Newark Public Schools, New Jersey

National enrollment rank: 173

Labor context

New Jersey requires collective bargaining by school districts if a majority of teachers vote for union representation.
Teachers are AFT union members.
2,815 teachers

Student demographics

34,861 students
75% free/reduced lunch

School district teacher count, enrollment, and demographic data is from the 2014-2015 school year sourced from the National Center for Education Statistics. Due to data issues, teacher count for districts in six states (HI, MT, NE, OH, UT, and WI) is from 2013-2014.

Fast facts

Days in student school year:	182
Additional teacher work days:	10.5
Annual adjustment (reported as a percentage of change from the previous year):	0.1%
Starting salary:	$51,500
Maximum salary (salary, degree, years of experience):	$94,531; education is not a factor in pay determination; 18
Student achievement data required for evaluation:	Student
Layoff criteria:
Evaluations per year:
Tenured	Once a year
Non-tenured	Once a year
Sick and personal days per year:	17 days (12 sick; 5 personal)
Years to tenure:

Compensation - Fringe Benefits questions

Health and Wellness
What is the maximum portion of the employee's health insurance premium paid by the employer?	Not specified; the employee's contribution is determined by the employee's annual salary and selected medical plan. District website (Enrollment Materials - NPS Chapter 78 Calculator): https://www.hrconnection.com/DocumentsLibrary/tabid/1319514/language/en-US/Default.aspx
What is the maximum portion of the employee's dependents' health insurance premium paid by the employer?	Not specified; the employee's contribution is determined by the employee's annual salary, number of dependents covered (spouse, child(ren), or family) and selected medical plan. District website (Enrollment Materials - NPS Chapter 78 Calculator): https://www.hrconnection.com/DocumentsLibrary/tabid/1319514/language/en-US/Default.aspx
Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap?	No, only employee contributions are specified. (Employee contribution is determined by the employee's annual salary, medical tier (employee only or employee plus spouse, child(ren), or family) and selected medical plan. District website (Enrollment Materials - NPS Chapter 78 Calculator): https://www.hrconnection.com/DocumentsLibrary/tabid/1319514/language/en-US/Default.aspx
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?	90 days notice for retirements or resignations that occur on dates other than July 1st p. 52, Art. 10, Sec. 6.A.
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?	Yes teachers who retire mid-year and give 90 days notice are compensated for accumulated sick leave. Teachers who give notice for a July 1 retirement/resignation, are compensated for accumulated sick leave, based on the amount of notice given. Teachers who retire/resign mid-year and give 90 days notice will receive $125/day of accumulated sick leave for the first 90 days. Those who have 91-250+ days of accumulated sick leave will be compensated based on the specified rates and formulas, as outlined in the contract. Teachers who retire/resign July 1 and give notice by April 1 will receive $135/day and are compensated for 91-250+ based on the specified rates and formulas. In addition, teachers who give notice by February 15 will be paid a premium of 5% over the entitled amount if giving at least 90 days notice. And, those who give notice by December 1 of the year in which s/he plans to retire will receive a premium of 10%. p. 52 - 54, Art. 10, Sec. 6.B, C & D.1.
Is there a penalty for a teacher who fails to notify the district that he/she intends to resign/retire by the district's deadline?	Yes a deduction of 5% from the amount for which teachers would be entitled to for unused sick leave days if they provided at least 90 days notice is made for notice of 60-89 days; 30-59 days = 10% deduction; less than 30 days = 75% deduction p. 53, Art. 10, Sec. 5.D.1 & p. 54, Art. 10, Sec. 6.D.2.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes $90-135 per day depending on date of notification and number of days accumulated pp. 52 & 53, Art. X. Sec. 6.B. & C.
Can a teacher receive payment for unused personal leave at retirement? How much?	Personal leave converts to sick leave. p. 49, Art. X, Sec. 1.F.
Tuition Reimbursement
Is tuition reimbursement offered to teachers?	Yes p. 16, 20.
Can a teacher receive financial support to cover National Board certification fees?	Issue not addressed in scope of NCTQ reviewed documents.

