Transcript BACK TO SCHOOL WITH SENATE BILL 1

BACK TO SCHOOL WITH SENATE BILL 1
Michelle L. Cooper
Bose McKinney & Evans LLP
[email protected]
(317) 684-5223
©2011 Bose McKinney & Evans LLP
SUMMARY OF SEA 1 CHANGES
The Big Three:
1. New Teacher Classification System
and Dismissal Process
2. New Compensation Process
3. New Evaluation Process
©2011 Bose McKinney & Evans LLP
NEW DEFINITION OF TEACHER
Sec. 22. (a) "Teacher" means a professional person whose
position in a school corporation requires certain
educational preparation and licensing and whose
primary responsibility is the instruction of students.
(b) For purposes of IC 20-28, the term includes the
following:
(1) A superintendent.
(2) A principal.
(3) A teacher
(4) A librarian.
©2011 Bose McKinney & Evans LLP
LET THE CHAOS BEGIN!
The beginning of the school year opened
with litigation filed by ISTA challenging
the new State issued teacher contract
form.
So what was all of the controversy about?
©2011 Bose McKinney & Evans LLP
4
SCHOOLS MUST USE THE STATE ISSUED
TEACHER CONTRACT FORMS
A governing body shall provide the blank
contract forms, carefully worded by the
state superintendent, and have them
signed. The contracts are public records
open to inspection by the residents of
each school corporation.
©2011 Bose McKinney & Evans LLP
5
TEACHER CONTRACTS - REQUIREMENTS
(a) A contract entered into by a teacher and a school corporation must:
(1) be in writing;
(2) be signed by both parties; and
(3) contain the:
(A) beginning date of the school term as determined annually by the
school corporation;
(B) number of days in the school term as determined annually by the
school corporation;
(C) total salary to be paid to the teacher during the school year;
(D) number of salary payments to be made to the teacher during the
school year; and
(E) the number of hours per day the teacher is expected to work, as
discussed pursuant to IC 20-29-6-7.
©2011 Bose McKinney & Evans LLP
6
Use of a Temporary Teachers Contract
A temporary teacher's contract shall be used only for employing:
(1) a teacher to serve in the absence of a teacher who has been granted a leave of absence by
the school corporation for:
(A) engaging in defense service or in service auxiliary to defense service;
(B) professional study or advancement;
(C) exchange teaching;
(D) extended disability to which a licensed physician has attested; or
(E) serving in the general assembly; or
(2) a new teacher for a position:
(A) that is funded by a grant outside the school funding formula for which funding is available
only for a specified period or purpose; or
(B) vacated by a teacher who is under a regular contract and who temporarily accepts a
teacher position that is funded by a grant outside the school funding formula for which funding is
available only for a specified period or purpose.
©2011 Bose McKinney & Evans LLP
7
What must be in a temporary teacher
contract?
The temporary teacher's contract must contain:
(1) the provisions of the regular teacher's contract except those
providing for continued tenure of position;
(2) a blank space for the name of the teacher granted the leave, which
may not be used on another temporary teacher's contract for the same
leave of absence; and
(3) an expiration date that:
(A) is the date of the return of the teacher on leave; and
(B) is not later than the end of the school year.
©2011 Bose McKinney & Evans LLP
8
What about service credit for temporary
teachers?
If a teacher is employed on the
temporary teacher's contract for at least
sixty (60) days in a school year, the
teacher may, on request, receive the
service credit that the teacher would
otherwise receive with regard to the
Indiana state teachers' retirement fund.
©2011 Bose McKinney & Evans LLP
9
THE NEW TEACHER
CLASSIFICATION SYSTEM
©2011 Bose McKinney & Evans LLP
10
Who is a “permanent teacher?”
Permanent Teacher – Indefinite Contract
(IC 20-28-6-8)
(a) An individual who:
(1) serves under contract as a teacher in a public school corporation before July
1, 2012; and
(2) at any time before July 1, 2012, enters into a teacher's contract for further
service with the school corporation;
becomes, by entering into the contract described in subdivision (2), an established
teacher of the school corporation. When a contract between the school corporation
and an established teacher expires by the contract's terms, the contract is
considered to continue indefinitely as an indefinite contract, subject to IC 20-28-7.5.
