Volusia County Schools, Florida

Compensation - Fringe Benefits questions

Health and Wellness
What is the maximum portion of the employee's health insurance premium paid by the employer?	100% Past Policy 60%
What is the maximum portion of the employee's dependents' health insurance premium paid by the employer?	40%
Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap?	$531 per month for single coverage beginning July 1, 2016 p. 57, Art. 27.B. Past Policy not specified; district contribution varies based on plan
Pensions/Retirement
Are there incentives for a teacher to take early retirement?	Issue not addressed in scope of NCTQ reviewed documents
By what date must a teacher give notification that he/she intends to resign or retire?	issue not addressed in scope of NCTQ reviewed documents
Does the district offer an incentive to the teacher who notifies the district before the deadline that he/she intends to resign/retire at the end of the school year?	Issue not addressed in scope of NCTQ reviewed documents
Is there a penalty for a teacher who fails to notify the district that he/she intends to resign/retire by the district's deadline?	Issue not addressed in scope of NCTQ reviewed documents
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes 35-100% multiplied by the daily rate of pay times the number of accumulated sick leave days (based on number of years of service) During the first three years, the daily rate of pay multiplied by 35 percent times the number of days accumulated sick leave. During the next three years of service, the daily rate of pay multiplied by 40 percent times the number of days of accumulated sick leave. During the next three years of service, the daily rate of pay multiplied by 45 percent times the number of days of accumulated sick leave. During and after the tenth year of service, the daily rate of pay multiplied by 50 percent times the number of days of accumulated sick leave. For normal retirement or death, terminal pay during or after the 13th year of service in Volusia County, the daily rate of pay multiplied by 100 percent times the number of days of accumulated sick leave. p. 58, Art. 27.G.4.a-e.
Can a teacher receive payment for unused personal leave at retirement? How much?	No; personal days are taken from sick leave. p. 40, Art. 22.F.1.
Tuition Reimbursement
Is tuition reimbursement offered to teachers?	Yes p. 59, Art. 27.H.
Can a teacher receive financial support to cover National Board certification fees?	issue not addressed in the scope of NCTQ reviewed documents The Superintendent and Union President shall establish a committee to discuss issues and opportunities related to NBC teachers (p. 30, Art. 17.B.)

Calendar questions

School Year
STUDENTS: How many days are students in school?	181
STUDENTS: How many hours, minimum, are students scheduled to be in school each year?	K: 543 (instructional); grades 1-3 (instructional): 724 (instructional); grades 5-12: 905 (instructional) Calculated by multiplying the minimum daily student hours by the number of student days in the school year (181 days x K: 3 hours; grades 1-3: 4 hours; grades 5-8: 5 hours). Board Policy 311: http://myvolusiaschools.org/general-counsel/Pages/School-Board-Policies.aspx Past Policy K: 537 (instructional); grades 1-3 (instructional): 716 (instructional); grades 5-12: 895 (instructional) Calculated by multiplying the minimum daily student hours by the number of student days in the school year (179 days x K: 3 hours; grades 1-3: 4 hours; grades 5-8: 5 hours). Past Policy K: at least 540 (instructional); grades 1-3 (instructional): at least 720 (instructional); grades 5-12: 900 (instructional) Calculated by multiplying the minimum daily student hours by 180 days. Past Policy 1-3: at least 720; 5-12: at least 900 This calculation is based on at least a 4 hour day for grades 1-3 and at least a 5 hour day for grades 5-12 X 180 days. Volusia School Board Policy 311 & 2010-2011 School Year Calendar Past Policy 1-3: at least 720; 5-12: at least 900 This calculation is based on at least a 4 hour day for grades 1-3 and at least a 5 hour day for grades 5-12 X 180 days. Volusia School Board Policy 311 & 2008-2009 School Year Calendar
TEACHERS: How many days are teachers in school?	190
TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days)	14.2 Includes 33 release days.
School Day
How long is the school day for elementary students?	K: at least 3 hours (instructional); grades 1-3: at least 4 hours (instructional); grades 5-8: at least 5 hours (instructional) Board Policy 311: http://myvolusiaschools.org/general-counsel/Pages/School-Board-Policies.aspx
How long is the school day for secondary students?	at least 5 hours (instructional) Board Policy 311: http://myvolusiaschools.org/general-counsel/Pages/School-Board-Policies.aspx
How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch)	7 hours for elementary teachers; 7 hours, 30 minutes for middle & secondary teachers p. 16, Art. 9.B.
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)	elementary: 30 minutes middle and secondary: issue not addressed in scope of NCTQ reviewed documents Elementary teachers receive 30 minutes duty free planning time outside the student day (daily average for the week). p. 16, Art. 9.B.
Preparation Time
How much planning time does an elementary teacher receive?	elementary: 1 hour, 5 minutes daily average for the week (35 minutes within the student day, 30 minutes outside the student day); middle: equivalent of 1 class period per day p. 16, Art. 9.B.
How much planning time does a secondary teacher receive?	equivalent of 1 class period per day p. 16, Art. 9.B.
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?	district acknowledges state law Board Policy 310: http://myvolusiaschools.org/general-counsel/Pages/School-Board-Policies.aspx
What happens when the class size limit is exceeded?	Issue not addressed in scope of NCTQ reviewed documents Board Policy 310: http://myvolusiaschools.org/chief-counsel/Pages/School-Board-Policies.aspx

