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2012 SESSION
12103767DBe it enacted by the General Assembly of Virginia:
1. That §§ 22.1-253.13:5, 22.1-293, 22.1-294, 22.1-295, 22.1-297, 22.1-298.1, 22.1-299, 22.1-302, 22.1-303, 22.1-304, 22.1-305, 22.1-305.1, 22.1-306, 22.1-307, and 22.1-309 of the Code of Virginia are amended and reenacted as follows:
§ 22.1-253.13:5. Standard 5. Quality of classroom instruction and educational leadership.
A. Each member of the Board of Education shall participate in high-quality professional development programs on personnel, curriculum and current issues in education as part of his service on the Board.
B. Consistent with the finding that leadership is essential
for the advancement of public education in the Commonwealth, teacher, administrator principal,
and superintendent evaluations shall be consistent with the performance objectives
included in the Guidelines for Uniform Performance Standards and Evaluation
Criteria for Teachers, Administrators Principals,
and Superintendents. Annual evaluations of
teachers, principals, and superintendents shall include student academic
progress as a significant component of the evaluation. The evaluation shall
include a summative rating for each performance standard and an overall
summative rating using the ratings set forth in the Guidelines for Uniform
Performance Standards and Evaluation Criteria for Teachers, Principals, and
Superintendents. Teacher evaluations shall include regular
observation and evidence that instruction is aligned with the school's
curriculum. Evaluations shall include identification of areas of individual
strengths and weaknesses and recommendations for appropriate professional
activities.
C. The Board of Education shall provide guidance on
high-quality professional development for (i) teachers, principals, supervisors division-level
instructional personnel, division superintendents, and other school staff; (ii) administrative and supervisory superintendents, principals, and division-level
instructional personnel
in the evaluation and documentation of teacher and administrator principal
performance based on student academic progress and the skills and knowledge of
such instructional or administrative personnel; (iii) school board members on
personnel, curriculum and current issues in education; and (iv) programs in
Braille for teachers of the blind and visually impaired, in cooperation with
the Virginia Department for the Blind and Vision Impaired.
The Board shall also provide technical assistance on high-quality professional development to local school boards designed to ensure that all instructional personnel are proficient in the use of educational technology consistent with its comprehensive plan for educational technology.
D. Each local school board shall require (i) its members to participate annually in high-quality professional development activities at the state, local, or national levels on governance, including, but not limited to, personnel policies and practices; the Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers, Principals, and Superintendents; curriculum and instruction; use of data in planning and decision making; and current issues in education as part of their service on the local board and (ii) the division superintendent to participate annually in high-quality professional development activities at the local, state, or national levels, including, but not limited to, the Standards of Quality, Board of Education regulations, and the evaluation of personnel in accordance with the Board of Education's Guidelines for Uniform Performance Standards and Evaluation Criteria for Teachers, Principals, and Superintendents.
E. Each local school board shall provide a program of
high-quality professional development (i) in the use and documentation of
performance standards and evaluation criteria based on student academic
progress and skills for teachers, principals,
and administrators superintendents
to clarify roles and performance expectations and to facilitate the successful
implementation of instructional programs that promote student achievement at the
school and classroom levels; (ii) as part of the license renewal process, to
assist teachers and principals in acquiring the skills needed to work with
gifted students, students with disabilities, and students who have been
identified as having limited English proficiency and to increase student
achievement and expand the knowledge and skills students require to meet the
standards for academic performance set by the Board of Education; (iii) in
educational technology for all instructional personnel which is designed to
facilitate integration of computer skills and related technology into the
curricula,;
and (iv) for administrative
personnel principals
and superintendents designed to increase proficiency in
instructional leadership and management, including training in the evaluation
and documentation of teacher and administrator principal
performance based on standards and student
academic progress and the skills and
knowledge of such instructional or administrative personnel set forth in the Guidelines for Uniform
Performance Standards and Evaluation Criteria for Teachers, Principals, and
Superintendents.
In addition, each local school board shall also provide teachers and principals with high-quality professional development programs each year in (i) instructional content; (ii) the preparation of tests and other assessment measures; (iii) methods for assessing the progress of individual students, including Standards of Learning assessment materials or other criterion-referenced tests that match locally developed objectives; (iv) instruction and remediation techniques in English, mathematics, science, and history and social science; (v) interpreting test data for instructional purposes; (vi) technology applications to implement the Standards of Learning; and (vii) effective classroom management.
