|
Health and Wellness
|
| What is the maximum portion of the employee's health insurance premium paid by the employer? |
100%
p. 60, Sec. 13.2.1.
District website: http://www.sdhc.k12.fl.us/doc/list/employee-benefits-insurance/about/28-132/
|
| What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? |
Not specified; the employee must contribute towards the premium.
p. 70, Sec. 13.2.2.
District website: http://www.sdhc.k12.fl.us/doc/list/employee-benefits-insurance/about/28-132/
|
| Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? |
No, district fully covers employee-only coverage and covers a portion of dependent coverage (cost of premium is not specified, nor is a percentage).
p. 60, Sec. 13.2.1 & 13.2.2.
District website: http://www.sdhc.k12.fl.us/doc/list/employee-benefits-insurance/about/28-132/
|
|
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% of daily rate of pay times the number of accumulated sick leave days, depending on the number of years of service
Payout of accumulated sick leave days are as follows:
1-3 years = 35% of daily rate times number of accumulated sick days;
4-6 years = 40% of daily rate times number of accumulated sick days;
7-9 years = 45% of daily rate times number of accumulated sick days;
10-12 years = 50% of daily rate times number of accumulated sick days;
13 years and after, a teachers receives 100 percent rate of pay for all accumulated days.
p. 63, Sec. 14.3.1.
|
| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 49, Sec. 12.6.1.
|
|
Tuition Reimbursement
|
| Is tuition reimbursement offered to teachers? |
Issue not addressed in scope of NCTQ reviewed documents
|
| Can a teacher receive financial support to cover National Board certification fees? |
Issue not addressed in the scope of NCTQ reviewed documents
|
|
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? |
Elementary: 1,131 hours and 15 minutes (total); middle: 1,312 hours, 15 minutes (total); secondary: 1,348 hours, 27 minutes(total)
Calculated based on a 6 hour, 15 minute day X 181 days for elementary schools; 7 hour, 15 minute day X 181 days for middle schools; and 7 hour, 27 minute day X 181 days for secondary schools.
|
| TEACHERS: How many days are teachers in school? |
192
|
| TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) |
11
|
|
School Day
|
| How long is the school day for elementary students? |
Elementary: 6 hours, 15 minutes (total); middle: 7 hours, 15 minutes (total)
|
| How long is the school day for secondary students? |
7 hours, 27 minutes (total)
|
| How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) |
8 hours
On conference days, the length of day for teachers shall be seven hours.
p. 4, Sec. 2.4.1.
|
| 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) |
Elementary: 1 hour, 45 minutes; middle: 45 minutes; secondary: 33 minutes
Calculated by subtracting the student day from the teacher day (8 hours minus 6 hours, 15 minutes (elementary); 7 hours, 15 minutes (middle); 7 hours, 27 minutes (secondary).
p. 4, Sec. 2.4.1.
|
|
Preparation Time
|
| How much planning time does an elementary teacher receive? |
2 hours, 30 minutes per week during the student day in addition to 35 minutes daily before or after the student day
p. 6, Sec. 2.7.5 & p. 15, Sec. 3.7.2.
|
| How much planning time does a secondary teacher receive? |
1 period of at least 45 minutes
During one half of the school year planning period may be shortened to 45 consecutive minutes to allow teachers to complete duty assignments, as may be necessary to ensure student safety.
p. 5, Art. 2.7.1 & 2.7.2.
|
| How much teacher planning time is designated for collaborative planning? |
Issue not addressed in scope of NCTQ reviewed documents.
Planning time for teachers working on teams, shall normally be scheduled to accommodate team planning.
|
|
Structure of the Salary Schedule
|
| What type of salary schedule is in use? |
Traditional salary schedule (step and lane)
all teachers hired as of 2014-2015 are paid on the performance-based salary schedule; veteran district teachers were able to opt into this schedule or could remain on the grandfathered schedule
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
|
| What is the average percent increase in pay earned for each additional year of experience? |
2.7%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
|
| 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) |
0.4%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
p. 17.
Past Policy
0%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
0%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
n/a; this is the first year of a new salary schedule
Past Policy
1.46%
Past Policy
0%
Past Policy
0%
Past Policy
-2.5%
Past Policy
2.5%
This is based on the district reporting a 2.5% increase over 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) |
3.2%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
p. 17.