Compensation - Salary questions

Structure of the Salary Schedule
What type of salary schedule is in use?	New hire salary schedule (placement schedule for annual contract teachers on performance pay schedule) Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work.
What is the average percent increase in pay earned for each additional year of experience?	1.1% (based on placement schedule) Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Past Policy 2.0% (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy
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)	2.5% (based on placement schedule) The district released a 2015-2016 salary schedule after our coding was complete last year (per our policy we used the 2014-2015 schedule for our analysis). As such, the annual adjustment reported above is a comparison between the 2016-2017 schedule and the 2015-2016 schedule released by the district. Both of the newly released 2015-2016 schedule and the 2016-2017 schedule are contained in the same document. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Past Policy 0% (based on placement schedule for annual contract employees) pp. 3 & 4 (pdf). Past Policy n/a; the district introduced a new salary structure in 2014-2015 p. 3 (pdf). Past Policy 0% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy 0% 2008-2009 Salary Schedule, 2009-2010 Salary Schedule Past Policy 0% 2007-2008 Salary Schedule, 2008-2009 Salary Schedule Past Policy current salary schedule not available
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)	3.6% (based on placement schedule) The district released a 2015-2016 salary schedule after our coding was complete last year (per our policy we used the 2014-2015 schedule for our analysis). As such, the annual adjustment reported above is a comparison between the 2016-2017 schedule and the 2015-2016 schedule released by the district. Both of the newly released 2015-2016 schedule and the 2016-2017 schedule are contained in the same document. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Past Policy 2.0% (based on placement schedule for annual contract employees) pp. 3 & 4 (pdf). Past Policy n/a; the district introduced a new salary structure in 2014-2015 p. 3 (pdf). Past Policy 0% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy
What is the average difference between the master's and bachelor's salary?	$3,155 (based on placement schedule) The stipend amount is dependent on the degree as well as years of experience. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Past Policy $3,225 (based on placement schedule for annual contract employees) The stipend amount is dependent on the degree as well as experience. For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. p. 3 (pdf). Past Policy 3,699 2010-2011 Salary Schedule Past Policy 3,699 2009-2010 Salary Schedule
How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule?	4: BA, MA (stipend), Specialist (stipend), PhD (stipend) The stipend amount is dependent on the degree as well as years of experience. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule.
In what year of service will a teacher with a bachelor's and/or master's degree reach the maximum salary (assuming no step freezes)?	10 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Past Policy 27 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy 25 2010-2011 Salary Schedule Past Policy 25 2009-2010 Salary Schedule
Annual Salary
What is the annual salary for a fully certified, first year teacher with a bachelor's degree?	$38,000 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Past Policy $37,000 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. p. 3 (pdf). Past Policy 34,010 2010-2011 Salary Schedule Past Policy 34,010 2009-2010 Salary Schedule Past Policy 34,010 2008-2009 Salary Schedule
What is the annual salary for a teacher with a bachelor's degree and 5 years of experience?	$39,525 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Past Policy $38,525 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. p. 3 (pdf). Past Policy 36,639 2010-2011 Salary Schedule Past Policy 36,639 2009-2010 Salary Schedule Past Policy 36,639 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?	$42,400 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Past Policy $63,098 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. p. 3 (pdf). Past Policy 59,147 2010-2011 Salary Schedule Past Policy 59,147 2009-2010 Salary Schedule Past Policy 59,147 2008-2009 Salary Schedule
What is the annual salary for a fully certified, first year teacher with a master's degree?	$40,991 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Stipend amount for advanced degrees varies, as it is dependent on type of advanced degree as well as years of experience. Past Policy $39,991 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy 37,001 2010-2011 Salary Schedule Past Policy 37,001 2009-2010 Salary Schedule Past Policy 37,001 2008-2009 Salary Schedule
What is the annual salary for a teacher with a master's degree and 5 years of experience?	$42,653 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Stipend amount for advanced degrees varies, as it is dependent on type of advanced degree as well as years of experience. Past Policy $41,653 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy 39,860 2010-2011 Salary Schedule Past Policy 39,860 2009-2010 Salary Schedule Past Policy 39,860 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?	$45,670 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Stipend amount for advanced degrees varies, as it is dependent on type of advanced degree as well as years of experience. Past Policy $66,368 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy 63,572 2010-2011 Salary Schedule Past Policy 63,572 2009-2010 Salary Schedule Past Policy 63,572 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?	