|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
100%
District website: http://www.pasco.k12.fl.us/ebarm/new_hire/
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
not specified; employee is responsible for portion of dependent coverage that exceeds the individual employee premium cost
p. 35, Art. X, Sec. B.1.d.
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
yes, $6,385.83 annually
p. 35, Art. X, Sec. B.1.a.
Past Policy
yes, $6,255.44 annually
p. 34, Art. X, Sec. B.1.a.
|
|
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: probationay teachers may resign with immediate notice; all other teachers must give 30 days notice; retirement: issue not addressed in scope of NCTQ reviewed documents
p. 8, Art. VII, Sec. B.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? |
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% of daily rate, depending on years of service
p. 38, Art. X, Sec. G.1.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 26, Art. VIII, Sec. B.3.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Yes
, core subject area teachers in Title I schools may receive tuition reimbursement in order to meet the criteria of highly qualified
District website: http://www.pasco.k12.fl.us/hreq/nclb/#titleI
|
| Can a teacher receive financial support to cover National Board certification fees? |
teachers who have applied for National Board certification are provided up to 3 days of professional leave and up to 6 days of personal leave to fulfill program guidelines and requirements
p. 29, Art. VIII, Sec. B.8.a & b.
|
|
School Year
|
| STUDENTS: How many days are students in school? |
180
|
| STUDENTS: How many hours, minimum, are students scheduled to be in school each year? |
Elementary: 1110 hours (total); middle: 1140-1155 hours (total); secondary: 1155-1170 hours (total)
Calculated based on a six hour, ten minute day X 180 (elementary); six hour, twenty or twenty five minute day (middle); six hour 27 minute - six hour 33 minute day (secondary). There is a small variation in the length of the secondary day among high schools.
|
| TEACHERS: How many days are teachers in school? |
190
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
10
|
|
School Day
|
| How long is the school day for elementary students? |
Elementary 6 hours, 10 minutes (total); middle: 6 hours, 20 minutes or 6 hours, 25 minutes (total)
|
| How long is the school day for secondary students? |
6 hours, 27 minutes - 6 hours, 33 minutes (total)
The school day varies slightly among schools.
Past Policy
6 hours, 10 minutes - 6 hours, 26 minutes
According to the bell schedules at some Pasco County schools, the student day is between 6 hours, 10 minutes - 6 hours, 26 minutes.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
7 hours, 30 minutes
p. 14, Art. VII, Sec. L.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) |
1 hour, 4 minutes - 1 hour, 20 minutes
According to the bell schedules at some Pasco County schools, the student day is between 6 hours, 10 minutes - 6 hours, 26 minutes, which means that teachers are required to be on-site between 1 hour, 4 minutes - 1 hour, 20 minutes beyond the length of the student day. According to the agreement, teachers are required to stay a minimum of 50 minutes each week ether before or after the student day.
p. 17, Art. VII, Sec. S.13.
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
elementary: 5 hours a week; middle: 50 minutes per day plus a minimum of 50 planning minutes each week either before or after the student day
pp. 17 & 18, Art. VII, Sec. S.13 & 14.
|
| How much planning time does a secondary teacher receive? |
50 minutes per day plus a minimum of 50 planning minutes each week either before or after the student day
p. 17, Art. VII, Sec. S.13.
|
| How much teacher planning time is designated for collaborative planning? |
issue not addressed in scope of NCTQ reviewed documents
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
New hire salary schedule
|
| What is the average percent increase in pay earned for each additional year of experience? |
1.2% (based on initial salary placement for new hires)
|
| 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% (based on initial salary placement for new hires)
Past Policy
1.3% (based on initial salary placement for new hires)
Past Policy
1.5% (based on initial salary placement for new hires)
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%
This is based on the district reporting no changes to the 2007-2008 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) |
1.2% (based on initial salary placement for new hires)
Past Policy
2.5% (based on initial salary placement for new hires)
Past Policy
2.7% (based on initial salary placement for new hires)
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? |
$2,700
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
6: BA, BA+18 (stipend pay), MA (stipend pay), MA+18 (stipend pay), Education Specialist (stipend pay), PhD (stipend pay)
For all employees hired after July 1, 2011, the advanced degree must be held in the employee's area of certification.
|
| 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)? |
25 (based on initial salary placement for new hires)
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$38,120 (based on initial salary placement for new hires)
Past Policy
$37,560 (based on initial salary placement for new hires)
Past Policy
36,970
2010-2011 Salary Schedule
Past Policy
36,970
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
36,420
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? |
$38,370 (based on initial salary placement for new hires)
Past Policy
$37,810 (based on initial salary placement for new hires)
Past Policy
38,020
2010-2011 Salary Schedule
Past Policy
38,020
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
38,320
This is based on the district reporting no changes to the 2007-2008 salary schedule.
