Found 97 matches for Teacher tenure act
Unless the language or context clearly indicates that a different meaning is intended, the following words, terms, and phrases, for the purposes of the following subdivisions in this section shall be defined as follows:
(a) Teachers. The term " Previous teacher Next " includes every person regularly employed, as a principal, or to give instruction in a classroom, or to superintend or supervise classroom instruction, or as placement Previous teacher Next and visiting Previous teacher Next . Persons regularly employed as counselors and school librarians shall be covered by these sections as teachers if licensed as teachers or as school librarians.
(b) School board. The term "school board" includes a majority in membership of any and all boards or official bodies having the care, management, or control over public schools.
(c) Demote. The word "demote" means to reduce the compensation a person actually receives in the new position.
(d) Nonprovisional license. For purposes of this section, "nonprovisional license" shall mean an entrance, continuing, or life license.
(a) All teachers in the public schools in cities of the first class during the first three years of consecutive employment shall be deemed to be in a probationary period of employment during which period any annual contract with any Previous teacher Next may, or may not, be renewed as the school board, after consulting with the peer review committee charged with evaluating the probationary teachers under subdivision 3, shall see fit. The school site management team or the school board if there is no school site management team, shall adopt a plan for a written evaluation of teachers during the probationary period according to subdivisions 3 and 5. Evaluation by the peer review committee charged with evaluating probationary teachers under subdivision 3 shall occur at least three times periodically throughout each school year for a Previous teacher Next performing services during that school year; the first evaluation must occur within the first 90 days of teaching service. Days devoted to parent-teacher conferences, teachers' workshops, and other staff development opportunities and days on which a Previous teacher Next is absent from school shall not be included in determining the number of school days on which a Previous teacher Next performs services. The school board may, during such probationary period, discharge or demote a Previous teacher Next for any of the causes as specified in this code. A written statement of the cause of such discharge or demotion shall be given to the Previous teacher Next by the school board at least 30 days before such removal or demotion shall become effective, and the Previous teacher Next so notified shall have no right of appeal therefrom.
(b) A probationary Previous teacher Next whose first three years of consecutive employment are interrupted for active military service and who promptly resumes teaching consistent with federal reemployment timelines for uniformed service personnel under United States Code, title 38, section 4312(e), is considered to have a consecutive teaching experience for purposes of paragraph (a).
(c) A probationary Previous teacher Next must complete at least 120 days of teaching service each year during the probationary period. Days devoted to parent-teacher conferences, teachers' workshops, and other staff development opportunities and days on which a Previous teacher Next is absent from school do not count as days of teaching service under this paragraph.
A board and an exclusive representative of the teachers in the district must develop a probationary Previous teacher Next peer review process through joint agreement that is consistent with subdivision 5. The process may include having trained observers serve as mentors or coaches or having teachers participate in professional learning communities.
(a) After the completion of such probationary period, without discharge, such teachers as are thereupon reemployed shall continue in service and hold their respective position during good behavior and efficient and competent service and must not be discharged or demoted except for cause after a hearing. The terms and conditions of a Previous teacher Next 's employment contract, including salary and salary increases, must be based either on the length of the school year or an extended school calendar under section 120A.415.
(b) A probationary Previous teacher Next is deemed to have been reemployed for the ensuing school year, unless the school board in charge of such school gave such Previous teacher Next notice in writing before July 1 of the termination of such employment.
(c) A Previous teacher Next electing to have an employment contract based on the extended school calendar under section 120A.415 must participate in staff development training under subdivision 4a and shall receive an increased base salary.
(a) A Previous teacher Next electing to have a continuing contract based on the extended school calendar under section 120A.415 must participate in a total number of staff development days where the total number of such days equals the difference between the total number of days of student instruction and 240 days. Staff development includes peer mentoring, peer gathering, continuing education, professional development, or other training. A school board may schedule such days throughout the calendar year. Staff development programs provided during such days shall enable teachers to achieve the staff development outcomes under section 122A.60, subdivision 3.
(b) A public employer and the exclusive representative of the teachers must include terms in the collective bargaining agreement for all teachers who participate in additional staff development days under paragraph (a) that increase base salaries.