$48,844; PhD; 10 (based on placement schedule) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier K = 10 years of experience) although it is not clear if this is how the tiers work. Tenured district teachers may remain on the grandfathered schedule or may opt in to the performance pay schedule. All new hires are annual contract teachers and are placed on the performance pay schedule. Stipend amount for advanced degrees varies, as it is dependent on type of advanced degree as well as years of experience. Past Policy $69,542; PhD; 27 (based on placement schedule for annual contract employees) For coding purposes, tiers were translated to years of experience (i.e. Tier A = 0 years of experience; Tier AB = 27 years of experience) although it is not clear if this is how the tiers work. pp. 3 & 4 (pdf). Past Policy 59,147; BA; unspecified Steps do not equal years of service. Individuals hired July 1, 2011 or later with advanced degrees may be eligible for a salary supplement. Supplement amounts currently being determined.
Performance Pay
Is annual salary increase tied to evaluation rating?	Yes , evaluation rating determines salary adjustments for annual contract teachers (on the performance pay schedule) On the grandfathered schedule, evaluation rating determines step advancement. pp. 51 - 53, Art. 26.A.4.a & b.
If an annual salary increase is tied to evaluation rating, how do annual salary increases work?	Other salary adjustments for two highest evaluation ratings and salary freeze for two lowest ratings for annual contract teachers on the performance pay schedule On the grandfathered schedule, there is a step freeze for lowest evaluation rating. pp. 51 - 53, Art. 26.A.4.a & b.
Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating?	yes, bonuses (maximum of $200 per teacher or a lower prorata amount based upon the number of teachers qualifying for total pool of $75,000) are available to teachers with at least a satisfactory rating and who meet additional criteria, including attendance, advanced coursework, professional development and National Board Certification pp. 59 & 60, Art. 27.I.
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"?	yes, teachers in Title I schools or schools rated DDD or F receive salary supplements (the amount of the salary supplement is determined by the $50,000 supplement allocation divided by the total number of eligible teachers) Teachers must be on the performance-based (not grandfathered) salary schedule to qualify for these supplements. p. 53, Art. 26.A.4.b.ii.
Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'?	yes, a one-time $2,000 signing bonus may be offered to teachers in areas of critical concern as defined by the Florida DOE; and teachers holding certification and assigned to teach in district-designated shortage areas earn salary supplements (the amount of the salary supplement is determined by the $50,000 supplement allocation divided by the total number of eligible teachers) Teachers must be on the performance-based (not grandfathered) salary schedule to qualify for the salary supplement (not the signing bonus). p. 53, Art. 26.A.4.b.ii & p. 55, Art. 26.B.7.
Can a teacher who has National Board certification earn additional pay?	yes, teachers with National Board certification are eligible for mentoring supplements; and teachers with National Board certification earn 20 points of the 40 points needed for one qualifying component of a merit pay bonus p. 30, Art. 17.A & p. 60, Art. 27.I.4.b.
What compensation is offered to a teacher who serves as a department head at the secondary level?	as of June 30, 2015, there is no longer a supplement for department chairs pp. 62 & 63, Art. 28.P.
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 in Cooperative, Technical, and Industrial Education (who are required to have work experience for certification), Vocational Home Economics teachers, and Certificated Visiting teachers will receive credit for work experience; 10 years p. 50, Art. 26.A.1.d - f.
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?	90 days (dismissal required) If a teacher finishes the year with an unsatisfactory evaluation, s/he will receive support in the following year. If after one semester, the teacher does not improve, s/he is placed on a 90-day improvement plan. State law (1012.33) requires that a teacher's annual contract not be renewed if s/he completes two consecutive years with an unsatisfactory evaluation. pp. 5, 32 & 66.
What is the process for dismissal of an ineffective teacher?	tenure non-existent for teachers hired after July 1, 2011; annual contract teachers non-renewed for performance may appeal through grievance procedure; tenured teachers (hired before July 2011)-request hearing before school board-may appeal to BOE Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335). pp. 48 & 49, Art. 25.A.2 & B & pp. 85 & 86, App. G.Sec. 3.
Does a nontenured teacher have any recourse if his/her contract is not renewed?	tenure non-existent, all teachers work under annual contracts, effective July 1, 2011; the first year teacher is probationary and may be dismissed without cause (no recourse) For all annual contract teachers, termination shall be governed by section 1012.335, F.S. (teacher may request hearing unless non-renewed for ineffectiveness) As required by law, an employee’s initial contract having a duration greater than 100 contract days shall be a probationary contract. During the probationary contract, the employee may be dismissed without cause or may resign from the contractual position without breach of contract. p. 48, Art. 25.A.2.
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 Tenure no longer exists, effective July 1, 2011 (p. 48, Art. 25.A.2.) Teachers hired thereafter work under annual contracts. Notice of non-renewal is not addressed.
When must a tenured teacher be notified of his/her dismissal?	district acknowledges state law Tenure no longer exists (effective July 1, 2011), however the contract acknowledges state law for dismissal procedures of teachers who received tenure prior to 2011. p. 48, Art. 25.A.2.

