The article is from a site which is targeted towards administrators, the National Council on Teacher Quality, nctq.org. The article, "Tr3 Trends: Teacher Excessing and Placement", from the site, surveys 114 districts, including Chicago, Denver, Los Angeles, New York City, Washington D.C., and smaller districts such as Little Rock. It doesn't address the issue of evaluation of teachers while out of the classroom in an excessed status. Notice that in other cities seniority protects senior teachers in other cities, yet New York City is one place where seniority works as a penalty against teachers.
The contrast of better situations for excessed teachers in other cities suggests that we should be armed with this knowledge as the NYC DOE and the UFT move forward with contract negotiations as well as negotiations over ATR status.
These patterns can be overlapping and include:
1. districts that use performance and other factors in deciding whether to retain teachers
2. districts that lay off teachers
3. districts that hire without consideration of seniority (27% of the survey), includes Chicago, Dallas, Fort Worth, Los Angeles, Minneapolis, New York.
4. apparently, LA & NYC are two of seven districts that place teachers in sub work pools until they are placed in a school.
5. 34 districts (29.8% of the survey, and including Jacksonville, Pittsburgh, St. Paul and St. Louis) have the district assign the teachers back into schools.
6. four districts (including Cleveland, Las Vegas, Little Rock and Spokane) allow teachers to choose positions based on seniority.
7. only six districts are in the worst category: five districts lay-off teachers or place them on un-paid leave (this includes Chicago teachers after 10 months); another, Washington, D.C. gives options of resignation, buy-out or eventual termination after a year if the teacher is unable to find a job.
8. about half the surveyed districts (65 of 114) do not address the issue of what to do with teachers that cannot find jobs.
Here's the article, Tr3 Trends: Teacher Excessing and Placement. Go to the original page link, for the charts on the teacher displacement and assignment trends.
PDQ: Pretty Darn Quick Blog
Tr3 Trends: Teacher Excessing and Placement
In this month's Tr3 Trends, we take a look at teacher excessing: what factors determine which teachers to excess, how excessed teachers are assigned to schools, and what happens to excessed teachers who cannot find new assignments.
But first, what is excessing and how is excessing different from a layoff?
Excessing is the shifting of teachers from one school to another that results from a school reducing the size of its faculty due to a drop in student enrollment, a change in budget, programmatic changes, or because the school is being closed, redesigned or phased out. Unlike being laid off, teachers who are excessed are still employees of the district and, in most cases, are still entitled to a teaching position at a school, but just not the same school that they left.
We've analyzed scores of excessing policies in districts' contracts and board policies. Here are the trends that stand out:
In over half of Tr3 districts, seniority is the primary factor considered in excessing decisions.
We also looked at how excessed teachers were matched with new placements.
In about a third of the districts, principals or other site-based administrators choose which excessed teachers to hire, as opposed to being placed on the basis of seniority status or assigned by the district's HR office.
Duval County (FL), St. Paul, Sacramento, St. Louis, and Pittsburgh are a few of the districts in which Human Resources places excessed teachers in schools without seeking input from the principal--at least according to the teachers' contract.
In Cleveland, Clark County (NV), Spokane, and Little Rock, teachers are allowed to choose placements based on their seniority.
In only six districts in our database, teachers are exited out of the school system--via layoffs, unpaid leave, early retirement, or buyouts--if they are excessed and then unable to secure a new assignment. In most districts, excessing does not lead to layoffs.
Little Rock, Chicago, and Douglas County (CO) give teachers temporary assignments (in Little Rock they serve as substitutes) and then if they are still unable to find permanent positions, they are laid off or placed on unpaid leave. In Chicago, teachers have 10 months to find a position and in Douglas they have 12 months. Little Rock's contract does not specify how long teachers have to find a position.
In Washington, D.C. excessed teachers unable to find placements are given three options:
- They can immediately receive a $25,000 buyout,
- They can elect early retirement, or
- They can accept a year-long temporary assignment and continue looking for a position. If they cannot find another position within that year they will be laid off.