(a) To improve student learning and success, a school board and an exclusive representative of the teachers in the district, consistent with paragraph (b), may develop an annual Previous teacher Next evaluation and peer review process for probationary and nonprobationary teachers through joint agreement. If a school board and the exclusive representative of the teachers in the district do not agree to an annual Previous teacher Next evaluation and peer review process, then the school board and the exclusive representative of the teachers must implement the plan for evaluation and review developed under paragraph (c). The process must include having trained observers serve as peer coaches or having teachers participate in professional learning communities, consistent with paragraph (b).
(b) To develop, improve, and support qualified teachers and effective teaching practices and improve student learning and success, the annual evaluation process for teachers:
(1) must, for probationary teachers, provide for all evaluations required under subdivision 5;
(2) must establish a three-year professional review cycle for each Previous teacher Next that includes an individual growth and development plan, a peer review process, the opportunity to participate in a professional learning community under paragraph (a), and at least one summative evaluation performed by a qualified and trained evaluator such as a school administrator;
(3) must be based on professional teaching standards established in rule;
(6) may include mentoring and induction programs;
(7) must include an option for teachers to develop and present a portfolio demonstrating evidence of reflection and professional growth, consistent with section 122A.18, subdivision 4, paragraph (b), and include teachers' own performance assessment based on student work samples and examples of teachers' work, which may include video among other activities for the summative evaluation;
(8) must use an agreed upon Previous teacher Next value-added assessment model for the grade levels and subject areas for which value-added data are available and establish state or local measures of student growth for the grade levels and subject areas for which value-added data are not available as a basis for 35 percent of Previous teacher Next evaluation results;
(9) must use longitudinal data on student engagement and connection and other student outcome measures explicitly aligned with the elements of curriculum for which teachers are responsible;
(10) must require qualified and trained evaluators such as school administrators to perform summative evaluations;
(11) must give teachers not meeting professional teaching standards under clauses (3) through (10) support to improve through a Previous teacher Next improvement process that includes established goals and timelines; and
(12) must discipline a Previous teacher Next for not making adequate progress in the Previous teacher Next improvement process under clause (11) that may include a last chance warning, termination, discharge, nonrenewal, transfer to a different position, a leave of absence, or other discipline a school administrator determines is appropriate.
Data on individual teachers generated under this subdivision are personnel data under section 13.43.
(c) The department, in consultation with parents who may represent parent organizations and Previous teacher Next and administrator representatives appointed by their respective organizations, representing the Board of Teaching, the Minnesota Association of School Administrators, the Minnesota School Boards Association, the Minnesota Elementary and Secondary Principals Associations, Education Minnesota, and representatives of the Minnesota Assessment Group, the Minnesota Business Partnership, the Minnesota Chamber of Commerce, and Minnesota postsecondary institutions with research expertise in Previous teacher Next evaluation, must create and publish a Previous teacher Next evaluation process that complies with the requirements in paragraph (b) and applies to all teachers under this section and section 122A.41 for whom no agreement exists under paragraph (a) for an annual Previous teacher Next evaluation and peer review process. The Previous teacher Next evaluation process created under this subdivision does not create additional due process rights for probationary teachers under subdivision 5.
A board and the exclusive representative of the school principals in the district may negotiate a plan for a probationary period of up to two school years for licensed teachers employed by the board who are subsequently employed by the board as a licensed school principal or assistant principal and an additional probationary period of up to two years for licensed assistant principals employed by the board who are subsequently employed by the board as a licensed school principal.
(2) failure without justifiable cause to teach without first securing the written release of the school board having the care, management, or control of the school in which the Previous teacher Next is employed;
(3) inefficiency in teaching or in the management of a school, consistent with subdivision 5, paragraph (b);
(5) discontinuance of position or lack of pupils.
(b) A probationary or continuing-contract Previous teacher Next must be discharged immediately upon receipt of notice under section 122A.20, subdivision 1, paragraph (b), that the Previous teacher Next 's license has been revoked due to a conviction for child abuse or sexual abuse.