Evaluation questions

Evaluation System
What is the teacher required to be evaluated on?	Student growth/achievement (35%) Professional development plan (25% "Deliberate Practice Plan) Professional practice (40%: Planning and preparation [20%], Classroom environment [20%], Instruction [40%], Professional responsibilities [20%]) pp. 18 & 20.
Do impartial third parties from outside the school serve as evaluators?	Optional District administrators may conduct walkthrough observations and provide input to the primary evaluator. In addition, Peer Assistance and Review (PAR) teachers who are district-based teachers, may be assigned to first year teachers to provide feedback to the teacher and feedback to the administrator with the teacher's permission. pp. 29, 50, 58, 59 & 62.
Is peer review a component of teacher evaluation; what is the nature of the review?	other optional - for first year teachers only (see footnote) and peers may monitor and review a teacher's Deliberate Practice Plan Peer Assistance and Review (PAR) teachers who are district-based teachers, may be assigned to first year teachers to provide feedback to the teacher and feedback to the administrator with the teacher's permission. pp. 50, 58 & 62.
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. 24.
What kind of feedback must the teacher receive following an evaluation?	Conference with evaluator p. 63.
How many categories of ratings are there?	4: Distinguished, Proficient, Basic, Unsatisfactory The district uses different nomenclature for the four rating levels required by the state: Highly Effective, Effective, Needs Improvement, Unsatisfactory. p. 7.
Are evaluators required to give notice of an observation?	Other multiple announced and unannounced observations for teachers in first two years; announced for teachers with more than three years experience pp. 30 & 31.
Role of Student Achievement in Teacher Evaluation
How is student growth/achievement calculated for teachers of tested subjects?	growth models including value-added measure (counts 35%) pp. 10-15.
How is student achievement/growth calculated for teachers of non-tested subjects?	End of Course exams, IB/AP assessments, FCAT Science, Batelle Developmental Inventory(Kindergarten): (counts 35%) pp. 12 & 15.
Evaluation Requirements for non-tenured Teachers
How frequently do non-tenured teachers receive an evaluation rating?	Other tenure non-existent - first year teachers evaluated 2x; all other teachers, 1x pp. 30 & 31.
What is the minimum number of times a non-tenured teacher must be observed during the evaluation?	tenure non-existent, teachers in first two years - 4: 1 formal announced, 1 formal unannounced, 2 informal (walk-throughs) p. 30.
What is the deadline for the first formal observation of the non-tenured teacher?	tenure non-existent, formal observation by January 14, 2016 (informal observation by Oct. 23, 2015) for teacher in first two years While the evaluation handbook was revised in March, 2016, the dates were not changed to reflect the 2016-2017 school year. p. 30.
What is the deadline for the final evaluation of the non-tenured teacher?	end of school year: Deliberate Practice and Instructional Practice scores; As soon as practicable once the value added data arrives from the state: full evaluation p. 24, Art. 14.1.A. p. 30.
What is the required minimum length of the formal observation for a non-tenured teacher?	30 minutes (elementary); full class period (secondary) p. 23.
Evaluation Requirements for Tenured Teachers
How frequently do tenured teachers receive an evaluation rating?	Other tenure non-existent, teachers with two or more years experience, 1x/year p. 31.
What is the minimum number of times a tenured teacher must be observed during the evaluation?	tenure non-existent, teachers with more than two years experience, 1 formal observation p. 31.