Past Policy
2.7%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
2.7%
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
n/a; this is the first year of a new salary schedule
Past Policy
3.41%
Past Policy
0%
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
1.9%
|
| What is the average difference between the master's and bachelor's salary? |
$0 (pay is not differentiated by educational attainment on the performance schedule)
p. 14.
|
| How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? |
1 (pay is not differentiated by educational attainment on the performance schedule)
p. 14.
|
| 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)? |
21
p. 14.
|
|
Annual Salary
|
| What is the annual salary for a fully certified, first year teacher with a bachelor's degree? |
$38,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$38,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$38,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
38,000 (educational attainment is no longer a factor in determining pay)
Past Policy
37,569
Past Policy
37,014
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
37,018
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
37,018
Past Policy
37,939
This is based on the district reporting a 2.5% increase over 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? |
$42,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$42,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$42,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
42,000 (educational attainment is no longer a factor in determining pay)
Past Policy
41,189
Past Policy
40,580
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
40,582
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
40,582
Past Policy
41,595
This is based on the district reporting a 2.5% increase over 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? |
$66,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$66,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$66,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
66,000 (educational attainment is no longer a factor in determining pay)
Past Policy
62,519
Past Policy
61,595
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
61,602
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
61,602
Past Policy
62,826
This is based on the district reporting a 2.5% increase over 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? |
$38,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$38,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$38,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
38,000 (educational attainment is no longer a factor in determining pay)
Past Policy
40,483
Past Policy
39,927
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
39,933
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
39,933
Past Policy
40,924
This is based on the district reporting a 2.5% increase over 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? |
$42,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$42,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$42,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
42,000 (educational attainment is no longer a factor in determining pay)
Past Policy
44,103
Past Policy
43,493
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
43,497
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
43,497
Past Policy
43,497
Past Policy
44,580
This is based on the district reporting a 2.5% increase over 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? |
$66,200 (pay is not differentiated by educational attainment on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$66,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$66,000 (educational attainment is not a factor in determining pay on the performance schedule)
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
66,000 (educational attainment is no longer a factor in determining pay)
Past Policy
65,432
Past Policy
64,508
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
64,500
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
Past Policy
64,500
Past Policy
66,109
This is based on the district reporting a 2.5% increase over 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? |
$66,200; 21; educational attainment is not a factor in determining pay on the performance schedule
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 14.
Past Policy
$66,000; 21; educational attainment is not a factor in determining pay on the performance schedule
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
$66,000; 21; educational attainment is not a factor in determining pay on the performance schedule
Our calculations are based solely on the performance-based schedule (Schedule E).
p. 17.
Past Policy
66,000; 21; educational attainment is no longer a factor in determining pay
Past Policy
68,346; PhD; 26
Past Policy
67,421; PhD; 26
In 2011-2012, the district implemented a step freeze but gave teachers a flat bonus of $750. This information was provided during a July 2012 conversation with Linda Cobbe in the Communications Department.
|
|
Performance Pay
|
| Is annual salary increase tied to evaluation rating? |
Yes
pp. 76 & 77, Sec. 21.4.1 - 21.4.3 & p. 78, Sec. 21.4.9.
|
| If an annual salary increase is tied to evaluation rating, how do annual salary increases work? |
Step freeze for the lowest evaluation rating
Other
or a step freeze for two consecutive years of a "Needs Improvement" rating.
pp. 76 & 77, Sec. 21.4.1 - 21.4.3 & p. 78, Sec. 21.4.9.
|
| Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? |
Yes, National Board teacher are eligible for differentials, in accordance with state law, but will be ineligible if receiving an unsatisfactory evaluation rating. Tenured, non-probationary teachers rated highly effective and who provide a portfolio may be eligible for an annual salary supplement.
p. 77, Sec. 21.4.4 - 21.4.6 & p. 78, Sec. 21.4.9.
Past Policy
yes, tenured, non-probationary teachers are eligible for bonuses based on their evaluation rating
pp. 91 & 92, Sec. 21.
|
| Do teachers earn performance pay for factors other than evaluation ratings? |
Yes, teachers demonstrating outstanding performance as determined by qualification for the state and district sponsored Excellent Teaching Program and certification by the National Board of Professional Teaching Standards are eligible for a financial award (amount not specified), in accordance with state law.
p. 77, Sec. 21.4.4.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
yes, tenured, non-probationary teachers are eligible for bonuses based on their evaluation rating; and
teachers of Advanced Placement (AP) or International Baccalaureate (IB) courses at the high school levels can earn additional funds based on student achievement as measured on the College Board Test
pp. 91 & 92, Sec. 21.
