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ACES	Andover	Ansonia	Ashford
Avon	Barkhamsted	Berlin	Bethany
Bethel	Bloomfield	Bolton	Bozrah
Branford	Bridgeport	Bristol	Brookfield
Brooklyn	Canaan	Canterbury	Canton
CREC	Chaplin	Cheshire	Clinton
Colchester	Colebrook	Columbia	Connecticut Technical High School System
CES	Cornwall	Coventry	Cromwell
Danbury	Darien	Derby	East Granby
East Haddam	East Hampton	East Hartford	East Haven
East Lyme	East Windsor	EASTCONN	Eastford
Easton	Ellington	Elm City Montessori	Enfield
Fairfield	Farmington	Franklin	Gilbert School
Glastonbury	Granby	Greenwich	Griswold
Groton	Guilford	Hamden	Hampton
Hartford	Hartland	Hebron	IDCS
ISAAC	Kent	Killingly	LEARN
Lebanon	Ledyard	Lisbon	Litchfield
Madison	Manchester	Mansfield	Marlborough
Meriden	Middletown	Milford	Monroe
Montville	Naugatuck	New Beginnings	New Britain
New Canaan	New Fairfield	New Hartford	New Haven
Newington	New London	New Milford	Newtown
Norfolk	North Branford	North Canaan	North Haven
North Stonington	Norwalk	Norwich	Norwich Free Academy
Old Saybrook	Orange	Oxford	Plainfield
Plainville	Plymouth	Pomfret	Portland
Preston	Putnam	Redding	Region 1
Region 10	Region 11	Region 12	Region 13
Region 14	Region 15	Region 16	Region 17
Region 18	Region 19	Region 4	Region 5
Region 6	Region 7	Region 8	Region 9
Ridgefield	Rocky Hill	Salem	Salisbury
Scotland	Seymour	Shared Services	Sharon
Shelton	Sherman	Simsbury	Somers
Southington	South Windsor	Sprague	Stafford
Stamford	Sterling	Stonington	Stratford
Suffield	Thomaston	Thompson	Tolland
Torrington	Trumbull	Union	Vernon
Voluntown	Wallingford	Waterbury	Waterford
Watertown	Westbrook	West Hartford	West Haven
Weston	Westport	Wethersfield	Willington
Wilton	Winchester	Windham	Windsor
Windsor Locks	Wolcott	Woodbridge	Woodstock
Woodstock Academy	Path Academy

Bridgeport

(more info) Similar Districts: New Haven, Waterbury, Hartford
Surrounding Towns: Stratford, Trumbull, FairfieldClick here for our methodology

Hartford

(more info) Similar Districts: New Haven, Bridgeport, Waterbury
Surrounding Towns: West Hartford, East Hartford, WethersfieldClick here for our methodology

New Haven

(more info) Similar Districts: Hartford, Waterbury, Bridgeport
Surrounding Towns: West Haven, Hamden, East HavenClick here for our methodology

State Averages

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District Snapshot

Basic information about the district; the only information outside of the contract

How many schools are in the district? The total number of schools assigned a school code within the given district that also have reported student enrollment	35	49	40	—
How many teachers are in the district (total)? This count includes the total number of general education teachers within a district. These counts are the total number of general education teachers who hold roles of these types in each district and do not indicate the number of full-time equivalent (FTE) staff	1,076	1,362	1,407	—
How many teachers are in the district (FTE count)?	1,074.90	1,348.60	1,406.60	—
How many students are in the district?	21,086	21,426	21,637	—
What grades does the district serve?	PK-12	PK-12	PK-12	—

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Basic Information

This section contains information about the negotiation process and timeline

When does the contract begin? Filler data	7/1/14	7/1/14	7/1/14	—
When does the contract expire?	6/30/17	6/30/17	6/30/17	—
What union negotiates the contract?	CEA	AFT	AFT	—
Click to download this contract Links to a PDF of the district’s full contract	PDF	PDF	PDF	—

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Work Day
& Work Year

This section includes the amount of time each day and each year teachers are required to work and in what capacity. ConnCAN acknowledges that the time contractually required by teachers does not necessarily reflect the actual hours worked by educators