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? |
$51,310 (based on initial salary placement for new hires)
Past Policy
$50,750 (based on initial salary placement for new hires)
Past Policy
53,420
2010-2011 Salary Schedule
Past Policy
53,420
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
53,470
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the annual salary for a fully certified, first year teacher with a master's degree? |
$40,820 (based on initial salary placement for new hires)
Past Policy
$40,260 (based on initial salary placement for new hires)
Past Policy
39,670
2010-2011 Salary Schedule
Past Policy
39,670
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
39,120
This is based on the district reporting no changes to the 2007-2008 salary schedule.
2008-2009 Salary Schedule
|
| What is the annual salary for a teacher with a master's degree and 5 years of experience? |
$41,070 (based on initial salary placement for new hires)
Past Policy
$40,510 (based on initial salary placement for new hires)
Past Policy
40,720
2010-2011 Salary Schedule
Past Policy
40,720
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
41,020
This is based on the district reporting no changes to the 2007-2008 salary schedule.
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? |
$54,010 (based on initial salary placement for new hires)
Past Policy
$53,450 (based on initial salary placement for new hires)
Past Policy
56,120
2010-2011 Salary Schedule
Past Policy
56,120
This includes the salary stabilizer negotiated for 2009-2010 in lieu of a step increase.
2009-2010 Salary Schedule
Past Policy
56,170
This is based on the district reporting no changes to the 2007-2008 salary schedule.
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? |
$56,710; PhD; 25 (based on initial salary placement for new hires)
Past Policy
$56,150; PhD; 25 (based on initial salary placement for new hires)
Past Policy
63,870; PhD; 33
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
p. 55, Instructional Economic Proposal 2015-2016.1.a.3.b.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Other
teachers on the performance pay plan who earn less than an Effective rating will not receive a salary increase
p. 55, Instructional Economic Proposal 2015-2016.1.a.3.b.
|
| Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? |
issue not addressed in scope of NCTQ reviewed documents
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
issue not addressed in scope of NCTQ reviewed documents
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
yes, teachers in Title I or DDD/F schools are eligible for supplemental pay (amount not specified)
p. 56, Instructional Economic Proposal 2015-2016.1.a.4.
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
yes, teachers certified in critical shortage subjects, as determined by the district, qualify for supplemental pay (amount not specified). In 2015-2016, the critical shortage subjects are special education (autism spectrum disorder and emotionally behaviorally disabled), middle and secondary math, secondary science and middle school technology
p. 56, Instructional Economic Proposal 2015-2016.1.a.4.
|
| Can a teacher who has National Board certification earn additional pay? |
issue not addressed in scope of NCTQ reviewed documents
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
$1,019
p. 48, Add. B.
|
|
General Salary Information
|
| Are uncertified teachers paid less than fully certified teachers? |
No
p. 43, Add. A.1.h.
|
| 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; 7 years
p. 43, Add. A.3.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
|
|
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? |
Issue not addressed in scope of NCTQ reviewed documents
The contract does not reference the connection between remediation and dismissal, however, state law requires that annual contract may not be awarded if teacher has received 2 consecutive annual performance evaluation ratings of unsatisfactory, 2 annual perf. ratings of unsatisfactory w/in 3-year prd., or 3 consecutive annual perf. ratings of needs improvement (FL statute 1012.33 (3).
|
| What is the process for dismissal of an ineffective teacher? |
district acknowledges state law
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).
p. 8, Art. VII, Sec. C.3.
|
| Does a nontenured teacher have any recourse if his/her contract is not renewed? |
tenure non-existent (probationary [1st year] teacher may be dismissed or non-renewed at any time without cause, FL statute 1012.335)
p. 8, Art. VII, Sec. C.1.
|
| By what date must a nontenured teacher be notified of non-renewal of his/her contract? |
April 1 (applies to all teachers, tenure is non-existent)
p. 8, Art. VII, Sec. C.2.
|
| When must a tenured teacher be notified of his/her dismissal? |
April 1 (applies to all teachers, tenure is non-existent)
p. 8, Art. VII, Sec. C.2.
