave. p. 45, Part. VII.I.
What is the maximum number of sick days a teacher can accumulate?	1,160 hours at full pay; unlimited after 1,160 hours at half-pay No employee working on a 10-month basis may accrue more than 1,160 hours of sick leave at full pay (calculation: 1,160 hours divided by 8 hours = 145 work days). p. 43, Part VII.H.1.b.
After how many days of absence does a teacher have to provide medical documentation for sick leave?	3, may request documentation from district-approved doctor pp. 36 & 37, Part VII.B.4 & 5 & p. 43, Part VII.H.2.
Professional Development Leave
Is there additional paid leave for any professional development not already scheduled and required by the district? How much?	Yes paid professional leave (number of days not specified); 10 days paid union leave; 1 year of partially paid sabbatical leave (half salary) Employee must have completed seven consecutive years of employment to be eligible for sabbatical leave. Any union may request additional leave for its representatives, including full release up to one school year, subject to approval by the District. For all approved leaves in excess of ten days per fiscal year, the District will bill the bargaining unit for their salary and benefits of the individual for this time. p. 26, Part IV.M; p. 49, Part VII.P; pp. 45 & 46, Part VII.K.
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 of immediate family (3 days), bereavement of non-immediate family (1 day), jury duty, military leave (district acknowledges state law) p. 42, Part VII.F & G & p. 45, Part VII.J.
Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)?	yes, 10 days paid leave for union activities Any union may request additional leave for its representatives, including full release up to one school year, subject to approval by the District. For all approved leaves in excess of ten days per fiscal year, the District will bill the bargaining unit for their salary and benefits of the individual for this time. p. 49, Part. VII.P.
Attendance Incentives
When are leave days restricted or subject to refusal?	issue not addressed in scope of NCTQ reviewed documents Personal leave requires written approval from supervisor.
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 District reports no. No citation provided or found (June 2015).
Can a teacher receive payment for unused sick leave at the end of each school year? How much?	Issue not addressed in scope of NCTQ reviewed documents District reports no. No citation provided or found (June 2015).
Can a teacher receive payment for unused personal leave at the end of each school year? How much?	No; personal days are taken from sick leave. p. 45, Part. VII.I.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes up to 10 sick leave days in excess of the 90% of the maximum full-days accumulation At time of retirement, the employee must have a sick leave balance in excess of 90% of the maximum full-days accumulation. Half days are not convertible for this purpose. p. 95.
Can a teacher receive payment for unused personal leave at retirement? How much?	No; personal days are taken from sick leave. p. 45, Part. VII.I.

Professional Development questions

General
Is there additional paid leave for any professional development not already scheduled and required by the district? How much?	Yes paid professional leave (number of days not specified); 10 days paid union leave; 1 year of partially paid sabbatical leave (half salary) Employee must have completed seven consecutive years of employment to be eligible for sabbatical leave. Any union may request additional leave for its representatives, including full release up to one school year, subject to approval by the District. For all approved leaves in excess of ten days per fiscal year, the District will bill the bargaining unit for their salary and benefits of the individual for this time. p. 26, Part IV.M; p. 49, Part VII.P; pp. 45 & 46, Part VII.K.
How long is the mentorship program for a new teacher?	1 year Milwaukee Teachers’ Education Association: http://mtea.weac.org/resources/new-teachers/mentors/
How long is the standard orientation that the district provides for new teachers?	issue not addressed in scope of NCTQ reviewed documents

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?	3 years Administrative Policy 6.25(1): http://mps.milwaukee.k12.wi.us/en/District/About-MPS/School-Board/Policies--Procedures.htm
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 district reports no, no citation given

Transfer & Assignment questions

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?	no, district assigns based on previous assignments, seniority, and work record p. 22, Part IV.D.
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, based on needs of district and safety concerns p. 22, Part IV.D.
Identifying Involuntary Transfers Due to Excessing
Are teachers identified for excessing in reverse order of seniority?	Issue not addressed in scope of NCTQ reviewed documents District reports yes, no citation given Policy states only that: The District reserves the right to involuntarily transfer employees based on the needs of the District or safety concerns. Transfers shall not be made in an arbitrary, capricious, or discriminatory manner. p. 22, Part IV.D.
How are teachers identified for excessing?	issue not addressed in scope of NCTQ reviewed documents districts reports seniority, no citation given Policy states only that: The District reserves the right to involuntarily transfer employees based on the needs of the District or safety concerns. Transfers shall not be made in an arbitrary, capricious, or discriminatory manner. p. 22, Part IV.D.
Placing Excessed Teachers
How are excessed teachers assigned to schools?	Central office places excessed teachers based on their preferences in order of seniority. The district considers the employee's requests and seniority when making assignments and reassignments. If the assignment is not made based on seniority, the employee may request an explanation. p. 21, Part IV.B.
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

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?	Other there is no collective bargaining agreement, however the district will negotiate base wages as required by state law Established salary rates will not be subject to change during the fiscal year, with the exception of changes arising out of base-wage negotiations, promotion, reduction in rank, or other disciplinary action. p. 23, Part IV.F.
Do teachers have a vote in a request for a waiver?	district acknowledges state law There is no collective bargaining agreement, however the district will negotiate base wages as required by state law. p. 23, Part IV.F.
What requirements must be met for a waiver of contract provisions to be approved?	district acknowledges state law There is no collective bargaining agreement, however the district will negotiate base wages as required by state law. p. 23, Part IV.F.