Jeffco Public Schools, Colorado

National enrollment rank: 36

Labor context

  • Collective bargaining is permissible. Teachers may petition for representation but district school boards decide whether or not to engage in collective bargaining.
  • Teachers are NEA union members.
  • 4,724 teachers

Student demographics

  • 86,581 students
  • 31% 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: 175
Additional teacher work days: 10
Annual adjustment (reported as a percentage of change from the previous year): N/A; this year the district posted a salary schedule where evaluation rating dictates movement on the schedule; last year only an initial placement chart was made available so we were unable to compare the two.
Starting salary: $38,000
Maximum salary (salary, degree, years of experience): $82,032; BA+75 w/ Masters; 28
Student achievement data required for evaluation: individualized
Layoff criteria:
Evaluations per year:
Tenured Once a year
Non-tenured Once a year
Sick and personal days per year: 11 (9 sick; 2 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? 100%
p. 6.
What is the maximum portion of the employee's dependents' health insurance premium paid by the employer? 65%
p. 6.
Past Policy
66%
Past Policy
percentage not specified; the district provides $515 per month for all benefit coverage
p. 87, App. 3, 1-2
Does the employer specify a dollar cap for the portion of the premium they cover? If so, what is the cap? yes, $515 per month
p. 6.
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? district acknowledges state law
Board Policy GDQB: http://www.boarddocs.com/co/jeffco/Board.nsf/Public#
Does the district offer an incentive to the teacher who notifies the district before the deadline that he/she intends to resign/retire at the end of the school year? Issue not addressed in scope of NCTQ reviewed documents
Is there a penalty for a teacher who fails to notify the district that he/she intends to resign/retire by the district's deadline? Yes
the administration may seek lawful damages or take other action permitted by law for any failure to comply with the requirements of state law
Board Policy GDQB: http://www.boarddocs.com/co/jeffco/Board.nsf/Public#
Tuition Reimbursement
Is tuition reimbursement offered to teachers? Issue not addressed in scope of NCTQ reviewed documents
Can a teacher receive financial support to cover National Board certification fees? issue not addressed in the scope of NCTQ reviewed documents

Calendar questions
School Year
STUDENTS: How many days are students in school? 175
STUDENTS: How many hours, minimum, are students scheduled to be in school each year? elementary: 450 (kindergarten), 990 (grades 1-6) (instructional); secondary:1,080 (instructional); as required by state law
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
district follows state mandated hours of instruction
Board Policy IC/ICA: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
district follows state mandated hours of instruction
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
minimum of 1080 (grades 7-12), 990 (grades 1-6), or 450 (kindergarten)
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
minimum of 1080 (grades 7-12), 990 (grades 1-6), or 450 (kindergarten)
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
TEACHERS: How many days are teachers in school? 185
TEACHERS: How many days is the teacher required to be on-site without students? (including half or partial days) 10
School Day
How long is the school day for elementary students? decided on the school level (so long as the minimum instructional hours per year are met)
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
How long is the school day for secondary students? decided at the school level (so long as the minimum instructional hours per year are met)
Board Policy IC/ICA-R-1: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
How long is the scheduled workday for teachers? (total time scheduled on-site, including lunch) 8 hours
This calculation is based on a 40 hour work week.
p. 8, Art. 1-6.
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) decided at the school level
The principal shall have the right to require that each licensed professional work up to a maximum of 22.5 hours per school year outside of the 40-hour schedule, without additional compensation, to enhance the school’s relationship with parents, guardians and the community and to support the educational mission of the school. It is intended that the additional 22.5 hours will include activities such as, but not limited to, parent-educator conferences, Back-to-School Nights, Open House, PTA meetings and graduation.
p. 14, Art. 5-3-3.
Preparation Time
How much planning time does an elementary teacher receive? approximately 3 hours, 36 minutes a week (in blocks no less than 30 minutes)
4 hours, 30 minutes a week for individually directed planning time, collaborative planning time, and required building meetings. Approximately 80% of this time (3 hours, 36 minutes) should be allocated for individual planning (in blocks no less than 30 minutes).
pp. 14 & 15, Art. 5-3-6.
How much planning time does a secondary teacher receive? approximately 3 hours, 36 minutes a week (in blocks no less than 30 minutes)
4 hours, 30 minutes a week for individually directed planning time, collaborative planning time, and required building meetings. Approximately 80% of this time (3 hours, 36 minutes) should be allocated for individual planning (in blocks no less than 30 minutes).
pp. 14 & 15, Art. 5-3-6.
How much teacher planning time is designated for collaborative planning? approximately 54 minutes a week for collaborative planning and meeting times
4 hours, 30 minutes a week for individually directed planning time, collaborative planning time, and required building meetings. Approximately 20% should be allocated for collaborative planning and meeting times.
pp. 14 & 15, Art. 5-3-6.