F. Schools and school divisions shall include as an integral component of their comprehensive plans required by § 22.1-253.13:6, high-quality professional development programs that support the recruitment, employment, and retention of qualified teachers and principals. Each school board shall require all instructional personnel to participate each year in these professional development programs.
G. Each local school board shall annually review its professional development program for quality, effectiveness, participation by instructional personnel, and relevancy to the instructional needs of teachers and the academic achievement needs of the students in the school division.
§ 22.1-293. School boards authorized to employ principals, assistant principals, and division-level instructional personnel; license required; powers and duties.
A. A school board, upon recommendation of the division
superintendent, may employ principals and, assistant principals, and division-level instructional personnel.
Persons employed in these positions shall hold licenses as prescribed by the
Board of Education.
B. A principal shall provide instructional leadership in, shall be responsible for the administration of and shall supervise the operation and management of the school or schools and property to which he has been assigned, in accordance with the rules and regulations of the school board and under the supervision of the division superintendent.
C. A principal may submit recommendations to the division
superintendent for the appointment, assignment, promotion, transfer, and dismissal of all
personnel assigned to his supervision. Beginning
September 1, 2000, (i) principals Principals
must have received training, provided pursuant to § 22.1-253.13:5, in the
evaluation and documentation of employee performance, which evaluation and
documentation shall include, but shall not be limited to, employee skills and
knowledge and student academic progress, prior to submitting such
recommendations; and (ii) assistant. Assistant principals and
other administrative school and
division-level instructional personnel participating in the
evaluation and documentation of employee performance must also have received
such training in the evaluation and documentation of employee performance.
D. A principal shall perform such other duties as may be assigned by the division superintendent pursuant to the rules and regulations of the school board.
§ 22.1-294. Probationary terms of service for principals, assistant principals, and division-level instructional personnel; evaluation; reassigning principal, assistant principal, or division-level instructional personnel to teaching position.
A. A person employed as a principal, an assistant
principal or supervisor,
including a person who has previously achieved continuing contract status as a
teacher, shall serve three years in such position in the same school division
before acquiring continuing contract status as principal, assistant principal
or supervisor division-level
instructional personnel shall be issued a one-year probationary contract or an
annual contract. A probationary contract shall be awarded regardless of
previous employment in another school division or state, or
whether the person had previously achieved annual contract status as a teacher.
After two years of consecutive employment on a probationary contract in the
same school division, the principal,
assistant principal, or division-level instructional personnel shall be issued
an annual contract if reemployed by the same school division in the following
year.
Probationary contract employees may be dismissed without cause.
A principal, an assistant principal, or division-level instructional personnel may be dismissed or placed on probation for incompetency, immorality, noncompliance with school laws or regulations, disability as shown by competent medical evidence when in compliance with federal law, conviction of a felony or a crime of moral turpitude, or other good and just cause. A principal, an assistant principal, or division-level instructional personnel with an annual contract may be dismissed for just cause, which shall include two consecutive years of "unacceptable" summative ratings on evaluations, "unacceptable" summative evaluations in two of the previous three years, or a combination of "unacceptable" or "developing/needs improvement" summative evaluations in three of the past five years.
Any principal, assistant principal, or division-level instructional personnel employed on an annual contract shall be provided assistance to improve before termination.
B. Each local school board shall adopt for use by the division
superintendent clearly defined criteria for a performance evaluation process
for principals, assistant principals, and supervisors division-level
instructional personnel that are consistent with the
performance objectives set forth in the Guidelines for Uniform Performance
Standards and Evaluation Criteria for Teachers, Administrators Principals,
and Superintendents as provided in § 22.1-253.13:5 and that includes, among
other things, an assessment of such administrators' skills and knowledge;
student academic progress and school gains in student learning; and
effectiveness in addressing school safety and enforcing student discipline. The
division superintendent shall implement such performance evaluation process in
making employment recommendations to the school board pursuant to § 22.1-293. Principals and
assistant principals shall be
evaluated each school year.
C. Continuing Annual
contract status acquired by a principal, an assistant
principal, or supervisor division-level
instructional personnel shall not be construed (i) as
prohibiting a school board from reassigning such principal, assistant principal, or supervisor division-level
instructional personnel to a teaching position if notice of
reassignment is given by the school board by April June
15 of any year or (ii) as entitling any such principal, assistant principal, or supervisor division-level
instructional personnel to the salary paid him as
principal, assistant principal,
or supervisor division-level
instructional personnel in the case of any such
reassignment to a teaching position.