Calendar questions

School Year
STUDENTS: How many days are students in school?	182 Past Policy 185 Past Policy 185 Past Policy 185 Past Policy 185 Past Policy 185 Past Policy 185 2010-2011 School Year Calendar Past Policy 186 2009-2010 School Year Calendar Past Policy 180 2008-2009 School Year Calendar
STUDENTS: How many hours, minimum, are students scheduled to be in school each year?	Issue not addressed in scope of NCTQ reviewed documents
TEACHERS: How many days are teachers in school?	188 Past Policy 191 Past Policy 191 Past Policy 191 Past Policy 191 Past Policy 191 Past Policy 191 Past Policy 191 2010-2011 School Year Calendar Past Policy 192 2009-2010 School Year Calendar Past Policy 188 2008-2009 School Year Calendar
TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days)	10.5
School Day
How long is the school day for elementary students?	6 hours, 45 minutes (instructional) p. 6, Art. V.C & F. p. 19, Art. V, Sec. 3. B.3. & p. 21, Art. V, Sec. 3.D.3.
How long is the school day for secondary students?	6 hours, 40 minutes (instructional) p. 6, Art. V.C & F. p. 19, Art. V, Sec. 3. B.3. & p. 21, Art. V, Sec. 3.D.3.
How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch)	Issue not addressed in scope of NCTQ reviewed documents
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)	5-15 minutes (5 minutes prior to the start of the student day; teachers are free to leave at their discretion at the end of the day except on early dismissal days where teachers must stay 10 minutes after classes end) p. 18, Art. V. Sec. 3. B.1 & 2 & p. 21, Art. V. Sec. 3.D.1 & 2.
Preparation Time
How much planning time does an elementary teacher receive?	A minimum of four 50 minute periods per week p. 6, Art. V.E. p. 20, Art. V, Sec. 3.B.6. Past Policy At least three 50 minute periods per week p. 20, Art. V, Sec. 3.B.6. Past Policy at least three 50 minute periods per week Past Policy at least three 50 minute periods per week p. 20, Art. V. Sec. 3. B. 6. Past Policy three 50 minute blocks per week Newark CBA 2006-2009: p. 20, Art. V 3 B 6
How much planning time does a secondary teacher receive?	1 class period per day p. 21, Art. V, Sec. 3.D.3.
How much teacher planning time is designated for collaborative planning?	Elementary: preparation periods may be used by the principal or his/her designee to hold common planning periods. In elementary schools capable of providing a minimum of 4 preparation periods per week, a maximum of 8 per month may be utilized for common planning periods, and in schools that provide a minimum of 3 preparation periods per week, a maximum of 6 per month may be utilized for common planning periods. Secondary: a maximum of twelve (12) common planning periods per month may be held during a two (2) block schedule by a principal or his/her designee during preparation and service periods. Preparation periods may be used by a principal or his/her designee to hold common planning periods. A maximum of eight (8) preparation periods per month plus four (4) service periods per month may be used to hold said twelve (12) common planning periods per month. During a three (3) block schedule a maximum of six (6) preparation periods may be used by a principal or his/her designee per month. p. 20, Art. V, Sec. 3.B.6 & p. 21, Art. V, Sec. 3.D.3.

Class Size questions

Class Size Restrictions
What are the class size restrictions?	District acknowledges state law. Board Policy 6151: http://bit.ly/XzEmmZ
What happens when the class size limit is exceeded?	Issue not addressed in scope of NCTQ reviewed documents Board Policy 6151: http://bit.ly/XzEmmZ