The charges against a Previous teacher Next must be in writing and signed by the person making the same and then filed with the secretary or clerk of the school board having charge of the school in which the Previous teacher Next is employed. Before the school board discharges or demotes a Previous teacher Next , the board must notify the Previous teacher Next in writing and state in reasonable detail its grounds for the proposed discharge or demotion, together with a statement that the Previous teacher Next may request in writing within ten days after receiving the notice a hearing before the board. The board may have the notice served personally or may send it by certified mail addressed to the Previous teacher Next at the Previous teacher Next 's last known post office address. The Previous teacher Next , under subdivision 13, also may elect a hearing before an arbitrator instead of the school board. Within ten days after receiving the notice the Previous teacher Next may request in writing a hearing before the board or an arbitrator and it shall be granted. The Previous teacher Next must be given reasonable notice of the time and place of the hearing before final action is taken. A Previous teacher Next who fails to request a hearing within ten days is considered to acquiesce in the board's action. If the charge is made by a person not connected with the school system the charge may be disregarded by the school board. If the grounds are those specified in subdivision 6, clause (1), (2), (3), or (4), the notice must also state a Previous teacher Next may request arbitration under subdivision 13. At the hearing, the school board or arbitrator shall hear all evidence that may be adduced in support of the charges and for the Previous teacher Next 's defense to the charges. Either party has the right to have a written record of the hearing at the expense of the board and to have witnesses subpoenaed and all witnesses so subpoenaed must be examined under oath. Any member of the school board conducting such a hearing has authority to issue subpoenas and to administer oaths to witnesses.
Each party appearing before the school board has the right to be represented by counsel, and such counsel may examine and cross-examine witnesses and present arguments.
The hearing must be concluded and a decision in writing, stating the grounds on which it is based, rendered within 25 days after giving of such notice. Where the hearing is before a school board the Previous teacher Next may be discharged or demoted upon the affirmative vote of a majority of the members of the board. If the charges, or any of such, are found to be true, the board conducting the hearing must discharge, demote, or suspend the Previous teacher Next , as seems to be for the best interest of the school. A Previous teacher Next must not be discharged for either of the causes specified in subdivision 6, clause (3), except during the school year, and then only upon charges filed at least four months before the close of the school sessions of such school year.
After charges are filed against a Previous teacher Next , the school board may suspend the Previous teacher Next from regular duty. If the Previous teacher Next is suspended or removed after the final decision, the board may in its discretion determine the Previous teacher Next 's salary or compensation as of the time of filing the charges. If the final decision is favorable to the Previous teacher Next , the board must not abate the Previous teacher Next 's salary or compensation.
A Previous teacher Next against whom charges have been filed alleging any cause for discharge or demotion specified in subdivision 6, clause (1), (2), (3), or (4), may elect a hearing before an arbitrator instead of the school board. The hearing is governed by this subdivision.
(a) The Previous teacher Next must make a written request for a hearing before an arbitrator within ten days after receiving a written notice of the filing of charges required by subdivision 7. Failure to request a hearing before an arbitrator during this period is considered acquiescence to the board's action.
(b) If the Previous teacher Next and the school board are unable to mutually agree on an arbitrator, the board must request from the Bureau of Mediation Services a list of five persons to serve as an arbitrator. If the Previous teacher Next and the school board are unable to mutually agree on an arbitrator from the list provided, the parties shall alternately strike names from the list until the name of one arbitrator remains. The person remaining after the striking procedure must be the arbitrator. If the parties are unable to agree on who shall strike the first name, the question must be decided by a flip of a coin. The Previous teacher Next and the board must share equally the costs and fees of the arbitrator.
(c) The arbitrator shall determine, by a preponderance of the evidence, whether the causes specified in subdivision 6, clause (1), (2), (3), or (4), exist to support the proposed discharge or demotion. A lesser penalty than discharge or demotion may be imposed by the arbitrator only to the extent that either party proposes such lesser penalty in the proceeding. In making the determination, the arbitration proceeding is governed by sections 572B.15 to 572B.28 and by the collective bargaining agreement applicable to the Previous teacher Next .
(d) An arbitration hearing conducted under this subdivision is a meeting for preliminary consideration of allegations or charges within the meaning of section 13D.05, subdivision 3, paragraph (a), and must be closed, unless the Previous teacher Next requests it to be open.
