Teacher Contract Database

Albuquerque Public Schools

District acknowledges state law.

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Contract
  p. 70, Art. 28.A.
• State Law
  Teachers rated ineffective who do not improve after a 90-day growth plan can be dismissed.

Aldine Independent School District

teacher may request hearing before board

• Citation
  Valid: 2015-2016 to 2015-2016
  
  Contract
  pp. 5 & 6, Sec. I.II.B.3.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Alpine School District

Teacher may request an informal conference before the Superintendent or make direct appeal for hearing before a hearing panel. S/he may appeal decision of panel to local board of edcuation.

• More information
  The hearing panel consists of five current employees of the district. It is chosen from from a group of 20 employees selected by the association and the district.
• Citation
  Last approved/revised: 2012
  
  Board Policy 4087, 2.2.2.3 & 2.2.3: http://policy.alpinedistrict.org/policy
• State Law
  Districts can dismiss teachers for unsatisfactory performance. However, unsatisfactory performance is

Anchorage School District

District acknowledges state law (Alaska Statute 14.20.140)

• Citation
  Last approved/revised: 2014
  
  Board Policy 4117.6: https://www.boardpolicyonline.com/?b=anchorage
• State Law
  Tenured teachers not meeting district standards after being placed on an improvement plan are eligible for nonretention.

Anne Arundel County Public Schools

Teacher may request hearing before Board in accordance with MD code 6-202, may appeal board's decision to state BOE.

• Citation
  Last approved/revised: 2017
  
  Board Policy GBU: http://aacpsschools.org/boardpolicies/
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Anoka-Hennepin School District

District acknowledges state law, MN Statute 122A.40.

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  p. 35, Art. XVII, Sec. 1, Subd. 9.
• State Law
  Teachers may be dismissed for "inefficiency" as it pertains to the state's evaluation system; however, there is no explicit definition that ties inefficiency to classroom ineffectiveness.

Arlington Independent School District

continuing contract teacher may request hearing before Independent Hearing Examiner; term contract teachers may request hearing, Board determines if hearing is before board or board-selected attorney who makes recommendation to board, board votes

• More information
  The majority of Texas districts, including Arlington, no longer issue continuing contracts (Texas equivalent of tenure). Most post-probationary teachers work under term contracts, good usually for 1-2 years. Term contracts still offer greater protections than the probationary contract. The probationary/non-tenured period is three years.
• Citation
  Last approved/revised: 2016
  
  p. 4, Board Policies DFBB (local) & DFCA (legal): http://pol.tasb.org/Home/Index/1098
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Atlanta Public Schools

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2015-2016 to 2015-2016
  
  Contract
• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Austin Independent School District

continuing contracts (tenured)- hearing before hearing examiner, Board votes on H.E.'s recommendation; term contracts-Board determines if hearing is before Board or an attorney, Board votes on Attorney or H.E.'s recommendation

• Citation
  Last approved/revised: 2011
  
  Board Policies DFD (legal), DFBB (local) & DFBB (legal): http://pol.tasb.org/Home/Index/1146
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Baltimore City Public School System

Teacher may request hearing before Board; Board may refer case directly to a Hearing Examiner or hold evidentiary hearing first; Board votes on H.E.'s recommendation (in accordance with MD code 6-202).

• Citation
  Last approved/revised: 2017
  
  Baltimore Policy BLB: http://www.boarddocs.com/mabe/bcpss/board.nsf/public
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Baltimore County Public Schools

Teacher may request hearing before Board of Education.

• Citation
  Last approved/revised: 2015
  
  Board Rule 4303, p. 3, C: http://www.bcps.org/system/policies_rules/
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Billings Public Schools

Teacher may appeal in accordance with state law (MCA 20-4-204) or may pursue grievance procedure.

• More information
  The teacher may not employ both the grievance procedure and his/her statutory appeal rights.
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 7, Art. IV, Sec. 6.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Birmingham City Schools

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Bismarck Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Boston Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  
  Contract
• State Law
  A teacher can be dimissed for failing to meet performance standards as measured by the state's evlatuation system.

Brevard Public Schools

Probationary and annual contract teacher: no recourse; professional service/continuing contract teachers: may request hearing before the Board or a subcommittee thereof in accordance with FS 120.569 and 120.57 of the Administrative Procedures Act

• More information
  Upon notice of intent to recommend dismissal/nonrenewal to the Board, the teacher may request a meeting with the superintendent to argue his/her case. Beyond this point, the teacher has no legal recourse. Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Last approved/revised: 2014
  
  Board Policy 3140: http://www.neola.com/brevardco-fl/
  
  Contract
  p. 18, Art. VI, Sec. A.2.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Bridgeport Public Schools

District acknowledges state law, C.G.S. 10-151.

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 6, Art. 3.9.4 & 3.9.5.
• State Law
  A teacher's contract may be terminated for incompetence or ineffectiveness, the basis of which is the "evaluation of the teacher using teacher evaluation guidelines."

Broward County Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• More information
  Per state law, All teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e, two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Brownsville Independent School District

teacher may request hearing; Board detemines, case by case, if hearing will be before Board or a Hearing Examiner; Board votes on H.E.'s recommendation

• Citation
  Last approved/revised: 2012
  
  Board Policy DFBB (local): p. 4, http://pol.tasb.org/Home/Index/254
  
  Board Policy DFBB (legal): pp. 1 & 2, http://pol.tasb.org/Home/Index/254
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Buffalo School District

Teacher may pursue arbitration or apply provisions of New York Education Law.

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 27, Art. XII.K.
• State Law
  Charges of incompentence may be brought against any teacher who receives two consecutive ineffective ratings. Charges must be brought against any teacher who receives 3 consecutive ineffective ratings.

Burlington School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Capistrano Unified School District

teacher may request hearing; Board determines if hearing is before the Board or before a Hearing Officer. If hearing is before Hearing Officer, Board votes to accept, reject or amend his/her decision.

• Citation
  Last approved/revised: 1999
  
  pp. 4 & 5, Board Policy 4218(a): http://capousd.ca.schoolloop.com/policies
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Charleston County School District

Teacher may request a hearing before the Board of Trustees or its designee in accordance with SC code Sec. 59-25-410.

• Citation
  Last approved/revised: 2017
  
  Board Policy GCQF: http://policy.microscribepub.com/cgi-bin/om_isapi.dll?clientID=294973260&infobase=charles.nfo&softpage=PL_Frame
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Charlotte-Mecklenburg Schools

District acknowledges state law, NC Statute 115C-325.

• More information
  All North Carolina teachers hired after 2013, work under annual contracts (i.e. tenure is non-existent). Those teachers who achieved tenure prior to 2013, maintain tenure ("career" status). Those teachers are covered under state law.
• Citation
  Last approved/revised: 2015
  
  Board Policy GCOB, IV.A.4: http://bit.ly/Iz2DkH
• State Law
  A nonprobationary teacher may be terminated for "inadequate performance" defined as "failure to perform at a proficient level on any standard of the evaluation instrument." Teacher may appeal to local board, then superior court.

Cherry Creek School District

Issue not addressed in scope of NCTQ reviewed documents

• More information
  Board Policy 4111 states that the tenured teacher may only be dismissed for cause but does not outline the process.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  2017-2018 Negotiated Board Policies: http://www.cherrycreekschools.org/HumanResources/Employees/Policies/Pages/Teacher-Policies.aspx
• State Law
  A rating of ineffective makes a teacher eligible for dismissal. A teacher reverts to probationary status after two consecutive years of ineffective evaluations.

Chesterfield County Public Schools

issue not addressed in scope of NCTQ reviewed documents

• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Chicago Public Schools

District acknowledges Sec. 34-85 of the Illinois School Code.

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Contract
  p. 94, Art. 23-2.1.
• State Law
  For teachers placed on remediation plans for poor performance who receive a subsequent unsatisfactory performance rating within 3 years, "the school district may forego remediation and seek dismissal."

Christina School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
• State Law
  Teachers can be dismissed for incompetency, which the state defines as "a pattern of ineffective teaching."

Cincinnati Public Schools

District acknowledges state law or teacher may waive statutory rights and opt for binding arbitration (level 2 of grievance procedure).

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 52, Sec. 300.3.d.
• State Law
  Teachers receiving two ineffective ratings in three years, who do not improve after targeted professional development, or who do not complete the professional development, "shall be grounds for termination of the teacher."

Clark County School District

teacher may take issue to Superintendent's designee, if not resolved, s/he may pursue final and binding arbitration

• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
  p. 62, Art. 36-8-1.
• State Law
  All post-probationary teachers will return to probationary status if they receive two consecutive years of unsatisfactory evaluations. Ineffectiveness is not explicit grounds for dismissal.

Clayton County Public Schools

issue not addressed in scope of NCTQ reviewed documents

• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Cleveland Metropolitan School District

Teacher may invoke step 4 (arbitration) of the grievance procedure.

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 16, Art. 6, Sec. 5; p. 19, Art. 6, Sec. 6; p. 95, Art. 18, Sec. 1.H.
• State Law
  Teachers receiving two ineffective ratings in three years, who do not improve after targeted professional development, or who do not complete the professional development, "shall be grounds for termination of the teacher."

Cobb County School District

District acknowledges state law, the Georgia Fair Dismissal Act (GA Act 20-2-940).