How many days a year does a teacher work? Total number of days most teachers are required to work each school year	186	187	186	186
How many instructional days are in the teacher work year? Total number of days most teachers are required to work each school year	—	182	182	182
How many professional development days are required for new teachers, in addition to the standard work year? Filler data	4	—	4 (more info) Up to 4 days	3
How much time is required outside the school day at the elementary level? The sum, in minutes, of total time required outside of the student school day each day	— (more info) "Long enough...to fulfill their professional responsibility"	—	—	0:36
How much time is required outside the school day at the middle/high school level? The sum, in minutes, of total time required outside of the student school day each day	— (more info) "Long enough...to fulfill their professional responsibility"	— (more info) Required to remain 45 minutes after school day ends one day per week other than Tuesday	—	0:35
How long is the total workday for elementary school teachers? The sum, in hours and minutes, of total time required for a teacher to be at the school each day, including the length of the student day plus any additional time required before and/or after the student day	6:35	7:30	6:45	7:14
How long is the total workday for middle/high school teachers? The sum, in hours and minutes, of total time required for a teacher to be at the school each day, including the length of the student day plus any additional time required before and/or after the student day	6:52 (more info) Middle school = 6:35	7:30	6:45	7:15
How much time is set aside for preparation at the elementary level? The total amount of time teachers are free of teaching and/or any other administrative responsibilities for the purposes of planning. This does not include time designated for either duty-free lunch, collaborative planning, or other meetings	5 periods per week (more info) 35 min. per period minimum	225 minutes per week (more info) Monthly average	225 minutes per week (more info) Five 45 min. periods per week	190 minutes per week
How much time is set aside for preparation at the middle/high school levels? The total amount of time teachers are free of teaching and/or any other administrative responsibilities for the purposes of planning. This does not include time designated for either duty-free lunch, collaborative planning, or other meetings	5 periods per week	1 period per day	5 periods per week (more info) Teachers assigned more than 2 preparations daily shall be given 2 additional planning periods per week	1 period per day
How much preparation time is designated for teachers to plan collaboratively? The amount of time is set aside on a regular (daily, weekly, or monthly) basis for teachers to meet with one another for the purposes of planning, discussing student progress, or other similar collaborative efforts. This does not include professional development, conferences, or other meetings	—	Up to 45 minutes each week may be "Administration directed preparation time" at the elementary level	Schools may develop a Teacher Resource Center staffed by a certified teacher for cooperative educational planning purposes	—

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Class Size

This section summarizes the processes and protocols in place related to the recommended and/or required class size for teachers at different school levels

How is class size specified? (limit, range, etc.)? Characterizes the degree to which class size is defined in the contract based on the language used in the section. Districts are categorized by the exact or most similar term used in their contract regarding class size	Limit (more info) Exceptions to class limits can be made by Superintendent if in the best interests of the educational process	Limit (more info) Limit; Except for experimental teaching situations or classes specifically established for larger group instruction	Limit (more info) Maximum and goal; class size may exceed maximum in specials (band, chorale, etc.) or experimental teaching situations	Limit
What is the class size for the elementary level? The number of students specified by the above categorization for each school level: elementary (grades K-5), middle (grades 6-8), or high school (grades 9-12)	29 (more info) Grades K-1 = 24, K-1 split grade classes = 20, grades 2-12 = 29	27 (more info) Grades PK-2 = 23, grades 3-6 = 27, Montessori classes = 28	27 (more info) Maximum: K-2 = 26. grades 3-12 = 27; Goal: K-2 = 25, 3-12 = 26	27
What is the class size for the middle school level? The number of students specified by the above categorization for each school level: elementary (grades K-5), middle (grades 6-8), or high school (grades 9-12)	29	28	27 (more info) Maximum: 27; goal: 26	28
What is the class size for the high school level? The number of students specified by the above categorization for each school level: elementary (grades K-5), middle (grades 6-8), or high school (grades 9-12)	29	28	27 (more info) Maximum: 27; goal: 26	28

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Salary

Salaries reported and/or used in calculations for this section are from the district’s 2014-2015 salary schedule unless otherwise noted. This section was also completed presuming annual advancement, although such advancement is not the case in many districts due to step freezes.