D. No such salary reduction and reassignment, however, shall
be made without first providing such principal, assistant principal, or supervisor division-level
instructional personnel with written notice of the reason
for such reduction and reassignment and an opportunity to present his or her
position at an informal meeting with the division superintendent, the division
superintendent's designee or the school board. The principal, assistant
principal, or supervisor division-level
instructional personnel shall elect whether such meeting
shall be with the division superintendent, the division superintendent's
designee or the school board. The school board, division superintendent, or the division
superintendent's designee shall determine what processes are to be followed at
the meeting. The decision to reassign and reduce salary shall be at the sole
discretion of the school board.
The intent of this section is to provide an opportunity for a
principal, an assistant
principal, or supervisor division-level
instructional personnel to discuss the reasons for such
salary reduction and reassignment with the division superintendent, his
designee, or the school board, and the
provisions of this section are meant to be procedural only. Nothing contained
herein shall be taken to require cause, as defined in § 22.1-307, for the
salary reduction and reassignment of a principal, an assistant
principal, or supervisor division-level instructional personnel.
E. As used in this section, "supervisor" "division-level
instructional personnel" means a person who holds a supervisory division-level
instructional personnel position as specified in the
regulations of the Board of Education and who is required to hold a license as
prescribed by the Board of Education.
§ 22.1-295. Teachers; Definition and employment thereof.
A. As used in this title, "teacher"
means a person who (i) is regularly employed full time
as a teacher, guidance counselor, speech language pathologist, or library-media
specialist/librarian and (ii) holds a valid teaching license. The
teachers in the public schools of a school division shall be employed and
placed in appropriate schools by the school board upon recommendation of the
division superintendent. In placing teachers, school boards shall fill
positions with licensed instructional personnel qualified with endorsements
in the relevant grade levels/subject
areas.
B. School boards shall adopt employment policies and practices designed to promote the employment and retention of highly qualified teachers and to effectively serve the educational needs of students. Such policies shall include, but need not be limited to, incentives for excellence in teaching, including financial support for teachers attending professional development seminars or those seeking and obtaining national certification.
C. School boards shall develop a procedure for use by division
superintendents and principals in evaluating instructional
personnel teachers
that is appropriate to the tasks performed and addresses,
among other things, student academic progress and the skills and knowledge of
instructional personnel, including, but not limited to, instructional
methodology, classroom management, and subject matter knowledge the standards, including student academic progress
as a significant component of the evaluation as set forth in the Guidelines for
Uniform Performance Standards and Evaluation Criteria for Teachers, Principals,
and Superintendents.
D. A person employed as a teacher shall be issued a one-year probationary or annual contract. A probationary contract shall be awarded regardless of previous employment in another school division or state. After two years of consecutive employment on a probationary contract in the same school division, the teacher shall be issued an annual contract if reemployed by the same school division the following school year.
Probationary contract employees may be dismissed without cause. Any teacher employed on an annual contract shall be provided assistance to improve prior to termination from the position.
Instructional
personnel Teachers employed
by local school boards who have achieved continuing annual
contract status shall be evaluated not
less than once every three years. Any instructional
personnel, who has achieved continuing contract status, receiving an
unsatisfactory evaluation who continues to be employed by the local school
board shall be evaluated no later than one year after receiving such
unsatisfactory evaluation each
school year. During the
probationary period, such probationary teacher shall be evaluated twice
annually, with mid-year and final evaluations. The evaluation shall be maintained in the employee's
personnel file.
E. Each local superintendent shall annually certify divisionwide compliance with the provisions of this section to the Department.
§ 22.1-297. Assignment of teachers, principals, and assistant principals by superintendent.
A division superintendent shall have authority to assign to their respective positions in the school wherein they have been placed by the school board all teachers, principals, and assistant principals. If the school board adopts a resolution authorizing the division superintendent to reassign such teachers, principals, and assistant principals, the division superintendent may reassign any such teacher, principal, or assistant principal for that school year to any school within such division, provided no change or reassignment during a school year shall affect the salary of such teacher, principal, or assistant principal for that school year. A principal shall have the authority to refuse the assignment of teachers to his school who have two consecutive years of "unacceptable" summative ratings on evaluations, "unacceptable" summative evaluations in two of the previous three years, or a combination of "unacceptable" or "developing/needs improvement" summative evaluations in three of the past five years.