What is the deadline for the first formal observation of the tenured teacher?	April 15, 2016 While the evaluation handbook was revised in March, 2016, the dates were not changed to reflect the 2016-2017 school year. p. 31.
What is the deadline for the final evaluation of the tenured teacher?	end of school year: Deliberate Practice and Instructional Practice scores; As soon as practicable once the value added data arrives from the state: full evaluation The Instructional Practice and Deliberate Practice scores are due prior to the end of the year. The teacher's full evaluation is due as soon as practicable once the value-added data arrives from the state. p. 24, Art. 14.1.A. p. 31.
What is the minimum length of a tenured teacher's formal observation?	30 minutes (elementary); full class period (secondary) p. 23.
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?	90 days (dismissal required) If a teacher finishes the year with an unsatisfactory evaluation, s/he will receive support in the following year. If after one semester, the teacher does not improve, s/he is placed on a 90-day improvement plan. State law (1012.33) requires that a teacher's annual contract not be renewed if s/he completes two consecutive years with an unsatisfactory evaluation. pp. 5, 32 & 66.
Does the district assign a mentor or support team to the teacher in remediation?	yes (Support Team) Support might include assignment of a PAR Consulting Teacher, budget permitting. p. 66.
How many classroom observations (minimum) are required during remediation?	6 4 walk-through observations and 2 formal observations by administrator required over the course of the year following an unsatisfactory evaluation It is not specified if additional observations are required while the teacher is on a 90-day improvement plan. p. 32.
How long is the remediation process?	90 days If a teacher finishes the year with an unsatisfactory evaluation, s/he will receive support in the following year. If after one semester, the teacher does not improve, s/he is placed on a 90-day improvement plan. State law (1012.33) requires that a teacher's annual contract not be renewed if s/he completes two consecutive years with an unsatisfactory evaluation. pp. 5, 32 & 66.
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations?	No A teacher may not grieve the professional judgement of the evaluator. p. 24, Art. 14.D.
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?	Tenure does not exist. all teachers, including those who achieved tenure prior to July 2011 when tenure was abolished, are laid off first by performance The separation from employment of a first year probationary teacher is not considered a layoff; s/he is not subject to any layoff or recall policy (p. 28, Art. 16.A). p. 29, Art. 16.C.3.
Aside from program and staffing needs, what are the criteria for laying off teachers?	Performance is the preponderant criterion. Seniority is used as a tie-breaker when performance is equal. p. 29, Art. 16.C.2 & 3.
In the case of a layoff, is seniority determined at the school level or district level?	District level however, seniority is only a factor when performance is equal pp. 28 & 29, Art. 16.B.1 & C.2 & 3.
What is the notification deadline for teacher layoffs?	issue not addressed in scope of NCTQ reviewed documents
When the district needs to hire new teachers, are laid off teachers either given recall rights or preference?	Other annual contract teachers have recall rights only through end of the school year in which they were laid off; yes for tenured teachers (those hired before July 1, 2011) Recall rights apply only to those teachers who were rated satisfactory or better on most recent evaluation. p. 30, Art. 16.C.5 & 6.
How long does a laid off teacher retain recall rights?	annual contract teachers have recall rights only through end of the school year in which they were laid off; tenured teachers (those hired before July 1, 2011) have recall rights indefinitely p. 30, Art. 16.C.5 & 6.