(b) An indefinite contract remains in force until the indefinite contract is:
(1) replaced by a new contract signed by both parties; or
(2) canceled as provided in IC 20-28-7.5.
©2011 Bose McKinney & Evans LLP
11
Who is a “probationary teacher?”
After June 30, 2011, a teacher who:
(1) serves under contract as a teacher in a public school corporation;
(2) has not received a rating in an evaluation under IC 20-28-11.5 or
receives a rating of ineffective in an evaluation under IC 20-28-11.5;
(3) has not at any time before July 1, 2012, entered into a teaching
contract for further service with the school corporation; and
(4) has not received three (3) ratings in a five (5) year period of
effective or highly effective in an evaluation under IC 20-28-11.5;
shall be considered a probationary teacher.
A teacher who is a “permanent teacher” under the previous slide is not
subject to this rule.
©2011 Bose McKinney & Evans LLP
12
How do you become a “professional
teacher?”
After June 30, 2011, a teacher who receives a rating of:
(1) effective;
(2) highly effective; or
(3) a combination of both subdivisions (1) and (2);
in an evaluation under IC 20-28-11.5 for at least three (3)
years in a five (5) year or shorter period becomes a
professional teacher by entering into a contract that meets
the contract requirements on Slide 4 (IC 20-28-6-2).
Note: A teacher who is a “permanent teacher” (see Slide 11)
is not subject to this rule.
©2011 Bose McKinney & Evans LLP
13
Note about “professional teachers”
Technically, this classification will go into
effect on July 1, 2011, but no teacher can
qualify for this classification group until
the earliest of 2015-2016 school year.
©2011 Bose McKinney & Evans LLP
14
What happens if a “professional teacher”
gets an ineffective evaluation rating?
A professional teacher who receives a rating of ineffective in an
evaluation under IC 20-28-11.5 shall be considered a probationary
teacher but is not subject to the cancellation of the teacher's contract
unless at least one (1) of the following criteria applies:
(1) The teacher receives a rating of ineffective in an evaluation under
IC 20-28-11.5 in the year immediately following the teacher's initial rating
of ineffective. (In other words, the ineffective teachers get a year to
improve.)
(2) The teacher's contract cancellation is due to a justifiable decrease
in the number of teaching positions under IC 20-28-7.5-1(b)(3). (i.e., you
have a RIF)
(3) The teacher's contract cancellation is due to conduct set forth in IC
20-28-7.5-1(b). (A cancellation for cause under the dismissal statutes).
Note: A teacher who is a “permanent teacher” (Slide 11) is not subject
to this rule.
©2011 Bose McKinney & Evans LLP
15
DISMISSAL
PROCESS
©2011 Bose McKinney & Evans LLP
What are the reasons a probationary
teacher may be dismissed?
A principal may decline to continue a probationary teacher's contract under
sections 2 through 4 [IC 20-28-7.5-2 through IC 20-28-7.5-4] of this chapter
if the probationary teacher:
(1) receives an ineffective designation on a performance evaluation under
IC 20-28-11.5;
(2) receives two (2) consecutive improvement necessary ratings on a
performance evaluation under IC 20-28-11.5; or
(3) is subject to a justifiable decrease in the number of teaching positions
or any reason relevant to the school corporation's interest.
©2011 Bose McKinney & Evans LLP
17
Dismissal Reasons Applicable to All
Teachers
A contract with a teacher may be canceled immediately in the manner set forth in sections 2 through
4 of this chapter for any of the following reasons:
(1) Immorality.
(2) Insubordination, which means a willful refusal to obey the state school laws or reasonable rules
adopted for the governance of the school building or the school corporation.
(3) Justifiable decrease in the number of teaching positions.
(4) Incompetence, including receiving:
(A) an ineffective designation on two (2) consecutive performance evaluations under IC 20-2811.5; or
(B) an ineffective designation or improvement necessary rating in three (3) years of any five (5)
year period.