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student Growth/Achievement (35%)
Professional development plan (15%, Deliberate practice plan which covers Domain 3, Reflecting on teaching)
Professional Practice (50%: Instructional support strategies and behaviors [60%], Planning and preparation [30%], Supporting collegiality and professionalism [10%]}
A teacher’s Deliberate Practice Score will be multiplied by fifteen percent (15%) and added to the teacher’s Status Score (observations) to form the Teacher’s Instructional Practices Score. The Instructional Practices Score and Student Performance Measure Score will be averaged together to provide the final summative evaluation score.
pp. 1 & 2.
p. 62, MOU, G.4.
|
| 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? |
No
pp. 8 & 9, Sec. III.16.
p. 60, MOU, A.9 & p. 61, MOU, D.
|
| 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. 1.
|
| What kind of feedback must the teacher receive following an evaluation? |
Conference with evaluator
p. 62, MOU.G.5.
|
| How many categories of ratings are there? |
4: Highly Effective, Effective, Developing/Needs Improvement, Unsatisfactory
In accordance with state law
p. 1.
p. 62, MOU, G.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
p. 1.
p. 60, MOU, A.9 & 11.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
value-added measure (counts 35%)
p. 62, MOU, G.2.
p. 2.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
principal-approved end of course exams; FCAT science; AP, IB & AICE exams in high school; College Readiness exams; Teaching Strategies God in P-K (counts 35%)
p. 2.
p. 1, Sec. I.2.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Once a year
tenure non-existent in FL, all teachers subject to annual evaluations
p. 6, Sec. I.5 & p. 7, Sec. III.8.
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
2: 1 formal (announced), 1 informal (unannounced)
Tenure is non-existent in Florida.
p. 1.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
January 14, 2016
p. 2.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
end of year (approximately, all observations must be complete by May 18, 2016)
p. 62, MOU.G.5.
p. 2.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
length of a lesson, not to exceed 50 minutes
p. 1.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
tenure non-existent in FL, all teacher subject to annual evaluations
p. 1.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
2: 1 formal announced, 1 informal unannounced
p. 1.
|
| What is the deadline for the first formal observation of the tenured teacher? |
January 14, 2016
p. 2.
|
| What is the deadline for the final evaluation of the tenured teacher? |
end of year (approximately, all observations must be complete by May 18, 2016)
p. 2.
|
| What is the minimum length of a tenured teacher's formal observation? |
length of a lesson, not to exceed 50 minutes
p. 1.
|
|
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? |
Issue not addressed in scope of NCTQ reviewed documents
The contract does not reference the connection between remediation and dismissal, however, state law requires that annual contract may not be awarded if teacher has received 2 consecutive annual performance evaluation ratings of unsatisfactory, 2 annual perf. ratings of unsatisfactory w/in 3-year prd., or 3 consecutive annual perf. ratings of needs improvement (FL statute 1012.33 (3).
|
| Does the district assign a mentor or support team to the teacher in remediation? |
yes, Teacher Assistance Team (a teacher with mentoring background, a representative of USEP, principal, a representative of Employee Relations Department and other persons and resources as needed)
p. 12, Art. VII, Sec. H.6 & 7. & p. 61, MOU.E.3.
|
| How many classroom observations (minimum) are required during remediation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How long is the remediation process? |
reasonable time
p. 12, Art. VII, Sec. H.6. & p. 61, MOU, E.3.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
|
|
Layoffs
|
| Must nontenured teachers be laid off before tenured? |
No
p. 63, MOU, I & p. 11. Art. VII, Sec. G.
|
| Aside from program and staffing needs, what are the criteria for laying off teachers? |
Performance is the preponderant criterion.