• Citation
  Valid: 2016-2017 to 2016-2017
  
  Contract
  p 14.
• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Columbus City Schools

District acknowledges state law (OH Code 3319.16)

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  
  Contract
  p. 51, Part I, Art. 404.03.
• State Law
  Teachers receiving two ineffective ratings in three years, who do not improve after targeted professional development, or who do not complete the professional development, "shall be grounds for termination of the teacher."

Conroe Independent School District

term contract teachers may request hearing, Board determines if hearing is before board or board-selected attorney who makes recommendation to board, board votes

• More information
  The majority of Texas districts, including Conroe ISD, no longer issue continuing contracts (Texas equivalent of tenure). Most post-probationary teachers work under term contracts, good usually for 1-2 years. Term contracts still offer greater protections than the probationary contract. The probationary/non-tenured period is three years.
• Citation
  Last approved/revised: 2012
  
  Board Policy DFBB (local), p. 3-6: http://pol.tasb.org/Home/Index/909
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Corona-Norco Unified School District

District acknowledges state law.

• Citation
  Last approved/revised: 1993
  
  Board Policy 4138.A: https://www.cnusd.k12.ca.us/cms/One.aspx?portalId=211960&pageId=921413
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Cumberland County Schools

District acknowledges state law for tenured teachers (those who attained tenure before 2013 when tenure was abolished); Non-career status teachers (all those hired after 2013): teacher may request hearing before the board

• Citation
  Last approved/revised: 2016 (Board Policy 7950); 2017 (BP 7930)
  
  Board Policies 7930 & 7950: http://bit.ly/1TuAHkj
• Past Policies

  district acknowledges state law
  (01/23/2018)

• State Law
  A nonprobationary teacher may be terminated for "inadequate performance" defined as "failure to perform at a proficient level on any standard of the evaluation instrument." Teacher may appeal to local board, then superior court.

Cypress-Fairbanks Independent School District

Teacher on term contract may request hearing before independent hearing examiner, board acts on hearing examiner's recommendation.

• More information
  Most teachers with 3+ yrs. experience are on term contracts. Continuing contracts are no longer issued as of February, 1996 (DFAB (legal)).
• Citation
  Last approved/revised: 2016
  
  Board Policy DFBB (local), p. 4: http://pol.tasb.org/Home/Index/587/
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Dallas Independent School District

Teacher may request hearing; Board decides if hearing is before Board, an independent hearing officer or an attorney appointed by the Board, Board votes on the hearing officer or attorney's recommendation.

• More information
  A teacher works under a term contract after serving 1-3 years on a probationary contract. Teachers hired prior to 1996 work under continuing contracts after serving the probationary term.
  If the teacher's hearing was before an attorney or an Hearing Examiner, the board votes on their recommendation.
• Citation
  Last approved/revised: 2016
  
  Board Policy DFBB (local), pp. 6 & 7: http://pol.tasb.org/Home/Index/361
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Davis School District

Teacher may appeal to Superintendent in a preliminary conference. If no resolution is reached, teacher may request hearing before Hearing Officer who makes recommendation to board which votes on recommendation.

• Citation
  Last approved/revised: 2017
  
  Board Policy 2HR-004, pp. 7 & 8, 9.4.1 - 9.4.8: http://www.davis.k12.ut.us/page/42
• State Law
  Districts can dismiss teachers for unsatisfactory performance. However, unsatisfactory performance is

Dayton Public Schools

District acknowledges state law.

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  p. 74, Art. 46.01.1.
• State Law
  Teachers receiving two ineffective ratings in three years, who do not improve after targeted professional development, or who do not complete the professional development, "shall be grounds for termination of the teacher."

DeKalb County School District

district acknowledges state law (GA Code 20-2-940)

• Citation
  Valid: 2015-2016 to 2015-2016
  
  Contract
  p. 9.
• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Denver Public Schools

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2022-2023
  
  Contract
• State Law
  A rating of ineffective makes a teacher eligible for dismissal. A teacher reverts to probationary status after two consecutive years of ineffective evaluations.

Des Moines Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Desoto County School District

Teacher may request hearing in accordance with the Education Employment Procedures Law.

• Citation
  Last approved/revised: 2008
  
  Board Policy GBP: https://desoto.msbapolicy.org/DistrictHome/tabid/8379/Default.aspx
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Detroit Public Schools Community District

District acknowledges state law (Michigan Teacher Tenure Act)

• Citation
  Last approved/revised: 2017
  
  Administrative Policy 1250, p. 12 (pdf): http://detroitk12.org/board/resources/documents/index/policy/1/all/all/all/
• State Law
  A district must dismiss a teacher after three consecutive annual evaluation ratinngs of ineffective.

District of Columbia Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• State Law
  no state policy in this area

Douglas County School District

issue not addressed in scope of NCTQ reviewed documents

• State Law
  A rating of ineffective makes a teacher eligible for dismissal. A teacher reverts to probationary status after two consecutive years of ineffective evaluations.

Duval County Public Schools

District acknowledges state law

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Last approved/revised: 2018
  
  p. 85 (pdf), Board Policy 6.73.I.C: http://dcps.duvalschools.org/Page/9598
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

El Paso Independent School District

continuing contract teacher may request hearing before Independent Hearing Examiner; term contract teachers may request hearing, Board determines if hearing is before board or board-selected attorney who makes recommendation to board, board votes

• More information
  The majority of Texas districts no longer issue continuing contracts. Most post-probationary teachers work under term contracts, good usually for 1-2 years. Term contracts still offer greater protections than the probationary contract. The probationary period is three years.
• Citation
  Last approved/revised: 2015
  
  Board Policies DFBB (local) & DFCA (legal): http://pol.tasb.org/Home/Index/437
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Elk Grove Unified School District

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2016-2017
  
  Contract
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Fairfax County Public Schools

Teacher may request hearing before the board or before a hearing officer at the option of the board in accordance with VA. code 22.1-314.

• Citation
  Last approved/revised: 2013
  
  Board Regulation 4294.5: http://www.boarddocs.com/vsba/fairfax/Board.nsf/Public
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Fort Bend Independent School District

hearing before Board or Independent Hearing Examiner as determined by Board - Board votes on IHE's recommendation

• Citation
  Last approved/revised: 2012
  
  Board Policies DFD (legal) & DFBB (local), p. 4: http://pol.tasb.org/Home/Index/483
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Fort Wayne Community Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
• State Law
  Tenured teachers revert to probationary status in they receive an ineffective rating, and may be terminated for a subsequent ineffective evaluation.

Fort Worth Independent School District

Term contracts: hearing before attorney or hearing examiner, Board votes on recommendation; Continuing contracts: may request hearing before hearing examiner in accordance with state law, or, same as policy DFBB

• More information
  Most teachers with 3+ yrs. experience are on term contracts. Continuing contracts not issued after 1996.
• Citation
  Last approved/revised: 2013
  
  Board Policies DFBB (legal and local) & DFCA (legal), : http://pol.tasb.org/Home/Index/1101
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Fresno Unified School District

District acknowledges state law ( Education Code 44932 et seq).

• Citation
  Last approved/revised: 1998
  
  Board Policy 4117.4: https://www.fresnou.org/sites/board/policies
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Frisco Independent School District

teacher may request hearing; Board determines if hearing is before the Board or before an attorney. If hearing is before attorney, Board votes to accept, reject or amend his/her decision.

• Citation
  Last approved/revised: 2016
  
  Board Policies DFBB (local) & DFBB (legal): http://pol.tasb.org/Home/Index/309
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Fulton County Schools

Hearing before local board followed by appeal to state board of education

• Citation
  Last approved/revised: 2014
  
  Board Policy GBKL: http://www.boarddocs.com/ga/fcss/Board.nsf/Public
• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Garland Independent School District

continuing contract teacher may request hearing before Independent Hearing Examiner; term contract teachers may request hearing, Board determines if hearing is before board or board-selected attorney who makes recommendation to board, board votes

• Citation
  Last approved/revised: 2014
  
  Board Policies DFBB (legal) & DFBB (local), pp. 3 & 4: http://pol.tasb.org/Home/Index/364
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Granite School District

Teacher may request hearing before an independent hearing examiner who makes recommendation to board which votes on recommendation.

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  pp. 37 & 38, Art. 19.7.1 - 19.7.4.
• State Law
  Districts can dismiss teachers for unsatisfactory performance. However, unsatisfactory performance is

Greenville County Schools

District acknowledges state law, SC Code 59-25-410.

• Citation
  Last approved/revised: 2010
  
  Board Rule GBN: http://www.boarddocs.com/sc/greenville/Board.nsf/Public
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Guilford County Schools

District acknowledges state law (GS115C-325)

• Citation
  Last approved/revised: 2004
  
  Board Policy GBIA: https://www.gcsnc.com/Page/5683
• State Law
  A nonprobationary teacher may be terminated for "inadequate performance" defined as "failure to perform at a proficient level on any standard of the evaluation instrument." Teacher may appeal to local board, then superior court.

Gwinnett County Public Schools

district acknowledges state law

• Citation
  Last approved/revised: 2014
  
  Board Policy GBN: http://www.gwinnett.k12.ga.us/polproc.nsf?OpenDatabase&0~BoardofEducation
• State Law
  Teacher evaluation system mandates that "a rating of ineffective shall constitute evidence of incompetency."