(5) Neglect of duty.
(6) A conviction for an offense listed in IC 20-28-5-8(c).
(7) Other good or just cause.
©2011 Bose McKinney & Evans LLP
18
DISMISSAL PROCEDURE
(SECTIONS 2 THROUGH 4 OF STATUTE)
(1) The principal shall notify the teacher of
the principal’s preliminary decision. The
notification must be:
(A) in writing; and
(B) delivered in person or mailed by
registered or certified mail to the teacher
at the teacher’s last known address.
©2011 Bose McKinney & Evans LLP
19
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
(2) The notice in subdivision (1) must
include a written statement, subject to IC
5-14-3-4*, giving the reasons for the
preliminary decision.
*IC 5-14-3-4 is the provision of the APRA
that provides for the exception that
certain personnel records must be
disclosed.
©2011 Bose McKinney & Evans LLP
20
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
(3) Notification due to a reduction in force
must be delivered between May 1 and
July 1.
©2011 Bose McKinney & Evans LLP
21
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
For a cancellation of a teacher’s contract
for a reason other than a reduction in force,
the notice required by the principal must
inform the teacher that, not later than five
(5) days after the teacher’s receipt of the
notice, the teacher may request a private
conference with the superintendent.
(Note: If the teacher does not request a conference with the
Superintendent within 5 days after receiving the notice of the
Principal’s determination, then the principal’s preliminary
decision is considered final.)
©2011 Bose McKinney & Evans LLP
22
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
The superintendent must set the requested
meeting not later than ten (10) days after
the request.
©2011 Bose McKinney & Evans LLP
23
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
(c) At the conference between the
superintendent and the teacher, the
teacher may be accompanied by a
representative.
©2011 Bose McKinney & Evans LLP
24
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
(d) After the conference between the
superintendent and the teacher, the
superintendent shall make a written
recommendation to the governing body of
the school corporation regarding the
cancellation of the teacher’s contract.
(Note: The statute does not mention providing a
copy of the Superintendent’s recommendation to
the teacher. You should still do so even though
the statute is silent.)
©2011 Bose McKinney & Evans LLP
25
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
If the teacher files a request with the governing
body for an additional private conference not later
than five (5) days after the initial private
conference with the superintendent, the teacher is
entitled to an additional private conference with the
governing body before the governing body makes
a final decision, which must be in writing,
concerning the cancellation of the teacher’s
contract.
(Note: What happens if the Superintendent does not make a
written recommendation to the Board until the 6th day after
he/she has had the private conference with the teacher?)
©2011 Bose McKinney & Evans LLP
26
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
What if the teacher requests a private
conference with the Superintendent but
does not request a private conference
with the governing body?
The governing body may cancel the
contract with the teacher by a majority
vote evidenced by a signed statement in
the minutes of the board. The decision of
the governing body is final.
©2011 Bose McKinney & Evans LLP
27
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
If the Administration is moving to cancel the teacher’s contract for
immortality, insubordination, neglect of duty, or other good and just
cause (which we will call the “1257 Process”), then at the private
conference the governing body must do the following:
(1) Allow the teacher to present evidence to refute the reason or
reasons for contract cancellation and supporting evidence provided
by the school corporation. Any evidence presented at the private
conference must have been exchanged by the parties at least
seven (7) days before the private conference.**
(2) Consider whether a preponderance of the evidence supports
the cancellation of the teacher’s contract.
**Does this mean the teacher can engage in discovery?
©2011 Bose McKinney & Evans LLP
28
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
What is the deadline for the Board to make a final
decision under the “1257 Process” when the
teacher has requested a private conference with
the Board?
The final decision of the governing body must be in
writing and must be made not more than thirty
(30) days after the governing body receives the
teacher’s request for the additional private
conference.