Download Salary Sheet Links to a PDF of the district’s salary breakdown	PDF	PDF	PDF
Bachelor's degree Minimum salary The minimum is the starting salary for a teacher with a bachelor’s degree. The salary is reported from the bachelor’s lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: BA+15, BA+30, etc.)	$42,852 $424 increase from 2014 (more info) Schedule begins at Step 2 for all categories	$48,606 $1,769 increase from 2014 (more info) Step 3	$43,759 No change from 2014	$44,694 No change from 2014
Mid-scale salary The mid-scale salary is provided as an approximation what a teacher with a bachelor’s degree would earn in the middle of his or her career. The salary is reported from the bachelor’s lane only and not for the lanes which result in a different salary. Unless otherwise specified in a comment, the salary is reported from Step 8 of the schedule	$52,005	$61,311	$58,719 (more info) Step H	$56,756
Maximum salary The maximum salary is reported as per last step on salary schedule. The salary is reported from the bachelor’s lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: BA+15, BA+30, etc.). The numbers of years it may take a teacher to reach the top salary level varies greatly depending on a number of factors, including whether the district and union have agreed to step freezes.	$69,040 $1,553 increase from 2014	$73,035 $1,432 increase from 2014	$83,500 $1,500 increase from 2014	$70,796 No change from 2014
Master's degree Minimum salary The minimum is the starting salary for a teacher with a master’s degree. The salary is reported from the master’s lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: MA+15, etc.). Most often the minimum salary is reported from Step 1 but in the case that a schedule starts on a different step, the lowest salary is reported (for example, salary will be reported from Step 2 if Step 1 is blank).	$44,101 $437 increase from 2014	$53,162 $2,026 increase from 2014	$45,953 No change from 2014	$48,266 No change from 2014
Mid-scale salary The mid-scale salary is provided as an approximation for what a teacher with a master’s degree would earn in the middle of his or her career. The salary is reported from the master’s lane only and not for the lanes which result in a different salary. Unless otherwise specified in a comment, the salary is reported from Step 8 of the schedule	$55,472	$69,376	$60,919 (more info) Step H	$63,838
Maximum salary The maximum salary is reported as per last step on salary schedule. The salary is reported from the master’s lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: MA+15, etc.). The numbers of years it may take a teacher to reach the top salary level varies greatly depending on a number of factors, including whether the district and union have agreed to step freezes	$80,520 $1,811 increase from 2014	$82,648 $1,621 increase from 2014	$85,776 $1,500 increase from 2014	$83,194 No change from 2014
6th year degree Minimum salary The minimum is the starting salary for a teacher with a 6th Year degree. The salary is reported from the 6th Year lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: 6th Yr.+15, etc.). If a district does not have a 6th Year lane, then the MA+30 lane is reported with a comment indicating as such	$44,517 $441 increase from 2014	$57,720 $2,025 increase from 2014 (more info) MA+30; Step 3	$48,554 No change from 2014	$51,582 No change from 2014
Mid-scale salary The mid-scale salary is provided an approximation for what a teacher with a 6th Year degree would earn in the middle of his or her career. The salary is reported from the 6th Year lane only and not for the lanes which result in a different salary. If a district does not have a 6th Year lane, then the MA+30 lane is reported with a comment indicating as such. Unless otherwise specified in a comment, the salary is reported from Step 8 of the schedule	$57,956	$74,214	$63,513 (more info) Step H	$68,059
Maximum salary The maximum salary is reported as per last step on salary schedule. The salary is reported from the 6th Year lane only and not for the lanes which result in a different salary (salaries are not reported from lanes such as: MA+15, etc.). The numbers of years it may take a teacher to reach the top salary level varies greatly depending on a number of factors, including whether the district and union have agreed to step freezes	$88,688 $1,994 increase from 2014	$88,414 $1,734 increase from 2014	$88,489 $1,500 increase from 2014	$88,388 No change from 2014
Doctorate degree Minimum salary The minimum is the starting salary for a teacher with a doctorate degree. The salary is reported from the PhD lane only and not for the lanes which result in a different salary. Most often the minimum salary is reported from Step 1 but in the case that a schedule starts on a different step, the lowest salary is reported	$44,517 $441 increase from 2014 (more info) 6th Yr. lane; no doctoral stipend	$63,798 $2,076 increase from 2014 (more info) Step 3	$52,618 No change from 2014	$54,072 No change from 2014
Mid-scale salary The mid-scale salary is provided as an approximation for what a teacher with a PhD would earn in the middle of his or her career. The salary is reported from the PhD lane only and not for the lanes which result in a different salary. Unless otherwise specified in a comment, the salary is reported from Step 8 of the schedule	$57,956	$80,670	$67,595 (more info) Step H	$70,868
Maximum salary The maximum salary is reported as per last step on salary schedule. The salary is reported from the PhD lane only and not for the lanes which result in a different salary. The numbers of years it may take a teacher to reach the top salary level varies greatly depending on a number of factors, including whether the district and union have agreed to step freezes	$88,688 $1,994 increase from 2014	$96,099 $1,884 increase from 2014	$92,717 $1,500 increase from 2014	$91,199 No change from 2014
If applicable, the total amount of the doctoral stipend? Filler data	—	—	—	$1,858
Salary Analysis What is the difference between the minimum BA salary and the minimum MA salary? Compares the difference in starting salary between a teacher with a bachelor’s degree versus a master’s degree within the district. The difference is calculated by subtracting the MA, Step 1 salary from the BA, Step 1 salary (or their equivalents)	$1,249	$4,556	$2,194	$3,560
What is the difference between the maximum BA salary and the maximum MA salary? Compares the difference in highest possible salary between a teacher with a bachelor’s degree versus a master’s degree within the district. The difference is calculated by subtracting the value on the last step of the MA lane from the value on the last step of the BA lane	$11,480	$9,613	$2,276	$12,433
What is the difference between the minimum BA salary and the maximum MA salary? Filler data	$37,668	$34,042	$42,017	$38,506
What is the difference between the lowest reported and the highest reported salary? Compares the starting salary for a teacher with a bachelor’s degree to the maximum salary for a teacher with a doctorate degree (or equivalent) to demonstrate the range of possible salaries within a district depending on degree status and years of experience	$45,836	$47,493	$48,958	$46,400
What is the average pay increase for each additional year of experience (MA level)? Estimates the average increase per additional year of experience within a district by considering the average yearly increase within each salary category	$2,801	$2,681	$2,489	$2,500
How many salary scale categories are in the district salary schedule? Total number of lanes (columns) within the salary schedule; these lanes on based (in nearly all cases) on their degree status	3	9	4	5
What are the types of salary scale categories? The names of each individual lane (column) reported in the salary schedule, which is in nearly all cases related to degree status. For example, bachelor’s, master’s, 6th Yr, PhD, etc.	BA, MA, 6th Year	BA, BA+15, MA, MA+15 (if on scale before 7/1/11), MA+30, MA+45 (if on scale before 7/1/07), MA+60, MA+75 (if on scale before 7/1/07), PhD (more info)MA+90 (if on scale before 7/1/89)	BA, MA, 6th Year, PhD	—
Assuming no salary step freezes, how many years would it take for teachers to reach the maximum salary level within their degree category? This is an estimate of how many years it would take for a teacher to reach the salary maximum in a given salary lane. It is based most frequently on the total number of steps (rows) reported in the salary schedule. The number of years it may take a teacher to reach the top salary level varies greatly depending on a number of factors, including whether the district and union have agreed to step freezes	13 (more info) 13 steps (years not specified); begins with Step 2 and ends with Step 14	11 (more info) 11 steps (years not specified); begins at Step 3 and ends at Step 13	16 (more info) 16 steps (years not specified); Step A-Step P	14
Is there a salary step freeze in the current school year? If there is a step freeze, it means that teachers will not move up a step in the salary schedule as they would have otherwise done upon completion of each school year. If a contract explicitly states there is a step freeze for the current school year (2014-2015), then the answer is “Yes” for this question	Yes	No	No	No

