1. Local HR and NCDPI Tom Tomberlin September 29, 2015 Fall PANC

2. Employee Benefits Manual Where to find: NCDPI → District Human Resources → Key Information → Benefits and Employment ManualBenefits and Employment Manual The policy manual is not exhaustive – not every possible scenario is covered in SBE policy. Local school boards should develop local policies to fill the “gaps”. EHCPR office cannot provide legal advice – we can help think through the implications of proposed local policies.

3. Employee Benefits Manual Local policies should always be approved by your local school board attorney and the local school board. The manual is a guide; it does not supersede federal or state statutes nor State Board of Education policy. If you find an error or inconsistency in the manual, please contact Joseph Foster (joseph.foster@dpi.nc.gov) in the EHCPR office.joseph.foster@dpi.nc.gov

4. Licensure NCDPI has a new online licensure system.licensure system The system is self-service for employees and district personnel. The SBE has recently updated its policies on testing related to licensure. The latest policy update can be found here.here

5. Beginning Teacher Support Initial (SP1) licenses are issued to teachers with fewer than three years of teaching experience. These teachers are required to participate in a 3- year induction period. Professional Development Plan (PDP) and Mentor are required BTs must be evaluated 3 times annually by an administrator (or designee) and once by a teacher.

6. Beginning Teacher Support Conversion to SP2: –Conversion to SP2 is automated, BTSP designee must approve the continuing license. –Eligible teachers must be at least proficient on all five standards of evaluation instrument. –Due process for teachers denied a continuing license – state-level appeal, no local appeal process Reporting and Monitoring: –Districts, charters, and non-public schools that wish to recommend teachers for an SP2 license must submit a BTSP plan by October 1 st. –DPI monitors local plans for efficacy every five years – annual peer review and support

7. Beginning Teacher Support and Standard 6 (student growth) Year 1 Evaluation (June) Year 1 Evaluation (June) Year 1 Student Growth (October) Year 1 Student Growth (October) Year 2 Evaluation (June) Year 2 Evaluation (June) Year 2 Student Growth (October) Year 2 Student Growth (October) Year 3 Evaluation (June) (Proficiency Requirement) Year 3 Evaluation (June) (Proficiency Requirement) Year 3 Student Growth (October) (Standard 6 and Status) Year 3 Student Growth (October) (Standard 6 and Status) Conversion to SP2 BTs will not have a formal Standard 6 rating by the time of licensure conversion. LEAs will consider available student growth data at the time of conversion. As there is no formal Standard 6, student growth alone cannot be used to deny licensure conversion.

8. Educator Evaluation Five observational standards – principal or designee (properly trained on the instrument) may observe. Principal must sign off on summative evaluation. 3 plan types: Plan TypeEmployeeObservationsStandar ds Comprehensive<3yrs, SP13 formal, 1 peer1-5 Standard>3yrs3 obs (formal or informal)1-5 Abbreviated>3yrs, SP22 obs (formal or informal)1, 4

9. 3-Year Rolling Average Teacher 66 Contribute to Academic Success 6 1.0 + (-2.5) + 1.2 1.0 Met Expected Growth -2.5 Did not meet Expected Growth 1.2 Met Expected Growth Rating from 2 years ago Rating from 1 year ago Rating from this year Standard 3 = -0.1 Met Expected Growth 3- year average rating on standard 6 for determining status Note: A similar methodology applies to principals as well.

10. Teacher Status 666 2 years ago 1 year ago This year Standards 1-5 In the year Standard 6 Three year rolling average and/or Does Not Meet Expected Growth Any rating lower than proficient ++ / 3 ) ) 1. In Need of Improvement 15432 Demonstrate Leadership Establish Environment Know Content Facilitate Learning Reflect on Practice

11. Teacher Status Standards 1-5 In the year Standard 6 Three year rolling average and Meets or Exceeds Expected Growth Proficient or Higher on Standards 1 - 5 2. Effective 15432 Demonstrate Leadership Establish Environment Know Content Facilitate Learning Reflect on Practice 666 2 years ago 1 year ago This year ++ / 3 ) )

12. Teacher Status Standards 1-5 In the year Standard 6 Three year rolling average and Exceeds Expected Growth Accomplished or Higher on Standards 1 - 5 3. Highly Effective 666 2 years ago 1 year ago This year ++ / 3 ) ) 15432 Demonstrate Leadership Establish Environment Know Content Facilitate Learning Reflect on Practice

13. Teacher Status – First Status For all teachers and principals the first status (for a cohort) for Standard 6 or Standard 8 will be generated from the best two out of three valid Standard 6 or 8 ratings. School-level growth that has been assigned to a teacher as a result of a waiver (from NCFEs or ASW) will function as a valid Standard 6 rating. School-level growth that has been assigned as a result of a lack of data for a teacher (i.e., not from a waiver) will not count as a valid Standard 6 rating.

14. Educator Evaluation Truenorthlogic (TNL) is the authoritative source for evaluation ratings. After June 30 th, evaluation records cannot be corrected or amended. Evaluation records will be rejected for two main reasons; 1) no principal signature (digital) or 2) incomplete/inappropriate ratings (e.g., Standard 4 missing, or Standards 1,2, and 4 reported). EHCPR will send lists of teachers to the districts with rejected summative evaluations.

15. Rehired Retirees Must have 6 month break in service. Cannot “volunteer” in exchange for later employment. Salary cap – 50% of gross pre-retirement salary or $31,380 (2015 amount). Retirees manage Classification – if employed in same role for more than six months, must contribute to TSERS (and come out of retirement). Specific Questions – contact NC Retirement System. FAQFAQ

16. Rehired Retirees State Health Plan – rehired retirees deemed “full-time” may continue to receive SHP. LEA must determine if they will offer SHP or Bronze Plan (HDHP) to rehired retirees (consistent application). LEA must pay the employer premiums (~$460) for enrolling retirees. All other provisions of return to work apply (i.e., salary cap and classification). GS 135-48.40 Licensure requirements for retirees – 640 documented substitute teaching hours and 8 hours PD. GS 115C-296(b)(1)

17. Communication with DPI HR Directors listserv – managed by EHCPR office. Primary contact is Personnel Administrator as listed on EDDIE. EHCPR allows PA to manage the list for his/her district. Additions to the list must come from the PA. PANC leadership is very good about forwarding these announcements, but if you are a PA and not receiving these communications, please contact EHCPR office.

18. Communication with DPI Email – email is not secure. Do not send employee SSNs or evaluation data over email. Employee named in conjunction with UID is considered PII (personally identifiable information) and should not be emailed. HR Secure Shell – EHCPR maintains a secure ftp site to transmit sensitive data to and from the LEAs/Charters. URL - https://www.rep.dpi.state.nc.us/hrsupport/https://www.rep.dpi.state.nc.us/hrsupport/ Login and password information will only be shared with PA listed on EDDIE. PA may share login and password information with staff at his/her discretion.

19. Communication with DPI Important Contacts at DPI AreaContactEmailPhone Educator Effectiveness (NCEES, EVAAS, ASW) Multipleeducatoreffectiveness@dpi.nc.gov919-807-3429 Benefits PolicyEHCPRjoseph.foster@dpi.nc.gov thomas.tomberlin@dpi.nc.gov 919-807-3429 919-807-3440 Licensure asklicensure@dpi.nc.gov919-807-3310 TNLKhalia Spiveyhomebase.incidents@its.nc.gov khalia.spivey@dpi.nc.gov 919-807-4357 919-807-3267 Unsure?Thomas Tomberlin thomas.tomberlin@dpi.nc.gov919-807-3440 617-686-6632 (cell)