Sentences with phrase «layoff decisions»

Many teacher tenure critics also want to end the process of «seniority» — which requires that districts make layoff decisions based on the number of years a teacher has been working.

Over the past two years, more than a dozen states have sought to change laws that make seniority the determining factor in layoff decisions; so far, Florida, Idaho, Utah, and Ohio have succeeded.

Following the original Vergara decision, Republican lawmakers introduced a package of three bills to extend the time it would take a teacher to earn tenure, to repeal the «last - in, first - out» statute that makes layoff decisions based on seniority, and to establish an annual teacher evaluation system.

The rationale for the multiple was that employers have greater control over layoff decisions and therefore should pay a higher share of overall EI program costs.

There, they can put their credentials and ideals to work and not deal with district layoff decisions that feel blind to the needs of our students and schools.

I think in theory, everyone wants this: «71 percent said layoff decisions should be based partly or entirely on classroom performance»

It may be that black workers are more likely to be laid off when job cuts are triggered by a sudden and significant reduction in funding, Laird said — when the number of layoff decisions increases, she said, managers have more opportunities to discriminate.

In 2004, the Chicago Public Schools changed its policies to allow principals» evaluations of untenured teachers to influence layoff decisions (see «Principled Principals» research).

There should be reasonable due - process requirements for schools to make layoff decisions even after tenure.

But to be clear, while policy recommendations for revising Last In, First Out layoff decisions generally means tying a teacher's job to her performance, adequate retirement benefits should be offered to all teachers as part of an attractive compensation package.

In California, education reform advocates are suing the state's school system over rules that require layoff decisions to be based solely on seniority.

Despite evidence that teacher quality and effectiveness is the «key determinant of a child's education [al] advancement,» Minnesota tenure laws tie the hands of district leaders who deserve the authority to make employment judgements based on performance when faced with tough layoff decisions.

A closer look at how layoff policies are crafted in 35 large districts in the 19 states that leave layoff decisions at the district level shows that 19 use seniority as the sole or primary criterion.

Instead, the use of multiple measures of effectiveness for layoff decisions holds promise for softening the detrimental effect of layoffs.

The more you take control of your career now — before you receive notice — the less likely you are to feel paralysed with fear about layoff decisions over which you have no control.

Additionally, supermajorities of California voters support policy changes to elevate teacher quality, including either eliminating teacher tenure or lengthening the time before teachers receive tenure from the current eighteen months to at least four years, taking performance into account when making layoff decisions, and making it easier to let go of underperforming teachers.

All of the 75 largest school districts in the nation use seniority as a factor in layoff decisions, and seniority is the sole factor determining the order of layoffs in more than 70 percent of these districts.

Is it in children's interests to make layoff decisions base solely on seniority?

The legislature must let school boards use teacher performance, not seniority, in making layoff decisions.

«Experience absolutely matters, but it can not be the sole factor considered in our layoff decisions,» Black said.

«Last In, First Out» (LIFO): Many states and districts use seniority in making layoff decisions, despite pressure from some advocacy groups to base those decisions on performance, instead.

Yet according to the National Council on Teacher Quality, as of 2014, only eighteen states required performance to be considered in making layoff decisions.

In April, the California Court of Appeal overturned the trial court's ruling in Vergara v. California [i], in which a group of families had challenged the constitutionality of state laws governing teacher tenure [ii](California state law automatically grants tenure to teachers after sixteen months, provides extra due process protections to teachers over and above those available to other state workers, and requires schools to use seniority rather than competency in layoff decisions.)

The layoffs were still an unwelcome follow - up to the strike, and they were made worse by an ill - timed move to a student - based school funding system that put unhappy principals in charge of making layoff decisions.

(California state law automatically grants tenure to teachers after sixteen months, provides extra due process protections to teachers over and above those available to other state workers, and requires schools to use seniority rather than competency in layoff decisions.)

Maine's school boards are being urged to eliminate seniority clauses from teachers» contracts as the result of a state high - court decision, handed down this summer, that state law does not protect tenured teachers at the expense of nontenured teachers in layoff decisions.

States are moving to tie tenure and layoff decisions, as well as merit - pay bonuses, to the evaluations.

In a subsequent post on its website, the union went bonkers, claiming, «Corporate millionaires and special interests have mounted an all - out assault on educators by attempting to do away with laws protecting teachers from arbitrary firings, providing transparency in layoff decisions and supporting due process rights.»

Sweeping legislation sponsored by Gov. Arnold Schwarzenegger that would greatly diminish teacher seniority as a factor in layoff decisions, has been pulled back from active deliberation for a cooling off» period by the leader of the state Senate.»

A recent study by The New Teacher Project found that more than 70 percent of teachers believe that factors other than length of service should be considered in layoff decisions.

However, a new bill in the Legislature would change the law to give schools the power to take into account factors besides seniority, such as a teacher's performance, when making layoff decisions.

Also taken out of the bill was a provision to balance teacher performance with seniority when making layoff decisions, and a new streamlined dismissal process for ineffective teachers.

When asked whether administrators should take into account teacher performance or years of teaching when making layoff decisions, 82 percent said administrators should take performance more into account compared with 11 percent who said seniority should be taken more into account.

While the «overwhelming majority» of school districts make layoff decisions based on seniority alone, according to NCTQ, 10 states specifically require school districts to make layoff decisions based on seniority.

California's employment laws are considered among the most generous in the country to teachers, allowing them to be granted permanent employment status after 18 months on the job, for example, and making layoff decisions based largely on seniority.

The bill would require schools to base layoff decisions on performance evaluations and a school's staffing needs instead of seniority.

Gov. Dannel P. Malloy has indicated on several occasions the state needs to give districts the power to identify ineffective teachers and to stop using years on the job as the lone or primary measure when making layoff decisions.

71 percent said layoff decisions should be based partly or entirely on classroom performance; 24 percent supported basing layoff decisions almost entirely on seniority;

Teachers believe that classroom performance should be an important element in any layoff decision.

Ten states — including New York and California — however, still require that the number of years a teacher has taught be a partial, or the primary factor for districts when making layoff decisions.

And in some states, tenure policies allow ineffective teachers to remain in classrooms when schools must make layoff decisions — even in the case of serious misconduct or chronically poor performance.

The LIFO method of layoffs, especially when teachers, after a certain point relatively early on in their careers, don't really improve with experience, means that the layoff decisions schools do have to make have nothing to do with teacher quality and may scare away teachers who are considering starting the career.

Some states, including many that are substantially unionized, have already explicitly banned seniority when making layoff decisions, and others require teacher job performance to be the primary factor considered.

... Currently, California schools don't take teacher effectiveness into account when making layoff decisions.

Create new compensation and career ladder opportunities, and factor performance before seniority in layoff decisions.