Hartford Public Schools

District acknowledges state law, CT. Statute Sec. 10-151.

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  p. 16, Art. VII.E.3.
• State Law
  A teacher's contract may be terminated for incompetence or ineffectiveness, the basis of which is the "evaluation of the teacher using teacher evaluation guidelines."

Hawaii Department of Education

Teacher requests mediation or expedited grievance procedure.

• Citation
  Valid: 2017-2018 to 2020-2021
  
  Contract
  p. 13, Art. V.P.
• State Law
  A teacher given an unsatisfactory rating must be dismissed. Those rated as marginal who do not improve to effective after assistance must be dismissed

Henrico County Public Schools

teacher may request hearing before Hearing Officer who makes recommendation to Board

• Citation
  Last approved/revised: 2014
  
  Board Policy P4-04-002: http://webapps.henrico.k12.va.us/policy/
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Hillsborough County Public Schools

Upon notice of dismissal, teacher may request an administrative review before committee of Chief Officer of HR, the General Mgr. of Employee Relations and the appropriate General Dir. of Instruction. Teacher may not grieve their final decision.

• More information
  Teachers who achieved tenure prior to July 1, 2011, may request a hearing before the Board (p. 81, Sec. 23.3.1.B). Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335 & pp. 79 & 80, Sec. 22.2 of contract).
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 75, Sec. 21.3.1 & p. 76, Sec. 21.3.5.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Houston Independent School District

Continuing contracts (tenured): hearing before Hearing Examiner, board or attorney in accordance with state law; Term contracts - hearing before board, hearing examiner or attorney

• More information
  Most teachers with 3+ yrs. experience are on term contracts. Continuing contracts have not been issued since Nov. 1996.
• Citation
  Last approved/revised: 2012
  
  Board Policies DFCA (legal) & DFBB (local): http://pol.tasb.org/Home/Index/592
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Howard County Public School System

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2018-2019 to 2019-2020
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Indianapolis Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Contract
• State Law
  Tenured teachers revert to probationary status in they receive an ineffective rating, and may be terminated for a subsequent ineffective evaluation.

Jackson Public Schools

Teacher may request a hearing before the school board or hearing officer appointed by board who makes recommendation to board.

• Citation
  Last approved/revised: 2016
  
  Board Policy GBEG: http://www.jackson.k12.ms.us/Page/2199
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Jeffco Public Schools

District acknowledges state law.

• Citation
  Last approved/revised: 2013
  
  Board Policy GCQF: http://www.boarddocs.com/co/jeffco/Board.nsf/Public
• State Law
  A rating of ineffective makes a teacher eligible for dismissal. A teacher reverts to probationary status after two consecutive years of ineffective evaluations.

Jefferson County Public Schools

Teacher may select the tribunal process in accordance with state law or the arbitration process provided by the CBA.

• More information
  If the employee and the Association opt to use the grievance-arbitration procedure, the employee waives the right to a tribunal.
• Citation
  Valid: 2018-2019 to 2022-2023
  
  Contract
  p. 27 (pdf), Art 9, Sec. D.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Jefferson Parish Public School System

Teacher may request hearing before a panel consisting of teacher's designee, principal's designee and sup't's designee which makes a recommendation to the Sup't who decides for or against dismissal.

• Citation
  Last approved/revised: 2012
  
  Board Policy GBNB: http://jpschools.org/school-board/policies/
• State Law
  Ineffective performance "shall constitute sufficiency proof of poor performance, incompetence, or willful neglect of duty and no additional documentation shall be required to subsantiate such charges."

Jordan School District

teacher may request hearings before an independent hearing officer and the Board

• Citation
  Last approved/revised: 2016
  
  Board Policy DP316 NEG, II.F: http://policymanual.jordandistrict.org/
• State Law
  Districts can dismiss teachers for unsatisfactory performance. However, unsatisfactory performance is

Kanawha County Schools

Teacher may request a level 3 hearing and appeals in accordance with WV Code 6C-2-1 et seq.

• Citation
  Last approved/revised: 2018
  
  Board Policy G13.01: http://kcs.kana.k12.wv.us/Page/policies-and-procedures
• State Law
  If after remediation for an unsatisfactory evaluation, a teacher's rating remains unsatisfactory, the evaluator "may recommend the dismissal of the professional." Teachers have multiple opportunities to appeal.

Kansas City Public Schools, MO

District acknowledges state law.

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 23, Art. IX.
• State Law
  According to the state's Essential Principles fo Effective Evaluation, "if sustained demonstration of unacceptable performance occurs, a local dismissal protocol should be enacted."

Katy Independent School District

teacher may request hearing before board or an attorney designated by the board

• Citation
  Last approved/revised: 2012
  
  DFBB (local), p. 4: http://pol.tasb.org/Home/Index/594
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Klein Independent School District

teacher may request a hearing, board determines if hearing is before an Independent Hearing Examiner (board votes on H.E's recommendation) or attorney appointed by board (board votes on his/her recommendation) or direct hearing before board

• Citation
  Valid: 2014-2015 to 2014-2015
  
  Contract
  pp. 53 & 54, Board Policy DFBB (local)
  
  p. 3, Board Policy DFD (local): http://pol.tasb.org/Home/Index/595
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Knox County Schools

In accordance with Tenn. Code 49-5-511, teacher may request hearing before impartial hearing officer; may appeal hearing officer's decision to Board of Education; may appeal Board's decision to Knox County Chancery Court

• Citation
  Last approved/revised: 2017
  
  Board Policy G-381: http://www.knoxschools.org/Page/2107
• State Law
  After two consecutive ratings of "below expectations," or "significantly below expectations" tenured teachers revert to probationary status

Laramie County School District 1

teacher may request hearing which is conducted by a hearing officer in accordance with the Wyoming Administrative Procedures Act, Board votes on Hearing Officer's recommendation

• More information
  Hearing is held in accordance with Wyoming Administrative Procedures Act.
• Citation
  Last approved/revised: 2016
  
  Board Policy Ch. VI. Sec. 15: http://bit.ly/2l8vc3y
  
  Contract
  p. 22, Art. 18.1.
• State Law
  Beginning 2019-2020, teachers can be dismissed for "inadequate performance as determined through annual performance evaluation tied to student academic growth for at least two (2) consecutive years completed."

Lewisville Independent School District

teacher may request hearing before the board or an attorney selected by board (board votes on attorney's recommendation)

• Citation
  Last approved/revised: 2012
  
  pp. 3-5, DFBB (local): http://pol.tasb.org/Home/Index/384
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Little Rock School District

District acknowledges state law: the Arkansas Teacher Fair Dismissal Act or the Public School Fair dismissal Act.

• Citation
  Valid: 2013-2014 to 2017-2018
  
  2013-2018 Employee Handbook
  p. 32.
• State Law
  After intensive support status for a teacher receiving either an overall unsatisfactory rating for one eval. category or a basic or unsatisfactory rating in a majority of sections in a particular category. If no improvement, superintendent must terminate

Long Beach Unified School District

district acknowledges state law, CA Education Code 44944

• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  p. III-1, Art. III.B.3.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Los Angeles Unified School District

district acknowledges state law (CA Education Code 44930 - 44988)

• Citation
  Last approved/revised: 2014
  
  Board Policy D3: http://achieve.lausd.net/Page/6322
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Loudoun County Public Schools

district acknowledges state law

• Citation
  Last approved/revised: 1993
  
  Contract
  p. 342(pdf), Board Policy 7-16.
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Manchester School District

the board notifies teacher of dismissal and right to request hearing before the board.

• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  p. 15, Art. 11.B.3.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal; decided by local school boards

Mesa Public Schools

Teacher may request hearing before hearing officer approved by the Board. Proceedings are in accordance with state law.

• Citation
  Last approved/revised: 2012
  
  Board Policy GCPD.IV.C: https://www.boarddocs.com/az/mpsaz/Board.nsf/Public?open&id=policies
• State Law
  After 2 consecutive years in lowest performance classification, and teacher does not correct inadequacies after 45 day improvement period, teacher can be dismissed. Teacher can request hearing, after hearing can appeal two additional times. ,

Metropolitan Nashville Public Schools

May request hearing before Hearing Officer, may appeal H.O's decision to the Board.

• Citation
  Last approved/revised: 2018
  
  Board Policy 5.200: https://bit.ly/2MYACqT
• State Law
  After two consecutive ratings of "below expectations," or "significantly below expectations" tenured teachers revert to probationary status

Miami-Dade County Public Schools

Teacher may appeal rating to the board or to an administrative law judge who makes recommendation to board, board's decision is final.

• More information
  All teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory. The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335). See also: Board Policy 3140: http://www.neola.com/miamidade-fl/
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  
  Contract
  p. 127, Art. XXI, Sec. 1.B.4.(a).(b) & (c) & Art. XXI, Sec. 1, B.5 & 6.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Milwaukee Public Schools

teacher may invoke grievance procedure: 1. appeal to appropriate administrator, 2. hearing before impartial hearing officer, 3. appeal to board

• Citation
  Valid: 2015-2016 to 2015-2016
  
  Contract
  pp. 29 & 30, Part V.4.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Minneapolis Public Schools

Teacher may request hearing before board or arbitrator in accordance with state law (MN statute 122A-41)

• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
  p. 221, Sec. V, MN Statute 122A-41, Subd. 7.
• State Law
  Teachers may be dismissed for "inefficiency" as it pertains to the state's evaluation system; however, there is no explicit definition that ties inefficiency to classroom ineffectiveness.