Compensation - Salary questions

Structure of the Salary Schedule
What type of salary schedule is in use?	Non-traditional salary schedule / salary document All new teachers are placed on the Universal Salary scale which does not differentiate pay based on degrees. Only teachers earning "effective" or "highly effective" ratings advance a step. p. 1.
What is the average percent increase in pay earned for each additional year of experience?	3.5% p. 1. Past Policy 3.6% Past Policy 3.9% Past Policy those on the universal scale: 4.17%; those on the expanded MA scale: 4.48% In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy bachelor's lane: 2.36%; master's lane: 2.43%
Teachers in most districts earn a raise for each additional year of experience and an annual adjustment for cost of living and other factors. What is that average annual adjustment? (reported as a percentage of change from the previous year)	0.1% The district negotiated a 2015-2016 salary schedule retroactively. The annual adjustment here is reflective of a comparison between the 2016-2017 schedule and the newly ratified 2015-2016 schedule. p. 1. Past Policy 0% Past Policy 0.5% Past Policy n/a; Newark implemented a major overhaul to their compensation plan in 2012-2013; thus, both the universal scale and expanded MA scale are new this year In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 0% Past Policy 0% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule Past Policy ~3% 2008-2009 Salary Schedule, 2009-2010 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)	3.5% The district negotiated a 2015-2016 salary schedule retroactively. The annual adjustment here is reflective of a comparison between the 2016-2017 schedule and the newly ratified 2015-2016 schedule. p. 1. Past Policy 4.9% Past Policy 4.3% Past Policy n/a; Newark implemented a major overhaul to their compensation plan in 2012-2013; thus, both the universal scale and expanded MA scale are new this year In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 2.39% Past Policy 2.3% 2009-2010 Salary Schedule, 2010-2011 Salary Schedule
What is the average difference between the master's and bachelor's salary?	$0; pay is not differentiated by educational attainment. p. 1.
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 education) p. 1.
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)?	18 p. 1. Past Policy 17 Past Policy 15 Past Policy universal salary schedule: 14; expanded MA schedule: 13 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 29 Past Policy 29 2010-2011 Salary Schedule Past Policy 13 2009-2010 Salary Schedule Past Policy 13 2008-2009 Salary Schedule
Annual Salary
What is the annual salary for a fully certified, first year teacher with a bachelor's degree?	$51,500 p. 1. Past Policy $51,012 (educational attainment is not a factor in determining pay) Past Policy 50,674 Past Policy universal scale: 50,337 (scale is not based on education) In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A first year teacher with a BA who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 50,000 Past Policy 50,000 2010-2011 Salary Schedule Past Policy 50,000 2009-2010 Salary Schedule Past Policy 48,500 2008-2009 Salary Schedule
What is the annual salary for a teacher with a bachelor's degree and 5 years of experience?	$56,017 p. 1. Past Policy $56,244 (educational attainment is not a factor in determining pay) Past Policy 55,333 Past Policy universal scale: 54,421 (scale is not based on education) In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A teacher with a BA and 5 years experience who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 53,510 Past Policy 53,510 2010-2011 Salary Schedule Past Policy 53,510 2009-2010 Salary Schedule Past Policy 51,700 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?	$94,531 p. 1. Past Policy $93,321 (educational attainment is not a factor in determining pay) Past Policy 88,969 Past Policy universal scale: 88,088 (scale is not based on education) In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A teacher with a BA at the top step of the old schedule who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 96,166 Past Policy 96,166 2010-2011 Salary Schedule Past Policy 87,216 2009-2010 Salary Schedule Past Policy 84,200 2008-2009 Salary Schedule
What is the annual salary for a fully certified, first year teacher with a master's degree?	$51,500 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule - where educational attainment is not a factor in determining pay - or remain on a traditional scale (based on education and experience). p. 1. Past Policy $51,012 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 50,674 Past Policy universal scale: 50,337 (scale is not based on education); expanded scale: 52,573 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A first year teacher with a MA who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 51,000 Past Policy 51,000 2010-2011 Salary Schedule Past Policy 51,000 2009-2010 Salary Schedule Past Policy 50,000 2008-2009 Salary Schedule