Class Size questions
Class Size Restrictions
What are the class size restrictions? PK: issue not addressed in scope of NCTQ reviewed documents; K-3: 24; 4-6: 30; 7-12: issue not addressed in scope of NCTQ reviewed documents (the maximum secondary load will be 150 students per grading period)
p. 27, Art. 8-5-5 & p. 29, Art. 8-5-8.
What happens when the class size limit is exceeded? Other
elementary: issue not addressed in scope of NCTQ reviewed documents; secondary: the principal will collaborate with the affected educator to insure that course objectives and safety standards can be met with the additional students
p. 29, Art. 8-5-8.

Compensation - Salary questions
Structure of the Salary Schedule
What type of salary schedule is in use? Traditional salary schedule (step and lane)
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching.
What is the average percent increase in pay earned for each additional year of experience? 2.4%
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
2.0% (based on an estimate of initial placement salary)
These calculations are based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
1.8%
These calculations are based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating and type of contract.
p. 7
Past Policy
2.1%
Past Policy
bachelor's lane: 1.5%; master's lane: 2.58%
Past Policy
bachelor's lane: 1.34%; master's lane: 2.58%
Past Policy
bachelor's lane: 1.34%; master's lane: 2.58%
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) N/A; this year the district posted a salary schedule where evaluation rating dictates movement on the schedule; last year only an initial placement chart was made available so we were unable to compare the two.
On the 2016-2017 salary schedule, teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching.
Past Policy
-2.9% (based on an estimate of initial placement salary)
Past Policy
n/a, district changed the structure of the salary schedule this year
Past Policy
3.1%
Past Policy
0%
Past Policy
0%
Past Policy
-3.0%
Past Policy
0%
Past Policy
1%
Past Policy
2.7%
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) N/A; this year the district posted a salary schedule where evaluation rating dictates movement on the schedule; last year only an initial placement chart was made available so we were unable to compare the two.
On the 2016-2017 salary schedule, teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching.
Past Policy
-0.4% (based on an estimate of initial placement salary)
Past Policy
n/a, district changed the structure of the salary schedule this year
Past Policy
5.2%
Past Policy
2.08%
Past Policy
1.96%
Past Policy
0.42%
Past Policy
1.96%
What is the average difference between the master's and bachelor's salary? $6,078
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
$3,632 (based on an estimate of initial placement salary)
These calculations are based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
$4,213
These calculations are based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating and type of contract.
p. 7
Past Policy
16,847
Past Policy
16,342
Past Policy
16,342
Past Policy
16,342
Past Policy
16,847
Past Policy
16,847
How many lanes (or columns) based on advanced degrees or credit attainment are on the teacher's salary schedule? 4: BA, MA, BA+60 w/ MA, BA+75 w/ MA
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)? Bachelor's: 25; Master's: 24
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
6 (based on an estimate of initial placement salary)
The district no longer utilizes a traditional salary schedule but initial salary placement is still based off of years of experience; the highest initial starting salary is for a teacher with 6 or more years of experience.
Past Policy
18
The district no longer utilizes a traditional salary schedule but initial salary placement is still based off of years of experience; the highest initial starting salary is for a teacher with 18 or more years of experience.