Mobile County Public Schools

the teacher may request a hearing before the board

• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
  p. 55.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Montgomery County Public Schools

The Superintendent approves/disapproves dismissal. Teacher may request a hearing before the board in accordance with Sec. 6-202(a) code of Maryland.

• Citation
  Last approved/revised: 2014
  
  Board Policy BLB, p. 5, 4: http://www.montgomeryschoolsmd.org/departments/policy/
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

New Haven Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2018-2019 to 2020-2021
  
  Contract
• State Law
  A teacher's contract may be terminated for incompetence or ineffectiveness, the basis of which is the "evaluation of the teacher using teacher evaluation guidelines."

New York City Department of Education

district acknowledges NY Education law 3020-a

• Citation
  Valid: 2009-2010 to 2018-2019
  
  Contract
  p. 154, Art. 21.G.4.b.
• State Law
  Charges of incompentence may be brought against any teacher who receives two consecutive ineffective ratings. Charges must be brought against any teacher who receives 3 consecutive ineffective ratings.

Newark Public Schools

District acknowledges state law, Title 18A of the Laws of the State of New Jersey.

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Contract
  p. 13, Art. V, Sec. I.A.
• State Law
  Teachers may be dismissed for "inefficiency" when they receive any combination of ineffective or partially effective ratings two years in a row.

Norfolk Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

North East Independent School District

term contract teacher may request hearing, board determines if hearing is before board or an attorney designated by board; continuing contract teacher may request hearing before independent hearing examiner in accordance with state law

• Citation
  Last approved/revised: 2012
  
  pp. 3 & 4, Board Policy DFBB (local) & p. 1, DFCA (legal): http://pol.tasb.org/Home/Index/179
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Northside Independent School District

Continuing contract- hearing before hearing examiner, Board votes on H.E.'s recommendation; term contracts-Board determines if hearing is before Board, or an attorney, Board votes on Attorney or H.E.'s recommendation.

• More information
  Any teacher hired under a continuing contract prior to March 2002, remains on a continuing contract (DCC Local). After 2002, teachers who have completed the probationary (non-tenured ) period, work under term contracts (DCB legal).
• Citation
  Last approved/revised: 2016
  
  Board Policies DFD (legal), DFBB (local) & DFBB (legal): http://pol.tasb.org/Home/Index/184
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Oakland Unified School District

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Oklahoma City Public Schools

District acknowledges state law.

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Contract
  p. 41, Art. VIII, Sec. 1.C.
• State Law
  Teachers who receive a qualitative or quantitative rating of ineffective for two consecutive years, or receive a qualitative or quantitative rating of "needs improvement" or lower for 3 consecutive years, "may be dismissed or not reemployed."

Omaha Public Schools

District acknowledges state law.

• Citation
  Last approved/revised: 2014
  
  Board Policy Manual (revised 2014)
  p. 327 (pdf), Art. 4, Policy No. 4121.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Orange County Public Schools

District acknowledges state law.

• More information
• Citation
  Valid: 2018-2019 to 2020-2021
  
  Contract
  p. 34, Art. VIII.I.5.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Orleans Parish Public Schools

teacher may request a hearing before a hearing officer who either reverses or affirms the superintendent's decision to dismiss

• More information
  Within sixty (60) days from the postmarked date of such written notification of the decision of the disciplinary hearing officer, the School Board or the teacher may petition a court of competent jurisdiction to review the matter as a summary proceeding.
• Citation
  Valid: 2015-2016 to 2015-2016
  
  Contract
  pp. 91 & 92, Board File GBK.
• State Law
  Ineffective performance "shall constitute sufficiency proof of poor performance, incompetence, or willful neglect of duty and no additional documentation shall be required to subsantiate such charges."

Osceola County School District

probationary and annual contracts (those hired after July 2011)- no recourse; continuing and professional contracts -may request a hearing in accordance with the provisions of Ch. 120, Administrative Procedures Act of Florida

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Last approved/revised: 2013
  
  School Board Rules 2016-2017
  p. 324 (pdf), Board Rule 6.37.III & VIII.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Pasadena Independent School District

teacher may request hearing - hearing is before board or attorney appointed by board at discretion of board

• Citation
  Last approved/revised: 2012
  
  Board Policy DFBB (local), p. 4: http://pol.tasb.org/Home/Index/597
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Pasco County Schools

District acknowledges state law

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). Teacher may appeal rating with hearing before district board; decision is final. The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 8, Art. VII, Sec. C.3.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Pinellas County Schools

district acknowledges state law, Florida Statutes 1012.33, 1012.335 & 1012.34

• More information
  All teachers hired after July 2011, work under annual contracts which are not renewed if the teacher has received two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance evaluation ratings of unsatisfactory within a three (3) year period, or three (3) consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory. The dismissal process is determined at the state level.
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  pp. 38 & 39, Art. 37.B.2 & Art. 37.E.3.b.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Pittsburgh Public Schools

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
• State Law
  Teachers who receive two consecutive unsatisfactory evaluations are formally eligible for dismissal.

Plano Independent School District

teacher may request hearing - hearing is before board or attorney appointed by board at discretion of board

• Citation
  Last approved/revised: 2012
  
  Board Policy DFBB (local), p. 4: http://pol.tasb.org/Home/Index/312
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Polk County Public Schools

District acknowledges state law in case of annual and continuing contract teachers; professional service contract teacher may request hearing in accordance with FL statute 1012.34.

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 9, Art. IV, Definitions of annual and continuing contracts; p. 48, Art. 16.4-4 (professional service contract)
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Portland Public Schools, ME

superintendent notifies the teacher of a pending dismissal, teacher elects a hearing before the board or arbitration

• Citation
  Valid: 2016-2017 to 2019-2020
  
  Contract
  p. 5, Art. 4.E.2.
• State Law
  Receiving two consecutive ratings of ineffective "constitutes just cause for nonrenewal of a teacher's contract." After the board notifies the teacher of dismissal, the teacher has up to 15 days to request a hearing with the school board.

Portland Public Schools, OR

Teacher shall be afforded the procedural rights of due process. If a teacher faces a second non-extension of contract, s/he may request arbitration (final step of grievance procedure) or may appeal to the Fair Dismissal Appeals board.

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 87, Art. 23.B & C.
• State Law
  A teacher may be dismissed for "inadquate performance," and the state requires that evaluation reports be taken into consideration; however, there is no explicit defiinition that ties inadequate performance to classroom ineffectiveness

Prince George's County Public Schools

Teacher may request hearing before Hearing Examiner who makes recommendation to Board, Board votes to accept, modify or reject H.E's recommendation.

• More information
  In accordance with Education Code Sec. 6-203
• Citation
  Last approved/revised: 2010
  
  Board Policy 4200: https://ektron.pgcps.org/generalcounsel/boardpolicies/bp0000.aspx
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Prince William County Public Schools

District acknowledges state law.

• Citation
  Last approved/revised: 2013
  
  Board Policy 555, III: https://pwcs.edu/cms/One.aspx?portalId=340225&pageId=906802
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Providence Public School District

teacher may file a level 3 grievance, Arbitration with the Labor Relations Connection or with the American Arbitration Association or may request hearing with the Rhode Island Department of Education

• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
  p. 34, Art. 8-25.6 & p. 49, Art. 15-2.3.1.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Red Clay Consolidated School District

Issue not addressed in scope of NCTQ reviewed documents

• More information
  The dismissal process is not addressed in any detail. Policy states only that the final decision on termination rests with the board.
• Citation
  Last approved/revised: 1988
  
  Board Policy 4010: https://www.redclayschools.com/Page/441
• State Law
  Teachers can be dismissed for incompetency, which the state defines as "a pattern of ineffective teaching."

Richmond Public Schools

teacher may request hearing before board which makes recommendation to the board in accordance with VA code 22.1-311, Board votes on H.O's recommendation or may elect to conduct a further hearing

• Citation
  Last approved/revised: 2015
  
  Board Policy, Sec. VII, 7-8.3, pp. 84 & 85 & App. B, p. 2: http://www.rvaschools.net/Page/1231
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Rochester City School District

teacher may request a panel hearing in accordance with state law or arbitration following the contractual procedure

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Contract
  p. 55, Sec. 38.3.a.
• State Law
  Charges of incompentence may be brought against any teacher who receives two consecutive ineffective ratings. Charges must be brought against any teacher who receives 3 consecutive ineffective ratings.

Sacramento City Unified School District

District acknowledges state law (Education Code 44932)

• Citation
  Last approved/revised: 2002
  
  Administrative Regulation 4117.4: http://www.scusd.edu/board-policies
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

San Antonio Independent School District

teacher may request hearing, board determines if hearing is before board or independent hearing examiner (board votes in hearing examiner's recommendation)

• Citation
  Last approved/revised: 2012
  
  Board Policy DFBB (local), pp. 4 & 6: http://pol.tasb.org/Home/Index/176
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

San Bernardino City Unified School District

district acknowledges state law

• Citation
  Last approved/revised: 2007
  
  Administrative Regulation 4117.4: http://www.sbcusd.com/index.aspx?NID=419
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

San Diego Unified School District

issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

San Francisco Unified School District

District acknowledges state law, California Education Code.