What is the annual salary for a teacher with a master's degree and 5 years of experience?	$56,017 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule - where educational attainment is not a factor in determining pay - or remain on a traditional scale (based on education and experience). p. 1. Past Policy $56,244 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 55,333 Past Policy universal scale: 54,421 (scale is not based on education); expanded scale: 55,773 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A teacher with a MA and 5 years experience who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 54,590 Past Policy 54,590 2010-2011 Salary Schedule Past Policy 54,590 2009-2010 Salary Schedule Past Policy 53,000 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?	$94,531 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule - where educational attainment is not a factor in determining pay - or remain on a traditional scale (based on education and experience). p. 1. Past Policy $93,321 (educational attainment is not a factor in determining pay) In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 88,969 Past Policy universal scale: 88,088 (scale is not based on education); expanded scale: 92,000 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. A teacher with a MA at the top step of the old schedule who moves to the universal salary scale receives a $500 one-time annual transition bonus in 2012-2013. Past Policy 99,932 Past Policy 99,932 2010-2011 Salary Schedule Past Policy 90,982 2009-2010 Salary Schedule Past Policy 87,835 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?	$94,531; education is not a factor in pay determination; 18 In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule - where educational attainment is not a factor in determining pay - or remain on a traditional scale (based on education and experience). p. 1. Past Policy $93,321;education is not a factor in pay; 17 In 2012-2013, Newark overhauled their compensation plan. All new hires, in that year and in all future years, and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 88,969;education is not a factor in pay; 15 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy universal scale: 88,088 with option for up to 12,500 in additional bonus pay; 14 (education is not a factor in pay); expanded scale: 95,180; PhD; 13 In 2012-2013, Newark overhauled their compensation plan. All new teachers and those with BAs moved to the new universal salary schedule. Those with MAs and PhDs had the option to move to the universal salary schedule or remain on a traditional scale (based on education and experience), called the expanded current salary schedule. Past Policy 103,159; PhD or MA+30 or BA+60; 29
Performance Pay
Is annual salary increase tied to evaluation rating?	Yes p. 15, 16. p. 64, Art. XIV, Sec. 2.4.
If an annual salary increase is tied to evaluation rating, how do annual salary increases work?	Step freeze for the lowest evaluation rating Other Step advancement for teachers rated effective or highly effective; Step advancement for teachers rated partially effective is at the sole discretion of the Superintendent. p. 15, 16. p. 64, Art. XIV, Sec. 2.4. Past Policy Step freeze for the lowest evaluation rating Other Step advancement for teachers rated effective or highly effective; Step advancement for teachers rated partially effective is at the discretion of the Superintendent who will consult with Peer Validators. p. 64, Art. XIV, Sec. 2.4. Past Policy Other step advancement only for teacher rated effective or highly effective; teachers earning a "partially effective rating" may remain on their current salary step, this decision is at the discretion of the Superintendent who will consult with Peer Validators As of April 2016, teachers continue to work under the 2012-2015 MOU. Teachers receiving a partially effective annual summative evaluation rating who are rated effective or highly effective in the following year’s annual summative evaluation rating shall be entitled to a one-time stipend worth 50% of the difference between their new step and their old step as an incentive for improvement. p. 4.
Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating?	Yes, teachers paid on the Universal Scale and who are rated highly effective receive a bonus amount of $5,000 in the 2016-2017 school year. The district will continue to pay this amount in future years, if funds are available. The stipend is $7,500 if the teacher is rated Highly Effective and teaches in a hard-to-staff subject; $10,000 if they are rated Highly Effective and work in one of the 25% lowest-performing schools; $12,500 if they are rated Highly Effective, teach in a hard-to-staff subject and work in one of the 25% lowest-performing schools. p. 14, 14. p. 2. Past Policy Yes, teachers paid on the Universal Scale and who are rated highly effective receive a bonus amount of $5,000 in the 2016-2017 school year. The district will continue to pay this amount in future years, if funds are available. p. 14, 14. Past Policy Yes, teachers paid on the Universal Scale and who meet specified evaluation ratings and additional criteria are eligible for additional pay: teachers rated highly effective receive a bonus amount of $5,000. These teachers can earn an