p. 7
Past Policy
bachelor's lane: 24; master's lane: 27
Past Policy
bachelor's lane: 24; master's lane: 27
Past Policy
bachelors lane: 24; masters lane: 27
Past Policy
27
Past Policy
24
Past Policy
24
Annual Salary
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? $82,032; BA+75 w/ Masters; 28
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
n/a, district did not specify maximum salary for 2015-2016
The district no longer utilizes a traditional salary schedule but initial salary placement is still based off of years of experience; the highest initial starting salary is for a teacher with 6 or more years of experience with a master's degree.
Past Policy
$81,031; salary is no longer dependent on education nor years of experience
This figure is the stated 'maximum' for 2014-2015; actual salaries may be higher depending on prior year's salary though any amount in excess of $81,031 will be paid as a stipend. The district reports that 56 teachers have salaries exceeding $81,031 in 2014-2015.
pp. 5 & 6.
Past Policy
81,031; BA+75 with MA; 27
Additional pay is available to those teachers with a PhD who were employed prior to September 30, 2012.
Past Policy
78,600; BA+75 with MA; 27
Past Policy
78,600; BA+75 with MA; 27
Past Policy
78,600; BA+75 with MA; 27
What is the annual salary for a fully certified, first year teacher with a bachelor's degree? $38,000
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
What is the annual salary for a teacher with a bachelor's degree and 5 years of experience? $44,943
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
$41,955 (based on an estimate of initial placement salary)
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
$44,052
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating and type of contract.
p. 7
Past Policy
39,962
Past Policy
38,763
Past Policy
38,763
Past Policy
38,763
Past Policy
39,962
2010-2011 Salary Schedule
Past Policy
39,962
2009-2010 Salary Schedule
Past Policy
39,566
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? $68,901
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
$42,794 (based on an estimate of initial placement salary)
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
$81,031
This figure is the stated 'maximum' for 2014-2015; actual salaries may be higher depending on prior year's salary though any amount in excess of $81,031 will be paid as a stipend. The district reports that 56 teachers have salaries exceeding $81,031 in 2014-2015.
p. 7
Past Policy
47,888
Past Policy
46,451
Past Policy
46,451
Past Policy
46,451
Past Policy
47,888
Past Policy
47,888
Past Policy
47,414
What is the annual salary for a fully certified, first year teacher with a master's degree? $41,420
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
What is the annual salary for a teacher with a master's degree and 5 years of experience? $49,839
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
$45,731 (based on an estimate of initial placement salary)
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
$48,017
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating and type of contract.
p. 7
Past Policy
47,888
Past Policy
46,451
Past Policy
46,451
Past Policy
46,451
Past Policy
47,888
Past Policy
47,888
Past Policy
47,414
This is the same salary as BA + 40.
What is the annual salary for a teacher with a master's degree on the highest step of the salary schedule? $73,936
Teachers rated Highly Effective or Effective will advance on the salary schedule. Probationary teachers will also advance on the salary schedule if they receive a Partially Effective evaluation rating or better in their first two years of teaching. While the salary schedule notes that steps and years of experience do not necessarily align, for our calculations we assumed a teacher would advance a step each year for an Effective or Highly Effective rating.