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?	10 (10 sick, 6 of which may be used for personal reasons) p. 39, Art. 22.E.1 & p. 40, Art. 22.F.1.
What is the total number of paid sick and personal days a teacher gets each year?	10 (10 sick, 6 of which may be used for personal reasons) p. 39, Art. 22.E.1 & p. 40, Art. 22.F.1.
Can unused sick days carry over from one year to the next?	Yes p. 39, Art. 22.E.1.
Can unused personal days carry over from one year to the next?	No because personal days are taken from sick leave. p. 40, Art. 22.F.1.
What is the maximum number of sick days a teacher can accumulate?	no maximum p. 39, Art. 22.E.1.
After how many days of absence does a teacher have to provide medical documentation for sick leave?	3 or when misuse is suspected p. 39, Art. 22.E.3.
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 to attend local, state and national professional meetings (amount of leave not specified) p. 40, Art. 22.G.
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?	legislative leave to attend committee meetings & lobbying; active military (1 year, in accordance with state law); military reserve training (17 days); illness-in-the-line-of-duty (10 days), temporary duty (jury duty, court subpoena, district rep.) A temporary duty assignment covers attendance at required activities, attendance requested by the Superintendent, or participation as a representative of the school or the school system, or for legal proceedings or jury duty. p. 40, Art. 22.H; p. 41, Art. 22.J; p. 42, Art. 22.J.2; p. 42, Art. 22.K.1; pp. 42 & 43, Art. 22.L.1 & 2.
Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)?	yes, 70 days to be shared district-wide p. 10, Art. 4.C.3.a and p. 7, Art. 4.3.a
Attendance Incentives
When are leave days restricted or subject to refusal?	day before/after school holiday, when more than 10% of workforce is absent, week before or day of standardized testing days, professional development days, during pre/post planning periods, not more than 3 consecutive days, to work for another employer No requests for paid personal leave of more than three (3) consecutive days shall be granted unless the request for such leave is submitted at least twenty (20) work days prior to the beginning date of the leave and includes the reasons for the leave. Paid Personal Leave may not be taken to work for another employer, unless approved by the Superintendent as being in the best interest of the school district. p. 40, Art. 22.F.2-5.
Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much?	Yes until June 30, 2015 (provision expires after that date): up to $200, based on a merit-based points system Teachers earn points for each quarter of perfect attendance. Attendance points can be used towards merit pay. The teacher must have an overall satisfactory evaluation on their summative evaluation. p. 60, Art. 27.I.4.a.
Can a teacher receive payment for unused sick leave at the end of each school year? How much?	Yes 65 - 80% times the daily rate of pay times the number of sick days (depending on years of service) years 0-3 = 65%; years 3-6 = 70%; years 6-9 = 75%; years 10-13 = 80%; years 13+ = 100%. Days for which such payment is received will be deducted from the accumulated leave balance. pp. 58 & 59, Art. 27.G.6.
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. 40, Art. 22.F.1.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes 35-100% multiplied by the daily rate of pay times the number of accumulated sick leave days (based on number of years of service) During the first three years, the daily rate of pay multiplied by 35 percent times the number of days accumulated sick leave. During the next three years of service, the daily rate of pay multiplied by 40 percent times the number of days of accumulated sick leave. During the next three years of service, the daily rate of pay multiplied by 45 percent times the number of days of accumulated sick leave. During and after the tenth year of service, the daily rate of pay multiplied by 50 percent times the number of days of accumulated sick leave. For normal retirement or death, terminal pay during or after the 13th year of service in Volusia County, the daily rate of pay multiplied by 100 percent times the number of days of accumulated sick leave. p. 58, Art. 27.G.4.a-e.
Can a teacher receive payment for unused personal leave at retirement? How much?	No; personal days are taken from sick leave. p. 40, Art. 22.F.1.