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Additional
Compensation

This section describes various types of additional payments that teachers may earn based on extra qualifications, duties performed, or other efforts to supplement their annual salaries. These payments may be paid in various forms, such as annual stipends or hourly compensation.

Does the district provide any type of performance or incentive-based pay? If a district has “Yes” for this category, it offers some type of merit-based pay based on criteria such as teacher performance, student improvement, etc. on an individual, school, or district-wide basis. Pay incentives for non-performance related items such as perfect attendance are not included in this classification	No	Yes	Yes	No
Under what conditions is performance pay granted? Filler data	—	Benefit available to each member who works in a school that shows significant school improvement as determined by Superintendent	School-based bonuses recognizing substantial student progress	—
What is the maximum available performance bonus? The maximum amount that a teacher may earn annually in performance or incentive-based pay	—	$2,500	—	—
Can a teacher earn additional pay by working in a school or position classified as high-needs or hard to staff? If a district has “Yes” for this category, it offers extra payment for an educator who elects to teach in a school or certification area that is considered “high-needs” or “hard to staff” for various reasons, such as: turnaround schools, schools with large “high-needs” student enrollment, state-designated teacher shortage areas, etc.	Yes	Yes	Yes	No
If a teacher can earn additional pay by working in a school or position classified as high-needs or hard to staff, what is the amount of additional pay available? The amount and/or conditions by which a teacher may earn for working in a school or certification area that is “high-needs” or “hard to staff.” These amounts may be paid through annual stipends, hiring bonuses, advanced placement on the salary schedule, or an additional percentage annual salary	For newly hired teachers in teacher shortage areas, annual service credit for work experience in related areas; up to 7 additional years of service credit may be granted	For areas or schools of shortage or "extreme need" as determined by the Board, a signing bonus up to $5,000 (or up to 20% base salary for internal candidates) may be offered; Master Teacher stipend position also includes working in "priority schools and other challenging and critical situations" (amount not specified) (more info) For signing bonus related to schools in need, 2 year commitment to location is required; in teacher shortage areas, Superintendent may also grant credit for up to 3 additional steps beyond normal placement to experienced or inexperienced new hires	1) Compensation programs may be created for teachers working in Turnaround Schools (amount not specified); 2) The Board may offer financial hiring incentives on a case-by-case basis to effectuate a hire in a shortage area; 3) agriculture/aquaculture teachers at the Sound School receive annual stipend in addition to salary schedule (more info) Sound School additional stipend shall be $13,520	—
Does the district provide a national certification bonus? If a district has “Yes” for this category, it offers extra payment for teachers who earn National Board Certification, a nationally recognized advanced teaching credential from the National Board for Professional Teaching Standards. For more information regarding National Board Certification, please visit the link provided	No	Yes	No	No
If the district provides a national certification bonus, what is the amount? The stipend amount is stated in dollar format, and the comment specifies whether it is awarded on an annual or one-time basis	$	$3,500 annually	$	$1,506 annually
Does the district provide longevity payments? If the response is “Yes” for this category, the Board of Education offers extra payment for teachers who have provided a certain number of years service to the district. Longevity payments are issued either on an annual basis or only during certain “milestone” years, such as 25 years of service	Yes	Yes	Yes	Yes
If the district provides longevity payments, what is the amount? In this field, the amount for payments is expressed in dollar format. If the number of years required is specified in a range, the payments are made annually to teachers based on their length of service	With 16 years service: 16-20 years = $900, 21-25 years = $1,100, 26-30 years = $1,200, 31+ years = $1,300 annually	If hired before 7/1/99, with satisfactory evaluation, and 10 years service: Receive an additional $100 for every year of service to a maximum of $2,500 annually (more info) $2,500 maximum reached at 34 years service	30 years = $750 annually	—
Does the district provide tuition reimbursement? If the response is “Yes” for this category, the district offers reimbursement for teachers to use towards tuition payment to obtain advanced professional degrees or further study that may but are not necessarily required by the Board	No	Yes	No	Yes
If the district provides tuition reimbursement, what is the amount? The amount contributed by the district for tuition reimbursement purposes may be reported in a number of forms		$1,800 annual maximum (more info) $300 per credit, up to 6 credits per year		1 of tuition