Past Policy
yes, a salary supplement of 5% will be awarded to teachers based on evaluation rating. Bonuses will be awarded beginning with the highest evaluation score and will continue until the funds are exhausted.
|
|
Other Differentiated Pay
|
| Can a teacher earn additional pay by working in a school classified as "high-needs"? |
Yes, teachers working in a Renaissance Schools earn $1,000 - $3,600, depending on experience. Teachers with National Board certification who work in Renaissance Schools earn an additional $4,500.
The $1,000 -$3,600 pay for working in a Renaissance School is noted as being for 2014-2015; however, the assumption is that the stipend continues since it is specified in the 2016-2019 CBA.
p. 77, Art. 21.4.7 & 21.4.8.
|
| Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? |
Yes, special education specialists earn an annual stipend of $2,124.57.
p. 21.
|
| Can a teacher who has National Board certification earn additional pay? |
Yes, teachers are eligible for the financial award specified in state law for each year of certification.
National Board certified teachers are also eligible for a mentoring bonus (amount not specified), in accordance with state law, and those employed in high-need schools earn a $4,500 salary differential. Teachers will be ineligible for the National Board differential pay upon earning an unsatisfactory evaluation rating.
p. 77, Sec. 21.4.4 - 21.4.8.
|
| What compensation is offered to a teacher who serves as a department head at the secondary level? |
$2,124.57 - $2,816.01, depending on the number of teachers in the department
p. 21.
|
|
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; 7 years
p. 67, Sec. 17.3.3 & 17.4.1.
|
| 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? |
Other
7 months (consequences not defined)
p. 16.
|
| What is the process for dismissal of an ineffective teacher? |
Upon notice of dismissal, teacher may request an administrative review before committee of Chief Officer of HR, the General Mgr. of Employee Relations and the appropriate General Dir. of Instruction. Teacher may not grieve their final decision.
Teachers who achieved tenure prior to July 1, 2011, may request a hearing before the Board (p. 81, Sec. 23.3.1.B). 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. 79 & 80, Sec. 22.2 of contract).
p. 75, Sec. 21.3.1 & p. 76, Sec. 21.3.5.
|
| Does a nontenured teacher have any recourse if his/her contract is not renewed? |
Upon notice of dismissal, teacher may request an administrative review before committee of Chief Officer of HR, the General Mgr. of Employee Relations and the appropriate General Dir. of Instruction. Teacher may not grieve their final decision.
All teachers hired after July 1, 2011, work under annual contracts (pp. 79 & 80, Sec.. 22.2). The teacher in his/her first three years, works under a probationary annual contract (p. 80, Sec. 22.2.B). However, all teachers working under annual contracts, be they probationary or non-probationary, are subject to the same non-renewal process.
p. 75, Sec. 21.3.1 & p. 76, Sec. 21.3.5.
|
| By what date must a nontenured teacher be notified of non-renewal of his/her contract? |
March 30
All teachers hired after July 1, 2011, work under annual contracts (pp. 79 & 80, Sec. 22.2).
p. 75, Sec. 21.3.1.
|
| When must a tenured teacher be notified of his/her dismissal? |
March 30
All teachers hired after July 1, 2011, work under annual contracts (pp. 79 & 80, Sec. 22.2).
p. 75, Sec. 21.3.1.
|
|
Evaluation System
|
| What is the teacher required to be evaluated on? |
Student growth/achievement (40%)
Professional practice (60%: Planning and preparation, Classroom environment, Instruction, Professional responsibilities)
pp. 1 & 5.
Past Policy
Student growth/achievement (40%)
Professional practice (60% [Principal evaluation-35%; Peer/mentor evaluation-25%]: Planning and preparation, Classroom environment, Instruction, Professional responsibilities)
pp. 5-7.
|
| Do impartial third parties from outside the school serve as evaluators? |
Issue not addressed in scope of NCTQ reviewed documents
Informal observations may be conducted by peers, supervisors and administrators; it is not clear if any of these may be from outside the school. (p. 15)
|
| Is peer review a component of teacher evaluation; what is the nature of the review? |
No
p. 16.
Past Policy
Yes - observation and rating of teacher
Each teacher will be evaluated by a Peer/Mentor Evaluator. Mentor Evaluators will evaluate all first and second year teachers. Peer Evaluators will evaluate all other teachers. Peer/Mentor evaluation represents 25% of the evaluation.
p. 6
Past Policy
Yes - observation and rating of teacher
p. 6
Past Policy
Yes - observation and rating of teacher
p. 13
Past Policy
Yes - observation and rating of teacher
p. 13
Past Policy
Yes - observation and rating of teacher
Hillsborough Public Schools - "Empowering Effective Teachers Grant" http://communication.sdhc.k12.fl.us/empoweringteachers/?page_id=309
Past Policy
Yes - observation and rating of teacher
Hillsborough Public Schools - "Empowering Effective Teachers Grant" http://communication.sdhc.k12.fl.us/empoweringteachers/?page_id=309
|
| 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. 12.