additional $5,000 if they work in the lowest (25%) performing schools and another $2,500 if they work in a hard-to-staff subject area. p. 62, Art. XIV, Sec. 1.4.2.a - c. Past Policy yes, teachers rated highly effective are eligible for bonuses of up to $12,500 As of April 2016, teachers continue to work under the 2012-2015 MOU. All Highly Effective teachers on the Universal Salary Scale get a bonus amount of $5,000. These teachers can earn an additional $5,000 if they work in the lowest (25%) performing schools and another $2,500 if they work in a hard-to-staff subject area. Specifically, teachers on the Universal scale can earn the following amounts: $5,000 if they are rated Highly Effective $7,500 if they are rated Highly Effective and teach in a hard-to-staff subject $10,000 if they are rated Highly Effective and work in one of our 25% lowest-performing schools $12,500 if they are rated Highly Effective, teach in a hard-to-staff subject, and work in one of the 25% lowest-performing schools p. 4.
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"?	Teachers who work in Turnaround/Renew Schools with additional instructional minutes will be compensated an additional $3,000. Teachers paid on the Universal Scale receive a $10,000 bonus if rated Highly Effective and teaching in one of the 25% lowest-performing schools, and a $12,500 bonus if rated Highly Effective, teach in a hard-to-staff subject and work in one of the 25% lowest-performing schools. See also, Compensation FAQs for 2016-2017, p. 2. p. 14, 14. p. 127, Exhibit F - Template B.9 & p. 133, Exhibit F - Template D.10. Past Policy Yes, teachers on the universal salary scale who teach in the lowest (25%) performing schools and receive a highly effective rating are eligible for an additional bonus of $5,000 (in addition to the $5,000 for being highly effective for a total bonus of $10,000). Teachers who work in Turnaround/Renew Schools with additional instructional minutes will be compensated an additional $3,000. p. 62, Art. XIV, Sec. 1.4.a & b; p. 127, Exhibit F - Template B.9 & p. 133, Exhibity F - Tempalte D.10. Past Policy yes, teachers on the universal salary scale who teach in the lowest (25%) performing schools and receive a highly effective rating are eligible for an additional bonus of $5,000 (in addition to the $5,000 for being highly effective for a total bonus of $10,000) As of April 2016, teachers continue to work under the 2012-2015 MOU. All Highly Effective teachers on the Universal Salary Scale get a bonus amount of $5,000. These teachers can earn an additional $5,000 if they work in the lowest (25%) performing schools and another $2,500 if they work in a hard-to-staff subject area. Specifically, teachers on the Universal scale can earn the following amounts: $5,000 if they are rated Highly Effective $7,500 if they are rated Highly Effective and teach in a hard-to-staff subject $10,000 if they are rated Highly Effective and work in one of our 25% lowest-performing schools $12,500 if they are rated Highly Effective, teach in a hard-to-staff subject, and work in one of the 25% lowest-performing schools p. 4 Past Policy issue not addressed in scope of NCTQ reviewed documents Past Policy issue not addressed in scope of NCTQ reviewed documents
Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'?	At the district's discretion, first year teachers with no prior teaching experience hired to teach a critical subject area may be granted a $3,000 hiring bonus and those with three or more years teaching experience in a critical subject area may be granted a $4,000 hiring bonus. The Superintendent has sole discretion to grant advanced standing on the salary schedule. Teachers paid on the Universal Scale receive a $7,500 bonus if rated Highly Effective and teaching in a hard-to-staff subject, and a $12,500 bonus if rated Highly Effective, teach in a hard-to-staff subject and work in one of the 25% lowest-performing schools. See also, Compensation FAQs for 2016-2017, p. 2. p. 14, 14. p. 70, Sec. 1.B.1.
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?	$6,890 p. 60, Art. XIII.C.2.
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, work experience is credited for teachers of special needs areas; year-for-year to the maximum step. p. 71, Art. XIV, Sec. 1.C.
Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible?	Employees hired after May 15, 2017, are not eligible for longevity. Those teachers hired prior to May 15, 2017, will receive longevity pay in years 15, 20, 25, and 30 (2010-2015 Contract, p. 70, Art. XIV, Sec.1.A.) p. 13, 13. Past Policy Yes, in years 15, 20, 25, 30 (15th year longevity (15th through 19th years) is non-cumulative; 20th, 25th and 30th are cumulative) p. 70, Art.XIV, Sec.1.A. Past Policy yes, 15, 20, 25, 30 (15th year longevity (15th through 19th years) is non-cumulative; 20th, 25th and 30th are cumulative) Past Policy 15, 20, 25, 30 15th year longevity (15th through 19th years) is non-cumulative; 20th, 25th and 30th are cumulative. p. 61, Art. XIV. Sec. 1. D. Past Policy 15, 20, 25, 30 2010-2011 Salary Schedule Past Policy 15, 20, 25, 30 2009-2010 Salary Schedule Past Policy 15, 20, 25, 30 2008-2009 Salary Schedule