Does the district provide extra pay for curriculum writing? If the response is “Yes”, the district offers reimbursement for teachers who assist with writing curricula during non-teaching days or hours, such as during summer vacation. If the response is “No”, the only references to curriculum writing in the contract refer to it as part of the regular teacher workday (without extra pay)	Yes	—	N/A	Yes
If the district provides additional pay for curriculum writing, what is the amount? Payment for curriculum writing during non-teaching days/hours is most often expressed in a dollar amount per hour; however, in some cases payment is also quantified as an annual stipend or rate per product produced (for example, $100 per unit written)	$20 per hour (more info) Effective 7/1/02. Training concerning curriculum writing paid at $15 per hour. "Teachers shall play an active but advisory role in preparation, implementation, and evaluation of curriculum"	$	$	$34 per hour

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Benefits

This section details various types of leave that teachers are granted throughout the school year and the conditions under which such leave may be taken.

How many sick days are teachers granted each year? The total number of sick days that teachers receive per year. Per Connecticut state law, teachers are entitled to a minimum of 15 paid sick days each year	15 (more info) May earn an additional 5 days for perfect attendance all year (no sick or personal days taken), or 2 days perfect attendance in either the 1st or 2nd half of the year; teachers can also earn 1 day for perfect attendance during summer school (up to 6 days maximum)	20	15	15
How many total sick days can a teacher accumulate? The number of sick days that teachers may accumulate in total throughout their career. Per Connecticut state law, teachers can accumulate an annual minimum of 150 sick days	—	175	215	178
At what rate are accumulated sick days paid out upon retirement? This question describes how much compensation teachers are granted for their unused sick days upon retirement. Most often, these rates are calculated at a certain percentage of days accumulated paid at a per diem rate (the teacher’s salary divided by the total number of work days)	With 15 years service: Amount equal to total accumulated days multiplied by .0175 (up to a maximum of 35 days) paid at per diem rate of pay during last year of work (up to a maximum rate of $325 per day)	If hired before 7/1/95 and with 180 days notice: Up to 30 days for accumulated leave in excess of 45 days, or 30% accumulated leave, paid at per diem rate	Up to 64 days paid at per diem rate	—
Does the district offer a sick leave bank option? A sick leave bank is a voluntary program wherein teachers may donate a certain number of their sick days each year. In return for these donations, teachers may withdraw up to a maximum of sick days from the bank during periods of extended illness	No	Yes (more info) Teachers contribute 3 days and may withdraw up to 30 days per year; may apply for 20 additional days	Yes (more info) Tenured teachers contribute 1 day per year and may withdrawal up to 90 days; must be sick at least 50 days to withdraw	No
How many personal days are teachers granted each year? The total number of personal days teachers receive per year. While the definition of “personal days” varies by district, most often they may be taken for reasons relating to personal business that cannot be conducted outside of the work day	4 (more info) 1 day automatic, up to 3 additional days upon principal approval; 48 hours notice required except in emergencies	5 (more info) Requests must be made 4 days in advance except for emergencies; may be used for bereavement (5 days), holy days (3 days), quarantine, birth of child (2 days), and personal business	2 (more info) "In order to fulfill bona fide personal needs"	4
Can a teacher accumulate personal days? Filler data	No	No	Yes (more info) 4 days	No
Does the district provide compensated professional development? If the response is “Yes” for this category, the district provides paid leave and/or reimbursement for professional development purposes, such as conference attendance, visiting other schools, or other similar events (these days do not count against sick or personal leave).	Yes	Yes	Yes	Yes
If the district provides compensated professional development, what is the amount? The maximum amount of professional leave that is granted per teacher, which may be expressed in number of days paid leave, maximum reimbursement in a dollar amount, or a district-wide pool total amount	Paid professional/conference leave	Paid professional/conference leave	Paid professional/conference leave	Paid professional/conference leave
What are the other types of leave available? Lists the additional leave granted to teachers aside from sick and personal leave, such as: bereavement leave, sabbatical, leave of absence, etc.	Bereavement (3 days), family illness (3 days), sabbatical (3/4 salary), childbearing/childrearing, association (long and short term), general leave of absence	Union leadership/training, sabbatical (salary minus 1st year BA salary), union detached service (unpaid), maternity, child bearing/rearing, leave of absence (unpaid)	Maternity, sabbatical (3/4 salary), federation, personal without pay, bereavement (5 days), legal business	—