§ 22.1-298.1. Regulations governing licensure.
A. As used in this section:
"Alternate route to licensure" means a nontraditional route to teacher licensure available to individuals who meet the criteria specified in the regulations issued by the Board of Education.
"Licensure by reciprocity" means a process used to issue a license to an individual coming into Virginia from another state when that individual meets certain conditions specified in the Board of Education's regulations.
"Professional teacher's assessment" means those tests mandated for licensure as prescribed by the Board of Education.
"Provisional license" means a nonrenewable license issued by the Board of Education for a specified period of time, not to exceed three years, to an individual who may be employed by a school division in Virginia and who generally meets the requirements specified in the Board of Education's regulations for licensure, but who may need to take additional coursework or pass additional assessments to be fully licensed with a renewable license.
"Renewable license" means a license issued by the Board of Education for five years to an individual who meets the requirements specified in the Board of Education's regulations.
B. The Board of Education shall prescribe, by regulation, the requirements for the licensure of teachers and other school personnel required to hold a license. Such regulations shall include requirements for the denial, suspension, cancellation, revocation, and reinstatement of licensure. The Board of Education shall revoke the license of any person for whom it has received a notice of dismissal or resignation pursuant to subsection F of § 22.1-313 and, in the case of a person who is the subject of a founded complaint of child abuse or neglect, after all rights to any appeal provided by § 63.2-1526 have been exhausted. Regardless of the authority of any other agency of the Commonwealth to approve educational programs, only the Board of Education shall have the authority to license teachers to be regularly employed by school boards, including those teachers employed to provide nursing education.
Notwithstanding the
provisions of this section and the Board's authority to license teachers, local
school boards shall be authorized to issue valid, three-year local eligibility
licenses pursuant to § 22.1-299.3.
C. The Board of Education's regulations shall include requirements that a person seeking initial licensure:
1. Complete professional assessments as prescribed by the Board of Education;
2. Complete study in attention deficit disorder;
3. Complete study in gifted education, including the use of multiple criteria to identify gifted students; and
4. Complete study in methods of improving communication between schools and families and ways of increasing family involvement in student learning at home and at school.
D. In addition, such regulations shall include requirements that:
1. Every person seeking initial licensure or renewal of a license demonstrate proficiency in the use of educational technology for instruction;
2. Every person seeking initial licensure and persons seeking licensure renewal as teachers who have not completed such study shall complete study in child abuse recognition and intervention in accordance with curriculum guidelines developed by the Board of Education in consultation with the Department of Social Services that are relevant to the specific teacher licensure routes;
3. Every person seeking initial licensure or renewal of a license shall receive professional development in instructional methods tailored to promote student academic progress and effective preparation for the Standards of Learning end-of-course and end-of-grade assessments; and
4. Every person seeking licensure with an endorsement as a teacher of the blind and visually impaired shall demonstrate proficiency in reading and writing Braille.
E. The Board's regulations shall require that initial licensure for principals and assistant principals be contingent upon passage of an assessment as prescribed by the Board.
F. The Board shall establish criteria in its regulations to effectuate the substitution of experiential learning for coursework for those persons seeking initial licensure through an alternate route as defined in Board regulations.
G. Notwithstanding any provision of law to the contrary, the Board may provide for the issuance of a provisional license, valid for a period not to exceed three years, to any person who does not meet the requirements of this section or any other requirement for licensure imposed by law.
H. The Board's licensure regulations shall also provide for licensure by reciprocity:
1. With comparable endorsement areas for those individuals holding a valid out-of-state teaching license and national certification from the National Board for Professional Teaching Standards or a nationally recognized certification program approved by the Board of Education. The application for such individuals shall require evidence of such valid licensure and national certification and shall not require official student transcripts;
2. For individuals who have obtained a valid out-of-state license, with full credentials and without deficiencies, that is in force at the time the application for a Virginia license is received by the Department of Education. The individual must establish a file in the Department of Education by submitting a complete application packet, which shall include official student transcripts. An assessment of basic skills as provided in § 22.1-298.2 and service requirements shall not be imposed for these licensed individuals; however, other licensing assessments, as prescribed by the Board of Education, shall be required; and
3. The Board may include other provisions for reciprocity in its regulations.
§ 22.1-299. License required of teachers.