©2011 Bose McKinney & Evans LLP
29
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
If the Administration is moving to cancel the teacher’s
contract for a justifiable decrease in the number of teaching
positions, incompetency, or a conviction for an offense listed
in IC 20-28-5-8(c) (a “346 Reason”), then:
If the teacher files a request with the governing body for an
additional private conference not later than five (5) days after
the initial private conference with the superintendent, the
teacher is entitled to an additional private conference with the
governing body before the governing body makes a final
decision, which must be in writing, concerning the
cancellation of the teacher's contract.
©2011 Bose McKinney & Evans LLP
30
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS (cont.)
If the teacher is being dismissed for a “346 Reason,” and the
teacher requests a private conference with the
Superintendent and then the governing body, when is a
final decision made by the governing body?
At the first public meeting following the private conference
with the governing body, the governing body may cancel the
contract with the teacher by a majority vote evidenced by a
signed statement in the minutes of the board. The decision
of the governing body is final.
©2011 Bose McKinney & Evans LLP
31
Extensions of Time
The time periods in the new dismissal
procedures shall be extended for a
reasonable period:
(1) when a teacher or school official is
ill or absent from the school corporation;
or
(2) for other reasonable cause.
©2011 Bose McKinney & Evans LLP
32
SECTION 2 THROUGH 4 OF
DISMISSAL PROCESS
HOW DIFFERENT
WILL THE “1257 PROCESS”
BE FROM THE
FORMER FORMAL
HEARING PROCESS?
©2011 Bose McKinney & Evans LLP
33
May a teacher be suspended pending a
final decision on contract cancellation?
Yes. Pending a final decision on the
cancellation of a teacher's contract, the
teacher may be suspended from duty.
The process to suspend a teacher without
pay has not changed. (See attached
statutes for statutory procedure.)
©2011 Bose McKinney & Evans LLP
34
20-28-7.5-7: Construction of
New Dismissal Statutes
This chapter shall be construed to:
(1) limit the provisions of a collective bargaining agreement negotiated
under IC 20-29; and
(2) prohibit the negotiation of contracts that violate the requirements of
this chapter and IC 20-28-9-21 through IC 20-28-9-23.**
This chapter prohibits a school employer and an exclusive representative
from collectively bargaining contracts that alter the requirements of this
chapter and IC 20-28-9-21 through IC 20-28-9-23.
This chapter shall be construed to prohibit a school employer and an
exclusive representative from mutually agreeing to binding arbitration
concerning teacher dismissals.
**Statutes governing grounds and procedure for suspension without pay and
the Board’s subpoena power in a suspension without pay proceeding.
©2011 Bose McKinney & Evans LLP
35
JUSTIFIABLE DECREASE IN THE NUMBER
OF POSITIONS
NOTE: Special limitation upon the
statutory grounds of a justifiable decrease
in the number of positions effective June
30, 2012.
©2011 Bose McKinney & Evans LLP
36
JUSTIFIABLE DECREASE IN THE NUMBER
OF POSITIONS (cont.)
After June 30, 2012, the cancellation of
teacher’s contracts due to a justifiable
decrease in the number of teaching
positions shall be determined on the basis
of performance rather than seniority. In
cases where teachers are placed in the
same performance category, any of the
items in IC 20-28-9-1(b) may be
considered. (These items are addressed
later in the presentation.)
©2011 Bose McKinney & Evans LLP
37
JUSTIFIABLE DECREASE IN THE NUMBER
OF POSITIONS (cont.)
Query: Has this legislation overruled or mooted the Stewart
v. Fort Wayne Community Schools, 564 N.E.2d 274? (An
Indiana Supreme Court holding that a termination under
the statutory grounds of a justifiable decrease in the
number of teaching positions must honor tenure
classifications.)
©2011 Bose McKinney & Evans LLP
38
THE NEW COMPENSATION SCHEME
©2011 Bose McKinney & Evans LLP
39
THE NEW COMPENSATION SCHEME
NOTE:
Since School Districts have paid
employees on schedules and not pursuant
to subjective criteria, EEOC charges of
discrimination in connection with
compensation have been non-existent.
School Districts will need to prepare
documentation for their own protection for
EEOC charges concerning compensation.