Past Policy
$46,646 (based on an estimate of initial placement salary)
This figure is based on an estimate of initial salary placement for teachers new to the district and account for education level and years of experience. After the initial salary year, annual salaries are determined based on evaluation rating.
Past Policy
$81,031
This figure is the stated 'maximum' for 2014-2015; actual salaries may be higher depending on prior year's salary though any amount in excess of $81,031 will be paid as a stipend. The district reports that 56 teachers have salaries exceeding $81,031 in 2014-2015.
p. 7
Past Policy
72,786
Past Policy
70,602
Past Policy
70,602
Past Policy
70,602
Past Policy
72,786
Past Policy
72,786
Past Policy
72,065
Performance Pay
Is annual salary increase tied to evaluation rating? Yes
teachers who are rated Highly Effective or Effective advance on the salary schedule, & probationary teachers in their first two years with the District are rated Partially Effective or better will advance on the salary schedule
p. 47, Art. 17-2 & 17-3.
p. 2 (pdf).
Past Policy
Yes
, the district no longer utilizes a salary schedule; all salary increases are based on overall evaluation ratings
p. 37, Art. 17-2 & 17-3.
Past Policy
Other
district no longer utilizes steps; all salary increases are based on overall evaluation ratings
p. 2
If evaluation rating and annual salary increase are tied, how do annual salary increases work? Other
teachers who are rated Highly Effective or Effective advance on the salary schedule, & probationary teachers in their first two years with the District are rated Partially Effective or better will advance on the salary schedule
p. 47, Art. 17-2 & 17-3.
p. 2 (pdf).
Past Policy
Other
, district no longer utilizes steps; all salary increases are based on overall evaluation ratings ranging from 0% for ineffective ratings to 4.25% for highly effective ratings
p. 37, Art. 17-2 & 17-3.
Past Policy
Other
district no longer utilizes steps; all salary increases are based on overall evaluation ratings ranging from 0% for ineffective ratings to 4.25% for highly effective ratings
p. 2
Aside from annual salary increases, are other aspects of a teacher’s pay based on evaluation rating? issue not addressed in scope of NCTQ reviewed documents
Past Policy
initial salary determination
p. 37, Art. 17-2 & 17-3.
Past Policy
initial salary determination
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"? issue not addressed in scope of NCTQ reviewed documents
Can a teacher earn additional pay by teaching subjects deemed 'hard to staff'? Yes, the District may grant an additional three years of experience credit for identified hard-to-fill positions upon initial hire.
p. 47, Art. 17-5.
p. 2 (pdf).
Can a teacher who has National Board certification earn additional pay? issue not addressed in scope of NCTQ reviewed documents
Past Policy
National Board certification will be a factor in compensation
p. 38, Art. 17-5.
Past Policy
$1,141 (3.5% of base salary of level 1 step 1)
pp. 78-79, Art. 44-6-9
Past Policy
yes, $1,220 - $2,629 (3.5% of base salary)
What compensation is offered to a teacher who serves as a department head at the secondary level? issue not addressed in scope of NCTQ reviewed documents
Past Policy
department chair positions will be a factor in determining compensation
p. 38, Art. 17-5.
Past Policy
$1,100 (for chairpersons not afforded release time)
p. 40, Art. 21-3
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, vocational teachers receive credit for industry experience; 5 years
p. 47, Art. 17-4.
Past Policy
yes, vocational teachers receive credit for industry experience; 6 years
p. 37, Art. 17-3-1.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Are teachers eligible for a longevity bonus? If so, in what year(s) of service is a teacher eligible? issue not addressed in scope of NCTQ reviewed documents