Teachers are classified based on the four performance levels. They are laid off by seniority within each classification.
p. 63, MOU, I & p. 11. Art. VII, Sec. G.
|
| In the case of a layoff, is seniority determined at the school level or district level? |
District level
Reductions in force are based on a teacher's previous school year's evaluation rating. The order of reduction within a given performance level is determined by district seniority.
p. 63, MOU, I. & p. 11, Art. VII, Sec. G.
|
| 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
mandatory recall of tenured teachers (those hired before July 2011) by seniority, recall of annual contract teachers not addressed in scope of NCTQ reviewed documents
p. 11, Art. VII, Sec. G.3.
|
| How long does a laid off teacher retain recall rights? |
2 years
p.11, Art. VII, Sec. G.3.
|
|
Sick & Personal Leave
|
| What is the total possible number of paid general leave days (sick, personal, and other days used for personal reasons) a teacher can get each year? |
10 (10 sick, 6 of which may be used for personal reasons)
p. 24, Art. VIII, Sec. B.1.b & p. 26, Art. VIII, Sec. B.3.
|
| What is the total number of paid sick and personal days a teacher gets each year? |
10 (10 sick, 6 of which may be used for personal reasons)
p. 24, Art. VIII, Sec. B.1.b & p. 26, Art. VIII, Sec. B.3.
|
| Can unused sick days carry over from one year to the next? |
Yes
p. 24, Art. VIII, Sec. B.1.d.
|
| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
p. 26, Art. VIII, Sec. B.3.
|
| What is the maximum number of sick days a teacher can accumulate? |
no maximum
p. 24, Art. VIII, Sec. B.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, may request documentation from district-approved doctor
p. 32, Art. VIII, Sec. C.7.g.10.
|
|
Professional Development Leave
|
| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
30 days per occasion for the purpose of attending conferences, workshops, institutes, school visitations, and other meetings related to education; partially paid sabbatical leave to attend a certification education program (55% salary)
Length of sabbatical leave not specified. Teachers must have served seven years in the Pasco County Public School System to be eligible for sabbatical leave. Up to three (3) days of professional leave may be used for the National Board of Professional Teaching Standards
(NBPTS) certification program.
pp. 26 & 27, Art. VIII, Sec. B.5 & 6.
|
|
Other Leave
|
| Apart from general leave (sick, personal, and other leave for personal reasons) and professional development, what other types of paid leave does the district offer? |
illness-in-the-line of duty (10 days), judicial (jury duty, court subpoena)
p. 26, Art. VIII, Sec. B.2.a & p. 26, Art. VIII, Sec. B.4.
|
| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
yes, 15 days to be shared district-wide
p. 3, Art. III, Sec. A.11.
|
|
Attendance Incentives
|
| When are leave days restricted or subject to refusal? |
issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused sick leave at the end of each school year? How much? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive payment for unused personal leave at the end of each school year? How much? |
No; personal days are taken from sick leave.
p. 26, Art. VIII, Sec. B.3.
|
| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35-100% of daily rate, depending on years of service
p. 38, Art. X, Sec. G.1.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 26, Art. VIII, Sec. B.3.
|
|
Transfers
|
| Are internal transfers given priority over new hires for vacant positions? |
yes
District seniority is given due consideration in assignments of voluntary transfers.
p. 9, Art. VII, Sec. E.4.
|
| Are principals and/or site selection committees allowed to select voluntary transfer applicants to hire? If not, then how are voluntary transfers assigned to schools? |
principals have input but, ultimately, district places teachers based on seniority and teachers' expressed preference
p. 9, Art. VII, Sec. E.
|
| Separate from excessing, does the district allow school or district administrators to involuntarily transfer a teacher to another school? If so, for what reasons is he/she allowed to initiate such a transfer? |
yes, performance
p. 10, Art. VII, Sec. F.3.
|
|
Identifying Involuntary Transfers Due to Excessing
|
| Are teachers identified for excessing in reverse order of seniority? |
Yes
State law requires that teachers be identified for involuntary transfers based on educational program needs and performance evaluations of employees within affected program areas (Florida statute 1012.33(5). It is not clear why the contract does not reflect state law.
p. 9, Art. VII, Sec. F.1.c.
|
| How are teachers identified for excessing? |
seniority
State law requires that teachers be identified for involuntary transfers based on educational program needs and performance evaluations of employees within affected program areas (Florida statute 1012.33(5). It is not clear why the contract does not reflect state law.
p. 9, Art. VII, Sec. F.1.c.
|
|
Placing Excessed Teachers
|
| How are excessed teachers assigned to schools? |
Issue not addressed in scope of NCTQ reviewed documents
|
| If excessed teachers are not hired by mutual consent, what happens if there are no available openings? |
Issue not addressed in scope of NCTQ reviewed documents
|