|
| What kind of feedback must the teacher receive following an evaluation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How many categories of ratings are there? |
5: Level 4 or 5 (equivalent of the FLDOE Highly Effective), Level 3 (Effective), Level 2 (Needs Improvement), Level 1 (Unsatisfactory)
Each of the elements of the observation rubric is rated either Exemplary, Accomplished, Progressing or Requires Action. (p. 12)
p. 17.
|
| Are evaluators required to give notice of an observation? |
Multiple observations - announced and unannounced
Formal observations are announced; informal observations are unannounced.
p. 4.
|
|
Role of Student Achievement in Teacher Evaluation
|
| How is student growth/achievement calculated for teachers of tested subjects? |
Value-added measure (counts 40%)
Hillsborough uses a customized value-added measure to assess a teacher's impact on student growth.
pp. 1 & 2.
|
| How is student achievement/growth calculated for teachers of non-tested subjects? |
Local customized value-added measure
According to the evaluation handbook, the customized value-added measure is used to measure student growth of all students. It is unclear how the system assesses students in non-tested subjects.
pp. 1 & 2.
|
|
Evaluation Requirements for non-tenured Teachers
|
| How frequently do non-tenured teachers receive an evaluation rating? |
Other
Tenure is non-existent. First year teachers are evaluated 2x/year; all other teachers are evaluated 1x/year.
Teachers in remediation are also evaluated 2x/year.
p. 16.
Past Policy
Twice a year
Florida does not offer tenure, however, teachers in their first three years are evaluated 2x/year.
p. 20
Past Policy
Twice a year
p. 20
Past Policy
Other
, tenure nonexistent; 1st year teachers evaluated 2x/yr, all others 1x/yr
p. 20
Past Policy
Other
tenure nonexistent; 1st year teachers evaluated 2x/yr, all others 1x/yr
p. 20
Past Policy
Twice a year
Hillsborough Public Schools website - "Empowering Effective Teachers" http://communication.sdhc.k12.fl.us/empoweringteachers/?page_id=309
Past Policy
Twice a year
Hillsborough Public Schools website - "Empowering Effective Teachers" http://communication.sdhc.k12.fl.us/empoweringteachers/?page_id=309
Past Policy
Once a year
The untenured teacher is observed a minimum of 1x in the spring, followed by a summary evaluation. There is a self-evalution in the fall which an administrator uses to assign the teacher a rating.
p. 8
|
| What is the minimum number of times a non-tenured teacher must be observed during the evaluation? |
Number of observations is dependent on previous rating (options are not specified).
p. 11.
|
| What is the deadline for the first formal observation of the non-tenured teacher? |
Issue not addressed in scope of NCTQ reviewed documents
Tenure does not exist in Florida, however, teachers in their first year are evaluated once in the Fall and once in the Spring; the deadline for the first observation is not given.
|
| What is the deadline for the final evaluation of the non-tenured teacher? |
1st year teacher, March 30; all other teachers, last day of post-planning
p. 16.
|
| What is the required minimum length of the formal observation for a non-tenured teacher? |
30 minutes
 30 minutes
p. 12.
|
|
Evaluation Requirements for Tenured Teachers
|
| How frequently do tenured teachers receive an evaluation rating? |
Once a year
p. 16.
|
| What is the minimum number of times a tenured teacher must be observed during the evaluation? |
Number of formal observations is dependent on previous rating (options are not specified).
p. 12.
|
| What is the deadline for the first formal observation of the tenured teacher? |
Issue not addressed in scope of NCTQ reviewed documents
|
| What is the deadline for the final evaluation of the tenured teacher? |
Final day of post planning
p. 16.
|
| What is the minimum length of a tenured teacher's formal observation? |
30 minutes
p. 12.
|
|
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? |
Other
7 months (consequences not defined)
p. 16.
|
| Does the district assign a mentor or support team to the teacher in remediation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How many classroom observations (minimum) are required during remediation? |
Issue not addressed in scope of NCTQ reviewed documents
|
| How long is the remediation process? |
7 months
The evaluation must be complete by March 30.
p. 16.
|
| Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? |
Yes
The teacher submits a "Request for Review" form to determine if there is a reviewable issue. If so, the information is forwarded to a review committee (2 teachers, 2 district administrators, 1 HCTA representative, 1 HCPS HR representative). The committee submits its recommendation to a Human Resources officer.
pp. 18 & 19.