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 81, 28.1 & p. 100, 39.5.7.
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

San Juan Unified School District

District acknowledges state law.

• Citation
  Last approved/revised: 1992
  
  Board Policy 4117.4: http://www.sanjuan.edu/Page/356
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Santa Ana Unified School District

district acknowledges state law (Education Code 44932 et seq.)

• Citation
  Last approved/revised: 1996
  
  Administrative Regulation 4117.4: http://www.sausd.us/Page/31
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

School District of Lee County

Annual contract teachers (all teachers hired after July 1, 2011) may be non-renewed without cause (i.e., no recourse); teachers hired prior to July 1, 2011: district acknowledges FL Statute 1012.33.

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e., two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  pp. 9 & 10, Art. 5.01.(1)(c) & (d).
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

School District of Palm Beach County

Annual contract teacher may be non-renewed for incompetency without cause; teacher may pursue grievance process beginning at step two; teachers hired prior to 2011 may be dismissed with cause and are entitled to a hearing

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 18, Art. I, Sec. G.4.b; p. 19, Art. I, Sec. G.5.b & c; p. 43, Art. II, Sec. M.8.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

School District of Philadelphia

Teacher may appeal either through grievance/arbitration provisions of contract or PA Public School Code.

• Citation
  Valid: 2013-2014 to 2020-2021
  
  Contract
  p. 15, Art, IX.C.
• State Law
  Teachers who receive two consecutive unsatisfactory evaluations are formally eligible for dismissal.

Seattle Public Schools

district acknowledges due process laws

• Citation
  Last approved/revised: 2013
  
  p. 2, Board Policy 5280.D & 5281: http://bit.ly/1R5DzFF
• State Law
  A nonprobationary teacher can be dismissed when the teacher "receives a comprehensive summative evaluation performance rating below level 2 for two consecutive years." Threre are multiple opportunities to appeal.

Seminole County Public Schools

1st year probationary contract - no recourse; annual contract (all teachers hired after July 2011)- may request conference with principal/sup't; continuing and professional service contracts-district acknowledges state law

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p.15, Art. VIII.A&B; p. 17, Art. D & F.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Shelby County Schools

Teacher may request hearing before impartial hearing officer selected by board; teacher or Superintendent may appeal decision of H.O. to board

• Citation
  Last approved/revised: 2014
  
  Board Policy 4017, pp. 2 & 3: http://www.scsk12.org/policy/?PID=659
• State Law
  After two consecutive ratings of "below expectations," or "significantly below expectations" tenured teachers revert to probationary status

Sioux Falls School District

The teacher may request a hearing before the board.

• Citation
  Valid: 2017-2018 to 2021-2022
  
  Contract
  p, 39, Art. IX, Sec. E.4.
• State Law
  no policy in this area

St. Louis Public Schools

teacher may request hearing board

• Citation
  Last approved/revised: 2000
  
  Administrative Regulation R4811: http://www.slps.org/site/Default.aspx?PageID=6
• State Law
  According to the state's Essential Principles fo Effective Evaluation, "if sustained demonstration of unacceptable performance occurs, a local dismissal protocol should be enacted."

St. Paul Public Schools

district acknowledges state law (MN statute 122A.41)

• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
  p. 87, MOU - Discipline, Sec. 2, Subd. 2.
• State Law
  Teachers may be dismissed for "inefficiency" as it pertains to the state's evaluation system; however, there is no explicit definition that ties inefficiency to classroom ineffectiveness.

Toledo Public Schools

Teacher may request arbitration or follow procedures prescribed by state law (Sec. 3319.16)

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 127, Art. XXXIV.K.2 & 3.
• State Law
  Teachers receiving two ineffective ratings in three years, who do not improve after targeted professional development, or who do not complete the professional development, "shall be grounds for termination of the teacher."

Tucson Unified School District

District acknowledges state law.

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Contract
  p. 32, Art. 13-10.A.
• State Law
  After 2 consecutive years in lowest performance classification, and teacher does not correct inadequacies after 45 day improvement period, teacher can be dismissed. Teacher can request hearing, after hearing can appeal two additional times. ,

Tulsa Public Schools

District acknowledges state law.

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Contract
  p. 34.
• State Law
  Teachers who receive a qualitative or quantitative rating of ineffective for two consecutive years, or receive a qualitative or quantitative rating of "needs improvement" or lower for 3 consecutive years, "may be dismissed or not reemployed."

Virginia Beach City Public Schools

Teacher may request a hearing before the board or a hearing officer; teacher may request hearing before board following hearing officer's decision.

• More information
  If the hearing officer's and the board's decision differ, the board must hold another hearing.
• Citation
  Last approved/revised: 2015
  
  Board Regulation 4-3.1, Part III: http://www.vbschools.com/policies_regulations/index.asp
• State Law
  A teacher may be dismissed for incompetence, and incompetence is defined as "consistent failure to meet the endorsement requirements for the position or one or more unsatisfactory performance evaluations." Teacher may appeal multiple times.

Volusia County Schools

tenure non-existent for teachers hired after July 1, 2011; annual contract teachers non-renewed for performance may appeal through grievance procedure; tenured teachers (hired before July 2011)-request hearing before school board-may appeal to BOE

• More information
  Per state law, all teachers hired after July 1, 2011, are on annual contracts, which are not renewed if performance is unsatisfactory (i.e: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance ratings of unsatisfactory within a three-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory). The first year teacher is on a probationary contract which is not renewed if the teacher's performance is unsatisfactory. (Fl. Statutes 1012.33 & 1012.335).
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  pp. 48 & 49, Art. 25.A.2 & B & pp. 85 & 86, App. G.Sec. 3.
• State Law
  all new teachers are placed on annual contracts, which are not renewed if performance is unsatisfactory; teacher may appeal rating with hearing before district board; decision is final

Wake County School District

District acknowledges state law.

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Contract
  p. 110.
• State Law
  A nonprobationary teacher may be terminated for "inadequate performance" defined as "failure to perform at a proficient level on any standard of the evaluation instrument." Teacher may appeal to local board, then superior court.

Washoe County Public Schools

teacher may file a grievance

• More information
  The provisions of NRS 391.315 - 391.3194 which guarantee a teacher the right to a hearing are superseded by the contract and do not apply to bargaining unit members.
• Citation
  Valid: 2015-2016 to 2018-2019
  
  Contract
  p. 40, Art. 32.2.
• State Law
  All post-probationary teachers will return to probationary status if they receive two consecutive years of unsatisfactory evaluations. Ineffectiveness is not explicit grounds for dismissal.

West Ada School District

District acknowledges state law.

• Citation
  Last approved/revised: 2003
  
  Board Policy 401.11: http://www.westada.org/Page/13183
• State Law
  Unsatisfactory performance is grounds for nonrenewal of a teacher's contract. A teacher is first given a probationary period, and if there is no improvement, the board may terminate the teacher's contract.

Wichita Public Schools

District acknowledges state law.

• Citation
  Last approved/revised: 2005
  
  Board Policy 4219: http://bit.ly/T66Htx
• State Law
  state does not explicitly make teacher ineffectiveness grounds for dismissal

Winston-Salem/Forsyth County Schools

District acknowledges NC statute 115c-325

• Citation
  Last approved/revised: 2009 (BP 4116.11); 2012 (AR 4117)
  
  Board Policy 4116.11, IV.B. and Administrative Regulation: 4117, X.B.6: http://bit.ly/1MFki8F
• State Law
  A nonprobationary teacher may be terminated for "inadequate performance" defined as "failure to perform at a proficient level on any standard of the evaluation instrument." Teacher may appeal to local board, then superior court.

Albuquerque Public Schools

Remediation timeframe case by case (dismissal allowed)

• More information
  Target dates are set for the teacher undergoing remediation (Intensive Evaluation). The teacher may be dismissed when the first target date has been reached if there is no improvement.
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Contract
  pp. 40 & 41, Art. 9.C.5.2 & p. 51, Art. 13.D.4.

Aldine Independent School District

4-6 weeks (dismissal allowed)

• Citation
  Valid: 2014-2015 to 2015-2016
  
  Evaluation Handbook
  pp. 15 & 16.

Alpine School District

At least 30 days
(dismissal allowed)

• More information
  Teacher must be notified of possible non-renewal by March 7, has a minimum of 30 days to improve. State law (UT code 53A-8a-503) says remediation may be extended into following school year but may not exceed 120 days except under unusual circumstances. (Note: Board Policy 4047 which was revised in 2017, states that tenured teachers must be non-renewed by April 20th, not March 1.)
• Citation
  Last approved/revised: 2012
  
  Board Policy 4087, 2.2.1.2: http://policy.alpinedistrict.org/policy

Anchorage School District

90 - 180 days

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  p. 21.

Anne Arundel County Public Schools

Teachers rated ineffective must be evaluated annually until they're rated effective or higher (no limit on years given)

• Citation
  Last approved/revised: 2015
  
  Board Policy GBH-RA.D: http://aacpsschools.org/boardpolicies/

Anoka-Hennepin School District

Timeline between remediation and dismissal not defined

• Citation
  Valid: 2014-2015 to 2018-2019
  
  Evaluation Handbook
  pp. 11 & 12 (pdf).