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
6-10 weeks (dismissal allowed or teacher may be returned to non-tenured status)
The teacher who receives two ratings of Partially Ineffective and/or Ineffective, loses tenure status.
p. 18, Art. 7-12; p. 19, 7-12-4; p. 21, Art. 7-14-1.
What is the process for dismissal of an ineffective teacher? district acknowledges state law
Board Policy GCQF: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Does a nontenured teacher have any recourse if his/her contract is not renewed? district acknowledges state law
Board Policy GDQB: http://www.boarddocs.com/co/jeffco/Board.nsf/Public#
By what date must a nontenured teacher be notified of non-renewal of his/her contract? June 1
p. 19, Art. 7-12-5.
When must a tenured teacher be notified of his/her dismissal? district acknowledges state law
Board Policy GDQB: http://www.boarddocs.com/co/jeffco/Board.nsf/Public#

Evaluation questions
Evaluation System
What is the teacher required to be evaluated on? Student growth/achievement (30%) School Performance (5%) School goal (15%) Professional practice (50%: Professional Preparation; Professional Techniques; Professional Responsibilities)
p. 16, Art. 7-3, 2016-2021 contract
Do impartial third parties from outside the school serve as evaluators? Optional
p. 18, Art. 7-11-8.
Is peer review a component of teacher evaluation; what is the nature of the review? Issue not addressed in scope of NCTQ reviewed documents
The contract states that an Instructional Coach might observe and rate the teacher. It is not clear if an Instructional Coach might be a peer.
p. 18, Art. 7-11-8.
Does the evaluation include student input? Issue not addressed in scope of NCTQ reviewed documents
What kind of feedback does a teacher receive following a formal observation(s)? Conference with evaluator
p. 18, Art. 7-11-7.
What kind of feedback must the teacher receive following an evaluation? Conference with evaluator
p. 18, Art. 7-11-10.
How many categories of ratings are there? 4: Highly Effective, Effective, Partially Effective, Ineffective
Are evaluators required to give notice of an observation? Optional
p. 18, Art. 7-11-6.
Role of Student Achievement in Teacher Evaluation
How is student growth/achievement calculated for teachers of tested subjects? individualized education goal (counts 30%); school performance framework (counts 5%); school goal (counts 15%)
Student growth counts 30% in accordance with Colorado statute 22-9-106(1)(3)(II). Districts are provided flexibility in determining how it will be assessed.
How is student achievement/growth calculated for teachers of non-tested subjects? student growth goals (count 50%: 30% Individualized Educator Goal; 5% School Performance; 15% School Goal)
Evaluation Requirements for non-tenured Teachers
How frequently do non-tenured teachers receive an evaluation rating? Once a year
p. 17, Art. 7-11-3.
What is the minimum number of times a non-tenured teacher must be observed during the evaluation? 2
What is the deadline for the first formal observation of the non-tenured teacher? December
What is the deadline for the final evaluation of the non-tenured teacher? Professional Practice rating - April 15, 2017; Overall rating - October 2017
What is the required minimum length of the formal observation for a non-tenured teacher? of sufficient time to justify evaluation's conclusions, normally a full lesson in elementary and a full period in secondary
p. 17, Art. 7-11-4.
Evaluation Requirements for Tenured Teachers
How frequently do tenured teachers receive an evaluation rating? Once a year
p. 17, Art. 7-11-4.
What is the minimum number of times a tenured teacher must be observed during the evaluation? 1
What is the deadline for the first formal observation of the tenured teacher? December
What is the deadline for the final evaluation of the tenured teacher? Professional Practice rating - April 15, 2017; Overall rating - October 2017
What is the minimum length of a tenured teacher's formal observation? of sufficient time to justify evaluation's conclusions, normally a full lesson in elementary and a full period in secondary
p. 17, Art. 7-11-4.
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
6-10 weeks (dismissal allowed or teacher may be returned to non-tenured status)
The teacher who receives two ratings of Partially Ineffective and/or Ineffective, loses tenure status.
p. 18, Art. 7-12; p. 19, 7-12-4; p. 21, Art. 7-14-1.
Does the district assign a mentor or support team to the teacher in remediation? issue not addressed in scope of NCTQ reviewed documents
How many classroom observations (minimum) are required during remediation? Issue not addressed in scope of NCTQ reviewed documents
How long is the remediation process? 6-10 weeks
p. 18 & 19, Art. 7-12-1.
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? Other
no, following the routine evaluation; yes, when a tenured teacher is facing demotion to non-tenured status following two ratings of Partially Ineffective and/or Ineffective
p. 20, Art. 7-13-1 & p. 22, Art. 7-14-2.
Can a teacher request a second evaluation from a different evaluator? Issue not addressed in scope of NCTQ reviewed documents