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| Can a teacher request a second evaluation from a different evaluator? |
Issue not addressed in scope of NCTQ reviewed documents
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Layoffs
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| Must nontenured teachers be laid off before tenured? |
District acknowledges state law.
Sec. 25.1.1 states that if any provisions of the contract are contrary to Florida law, state law will prevail; thus, the provisions of the contract which require that layoffs be carried out based on seniority are overridden by FL. statute 1012.33(5) which requires that performance be the top criterion.
p. 64, Sec. 15.1.1 & p. 89, Sec. 25.1.1.
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| Aside from program and staffing needs, what are the criteria for laying off teachers? |
District acknowledges state law.
Sec. 25.1.1 states that if any provisions of the contract are contrary to Florida law, state law will prevail, thus, the provisions of the contract which require that layoffs be carried out based on seniority, are overridden by FL. statute 1012.33(5) which requires that performance be the top criterion.
p. 64, Sec. 15.1.1 & p. 89, Sec. 25.1.1.
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| In the case of a layoff, is seniority determined at the school level or district level? |
District level
Sec. 25.1.1 states that if any provisions of the contract are contrary to Florida law, state law will prevail, thus, the provisions of the contract which require that layoffs be carried out based on seniority, are overridden by FL. statute 1012.33(5) which requires that performance be the top criterion. Should seniority be a factor after consideration of performance, the contract is clear that seniority is determined at the district level (article 10).
p. 35, Sec. 10; p. 64, Sec. 15.1.1; p. 89, Sec. 25.1.1.
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| What is the notification deadline for teacher layoffs? |
March 30
p. 75, Sec. 21.3.1
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| 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. 64, Sec. 15.1.1.E.
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| How long does a laid off teacher retain recall rights? |
2 years
p. 64, Sec. 15.1.1.E.
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Sick & Personal Leave
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| 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 days, 6 of which can be used as personal days)
pp. 46 & 47, Sec. 12.3.1 & p. 49, Sec. 12.6.1.
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| What is the total number of paid sick and personal days a teacher gets each year? |
10 (10 sick days, 6 of which can be used as personal days)
pp. 46 & 47, Sec. 12.3.1 & p. 49, Sec. 12.6.1.
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| Can unused sick days carry over from one year to the next? |
Yes
p. 47, Sec. 12.3.1.
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| Can unused personal days carry over from one year to the next? |
No because personal days are taken from sick leave.
p. 49, Sec. 12.6.1.
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| What is the maximum number of sick days a teacher can accumulate? |
No maximum
p. 47, Sec. 12.3.1.
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| After how many days of absence does a teacher have to provide medical documentation for sick leave? |
Number of days not addressed in scope of NCTQ reviewed documents
p. 47, Sec. 12.3.2.
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Professional Development Leave
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| Is there additional paid leave for any professional development not already scheduled and required by the district? How much? |
Yes
a maximum of 10% of the total subject area group of teachers shall be given approved paid leave to represent their group if leave requested on a school day; no maximum limit for professional duty on a non-school day
pp. 49 & 50, Sec. 12.7, 12.8, 12.9, & 12.10
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Other Leave
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| 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/accident in the line of duty (10 days), jury duty, court subpoena, military-reserve active training (17 days), military-reserve called to service (30 days)
p. 51, Sec. 12.11.4; p. 52, Sec. 12.12.1; p. 53, Sec. 12.12.2; p. 53, Sec. 12.13.1; p. 53, Sec. 12.14.2.
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| Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? |
Yes, a maximum of 60 days provided for teachers collectively.
p. 34, Sec. 9.14.1.
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Attendance Incentives
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| When are leave days restricted or subject to refusal? |
Issue not addressed in scope of NCTQ reviewed documents
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| 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
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| 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
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| 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. 49, Sec. 12.6.1.
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| Can a teacher receive payment for unused sick leave at retirement? How much? |
Yes
35-100% of daily rate of pay times the number of accumulated sick leave days, depending on the number of years of service
Payout of accumulated sick leave days are as follows:
1-3 years = 35% of daily rate times number of accumulated sick days;
4-6 years = 40% of daily rate times number of accumulated sick days;
7-9 years = 45% of daily rate times number of accumulated sick days;
10-12 years = 50% of daily rate times number of accumulated sick days;
13 years and after, a teachers receives 100 percent rate of pay for all accumulated days.
p. 63, Sec. 14.3.1.
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| Can a teacher receive payment for unused personal leave at retirement? How much? |
No; personal days are taken from sick leave.
p. 49, Sec. 12.6.1.
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