How we got where we are
How we get where we need to
be
NCAE LEGAL
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Strategies for the
Session
What affects your understanding and beliefs?
What do you want to share?
What do you want to do?
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1941
1971
1986
1997
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1941
Master’s Pay
1971
1986
1997
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“We were fortunate in the attitude of the General
Assembly and of the Administration. The 1941
Legislature is generally regarded as having been
more friendly to the public schools than any in
recent years, if not in the entire history of the
State.”
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1941
1971
1986
1997
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1941
1971
Career Status
1986
1997
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9
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1941
1971
1986
1997
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1941
1971
1986
1997
Teaching Fellows
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Teaching Fellows graduates employed in 5th year after
4- year service payback (2012-13):
82%
Teaching Fellows graduates employed after 5th
(6th-22nd) year of service (2012-13):
63%
1987 Teaching Fellows employed in public
schools in 22nd year:
58%
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1941
Master’s Pay
1971
Career Status
1986
1997
Teaching Fellows
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1941
Master’s Pay
1971
Career Status
1986
1997
Teaching Fellows
Excellent Schools
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“We are making a
promise to our
children. A promise to
get and keep the very
best teachers in our
classrooms. A
promise to raise the
average teacher
salary to the national
average -- at least. A
promise to raise
standards for
students and teachers
and hold them
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“In every community,
teachers and parents
and community
leaders worked with
principals,
superintendents,
school administrators
and school boards.
County
commissioners and
city councils and
virtually every
Chamber of
Commerce spoke out
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Excellent Schools Act
1997
Teacher salary increases
Mentor Pay
Incentive pay for student performance
Newly certified get 3 paid days for PD
Targeted professional development funds
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Excellent Schools Act 1997
Refined dismissal process
Tougher certification standards
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1941
Master’s Pay
1971
Career Status
1986
1997
Teaching Fellows
Excellent Schools
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HB 719
Career
Status
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Ways & Means
Senate Standing Committee
Details
•Meets Upon Call of the Chairman
•Bills in Committee: H98, H435, H719
•Meeting notices via e-mail
Members
Chairman
Sen. Tom Apodaca
Members
Sen. Andrew C. Brock, Sen. Daniel G. Clodfelter
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HB 944
Voucher
s
Appropriations
Committee
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SENATE
Appropriations
Committee
HOUSE OF REP.
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SB 361
Contract
s
EPSA
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HOW AN IDEA BECOMES A LAW
Senate
1. Senate
Budget
3. Conference
Committee
2. House
Budget
House
DO NOT
ENTER
VOTE YES OR NO
ON THE BUDGET.
NO AMENDMENTS
Senate
Did not debate on the floor
Vouchers
(Loss of career status in Senate budget bill)
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House
Did not debate on the floor
Loss of career status
(Vouchers in House budget
bill)
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Litigation: Vouchers
NCAE will challenge the constitutionality of
diverting taxpayer funds for public education for
vouchers for public schools that have little
accountability.
NCAE is working with the N.C. Justice Center
in preparing litigation and will work with a
broad coalition to raise issues related to
vouchers
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Eliminate Career
Status
School administrators lose career status in
2014
(grandfathered when employment changed to
contracts)
“Teachers” lose career status in 2018
(those that accept 4-year contracts in 2014
voluntarily relinquish career status)
Teachers who were in the pipeline
(probationary) remain on one-year contracts
until 2018 unless eligible and accept 4-year
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Litigation: Career
Status
NCAE will challenge the constitutionality of
eliminating career status for those who already
have achieved it or those in the pipeline
Lawsuit will be filed in 2013 or early 2014
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Teacher and School
Administrator
Contracts
School administrators also affected by most
changes in contract law
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Teacher and School
Administrator
Contracts
Any rating less than proficient is automatic
grounds for dismissal as “inadequate
performance”
Only a one-year contract may be offered if any
ratings below proficient (applies only to
“teachers”)
The law provides no process for disputing
evaluations
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Teacher and School
Administrator
Contracts
A change in compensation at the end of the
contract is not a “demotion” and therefore
does not trigger any employment rights
$500 compounded bonus for 25% 4-year
contracts can be eliminated at the end of
the contract
Sets up alternative/performance pay
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School Administrator
Contracts
School administrators continue to have a right
to a hearing if superintendent recommends
non-renewals.
School administrators do not have a right to a
hearing if superintendent recommends
renewal and board decides non-renewal
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Teacher Contracts
Teachers have no right to a hearing on
renewal of the contract (may petition but at
discretion of board)
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25% 4-year Contracts
Terms of contract
Selection process
Funding
Teacher decision on whether to accept offer
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25% 4-year Contracts
Terms of
Contract
Give up career status in exchange for
$500 raise each year of a four-year contract
that begins in 2014 and ends in 2018
Standard terms set by State Board in model
contract
Any other terms or conditions set by the local
board of education that do not conflict with
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25% 4-year Contracts
Terms of
Contract
$500 raise each year of a four-year contract
that begins in 2014 and ends in 2018
Compounded each year:
Year 1: $500
Year 2: $1000
Year 3: $1500
Year 4: $2000
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25% 4-year Contracts
Terms of
Contract
$500 raise each year of a four-year contract
that begins in 2014 and ends in 2018
Not a permanent pay raise: can be
eliminated at the end of the contract
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25% 4-year Contracts
Teachers
Selection
Process
Proficient
Employed for three consecutive years
Superintendent must consider evaluations
and performance and submit list of 25% to
board
Board may accept, modify, or create own list:
teachers must be proficient
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25% 4-year Contracts
Teachers
Selection
Process
“Teachers” is the broad definition in law that
includes counselors, media specialists, and
all paid on the teacher salary schedule
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25% 4-year Contracts
Selection
Process
Proficient
No further standards for determining this
(number of years; average or review of
individual ratings; personnel without
proficiency as a rating on the instrument)
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25% 4-year Contracts
Selection
Process
Employed for three consecutive years
Not clear whether to count 2013-14 as one of
the three consecutive years
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25% 4-year Contracts
Selection
Process
Superintendent must consider evaluations
and performance and submit list of 25% to
board
No further explanation of performance - up to
school district to determine
No further explanation of process - whether
application, lottery, etc. can be used
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25% 4-year Contracts
Selection
Process
Board may accept, modify, or create own list:
teachers must be proficient
Any adoption of criteria must be in open
session
Changes in superintendent list without clear
process and standards could lead to
challenges
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25% 4-year Contracts
Terms of contract
Selection process
Funding
Teacher decision on whether to accept offer
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25% 4-year Contracts
Fundin
g
Funding is only appropriated for the first year
of the contract: future legislatures will have to
include funding for years 2-4
Funding for first year is underestimated
because only classroom teachers were
considered
Funding is returned to the State if not used
(i.e. contracts not accepted by teachers)
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25% 4-year Contracts
Teacher decision on whether to accept
offer
Required terms of contract
Locally added terms of contract
Selection process
Funding
Beliefs about career status
Impact of career status litigation
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Framing the Issue
Give good teachers a reason to stay
Build community as a part of strategies
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Strategies for the
Session
What affects your understanding and beliefs?
What do you want to share?
What do you want to do?
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Actions
Litigation on vouchers and career status
Assistance with 25% 4-year contracts
Local board resolutions
Other actions by NCAE and you
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