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Insurance

This section provides basic information regarding various types of insurance benefits offered by the district. This section highlights certain key insurance benefits and is not designed to be all-inclusive. For additional details regarding a specific district, please refer to the contract directly. Should there be questions regarding any of the insurance benefits, it may be advisable to consult a benefit specialist.

What is the primary health insurance option? States the insurance plan type for the primary medical benefit offered to teachers. Although some contracts refer to a specific plan name offered by an individual insurance carrier, the plans are reported here as one of the following generic plan types: HMO, PPO, POS, and HDHP. If an HDHP or PPO plan is also accompanied by a Health Savings Account (HSA) or Health Reimbursement Arrangement (HRA), this is also included in this field.	HDHP/HSA	HDHP/HSA (more info) If hired after 7/1/14: only insurance option available	HDHP/HSA	HDHP/HSA
How much do teachers have to contribute to their primary health insurance option for the current year? The percentage that a teacher pays towards their medical insurance premiums for the primary medical insurance option determined by the district for the 2014-2015 school year (unless otherwise specified)	18	15	13	17
What are the other available health care plan types? If the district offers more than one medical insurance plan, then the additional plans are listed in this field. The percent contribution for employees enrolling in these alternative health plans are included in the comment field for this question if it is specified in the contract.	PPO (more info) Employee contribution: difference between Board contribution towards primary plan and full cost of alternative plan	PPO (more info) Plan only offered if hired before 7/1/14; employee contribution: 19%	PPO I, HMO, PPO II (more info) If hired after 7/1/10: may elect only PPO I or HDHP/HSA. Employee contribution: PPO I = 14%, HMO = 18.5%, PPO II = 22.5%	—
If an employer-funded Health Savings Account (HSA) is offered, how much does the district contribute (family tier)? Filler data	$2,000 (more info) 50% of $4,000 family level deductible	$2,200 (more info) 55% of $4,000 family level deductible	$2,000 (more info) 50% of $4,000 family level deductible	$1,936
What is the payout for teachers who opt out of health insurance (individual rate)? Some districts offer financial incentives for employees who elect not to participate in the medical insurance plan offered by the Board, because they are enrolled in another plan, such as that of a spouse. In this case, the employee waives health insurance benefits offered by the district in exchange for a payout. The rate reported in this field is the dollar amount for waiving insurance for just the employee.	$—	$—	$500 (more info) If participated before 7/1/14: Dual = $1,000; Family = $1,500	$1442
How much life insurance does the district provide? If the benefit is offered, includes the amount of group term life insurance provided for the employee, which is typically expressed in dollar amount or in multiples of the teacher’s salary. Where maximums are applicable, these are reflected as well. Unless it is specified otherwise, life insurance coverage is provided at no cost to the employee.	$20,000	1.5 x salary	$75,000	$50,717
How much long term disability does the district provide? If the benefit is offered, Includes the long term disability benefit provided to the employee, which is typically expressed in a proportion of the teacher’s salary up to a monthly maximum. Unless it is specified otherwise, long term disability coverage is provided at no cost to the employee
How much does the district contribute to retired teacher insurance (before TRB)? This question captures the amount (if any) that the district contributes towards the retired teachers’ health insurance before they are eligible for the benefits stated above	30% (more info) If hired before 9/1/08: Board pays 40%; Board does not contribute to retiree HSA account	0% (more info) If hired after 7/1/02 and with 20 years service: same as active employees	0%

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Layoff & Transfer
Procedures

This section summarizes the procedures through which teachers may be either laid off or transferred to another position as a result of a reduction in force. Districts may enact a reduction in force for a number of reasons, including but not limited to decreased student enrollment or financial reasons.