Arlington Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  
  Board Policies DNA (local) & DNA (legal): http://pol.tasb.org/Home/Index/1098

Atlanta Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook

Austin Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Last approved/revised: 2016
  
  DNA (local and legal): http://pol.tasb.org/Home/Index/1146
  
  Evaluation Handbook
  p. 52.

Baltimore City Public School System

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook

Baltimore County Public Schools

1 year (dismissal allowed)

• Citation
  Last approved/revised: 2015
  
  Board Rule 4303, pp. 4 & 5, V.C: http://www.bcps.org/system/policies_rules/

Billings Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract

Birmingham City Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook

Bismarck Public Schools

Issue not addressed in scope of NCTQ reviewed documents

Boston Public Schools

30 days (minimum) - 1 year, dismissal allowed

• More information
  If there has been no improvement, the evaluator recommends dismissal to the superintendent.
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  
  Contract
  pp. 67 & 68, Art. V.19.B & I.i.d.

Brevard Public Schools

1 year (dismissal required)

• More information
  Florida Statute 1012.34 (5) declares that annual contract may not be awarded if teacher has received 2 consecutive annual performance evaluation ratings of unsatisfactory, 2 annual performance ratings of unsatisfactory w/in 3-year period, or 3 consecutive annual performance ratings of needs improvement.
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  p. 63.

Bridgeport Public Schools

8 months (dismissal allowed)

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Evaluation Handbook
  p. 7.

Broward County Public Schools

1 year (dismissal required)
in accordance with FL statute 1012.34(5)

• More information
  A teacher who fails to improve following 6-9 weeks of support, is placed on a Professional Development Plan (duration not specified). In accordance with state law, a teacher is dismissed following: two consecutive annual performance evaluation ratings of unsatisfactory, two annual performance evaluation ratings of unsatisfactory within a 3-year period, or three consecutive annual performance evaluation ratings of needs improvement or a combination of needs improvement and unsatisfactory under Florida statute 1012.34.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 226.
  
  New Teacher Handbook
  p. 19.

Brownsville Independent School District

Remediation timeframe case by case (dismissal allowed)
in accordance with state law

• Citation
  Last approved/revised: 2015
  
  Board Policy DNA (legal), pp. 5 & 6: http://pol.tasb.org/Home/Index/254

Buffalo School District

1 year (dismissal allowed); 2 years (dismissal required) in accordance with state law

• More information
  If a teacher receives three consecutive ineffective ratings, s/he must be dismissed and a hearing must be completed within 30 days. Fraud or mistaken identity are a teacher's only defense, in accordance with state law.
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  p. 10.

Burlington School District

Remediation timeframe case by case (dismissal allowed)

• More information
  Teacher may be placed in remediation ("Focused Assistance") at any time during the year. If s/he remains unsatisfactory at the end of the year, s/he may be placed in remediation during the following year or the teacher may be non-renewed.
• Citation
  Valid: 2007-2008 to 2016-2017
  
  Evaluation Handbook
  p. 7.

Capistrano Unified School District

Remediation timeframe case by case (dismissal allowed)

• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
  p. 14, Art. 7.5.7.1 & p. 15, Art. 7.5.11.

Charleston County School District

Remediation occurs during evaluation year (dismissal allowed)

• More information
  The remediation process for the tenured teacher is not defined except that it is stated that summative evaluation is "high stakes" and may be used to inform contract renewal. The beginning teacher who finishes the induction year unsatisfactorily, is placed in diagnostic assistance in his/her second year in the profession. S/he is formally evaluated in the third year. Should s/he continue to fail to meet the criteria for successful performance in the third year, s/he is placed in formal evaluation in his/her fourth year. After the fourth year, if the teacher fails to perform satisfactorily, s/he is suspended from the teaching profession for two years and required to undergo remediation. When s/he returns to the teaching profession, s/he is formally evaluated. The teacher must be terminated at the end of the first year back in the teaching profession should his/her performance be unsatisfactory. (p. 39)
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  p. 38.

Charlotte-Mecklenburg Schools

60 days (dismissal allowed)
with possibility of extension not to exceed one year

• More information
  Teachers in low-performing schools may not exceed 90 days in remediation.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 20 (pdf).
  
  Board Policy GCOB, III.D: http://bit.ly/Iz2DkH

Cherry Creek School District

Remediation timeframe case by case (dismissal allowed)

• Citation
  Last approved/revised: 2015
  
  2017-2018 Negotiated Board Policy 4170, p. 13, Part Three.B.3.c & p. 15: http://www.cherrycreekschools.org/HumanResources/Employees/Policies/Pages/Teacher-Policies.aspx

Chesterfield County Public Schools

Remediation timeframe case by case (dismissal allowed)

• Citation
  Valid: 2015-2016 to 2017-2018
  
  Evaluation Handbook
  pp. 77 & 78.

Chicago Public Schools

90 days (dismissal allowed)

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 63.
  
  Contract
  p. 165 & 166, Art. 39-8.

Christina School District

1 year (dismissal required)

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 25.

Cincinnati Public Schools

2nd year non-tenured teachers may be dismissed without cause at mid-year; all other teachers, 1 year (dismissal allowed)

• More information
  The teacher who is rated Developing or Ineffective twice within a 3-year period, may be recommended for dismissal.
• Citation
  Last approved/revised: 2017
  
  Board Policy 3220, p. 5: https://community.cps-k12.org/sites/boardpolicies/default.aspx
  
  Contract
  p. 26, Sec. 210.2.g.

Clark County School District

in accordance with NV Statute 391.3129, teacher must serve another non-tenured (probationary) period if rated any combination of minimally effective (level 2) or ineffective (level 1) for 2 consecutive years

• More information
  State law does not make a connection between an unsatisfactory evaluation and dismissal; it makes a connection between two consecutive years of unsatisfactory evaluations and the requirement that the teacher serve another probationary (non-tenured) period.
• Citation
  Last approved/revised: 2014
  
  Board Policy 4320: http://ccsd.net/district/policies-regulations/

Clayton County Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook

Cleveland Metropolitan School District

1 year (dismissal allowed)

• More information
  Two consecutive "Ineffective " ratings for two consecutive years is cause for dismissal. Struggling teachers may be recommended for Peer Assistance and Review which lasts one year with the possibility of extension for an additional year. The contract states that the teacher may be recommended for dismissal should s/he continue to be rated unsatisfactory. If the teacher is not in PAR, s/he must still work under a Performance Improvement Plan (p. 71), the provisions of which for a timeline and connection to dismissal are not clearly defined in the contract.
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 73, Art. 13, Sec. 5; p. 94, Art. 18, Sec. 1.B; & p. 207, App. L.1.e. & 1.f.

Cobb County School District

4 weeks (dismissal allowed)

• More information
  At a minimum, a Remediation Plan or Performance Improvement Plan shall last at least four (4) weeks. The Remediation Plan or PIP should be extended if necessary.
• Citation
  Last approved/revised: 2017
  
  Board Policy GARI-R, p. 2, D.4: http://www.cobbk12.org/centraloffice/adminrules/

Columbus City Schools

1 year (dismissal allowed)

• More information
  Teachers with more than five years experience are referred to the intervention component of PAR.
• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  
  Contract
  p. 43, Part I, Art. 401.05.A. & p. 45, Part I, Art. 401.07.D.

Conroe Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  
  Board Policy DNA (legal) & DNA (local): http://pol.tasb.org/Home/Index/909

Corona-Norco Unified School District

Teacher participates in Peer Assistance and Review for 7 months; teacher continues in Peer Assistance and Review annually until his/her performance is deemed satisfactory.

• More information
  The struggling teacher works with a Consulting Teacher from September until April 1 when the CT issues his/her final report and recommendations. The Joint Panel reviews the CT's report by June 30 and makes its recommendation to the Governing Board which has final authority regarding teachers referred to PAR including commencing disciplinary proceedings. The Joint Panel consists of five (5) members including three (3) permanent certificated classroom teachers appointed by the Association and two (2) administrators appointed by the District (p. 113)
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  p. 111 &112, Art. 29.3.

Cumberland County Schools

60 days (dismissal allowed)
with possibility of extension not to exceed one year

• More information
  Teachers in low-performing schools may not exceed 90 days in remediation.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 20 (pdf).
  
  Board Policy 7811, D.3 & 4: http://bit.ly/1TuAHkj

Cypress-Fairbanks Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook

Dallas Independent School District

Remediation (intervention plan) is case-by-case (consequences not defined in scope of NCTQ reviewed documents)

• Citation
  Last approved/revised: 2017
  
  DNA (Regulation), p. 2: http://pol.tasb.org/Home/Index/361

Davis School District

40 school days with possibility of extension(s) not to exceed 120 days (dismissal required)

• More information
  If, after 40 days, the teacher has not completed the Plan of Assistance successfully, s/he must be dismissed. If there has been some improvement, the plan may be extended, not to exceed 120 days.
• Citation
  Valid: 2016-2017 to 2016-2017
  
  Evaluation Handbook
  p. 4 (pdf).