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?	Other approximately 8 months The Corrective Action Plan must be drawn up by October 31 in the school year following a Partially Effective or Ineffective rating. The teacher's final evaluation must be by May 15. pp. 40, 45 & 46.
What is the process for dismissal of an ineffective teacher?	District acknowledges Title 18A of the Laws of New Jersey p. 16, Art. V, Sec. 1.A.
Does a nontenured teacher have any recourse if his/her contract is not renewed?	Teacher may request an informal appearance before the State District Superintendent or his/her designee. Sup't/designee issue his/her decision which is final. Board File Code 4117.41: http://bit.ly/XzEmmZ
By what date must a nontenured teacher be notified of non-renewal of his/her contract?	May 15 p. 16, Art. V, Sec. 1.B.
When must a tenured teacher be notified of his/her dismissal?	Issue not addressed in scope of NCTQ reviewed documents

Evaluation questions

Evaluation System
What is the teacher required to be evaluated on?	Student growth/achievement (developed through a professional development goal-setting plan which is used to measure progress on the Student Progress toward Mastery competency of the framework); Professional practice (Lesson design and focus; Rigor and inclusiveness; Culture of achievement; Student progress toward mastery; Commitment to personal and collective evidence) Competency 4, with its focus on student progress toward mastery, has a greater weight for a teacher’s overall midyear and annual summative rating. A highly effective rating in competencies 1, 2 & 3 would earn a teacher four points each. A highly effective rating in competency 4 would earn a teacher six points. A highly effective rating in competency 5 would earn a teacher one point. pp. 2, 15, 22, & 33.
Do impartial third parties from outside the school serve as evaluators?	Optional Peer validators, which include third party administrators, might be called in to observe and validate any teacher's rating, but, in particular, ratings of Ineffective. They might also be called in if a school has an inordinate number of high or low ratings. p. 24.
Is peer review a component of teacher evaluation; what is the nature of the review?	Yes - optional observation and rating of teacher Peer validators, including current and former teachers, might be called in to observe and validate any teacher's rating, but, in particular, ratings of Ineffective. They might also be called in if a school has an inordinate number of high or low ratings. p. 24.
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 pp. 16 & 19.
What kind of feedback must the teacher receive following an evaluation?	Conference with evaluator p. 22.
How many categories of ratings are there?	4: Highly Effective, Effective, Partially Effective, Ineffective These are a teacher's final overall ratings. However, the district uses different ratings for behaviors that can be observed over-time (Always, Frequently, Sometimes, Rarely) and for the various indicators of Competency 5, Commitment to Personal and Collective Excellence (Exceeds Excellence, Meets Excellence, Slightly Below Excellence, Significantly Below Excellence). Numeric scores are assigned to these ratings to reach an overall rating. pp. 6, 7 & 21.
Are evaluators required to give notice of an observation?	Multiple observations - announced and unannounced One of the observations must be unannounced and one must be announced. p. 17.
Role of Student Achievement in Teacher Evaluation
How is student growth/achievement calculated for teachers of tested subjects?	Student learning goals assessed by multiple reliable measures of growth including standardized tests - no one measure required. State law requires that student achievement count 40% beginning 2014-2015: 20% from state wide assessments, 20% from student growth objectives (July 2014 state ruling on student achievement component). The district uses a rubric to determine the overall final rating. Greater weight, not a percentage, is assigned to Competency 4, Student Progress Toward Mastery. For example, a Highly Effective overall combined rating for Competencies 1-3 (generally teacher practice) gets four points; the same rating for Competency 4 (Student Achievement) gets six points while a Highly Effective rating for Competency 5 (Commitment to Personal and Collective Excellence) gets 1 point. pp. 15, 16 & 23. (See possible measures for various grade levels and content areas)
How is student achievement/growth calculated for teachers of non-tested subjects?	Student Learning Goals assessed by multiple reliable measures focusing particularly on the existing curriculum embedded assessments State law requires that student achievement count 40% beginning 2014-2015: 20% from state wide assessments, 20% from student growth objectives (July 2014 state ruling on student achievement component). The district uses a rubric to determine the overall final rating. Greater weight, not a percentage, is assigned to Competency 4, Student Progress Toward Mastery. For example, a Highly Effective overall combined rating for Competencies 1-3 (generally teacher practice) gets four points; the same rating for Competency 4 (Student Achievement) gets six points while a Highly Effective rating for Competency 5 (Commitment to Personal and Collective Excellence) gets 1 point. pp. 16 & 23.
Evaluation Requirements for non-tenured Teachers
How frequently do non-tenured teachers receive an evaluation rating?	Once a year p. ii.
What is the minimum number of times a non-tenured teacher must be observed during the evaluation?	3 (each a minimum 20 minutes) p. 17. Past Policy 1st and 2nd year teachers - 2 formal, 1 informal; 3rd and 4th year teachers - 1 formal, 2 informal p. 18. Past Policy 3 formal observations Additional informal observations are strongly recommended. Newark Excels, "Formal Observations": http://newarkexcels.org/faq/#process3 Past Policy 3 formal observations Newark Excels, "Formal Observations": http://newarkexcels.org/faq/#process3 Past Policy issue not addressed in scope of NCTQ reviewed documents
What is the deadline for the first formal observation of the non-tenured teacher?	October (recommended) p. 45.
What is the deadline for the final evaluation of the non-tenured teacher?	April 18 p. 22.
What is the required minimum length of the formal observation for a non-tenured teacher?	20 minutes p. 17.
Evaluation Requirements for Tenured Teachers
How frequently do tenured teachers receive an evaluation rating?	Once a year p. ii.
What is the minimum number of times a tenured teacher must be observed during the evaluation?	2 (each a minimum of 20 minutes) p. 17. Past Policy 1 formal or 3 informal p. 18. Past Policy 1 formal observation Additional informal observations are strongly recommended. Newark Excels: http://newarkexcels.org/faq/#process3 Past Policy 1 formal observation Newark Excels: http://newarkexcels.org/faq/#process3 Past Policy 1 Board File 4116 http://policy.microscribepub.com/cgi-bin/om_isapi.dll?clientID=161513938&infobase=newark.nfo&softpage=PL_frame
What is the deadline for the first formal observation of the tenured teacher?	November (recommended) p. 45.
What is the deadline for the final evaluation of the tenured teacher?	June 15 p. 22.
What is the minimum length of a tenured teacher's formal observation?	20 minutes p. 17. Past Policy 40 minutes p. 18. Past Policy 1 full class period Newark Excels, "Formal Observations": http://newarkexcels.org/faq/#process3 Past Policy 1 full class period Newark Excels, "Formal Observations": http://newarkexcels.org/faq/#process3 Past Policy issue not addressed in scope of NCTQ reviewed documents
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 approximately 8 months The Corrective Action Plan must be drawn up by October 31 in the school year following a Partially Effective or Ineffective rating. The teacher's final evaluation must be by May 15. pp. 40, 45 & 46.
Does the district assign a mentor or support team to the teacher in remediation?	Optional (mentor teachers might be assigned) p. 33.
How many classroom observations (minimum) are required during remediation?	3 The non-tenured teacher is observed 4 times. p. 17.
How long is the remediation process?	Approximately 8 months The Corrective Action Plan is drawn up by October 31 and completed by May 15. pp. 45 & 46.
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations?	Yes Teacher may submit an official rebuttal to Assistant Superintendent or his/her designee. The Assistant Superintendent reviews all documentation and may change the rating after consultation with the principal (evaluator). p. 24.
Can a teacher request a second evaluation from a different evaluator?	Yes The district offers peer validation which is allowed in all instances but in particular when a teacher is rated ineffective. p. 24.