Is seniority a factor considered in layoffs? Seniority in this and in subsequent questions is considered by any definition of length of service, including but not limited to: continuous or total service in district, years teaching in or outside of the district, date of hire, etc.	Yes	Yes	Yes	Yes
Is seniority a primary factor considered in layoffs? If seniority as defined above is among a multitude of factors with an expressed priority level or preference for seniority, it it recorded as "primary factor”	Yes	Yes	Yes	Yes
Is seniority the only factor considered in layoffs? If the only factor listed is seniority, or there are multiple factors listed but they are all various definitions of seniority, then it is considered to be the only factor	No	No	No	No
Are teacher evaluations a factor considered in layoffs? Evaluation in this and in subsequent sections is considered to be either explicit references to formal evaluations or references to teacher performance, but does not include other related factors such as ability or qualifications	No	No	No	— (more info) Yes = 87 districts; No = 87 districts; N/A = 4 districts
Are teacher evaluations a primary factor considered in layoffs? If evaluation is included as the first or second factor among a list of multiple factors, then it is considered a primary factor and the response is “Yes” for this question	No	No	No	No
Are teacher evaluations the only factor considered in layoffs? If the only factor listed is evaluations, or there are multiple factors listed but they are all various definitions of performance, then it is considered to be the only factor in layoffs. Tie-breakers are not considered when deciding if evaluation is the only factor in layoffs	No	No	No	No
What are other factors considered in layoffs if any? Includes a list of any factor considered in layoffs besides seniority and/or evaluation. If there are multiple definitions of either seniority or evaluation considered, they are also listed in this response. Factors are listed in the order in which they appear in the contract, with the exception of removing singular references to seniority and/or evaluation	Tenure and "the impact of a reduction in force upon the educational program and its affirmative action obligations must also be considered" (more info) The strict application of seniority may be modified where necessary to maintain a sound educational program if the Superintendent so determines	Certification, tenure	Certification, tenure	—
What is the tie breaker in layoffs? Tie-breakers are provisions that are listed separately from the list of factors in layoffs that are either explicitly called such. Factors in layoffs that are separated from the main list of factors and are stated to be considered only if all other factors are equal and do not result in a decision, then these are also defined as tie-breakers	—	Last four digits of social security or employee identification number	—	—
How many years can a teachers name be on the district recall list? Numeric value that refers to the number of years a teacher may remain on a list to be offered an available position after being laid off	4 (more info) Based on seniority, certification, and qualifications	3 (more info) 30 months; based on seniority	2 (more info) Based on seniority	2
What is the procedure for involuntary transfers due to layoffs? This question summarizes the process by and/or order in which teachers are transferred or “bumped” to new positions during a district-wide reductions in force to prevent layoff. Most often under these conditions, tenured teachers are transferred to the positions of non-tenured and/or less senior teachers, who in turn are either “bumped” to another position or laid off depending on the availability of alternate positions	More senior teachers may displace less senior teachers in positions they are "qualified by certification" to fill	Tenured teachers may displace non-tenured or less senior teachers in positions within affected certification areas (elementary) or department (secondary) for which they are qualified (more info) Teachers shall have the right to return to the original school/department in the reverse order of transfer if there is a vacancy	Transfers are in order of seniority: vacant positions, positions held by teachers not employed at time of agreement, and any position for which they are certified. This does not impact tenure or seniority rights, non-tenured teachers cannot displaced tenured teachers, and teachers cannot be assigned for positions for which they are not qualified	—
Are teacher evaluations a factor in involuntary transfers due to layoffs? If a the response is “Yes” to this question, then evaluation as defined above is considered in deciding if a teacher is allowed to “bump” another teacher and transfer into their position	No	No	No	No
What is the procedure for non-layoff related involuntary transfers? This question summarizes the reasons for and/or factors considered when teachers are involuntarily transferred to new positions or schools within the district for reasons other than a district-wide reduction in force	Seniority will be respected to the extent that it does not conflict with instructional requirements and best interests of the system	Transfer may be because of performance concerns if the teacher has received a rating of needs improvement, unsatisfactory, or is on intervention; these decisions made by the Superintendent are not subject to the grievance procedure. Best interest of school system is controlling factor	Board will give priority to the instructional requirements of the school system and thereafter they will be transferred on the basis of juniority and qualifications	—
Are teacher evaluations a factor in non-layoff related involuntary transfers? If a the response is “Yes” to this question, then evaluation as defined above (as formal evaluations or performance) is a reason for which a teacher may be involuntarily transferred to another school or position within the district	No	Yes	No	No

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Evaluation

This section summarizes the extent to which a district’s contract specifies the procedures for educator evaluation.