Dayton Public Schools

1 year (dismissal required)

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract
  p. 73, Art. 45.06.4.

DeKalb County School District

Remediation timeframe case by case (dismissal allowed)

• More information
  If a teacher finishes a year with an annual unsatisfactory evaluation, s/he is placed on a Professional Development Plan in the following year and reevaluated prior to the April 1 deadline for annual evaluations.
• Citation
  Last approved/revised: 2009
  
  Board Policy GBI: https://eboard.eboardsolutions.com/epolicy/Policyoverview.aspx?S=4054&Sch=4054

Denver Public Schools

30-90 days

• More information
  Remediation may be extended, not to exceed a total of 90 days. (Art 10-6-6-2)
• Citation
  Valid: 2017-2018 to 2022-2023
  
  Contract
  p. 37, Art. 10-6-5-1 & p. 38, Art. 10-6-5-5.

Des Moines Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2018-2019
  
  Contract

Desoto County School District

Determined at the discretion of the district; however, the district does not address this issue in documentation available to NCTQ.

• Citation
  Valid: 2016-2017 to 2017-2018
  
  Evaluation Handbook
  p. 3 (pdf).

Detroit Public Schools Community District

May be dismissed after receiving a "reasonable degree of assistance" and failing to improve; must be dismissed after three consecutive year-end ratings of Ineffective

• Citation
  Last approved/revised: 2017
  
  Administrative Policy 3220, pp. 50 & 51 (pdf): http://detroitk12.org/board/resources/documents/index/policy/1/all/all/all/
• Past Policies

  1 year (dismissal required)
  in accordance with state law, the Michigan Teachers' Tenure Act
  (02/26/2018)

  District acknowledges state law.
  (10/19/2015)

District of Columbia Public Schools

There is no formal remediation process separate from the regular evaluation process; teachers face consequences if they complete the evaluation year with unsatisfactory ratings (see footnote).

• More information
  See also: Group 2b - Small group intervention & grades 1 & 2, p. 50.
  
  If a teacher completes the year with an Ineffective rating, s/he is dismissed. If the teacher completes two consecutive years, with a Minimally Effective or lower rating, s/he is dismissed. If the teacher completes three consecutive years with a Developing or lower evaluation rating, s/he is dismissed. Evaluation requirements are dependent on a teacher's position on the career ladder not on tenure status.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 54.
  
  Evaluation Handbook
  p. 52.

Douglas County School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2016-2017
  
  Evaluation Handbook

Duval County Public Schools

approximately 8 months (final evaluation by April 30 - suggested)

• More information
  Dismissal required in accordance with the Student Success Act of 2011, if a teacher receives 2 consecutive unsatisfactory annual evaluations or 2 unsatisfactory annual evaluations within 3 years or a combination of unsatisfactory and needs improvement within a 3 year period.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  pp. 23, 25 & 27.

El Paso Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook

Elk Grove Unified School District

case-by-case, up to one year (dismissal allowed)

• More information
  The teacher who completes the evaluation year with a recommendation of "Continuation with Improvement(s) Required," is referred to Peer Assistance and Review in the following school year. The Consulting teacher continues to work with the teacher until the CT concludes that assistance with no longer be beneficial. Remediation may last the entire year following an unsatisfactory evaluation.
• Citation
  Valid: 2016-2017 to 2016-2017
  
  Contract
  
  Contract
  p. 83, Art. 22.703.2 & p. 116, App. F.

Fairfax County Public Schools

1 year (dismissal required)

• More information
  The teacher must be recommended for dismissal except under extraordinary circumstances.
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Evaluation Handbook
  pp. 17 & 22.

Fort Bend Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  
  Board Policy DNA (local) & DNA (legal): http://pol.tasb.org/Home/Index/483

Fort Wayne Community Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2016-2017
  
  Evaluation Handbook

Fort Worth Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook

Fresno Unified School District

90 days (dismissal allowed)

• More information
  If a teacher receives a rating of Not Meeting Standards for 2 consecutive years, s/he is placed on a 90-day notice remediation plan. It is unclear if dismissal is required at the conclusion of that plan should the teacher not improve.
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  p. 10.

Frisco Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  
  Board Policy DNA (legal): http://pol.tasb.org/Home/Index/309

Fulton County Schools

case-by-case, up to 1 year (dismissal allowed)

• More information
  If an employee whose annual evaluation was unsatisfactory or does not meet expectations the previous year is still employed at the time of the next annual evaluation and receives an overall rating below the level of satisfactory or who does not meet expectations, the employee will be recommended for nonrenewal or termination of employment.
• Citation
  Last approved/revised: 2012
  
  Board GBI Operating Guideline, p. 4: http://www.boarddocs.com/ga/fcss/Board.nsf/Public

Garland Independent School District

Issue not addressed in scope of NCTQ reviewed documents

Granite School District

Case-by-case, not to exceed 120 days, dismissal allowed

• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract
  p. 63, App. G. Utah Code 53A-8a-503.(2).a) & p. 64, Utah Code 53A-8A-503. (3).

Greenville County Schools

Issue not addressed in scope of NCTQ reviewed documents

Guilford County Schools

60 days (dismissal allowed)
with possibility of extension not to exceed one year

• More information
  Teachers in low-performing schools may be dismissed following a 90-day remediation. Board Policy: For other licensed employees, an Action Plan shall be designed to be completed within any time period reasonably calculated to correct the employee's performance.
  
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 20 (pdf).
  
  Board Policy GBIA, p. 2: https://www.gcsnc.com/Page/5683

Gwinnett County Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2015-2016 to 2018-2019
  
  Evaluation Handbook

Hartford Public Schools

45 days (dismissal allowed)

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  p. 34.

Hawaii Department of Education

1 year (dismissal required)

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  pp. 9, 10 & 41.

Henrico County Public Schools

Remediation timeframe case by case (dismissal allowed)

• More information
  Board policy P4-04-002 states that a teacher may be dismissed after one or more unsatisfactory evaluations, however it does not address the remediation process.
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Evaluation Handbook
  pp. 77 & 78.
  
  Board Policy P4-04-002: http://webapps.henrico.k12.va.us/policy/

Hillsborough County Public Schools

7 months (consequences not defined)

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 16.

Houston Independent School District

case-by-case, up to one year; consequences of unsatisfactory completion not defined

• Citation
  Last approved/revised: 2016
  
  DNA (local), p. 3: http://pol.tasb.org/Home/Index/592

Howard County Public School System

2 years (dismissal allowed)

• More information
  Remediation consists of a 2-year process whereby the teacher is on an action plan in both years. There are 4 observations in each year.
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  pp. 39-42.

Indianapolis Public Schools

90 days (dismissal allowed)

• Citation
  Valid: 2016-2017 to 2016-2017
  
  Evaluation Handbook
  p. 22 (pdf).

Jackson Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2017-2018
  
  Evaluation Handbook

Jeffco Public Schools

6-10 weeks (dismissal allowed or teacher may be returned to non-tenured status)

• More information
  The teacher who receives two ratings of Partially Ineffective and/or Ineffective, loses tenure status.
• Citation
  Valid: 2017-2018 to 2020-2021
  
  Contract
  p. 19, Art. 7-12, 7-12-1 & 7-12-4; & p. 22, Art. 7-14-1.

Jefferson County Public Schools

Timeline between remediation and dismissal not defined

Jefferson Parish Public School System

1 year (dismissal required)

• More information
  There are two levels of the remediation plan, each lasting a minimum of 4 weeks. The teacher may be dismissed at the conclusion of level 2. By state law, Title 28, Bulletin 130, if a teacher finishes the remediation year with an unsatisfactory rating, the district shall initiate termination proceedings within six months of the unsatisfactory rating.
• Citation
  Valid: 2017-2018 to 2018-2019
  
  Evaluation Handbook
  p. 7 (pdf), Para. 315.C.

Jordan School District

case-by-case (dismissal required)

• More information
  A teacher undergoes up to two evaluations following the annual summative evaluation should s/he not meet standards. The teacher shall be recommended for dismissal should s/he still be rated Does Not Meet Standards at the close of the third evaluation. The third evaluation may extend into a new school year.
• Citation
  Last approved/revised: 2016
  
  Evaluation Handbook
  p. 4 (pdf), II.H.2.

Kanawha County Schools

18 weeks (dismissal required)

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  p. 6.
  
  Evaluation Handbook

Kansas City Public Schools, MO

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2017-2018
  
  Evaluation Handbook

Katy Independent School District

Issue not addressed in scope of NCTQ reviewed documents

Klein Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook

Knox County Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook

Laramie County School District 1

remediation case-by-case (consequences not defined)

• Citation
  Valid: 2016-2017 to 2017-2018
  
  Contract
  p. 19, Sec. III. Art. 16.3

Lewisville Independent School District

Remediation timeframe case by case (dismissal allowed)

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 10.

Little Rock School District

Two semesters (may be dismissed) with possibility of extension up to two additional semesters

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 6 (pdf).

Long Beach Unified School District

remediation may begin at any time and continue throughout the subsequent school year; consequences of unsatisfactory remediation not defined

• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  p. III-1, Art. III.B & p. XI-2, Art. XI.B.5.