©2011 Bose McKinney & Evans LLP
40
THOUGHTS FOR THE FUTURE
How does the duty imposed on School
Districts to bargain salary reconcile with the
obligation to establish each teacher’s
increase on a two-thirds basis of merit?
Is each teacher’s salary now bargainable?
©2011 Bose McKinney & Evans LLP
41
THE NEW COMPENSATION SCHEME
States that it takes effect July 1, 2012, or
upon the expiration of a contract in
existence on July 1, 2011, whichever is
earlier, and governs salary increases for a
teacher employed by a school corporation
on or after the date it takes effect.
But note: The new evaluation system does
not go into effect until 2012-2013.
©2011 Bose McKinney & Evans LLP
42
THE NEW COMPENSATION SCHEME
(cont.)
Compensation attributable to additional degrees or
graduate credits earned before the effective date
of the local salary schedule created under this
chapter shall continue. (IC 20-28-9-1: which was
accidentally repealed)
Note:
Sec. 6. A contract entered into by a teacher and a
school employer continues in force on the same
terms and for the same wages, unless increased
under IC 20-28-9-1, for the next school term
following the date of the contract’s termination . . .
IC 20-28-7.5-6
©2011 Bose McKinney & Evans LLP
43
THE NEW COMPENSATION SCHEME
(cont.)
But see:
(i) This chapter may not be construed to
require or allow a school corporation to
decrease the salary of any teacher below
the salary the teacher was earning on or
before July 1, 2012, if that decrease
would be made solely to conform to the
new salary scale.
©2011 Bose McKinney & Evans LLP
44
THE NEW COMPENSATION SCHEME
(cont.)
Increases or increments in a local salary
scale must be based upon a combination
of the following 4 factors:
©2011 Bose McKinney & Evans LLP
45
THE NEW COMPENSATION SCHEME
(cont.)
IC 20-28-9-1(b) Factors
(1) A combination of the following factors taken together may
account for not more than thirty-three percent (33%) of the
calculation used to determine a teacher’s increase or
increment:
(A) The number of years of a teacher’s experience
(B) The attainment of either:
(i) additional content area degrees beyond the
requirements for employment; or
(ii) additional content area degrees and credit hours
beyond the requirements for employment, if
required under an agreement under IC 20-29.
©2011 Bose McKinney & Evans LLP
46
THE NEW COMPENSATION SCHEME
(cont.)
(2) The results of an evaluation conducted under
IC 20-28-11.5.
(3) The assignment of instructional leadership
roles, including the responsibility for conducting
evaluations under IC 20-28-11.5.
(4) The academic needs of students in the school
corporation.
©2011 Bose McKinney & Evans LLP
47
THE NEW COMPENSATION SCHEME
(cont.)
A teacher rated ineffective or improvement
necessary under IC 20-28-11.5 may not
receive any raise or increment for the
following year if the teacher’s employment
contract is continued.
©2011 Bose McKinney & Evans LLP
48
THE NEW COMPENSATION SCHEME
(cont.)
The amount that would otherwise have
been allocated for the salary increase of
teachers rated ineffective or improvement
necessary shall be allocated for
compensation of all teachers rated effective
or highly effective based on the criteria in
subsection (b).
©2011 Bose McKinney & Evans LLP
49
THE NEW COMPENSATION SCHEME
(cont.)
A teacher who does not receive a raise or
increment under subsection (c) may file a
request with the superintendent or
superintendent’s designee not later than
five (5) days after receiving notice that the
teacher received a rating of ineffective.
The teacher is entitled to a private
conference with the superintendent or
superintendent’s designee.
Note: Conference right only for teacher who receives
ineffective rating.
©2011 Bose McKinney & Evans LLP
50
THE NEW COMPENSATION SCHEME
(cont.)
Not later than January 31, 2012, the
department shall publish a model salary
schedule that a school corporation may
adopt.
©2011 Bose McKinney & Evans LLP
51
The New Staff Performance Evaluation
Process
THE NEW
STAFF
PERFORMANCE
EVALUATION
PROCESS
©2011 Bose McKinney & Evans LLP
52
The New Staff Performance Evaluation
Process
• The former Staff Performance Evaluation
Process was contained in IC 20-28-11
and is repealed July 1, 2011.