Are details about the district teacher evaluation system included in the contract? For the purposes of this section, evaluation procedures are understood as the content of the evaluation procedures, as compared to the administrative process for the employee to review/discuss their file, how the evaluation file itself is handled, or a statement affirming that the district will follow state the guidelines for evaluation	No	No	Yes	No
If yes, what aspects of teacher evaluations are specified? Summarizes any and all procedures related to the teacher evaluation process other than the administrative/compliance based content described in detail above	—	—	Factors include: student progress, strengths and weaknesses across at least 4 categories, and dismissal of a tenured teacher for incompetence is appropriate for a teacher who is (a) fairly evaluated, (b) timely notified, (c) provided an opportunity for appropriate assistance and (d) who fails to accomplish an appropriate improvement plan. Teachers will be notified by Nov. 1 of the school year, and improvement plan can range from 120 calendar days and may be two years	—
Can a teacher’s salary increase be withheld for unsatisfactory performance and/or a negative evaluation? If the response is “Yes” for this category, then the contract explicitly states that a teacher may have their annual step increase and/or change in salary lane (due to change in degree status) withheld for unsatisfactory performance and/or an unsatisfactory evaluation rating	N/A (more info) No teacher will be denied professional advancement without just cause	Yes (more info) Longevity payments will only be issued to members receiving a satisfactory evaluation	Yes (more info) Step movement will occur each year of the contract for those teachers receiving an overall rating of Effective, Strong, or Exemplary on their evaluation	Yes

Last Updated:	01/15/16	01/15/16	01/15/16	01/15/16

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Contract Citations

How Many Schools Are In The District?	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	—
How Many Teachers Are in the District (Total)?	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	—
How Many Teachers Are in the District (FTE Count)?	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	CSDE, 2012-2013 Count of Staff, http://1.usa.gov/1Ow1Pwn	—
How Many Students Are in the District?	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik5	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik5	CSDE, 2014-2015 Public District Enrollment Data, http://1.usa.gov/1PZHik5	—
What Grades Does the District Serve?	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	CT Open Data, Education Directory, http://1.usa.gov/1hhjAUx	—
Basic Information	Art. 1, Art. 14	Art. 1, Art. 20	Art. 1, Art. 19	—
How Many Days are Teachers With Students?	Art. 12	Art. 12	Art. 2	—
How Long is the Total Workday?	Art. 7	Art. 12	Art. 2	—
How Much Preparation Time is Designated for Teachers to Plan Collaboratively?	Art. 7	Art. 12	Art. 17	—
Class Size	Art. 7	Art. 10	Art. 2	—
Salary	Appendix A	Appendix A	Appendix A	—
Does the District Provide Some Type of Performance or Incentive-Based Pay?	—	Art. 22	Appendix E	—
Can a Teacher Earn Additional Pay by Working in a School or Position Classified as High-Needs or Hard to Staff?	Art. 4	Art. 12	Art. 12, Appendix C, Appendix F	—
Does the District Provide a National Certification Bonus?	—	Art. 22	—	—
Does the District Provide Longevity Payments?	Art. 4	Art. 6	Appendix A	—
Does the District Provide Tuition Reimbursement?	—	Art. 12	—	—
Does the district provide extra pay for curriculum writing?	Art. 7	—	—	—
What Types of Extra Duties for Extra Pay are Available?	—	—	—	—
How Many Total Sick Days Can a Teacher Accumulate?	Art. 6	Art. 6	Art. 6	—
At What Rate Are Accumulated Sick Days Paid Out Upon Retirement?	—	—	—	—
Does the District Offer a Sick Leave Bank Option?	—	Art. 6	Art. 6	—
Can a Teacher Accumulate Personal Days?	Art. 6	Art. 17	Art. 6	—
Does the District Provide Compensated Professional Development?	Art. 6	Art. 12	Art. 6	—
What Are the Other Types of Leave Available?	Art. 6	Art. 17	Art. 6	—
How Much Life Insurance Does the District Provide?	Art. 5	Art. 6, Appendix F	Art. 13, Appendix D	—
How Much Does the District Contribute to Retired Teacher Insurance (before TRB)?	Art. 5	Art. 6	Art. 13	—
Layoff Procedure	Art. 10	Art. 8, Art. 16	Art. 15	—
What is the Procedure for Non layoff Involuntary Transfers?	Art. 7	Art. 8	Art. 7	—
Evaluations	—	—	Appendix E	—
Can a Teachers Salary Increase Be Withheld for Unsatisfactory Performance and/or a Negative Evaluation?	Art. 11	Art. 6	Art. 12	—

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