Los Angeles Unified School District

remediation is one year, consequences of unsatisfactory remediation not defined

• More information
  Teachers who were rated Below Standard, are referred to the Peer Assistance and Review program in the following school year during which time the teacher receives assistance from a Consulting Teacher and continues the regular one-year evaluation process with the administrator.
• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
  p. 71, Art. X.11.0.a(1) & p. 73, Art. X.13.0.d.

Loudoun County Public Schools

Remediation timeframe case by case (dismissal allowed)

• Citation
  Valid: 2015-2016 to 2017-2018
  
  Evaluation Handbook
  pp. 77 & 78.

Manchester School District

20 weeks (maximum, may be extended a maximum of 10 weeks)

• Citation
  Valid: 2017-2018 to 2020-2021
  
  Evaluation Handbook
  p. 13.

Mesa Public Schools

Case-by-case; minimum 45 days (dismissal allowed)

• More information
  If the plan is not completed in a school year, it will extend into the following school year.
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  pp. 12 & 13.

Metropolitan Nashville Public Schools

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook

Miami-Dade County Public Schools

90 days (dismissal required)

• More information
  If the 90-Calendar Day Probation cannot be completed before the end of the school year, the probation will be continued into the next school year and the summative evaluation withheld until the process is concluded. (p. 38)
• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  p. 36.

Milwaukee Public Schools

1 semester (dismissal allowed)

• More information
  If, at the mid-year review, the teacher's performance is deemed unsatisfactory, s/he is placed on a Performance Improvement Plan. If, at the end of the school year, the teacher's performance is still unsatisfactory, the PIP may be continued into the next school year, or the teacher may be dismissed. The teacher may voluntarily participate in the pEEr program in which s/he receives support and mentoring from another teacher.
• Citation
  Valid: 2015-2016 to 2015-2016
  
  Evaluation Handbook
  p. 13.

Minneapolis Public Schools

45 days (dismissal allowed)

• More information
  If the Principal or PDP Team deem that an Intensive PSP may be necessary, the
  Principal or PDP team or mentor, if already working with the teacher, will inform the teacher in
  writing of the intention to refer the teacher for a PAR assessment. The Intensive PSP is for a period of 45 days (p. 207). If the teacher fails to improve, the PAR panel determines the status of the teacher (p. 89). Participation in the Intensive PSP process is voluntary. If the teacher chooses to opt out of the Intensive PSP process, s/he is referred to the Employee Relations and MFT to ensure due process is carried out.
• Citation
  Valid: 2015-2016 to 2016-2017
  
  Contract
  p. 89, Sec. I, Art. V, Sec. E & p. 207, MOA, 3.c.

Mobile County Public Schools

1 year (dismissal required)
dismissal must occur if teacher has failed to improve

• More information
  If a teacher finishes the school year with an unsatisfactory evaluation, s/he must be evaluated in the following school year.
• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
  p. 52.
  
  Evaluation Handbook
  p. 1.

Montgomery County Public Schools

Case-by-case; normally 8 months (dismissal allowed)

• More information
  Remediation is normally eight months (seven months for non-tenured) but may be shortened or extended.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 12.

New Haven Public Schools

Case-by-case, 120 days minimum

• More information
  Teacher must be notified of unsatisfactory performance by Nov. 1 and then placed on an Improvement plan which "need not last longer than 120 calendar days in order to provide the teacher with an adequate opportunity to improve, except when the teacher experiences extraordinary obstacles beyond his or her control or demonstrates improved performance which may, in the judgment of the Board and Union, warrant a second year of improvement." Remediation takes place during the evaluation year. If teacher fails to improve, s/he will face end of year sanctions including possible termination.
• Citation
  Valid: 2018-2019 to 2020-2021
  
  Contract
  p. 62, App. E.2.
  
  Evaluation Handbook
  p. 9.

New York City Department of Education

Remediation during year following an ineffective or developing rating; consequences not defined

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  pp. 9 & 17.

Newark Public Schools

approximately 8 months

• More information
  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.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  pp. 36, 40 & 41.

Norfolk Public Schools

30 days (teacher may be dismissed) with possibility of 60-90 day extension (teacher must be recommended for dismissal)

• More information
  The teacher may be recommended for dismissal after review of the 30 day improvement plan, or, remediation may be extended up to 90 days. If teacher is rated unsatisfactory following two reviews, s/he must be recommended for dismissal.
• Citation
  Valid: 2016-2017 to 2017-2018
  
  Evaluation Handbook
  pp. 76 & 77.

North East Independent School District

Issue not addressed in scope of NCTQ reviewed documents

Northside Independent School District

Issue not addressed in scope of NCTQ reviewed documents

Oakland Unified School District

1 year (dismissal allowed)

• Citation
  Valid: 2014-2015 to 2016-2017
  
  Contract
  p. 157, Art. 25.6.1 - 25.6.1.2 & p. 158, 25.6.4.

Oklahoma City Public Schools

Case-by-case, not to exceed 60 days (dismissal allowed)

• Citation
  Valid: 2018-2019 to 2018-2019
  
  Evaluation Handbook
  pp.18 & 33.

Omaha Public Schools

Remediation is 4-6 weeks; consequences of continued unsatisfactory performance not defined

• Citation
  Valid: 2014-2015 to 2018-2019
  
  Evaluation Handbook
  pp. 30 & 31.

Orange County Public Schools

1 year (dismissal required)
Dismissal required after 2 consecutive annual unsatisfactory ratings or 2 unsatisfactory ratings w/in 3 yrs or 3 consecutive years of unsatisfactory and needs improvement ratings.

• More information
  Struggling teachers are placed on a 10-week to 5-school month Performance Improvement Plan which may be extended or re-written. If at the end of the year, the teacher's performance remains unsatisfatory, s/he follows the evaluation process normally reserved for teachers in the first three years of employment. S/he is dismissed at the end of the year should his/her performance remain unsatisfactory. The professional service or continuing contract teachers' remediation plan is 90-days in accordance with state law. The PSC teacher is also dismissed following two consecutive unsatisfactory annual evaluations (p. 35, Art. VIII.G)
• Citation
  Valid: 2018-2019 to 2020-2021
  
  Contract
  p. 32, Art. VIII.D.3.b.
  
  Evaluation Handbook
  pp. 20 - 22.

Orleans Parish Public Schools

1 year (dismissal required)

• More information
  There are two levels of the remediation plan, each lasting a minimum of 4 weeks. The teacher may be dismissed at the conclusion of level 2. By state law, Title 28, Bulletin 130, if a teacher finishes the remediation year with an unsatisfactory rating, the district shall initiate termination proceedings within six months of the unsatisfactory rating.
• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  p. 7 (pdf), Para. 315.C.

Osceola County School District

Timeline between remediation and dismissal not defined

• Citation
  Valid: 2017-2018 to 2017-2018
  
  Evaluation Handbook
  
  Contract
  p. 45, Art. 12.05.

Pasadena Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook

Pasco County Schools

Issue not addressed in scope of NCTQ reviewed documents

• More information
  The contract does not reference the connection between remediation and dismissal; however, state law requires that an annual contract may not be awarded if a teacher has received 2 consecutive annual performance evaluation ratings of unsatisfactory, 2 annual perfmance ratings of unsatisfactory within a 3-year period, or 3 consecutive annual performance ratings of needs improvement (FL statute 1012.33 (3)).
• Citation
  Valid: 2017-2018 to 2019-2020
  
  Contract

Pinellas County Schools

1 year (dismissal required)
in accordance with state law

• More information
  District acknowledges Florida statute 1012.33 and 1012.335 which require dismissal of an annual contract teacher following 2 consecutive unsatisfactory annual performance ratings or two within 3 years or 3 consecutive needs improvements annual performance ratings.
• Citation
  Valid: 2015-2016 to 2017-2018
  
  Contract
  p. 38, Art. 36.A.2 & p. 39, Art. 36.E.3.b.

Pittsburgh Public Schools

1 year (dismissal required)

• More information
  The non-tenured teacher may be dismissed following one unsatisfactory rating. Two ratings of Needs Improvement within a non-tenured teacher's first six semesters qualifies as an Unsatisfactory rating.
• Citation
  Valid: 2017-2018 to 2018-2019
  
  Evaluation Handbook
  p. 9.
  
  Evaluation Handbook
  p. 6 (pdf).

Plano Independent School District

Issue not addressed in scope of NCTQ reviewed documents

• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook

Polk County Public Schools

Annual contract teacher: 1 year in accordance with state law; continuing contract teacher: 60-90 days (dismissal allowed); professional service contracts: 90 days (dismissal allowed)

• More information
  In accordance with Fl. Statute 1012.335 any annual contract teacher who receives two consecutive unsatisfactory ratings or two unsatisfactory ratings within three years or a combination of unsatisfactory and needs improvement in a 3-year period, must be released (p. 38, Art. 15.7-1.d.).
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Contract
  p. 38, Art. 15.7-1.c & d; & p. 48, Art. 16.3-4 & 16.4-4.

Portland Public Schools, ME

1 year (dismissal allowed)

• More information
  The teacher in remediation is placed on focused assistance for four weeks at the start of the year during which time s/he receives assistance from a consulting teacher. The support process continues throughout the year until the summative conference is completed by April 1.
• Citation
  Valid: 2016-2017 to 2018-2019
  
  Evaluation Handbook
  pp. 7 & 33.