Grievances questions
Teacher Rights in the Grievance or Appeals Procedure
Can the teacher file a grievance or formally appeal an evaluation rating if there are no acknowledged procedural violations? Other
no, following the routine evaluation; yes, when a tenured teacher is facing demotion to non-tenured status following two ratings of Partially Ineffective and/or Ineffective
p. 20, Art. 7-13-1 & p. 22, Art. 7-14-2.

Layoffs questions
Layoffs
Must nontenured teachers be laid off before tenured? No
pp. 45 & 46, Art. 14.
Aside from program and staffing needs, what are the criteria for laying off teachers? Performance is the preponderant criterion.
Performance is the preponderant criterion. Seniority and tenure status may be considered but only if it is in the best interests of the students.
pp. 45 & 46, Art. 14.
In the case of a layoff, is seniority determined at the school level or district level? District level
pp. 45 & 46, Art. 14.
What is the notification deadline for teacher layoffs? issue not addressed in scope of NCTQ reviewed documents
When the district needs to hire new teachers, are laid off teachers either given recall rights or preference? Issue not addressed in scope of NCTQ reviewed documents
How long does a laid off teacher retain recall rights? issue not addressed in scope of NCTQ reviewed documents

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? 11 (9 sick; 2 personal)
p. 42, Art. 13-2-1 & pp. 42 & 43, Art. 13-4.
Past Policy
11 (9 sick for 2015-2016, 11 sick for 2016-2017; 2 personal for 2015-2016, 0 personal for 2016-2017 [3 sick days may be used for personal reasons])
pp. 34 & 35, Art. 13-3-1 & 13-3-2.
Past Policy
9-11 (9 sick; 0-2 personal)
Probationary teachers receive zero personal days; all others receive 2 personal days.
p. 58, Art. 35-1-1-1; p. 59, Art. 35-5-1
What is the total number of paid sick and personal days a teacher gets each year? 11 (9 sick; 2 personal)
p. 42, Art. 13-2-1 & pp. 42 & 43, Art. 13-4.
Past Policy
11 (9 sick for 2015-2016, 11 sick for 2016-2017; 2 personal for 2015-2016, 0 personal for 2016-2017 [3 sick days may be used for personal reasons])
pp. 34 & 35, Art. 13-3-1 & 13-3-2.
Past Policy
9-11 (9 sick, 0-2 personal)
Probationary teachers receive zero personal days; all others receive 2 personal days.
p. 58, Art. 35-1-1-1; p. 59, Art. 35-5-1
Past Policy
11 (9 sick days; 2 personal days)
pp. 65-67, Art. 35
Can unused sick days carry over from one year to the next? Yes
p. 42, Art. 13-3-3.
Can unused personal days carry over from one year to the next? Yes
p. 43, Art. 13-4-2.
What is the maximum number of sick days a teacher can accumulate? issue not addressed in scope of NCTQ reviewed documents
Past Policy
no maximum
p. 34, Art. 13-3-1.
Past Policy
issued not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
After how many days of absence does a teacher have to provide medical documentation for sick leave? upon request from an administrator
p. 42, Art. 13-2-3.
Professional Development Leave
Is there additional paid leave for any professional development not already scheduled and required by the district? How much? Yes
number of days not specified; leave days are distributed amongst teachers who are designated as official representatives by the association
p. 43, Art. 13-5.
Past Policy
Yes
275 paid days distributed amongst teachers who are designated as official representatives by the association
p. 34, Art. 13-3.
Past Policy
Yes
275 paid days distributed amongst official union representatives
The 275 days is for union related professional activities and can only be used by official union representatives.
p. 60, Art. 35-6
Past Policy
Yes
Teachers who are official union representatives may be granted short term leave to attend union related functions.
p. 67, Art. 3-5-7-1
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? military (district acknowledges federal and state law), jury duty, court subpoena
p. 43, Art. 13-7.
Board Policy GCCBD: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
Is leave available for a teacher to attend union associated activities (not counting leave given to elected union representatives)? yes, union leave is offered to teachers who are designated as official representatives by the association (number of days not specified)
p. 43, Art. 13-5.
Past Policy
yes, 275 paid days distributed amongst teachers who are designated as official representatives by the association
p. 34, Art. 13-3.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Attendance Incentives
When are leave days restricted or subject to refusal? workdays preceding holidays/major breaks, professional development days, when less than one day notice is given
pp. 42 & 43, Art. 13-4-1.
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Past Policy
issue not addressed in scope of NCTQ reviewed documents
Can a teacher earn additional pay or leave days for demonstrating good job attendance? How much? Issue not addressed in scope of NCTQ reviewed documents
Can a teacher receive payment for unused sick leave at the end of each school year? How much? Issue not addressed in scope of NCTQ reviewed documents
Can a teacher receive payment for unused sick leave at retirement? How much? Yes
a portion of unused sick (amount not specified)
After twenty (20) years’ service, at retirement or resignation, educators will receive a payout for a portion of unused sick and personal leave as outlined in Absence Management Guidelines/Procedures (Absence Guidelines not found by NCTQ).
p. 45, Art. 13-12.