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 to attend local, state and national professional meetings (amount of leave not specified) p. 40, Art. 22.G.
How long is the mentorship program for a new teacher?	1 year The district's "E3 Program" is a two year program for the novice teacher, however mentorship is only mentioned for the teacher's first year.
How long is the standard orientation that the district provides for new teachers?	5 days (2 days in the first year, 3 days in the second year) All teachers hired for the first time by the district will be required to attend two 3-hour afternoon institutes during the first year of employment. Novice teachers who successfully complete all requirements of year one (1) of the E3 program will be required to attend three 3-hour afternoon institutes during the second year of employment with the district. p. 15, Art. 9.A.2.

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?	State only awards annual contracts. p. 48, Art. 25.A.2.
Can the district decide to extend the nontenured period if the principal is uncertain that the teacher should receive tenure?	Tenure does not exist. All teachers hired after July 1, 2011, work under annual contracts. p. 48, Art. 25.A.2.

Transfer & Assignment questions

Transfers
Are internal transfers given priority over new hires for vacant positions?	yes p. 26, Art. 15.A.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, principals must approve transfers p. 25, Art. 15.A.1.
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, "best interest" of district p. 26, Art. 15.B.
Identifying Involuntary Transfers Due to Excessing
Are teachers identified for excessing in reverse order of seniority?	Other annual contract teachers (those hired after July 1, 2011) are excessed prior to continuing and professional service contracts - method of identification within each contract type is unclear Exceptions may be made involuntary transfers of annual contracts before continuing or professional service contracts when the teacher has documented skills and qualifications that benefit the overall operation of the school. pp. 26 & 27, Art. 15.C. & D.
How are teachers identified for excessing?	annual contract, then professional and continuing contracts - method of selection within each contract type is unclear Exceptions may be made involuntary transfers of annual contracts before continuing or professional service contracts when the teacher has documented skills and qualifications that benefit the overall operation of the school. pp. 26 & 27, Art. 15.C. & D.
Placing Excessed Teachers
How are excessed teachers assigned to schools?	Other Central office places teachers but teachers are still free to apply for advertised vacancies. Teachers may apply to posted vacancies. Principals are not obliged to interview the teacher. p. 27, Art. 15.C & D.
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 p. 28, Art. 15.D.

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 This waiver procedure applies to critically low performing schools and charter schools. p. 20, Art. 10 & 11.
Do teachers have a vote in a request for a waiver?	yes, must be ratified by 80% of certified instructional staff at the school This waiver procedure applies to critically low performing schools and charter schools. p. 20, Art. 10.2 & pp. 20 & 21, Art. 11.2 & 3.
What requirements must be met for a waiver of contract provisions to be approved?	80% approval by vote of certified instructional staff, and approval of union president and superintendent This waiver procedure applies to critically low performing schools and charter schools. p. 21, Art. 11.2 & 3.