Seniority Tenure amp Seniority Changes Changes to tenure and seniority are occurring nationwide and plans to modify the system are underway in New Jersey as well Plans to change current tenure and seniority rules build on a proposed educator evaluation system that would rate ID: 398778
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Slide1
A Discussion on Tenure &
SenioritySlide2
Tenure & Seniority Changes
Changes to tenure and seniority are occurring nationwide and plans to modify the system are underway in New Jersey as well!
Plans to change current tenure and seniority rules build on a proposed educator evaluation system that would rate staff as highly effective, effective, partially ineffective, or ineffective based on a mix of student growth data and evidence of educator practice.
This system would facilitate changes to due process rules, tenure, seniority, and compensation.
Proposed change require statutory and code modifications that will involve action by the State Legislature and the State Board of Education.
It is expected that changes in re-tenure and seniority may be heard as early as the lame duck legislative session (post election)!
Slide3
What Other States Are Doing…Slide4
Why Tenure Is Still Needed
Protects Educational Decision-making
Tenure =Due Process
Ongoing Accountability Even After Tenure
Continuity in School Leadership Key to Successful ReformSlide5
Reforms NJPSA Can Support
Evaluation Reform is Critical
Professional Growth and Development is Key to Successful Reform
Streamlined Removal Process
Attainment of Tenure Rights
Uniformity of Tenure Rights Across Job TitlesSlide6
Tenure Proposals
To earn tenure rights
, teachers and leaders would have to be rated as effective or higher for three consecutive years. If a teacher fails to earn the necessary performance ratings they would remain in non-tenured status during their employment.
Similarly, educators
could lose tenure status
through poor performance. Under the Governor’s proposal an educator would lose tenure if rated ineffective for one year or partially effective for two consecutive years—and revert to a non-tenured status. Non-tenured status does not mean that the teacher automatically loses his/her job; rather, it means that the teacher will no longer enjoy the due process protections of tenure. Slide7
Tenure: Pros & Cons
Pros
Constrains political pressure in schools
Establishes standards and fair process of staff removal
Allows staff to be innovative without risk of removal
Eliminates arbitrary employment decisions
Promotes long-term reform efforts through continuity in leadership and staff stability
Cons
Increases cost to remove ineffective staff
Potential for abuse –”lifetime job”
Permits mediocrity in performanceSlide8
Changes in Seniority
The proposal seeks to eliminate current seniority rules during reductions in force to have effectiveness ratings, not seniority, determine which employees are retained on the job. Under the proposal, seniority would apply but within the four ratings categories so that an employee’s effectiveness rating would be the primary factor with seniority a secondary factor in determining retention during layoffs.
Slide9
Seniority : Pros & Cons
Pros
Keeps RIF process simple – certainty in difficult situation
Helps retain most experienced staff
Rewards long-term service
Protects against Board action to remove higher paid employees
Cons
Makes it more difficult to retain effective less senior staff
potential negative impact on quality of learning
Breeds negativity among staff in certain circumstances
Potential negative impact on hard to staff districtsSlide10
Mutual Consent to Placement
Teachers and principals would have to both agree to a job placement in the event of the elimination of a position or a school closing.
The teacher would retain employment rights and the district would assist the teacher in finding another job. If that teacher is unable to find a district teaching position within a year, the teacher would be placed on unpaid leave.
Mutual consent policies do exist in some school districts in other states via collective bargaining provisions. In addition, some states are beginning to adopt such policies on a statewide basis.
The intent is to place a teacher where they will be dedicated to their work and to give principals a say in the hiring of staff whose performance they will be evaluated on in terms of the student achievement/leader performance.Slide11
Mutual Consent: Pros & Cons
Pros
Authority to choose own staff
Both staff and administrator are positive about placement
Leader evaluation will be based upon staff performance
Cons
Difficulty in filling certain posts in schools
Turmoil in placement
Limited opportunities / vacancies within district
Conflict with superintendent/boardSlide12
Straw Poll
NJPSA conducted a straw poll during the first 2 weeks of September on tenure and seniority
Over 200 members participated
The following outline the findings thus far…Slide13
Straw PollSlide14
Straw PollSlide15
Straw PollSlide16
Straw PollSlide17
Straw PollSlide18
Weigh In
Now it’s your chance to provide input….