(a) A Previous teacher Next whose services are terminated on account of discontinuance of position or lack of pupils must receive first consideration for other positions in the district for which that Previous teacher Next is qualified. In the event it becomes necessary to discontinue one or more positions, in making such discontinuance, teachers must be discontinued in any department in the inverse order in which they were employed, unless a board and the exclusive representative of teachers in the district negotiate a plan providing otherwise.
(b) Notwithstanding the provisions of clause (a), a Previous teacher Next is not entitled to exercise any seniority when that exercise results in that Previous teacher Next being retained by the district in a field for which the Previous teacher Next holds only a provisional license, as defined by the Board of Teaching, unless that exercise of seniority results in the termination of services, on account of discontinuance of position or lack of pupils, of another Previous teacher Next who also holds a provisional license in the same field. The provisions of this clause do not apply to vocational education licenses.
(c) Notwithstanding the provisions of clause (a), a Previous teacher Next must not be reinstated to a position in a field in which the Previous teacher Next holds only a provisional license, other than a vocational education license, while another Previous teacher Next who holds a nonprovisional license in the same field is available for reinstatement.
All evaluations and files generated within a district relating to each individual Previous teacher Next must be available to each individual Previous teacher Next upon the Previous teacher Next 's written request. Effective January 1, 1976, all evaluations and files, wherever generated, relating to each individual Previous teacher Next must be available to each individual Previous teacher Next upon the Previous teacher Next 's written request. The Previous teacher Next has the right to reproduce any of the contents of the files at the Previous teacher Next 's expense and to submit for inclusion in the file written information in response to any material contained therein.
A district may destroy the files as provided by law and must expunge from the Previous teacher Next 's file any material found to be false or substantially inaccurate through the grievance procedure required pursuant to section 179A.20, subdivision 4. The grievance procedure promulgated by the director of the Bureau of Mediation Services, pursuant to section 179A.04, subdivision 3, clause (h), applies to those principals and supervisory employees not included in an appropriate unit as defined in section 179A.03. Expungement proceedings must be commenced within the time period provided in the collective bargaining agreement for the commencement of a grievance. If no time period is provided in the bargaining agreement, the expungement proceedings must commence within 15 days after the Previous teacher Next has knowledge of the inclusion in the Previous teacher Next 's file of the material the Previous teacher seeks to have expunged.
Ex1959 c 71 art 6 s 17; 1961 c 720 s 1; 1971 c 667 s 1; 1975 c 177 s 2; 1976 c 222 s 19,208; 1977 c 447 art 7 s 24; 1978 c 632 s 3; 1978 c 674 s 60; 1979 c 139 s 2; 1983 c 314 art 7 s 32,33; 1984 c 462 s 27; 1984 c 463 art 7 s 14; 1986 c 444; 1988 c 718 art 7 s 36; 1989 c 152 s 2; 1991 c 196 s 3,4; 1991 c 265 art 9 s 52-55; 1992 c 499 art 8 s 14; 1993 c 224 art 12 s 24,25; 1998 c 397 art 8 s 42-54,101; art 11 s 3; 1999 c 201 s 4; 1999 c 241 art 9 s 16; 1Sp2001 c 6 art 2 s 12-16; 1Sp2003 c 9 art 12 s 3; 2005 c 36 s 2; 1Sp2005 c 5 art 2 s 37,38; art 10 s 2; 2009 c 96 art 2 s 23,24; 2010 c 264 art 2 s 3,9; 1Sp2011 c 11 art 2 s 16-20
NOTE: The amendment to subdivision 2 by Laws 2011, First Special Session chapter 11, article 2, section 17, applies to all collective bargaining agreements ratified after July 1, 2013. Laws 2011, First Special Session chapter 11, article 2, section 17, the effective date.
NOTE: The amendments to subdivisions 3 and 5 by Laws 2011, First Special Session chapter 11, article 2, sections 18 and 19, are effective July 21, 2011, and apply beginning with the 2014-2015 school year and later. Laws 2011, First Special Session chapter 11, article 2, sections 18 and 19, the effective dates.
NOTE: The amendment to subdivision 6 by Laws 2011, First Special Session chapter 11, article 2, section 20, applies to all collective bargaining agreements ratified after July 1, 2014. Laws 2011, First Special Session chapter 11, article 2, section 20, the effective date.