Upon receipt of the notice, the term contract teacher has 15 days to request a hearing concerning the nonrenewal. A school board hearing is a tough place to win a nonrenewal case because the school board members have already voted to approve the proposed nonrenewal. While most school board members claim to be impartial in such proceedings, most are not. With that said, in some circumstances nonrenewal hearings can be fruitful for teachers, with or without board impartiality.
They can, on occasion, allow a teacher to expose illegalities perpetrated by the district, which may be reviewed on appeal. The hearing can also be a cathartic process for some teachers. A teacher new to a district, and a teacher who was previously employed by a district who returns to the district after a two-year lapse, must be employed on a probationary contract for at least one year. However, a district may employ an experienced teacher or principal on a term contract. For brand new teachers, the probationary period can actually last up to four years.
For a teacher who has taught in five of the last eight school years, the probationary period can only last one year. After the probationary period, the school district must place the employee on a term or continuing contract, or else dismiss the employee.
On a day-to-day basis, a probationary contract teacher is entitled to all the rights and privileges of employment that all teachers have e. In fact, a probationary contract teacher proposed for dismissal during the contract term is entitled to the same Subchapter F hearing that a term and continuing contract teacher receives.
Further, the wording of a probationary contract may not differ at all when compared to a term or continuing contract. Tenure should be a significant and consequential milestone in a teacher's career. The decision to give teachers tenure or permanent status is usually made automatically, with little thought, deliberation or consideration of actual performance. State policy should reflect the fact that initial certification is temporary and probationary, and that tenure is intended to be a significant reward for teachers who have consistently shown effectiveness and commitment.
Tenure and advanced certification are not rights implied by the conferring of an initial teaching certificate. No other profession, including higher education, offers practitioners tenure after only a few years of working in the field. States should also ensure that evidence of effectiveness is the preponderant but not the only criterion for making tenure decisions.
Most states confer tenure at a point that is too early for the collection of sufficient and adequate data that reflect teacher performance. Ideally, states would accumulate such data for four to five years.
This robust data set would prevent effective teachers from being unfairly denied tenure based on too little data and ineffective teachers from being granted tenure. Tenure: Supporting Research Numerous studies illustrate how difficult and uncommon the process is of dismissing tenured teachers for poor performance.
These studies underscore the need for an extended probationary period that would allow teachers to demonstrate their capability to promote student performance. For evidence on the potential of eliminating automatic tenure, articulating a process for granting tenure, and using evidence of effectiveness as criteria for tenure see D.
Goldhaber and M. Goldhaber and Hansen conclude that if districts ensured that the bottom performing 25 percent of all teachers up for tenure each year did not earn it, approximately 13 percent more than current levels, student achievement could be significantly improved.
By routinely denying tenure to the bottom 25 percent of eligible teachers, the impact on student achievement would be equivalent to reducing class size across-the-board by 5 students a class.
For additional evidence see R. Gordon, T. Kane, and D. We use cookies to recognize your repeat visits and preferences, as well as to measure the effectiveness of campaigns and analyze traffic. To learn more about cookies, including how to disable them, view our Privacy and Cookie Policy. By clicking "Accept" or by continuing in the site you consent to the use of cookies unless you have disabled them.
Search nctq. Compensation Pay , Benefits. Look at National Findings. Goal The state should require that tenure decisions are based on evidence of teacher effectiveness. Meets a small part of goal. Tenure: Ohio results. State Teacher Policy Database. Analysis of Ohio's policies Ohio does not connect tenure decisions to evidence of teacher effectiveness. Citation Ohio Revised Code State response to our analysis Ohio recognized the factual accuracy of this analysis.
Licensure Advancement. Select another topic. Research rationale.
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