• The new Staff Performance Evaluation
Process is in IC 20-28-11.5 and is
effective July 1, 2011.
• Under IC 20-28-11.5-4 a School District
shall implement the new plan adopted
under the new Chapter by 2012-2013
school year in which every teacher is
evaluated annually.
©2011 Bose McKinney & Evans LLP
53
The New Staff Performance Evaluation
Process (cont.)
A School District, beginning with the 20122013 school year, must utilize one of the
following three evaluation plans:
1)
IDOE Model Plan
• May be done without state
board’s approval
• IDOE Model must be
developed by January 31,
2012
©2011 Bose McKinney & Evans LLP
54
The New Staff Performance Evaluation
Process (cont.)
2)Modifies a Model Plan
• Must meet the requirements set
forth in IC 20-28-11.5
• Must have State Board approval
3) A School District may develop its own
staff annual performance evaluation plan
• Must meet the requirements set
forth in IC 20-28-11.5
• Must have State Board approval
©2011 Bose McKinney & Evans LLP
55
The New Staff Performance Evaluation
Process (cont.)
But note a Revised Model Plan or a School
District Developed Plan must comply with
the following prior to submitting the plan for
State Board approval:
The governing body shall submit the staff performance
evaluation plan to the teachers employed by the school
corporation for a vote. If at least seventy-five percent
(75%) of the teachers voting vote in favor of adopting the
staff performance evaluation plan, the governing body
may submit the staff performance evaluation plan to the
department under subsection (b).
©2011 Bose McKinney & Evans LLP
56
The New Staff Performance Evaluation
Process (cont.)
c) A plan must include the following
components:
(1) Performance evaluations for all
certificated employees, conducted at
least annually.
©2011 Bose McKinney & Evans LLP
57
The New Staff Performance Evaluation
Process (cont.)
(2) Objective measures of student achievement and growth
to significantly inform the evaluation. The objective
measures must include:
(A) student assessment results from statewide
assessments for certificated employees whose
responsibilities include instruction in subjects measured in
statewide assessments;
(B) methods for assessing student growth for certificated
employees who do not teach in areas measured by
statewide assessments; and
(C) student assessment results from locally developed
assessments and other test measures for certificated
employees whose responsibilities may or may not include
instruction in subjects and areas measured by statewide
assessments.
©2011 Bose McKinney & Evans LLP
58
The New Staff Performance Evaluation
Process (cont.)
(3) Rigorous measures of effectiveness, including
observations and other performance indicators.
(4) An annual designation of each certificated employee in
one (1) of the following rating categories:
(A) Highly effective.
(B) Effective.
(C) Improvement necessary.
(D) Ineffective.
©2011 Bose McKinney & Evans LLP
59
The New Staff Performance Evaluation
Process (cont.)
(5) An explanation of the evaluator’s recommendations for
improvement, and the time in which improvement is
expected.
(6) A provision that a teacher who negatively affects student
achievement and growth cannot receive a rating of highly
effective or effective.**
**Query:
(1) Who determines whether a teacher negatively affects
student achievement? The evaluator? The IDOE in its
regulations?
(2) Is this bargainable?
©2011 Bose McKinney & Evans LLP
60
The New Staff Performance Evaluation
Process (cont.)
Before January 31, 2012, the IDOE is required to
adopt rules that establish:
(A) the criteria that define each of the four
categories of teacher ratings under section
4(b)(3) of this chapter;
(B) the measures to be used to determine student
academic achievement and growth under
section 4(b)(2) of this chapter;
(C) standards that define actions that constitute a
negative impact on student achievement; and
(D) an acceptable standard for training evaluators.
©2011 Bose McKinney & Evans LLP
61
THANK YOU!
Michelle L. Cooper
Bose McKinney & Evans LLP
[email protected]
317-684-5223
©2011 Bose McKinney & Evans LLP
62