Professional Development questions
General
Is there additional paid leave for any professional development not already scheduled and required by the district? How much? Yes
number of days not specified; leave days are distributed amongst teachers who are designated as official representatives by the association
p. 43, Art. 13-5.
Past Policy
Yes
275 paid days distributed amongst teachers who are designated as official representatives by the association
p. 34, Art. 13-3.
Past Policy
Yes
275 paid days distributed amongst official union representatives
The 275 days is for union related professional activities and can only be used by official union representatives.
p. 60, Art. 35-6
Past Policy
Yes
Teachers who are official union representatives may be granted short term leave to attend union related functions.
p. 67, Art. 3-5-7-1
How long is the mentorship program for a new teacher? Unspecified
Past Policy
1 year
p. 38, Art. 17-5.E.
Past Policy
Other
duration of mentorship program not specified
Past Policy
Issue not addressed in scope of NCTQ reviewed documents
How long is the standard orientation that the district provides for new teachers? issue not addressed in scope of NCTQ reviewed documents

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? yes
The receiving principal and a minimum of two teachers at the receiving school must approve all transfers.
p. 36, Art. 12.1.
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? yes, in turn-around situations
p. 37, Art. 12-4.
Identifying Involuntary Transfers Due to Excessing
Are teachers identified for excessing in reverse order of seniority? Seniority is only one of the factors considered.
p. 38, Art. 12-4-4.
How are teachers identified for excessing? multiple criteria applied in no particular order including: education needs of the school, qualifications and experience including seniority, evaluation ratings
p. 38, Art. 12-4-4.
Placing Excessed Teachers
How are excessed teachers assigned to schools? Teachers placed by mutual consent between the teacher and principal and/or site selection committee.
p. 39, Art. 12-4-9.
If excessed teachers are not hired by mutual consent, what happens if there are no available openings? N/A
p. 39, Art. 12-4-9.
If excessed teachers are hired by mutual consent, what happens when a teacher cannot find a position? Other
non-tenured are non-renewed; tenured placed in temporary 1-year assignment after which, if still not hired, placed on unpaid leave and put in priority hiring pool
p. 39, Art. 12-4-12 & 12-4-13.

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? Issue not addressed in scope of NCTQ reviewed documents
Do teachers have a vote in a request for a waiver? issue not addressed in scope of NCTQ reviewed documents
What requirements must be met for a waiver of contract provisions to be approved? issue not addressed in scope of NCTQ reviewed documents