Layoffs questions

Layoffs
Must nontenured teachers be laid off before tenured?	Yes in accordance with state law The Board File does not explicitly state that non-tenured teachers must be laid off before tenured but it acknowledges state law (NJSA 18A: 28-10) which requires that non-tenured teachers be laid off before tenured. Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ
Aside from program and staffing needs, what are the criteria for laying off teachers?	Other Non-tenured: performance (teacher's contribution toward academic achievement of the district's program based on observations and evaluations); tenured: seniority In the event that there should be equal applicable seniority among tenured staff members, the decision for reduction or termination shall be based on the needs of the district's educational program and the individual's contribution toward achievement of that program based on properly completed observations and evaluations. The first threshold will be the teaching staff member possessing the greatest number of endorsements and certifications. Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ
In the case of a layoff, is seniority determined at the school level or district level?	District level Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ TR3 Contract - July 1, 2010 - June 30, 2015: p. 26, Art. V, Sec. 5.A.
What is the notification deadline for teacher layoffs?	Issue not addressed in scope of NCTQ reviewed documents Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ
When the district needs to hire new teachers, are laid off teachers either given recall rights or preference?	District acknowledges state law. Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ
How long does a laid off teacher retain recall rights?	District acknowleges state law. Board File Code 4117.4/4217.4: http://bit.ly/XzEmmZ

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?	17 days (12 sick; 5 personal) p. 9, Art. X.A & D. p. 48, Art. X, Sec. 1.A & p. 49, Art. X, Sec. 1.F. Past Policy 18 days (15 sick; 3 personal) p. 48, Art. X, Sec. 1.A & p. 49, Art. X, Sec. 1.F. Past Policy 18 days (15 sick; 3 personal) p. 5 Past Policy 18-28 (15-25 sick; 3 personal) Teachers with less than 25 years experience receive 15 sick days per year. Those with 25 years experience or more receive 10 additional non-cumulative sick days per year after accumulated sick leave has been exhausted. p. 44, Art. X. Sec. 1. A. & B.; p. 45, Art. X. Sec. 1. F.; p. 47, Art. X. Sec. 4. C. Past Policy 18-28 (15-25 sick; 3 personal) Teachers with fewer than twenty-five years experience receive 15 sick days per year; those with twenty-five years experience or more receive 25 sick days per year, 10 of which are non-cumulative. pp. 46-47, Art. X, Sec. 1 A, F
What is the total number of paid sick and personal days a teacher gets each year?	17 days (12 sick; 5 personal) p. 9, Art. X.A & D. p. 48, Art. X, Sec. 1.A & p. 49, Art. X, Sec. 1.F. Past Policy 18 (15 sick, 3 personal) p. 48, Art. X, Sec. 1.A & p. 49, Art. X, Sec. 1.F. Past Policy 18 (15 sick, 3 personal) p. 5 Past Policy 18-28 Teachers with less than 25 years experience receive 15 sick days per year. Those with 25 years experience or more receive 10 additional non-cumulative sick days per year after accumulated sick leave has been exhausted. p. 44, Art. X. Sec. 1. A. & B.; p. 45, Art. X. Sec. 1. F. Past Policy 18-28 Teachers with fewer than twenty-five years experience receive 15 sick days per year; those with twenty-five years experience or more receive 25 sick days per year, 10 of which are non-cumulative. pp. 46-47, Art. X, Sec. 1A, F
Can unused sick days carry over from one year to the next?	Yes p. 48, Art. X, Sec. 1.C.
Can unused personal days carry over from one year to the next?	Personal days convert to sick days for accumulation. three of the five personal days can roll over to sick days p. 10, Art. X.D. p. 49, Art. X, Sec. 1.F. Past Policy Personal days convert to sick days for accumulation. p. 49, Art. X, Sec. 1.F. Past Policy Personal days convert to sick days for accumulation. Past Policy Personal days convert to sick days for accumulation. p. 45, Art. X. Sec. 1. F. Past Policy Personal days convert to sick days for accumulation. p. 47, Art. X, Sec. 1F
What is the maximum number of sick days a teacher can accumulate?	No maximum p. 48, Art. X, Sec. 1.C.
After how many days of absence does a teacher have to provide medical documentation for sick leave?	5 consecutive p. 9, Art. X.C. p. 48, Art. X, Sec. 1.E.
Professional Development Leave
Is there additional paid leave for any professional development not already scheduled and required by the district? How much?	Yes paid leave to attend conferences (number of days not specified) p. 51, Art. X, Sec. 4.D.
Other Leave
Apart from general leave (sick, personal, and other leave for personal reasons) and professional development, what other types of paid leave does the district offer?	Bereavement of immediate family (5 days), court subpoena, quarantine, military reserve duty (90 days) p. 11, Art. X.H & I. p. 51, Art. X, Sec. 3.D & p. 51, Art. X, Sec. 4.A-C.
Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)?	Yes, 50 leave days total, which comprises the following: 5 days per individual to attend specific union conventions with a maximum of 10 individuals per convention; leave for two representatives per legislative meeting p. 14, Art. IV, Sec. 11.A-C.
Attendance Incentives
When are leave days restricted or subject to refusal?	Day before or after a holiday p. 23, Art. V. Sec. 3.F.3.
Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much?	No p. 10, Art. X.E. p. 49, Art. X, Sec. 1.J. Past Policy Yes teachers who use 4 or less sick or personal leave days are able to receive payment Teachers shall be able to convert the remaining accumulated sick days at the end of each school year (1 day's pay for each 5 sick days), to be paid at the end of the school year. p. 49, Art. X, Sec. 1.J. Past Policy No p. 6 Past Policy 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?	No p. 10, Art. X.E. p. 49, Art. X, Sec. 1.J. Past Policy Yes for teachers who use 4 or less sick and personal leave days in a school year, s/he shall be able to convert the remaining accumulated sick days at the end of each school year (1 day's pay for each 5 sick days), to be paid at the end of the school year p. 49, Art. X, Sec. 1.J. Past Policy No p. 6 Past Policy Yes Teachers who use less than 6 sick and or personal days in a year are eligible for this payment. p. 47, Art. X. Sec. 1. J.
Can a teacher receive payment for unused personal leave at the end of each school year? How much?	Personal leave converts to sick leave. p. 49, Art. X, Sec. 1.F.
Can a teacher receive payment for unused sick leave at retirement? How much?	Yes $90-135 per day depending on date of notification and number of days accumulated pp. 52 & 53, Art. X. Sec. 6.B. & C.
Can a teacher receive payment for unused personal leave at retirement? How much?	Personal leave converts to sick leave. p. 49, Art. X, Sec. 1.F.

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 leave to attend conferences (number of days not specified) p. 51, Art. X, Sec. 4.D.
How long is the mentorship program for a new teacher?	Other district acknowledges state law p. 95, Art. XXII, Sec. 3.
How long is the standard orientation that the district provides for new teachers?	2 days p. 17, Art. V. Sec. 2.D.

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?	Issue not addressed in scope of NCTQ reviewed documents
Can the district decide to extend the nontenured period if the principal is uncertain that the teacher should receive tenure?	Issue not addressed in scope of NCTQ reviewed documents

Transfer & Assignment questions

Transfers
Are internal transfers given priority over new hires for vacant positions?	Issue not addressed in scope of NCTQ reviewed documents
Are principals and/or site selection committees allowed to select voluntary transfer applicants to hire? If not, then how are voluntary transfers assigned to schools?	Issue not addressed in scope of NCTQ reviewed documents
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?	Issue not addressed in scope of NCTQ reviewed documents
Identifying Involuntary Transfers Due to Excessing
Are teachers identified for excessing in reverse order of seniority?	Issue not addressed in scope of NCTQ reviewed documents
How are teachers identified for excessing?	Issue not addressed in scope of NCTQ reviewed documents
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

Contract Waivers questions

Waivers
Is there a system in place to accept waivers or variance provisions for portions of or the entire collective-bargaining agreement?	Yes p. 37, Art. V, Sec. 22.
Do teachers have a vote in a request for a waiver?	Yes, approval of 50% plus one of the faculty p. 37, Art. V, Sec. 22.5.
What requirements must be met for a waiver of contract provisions to be approved?	Approval of 50% plus one of faculty; review and approval from the principal, superintendent, and union president p. 37, Art. V, Sec. 22.