No teacher shall be regularly employed by a school board or
paid from public funds unless such teacher holds a license or provisional
license issued by the Board of Education or a three-year local
eligibility license issued by a local school board pursuant to § 22.1-299.3.
Notwithstanding the provision in § 22.1-298.1 that the provisional license is
limited to three years, if a teacher employed in Virginia under a provisional
license is activated or deployed for military service within a school year
(July 1-June 30), an additional year will be added to the teacher's provisional
license for each school year or portion thereof the teacher is activated or
deployed. The additional year or years shall be granted the following year or years
after the return of the teacher from deployment or activation. Local school
divisions may grant similar extensions for local eligibility licenses in their
discretion.
In accordance with regulations prescribed by the Board, a person not meeting the requirements for a license or provisional license may be employed and paid from public funds by a school board temporarily as a substitute teacher to meet an emergency.
§ 22.1-302. Written contracts required; execution of contracts; qualifications of temporarily employed teachers; rules and regulations.
A. A written contract, in a form prescribed by the Board of Education, shall be made by the school board with each teacher employed by it, except those who are temporarily employed, before such teacher enters upon his duties. Such contract shall be signed in duplicate, with a copy thereof furnished to both parties.
The standard 10-month contract shall include 200 days, including (i) a minimum of 180 teaching days or 990 instructional hours and (ii) up to 20 days for activities such as teaching, participating in professional development, planning, evaluating, completing records and reports, participating on committees or in conferences, or such other activities as may be assigned or approved by the local school board.
A temporarily employed teacher, as used in this section, shall
mean (i) one who is employed to substitute for a contracted teacher for a
temporary period of time during the contracted teacher's absence, or (ii) one who is employed
to fill a teacher vacancy for a period of time, but for no longer than 90
teaching days in such vacancy, unless otherwise approved by the Superintendent
of Public Instruction on a case-by-case basis, during one school year.
B. The Board of Education shall promulgate regulations
regarding temporarily employed teachers, as defined in this section, which
shall provide that such teachers be at least eighteen
18 years
of age and that they hold a high school diploma or a general educational
development (GED) certificate.
A temporarily employed teacher is not required to be licensed by the Board of Education, nor is a temporarily employed teacher required to enter into a written contract with the local school board. However, local school boards shall establish employment qualifications for temporarily employed teachers which may exceed the Board's regulations for the employment of such teachers. School boards shall also seek to ensure that temporarily employed teachers who are engaged as long-term substitutes shall exceed baseline employment qualifications.
C. A separate contract in a form prescribed by the Board of Education shall be executed by the school board with such employee who is receiving a monetary supplement for any athletic coaching or extracurricular activity sponsorship assignment. This contract shall be separate and apart from the contract for teaching.
Termination of a separate contract for any athletic coaching or extracurricular activity sponsorship assignment by either party thereto shall not constitute cause for termination of the separate teaching contract of the coach or teacher.
All such contracts shall require the party intending to terminate the coaching or extracurricular activity sponsorship contract to give reasonable notice to the other party before termination thereof shall become effective. The contract for coaching or extracurricular activity sponsorship is not subject to grievance.
For the purposes of this section, "extracurricular activity sponsorship" means an assignment for which a monetary supplement is received, requiring responsibility for any student organizations, clubs, or groups, such as service clubs, academic clubs and teams, cheerleading squads, student publication and literary groups, and visual and performing arts organizations except those that are conducted in conjunction with regular classroom, curriculum, or instructional programs.
§ 22.1-303. Probationary terms of service for teachers.
A. A probationary term of service for three two consecutive
years in the same school division shall be required before a teacher is issued a continuing an annual
contract for the following year in the same school division.
School boards shall provide each probationary teacher except probationary
teachers who have prior successful teaching experience, as determined by the
local school board in a school division, a mentor teacher, as described by
Board guidelines developed pursuant to § 22.1-305.1, during the first year of
the probationary period, to assist such probationary teacher in achieving
excellence in instruction. During the probationary period, such probationary
teacher shall be evaluated twice annually, with mid-year and final evaluations,
based upon the evaluation procedures developed by the employing school board
for use by the division superintendent and principals in evaluating
instructional personnel as required by subsection C of § 22.1-295. The division
superintendent shall consider such evaluations, among other things, in making
any recommendations to the school board regarding the nonrenewal of such
probationary teacher's contract as provided in § 22.1-305.
If the teacher's performance evaluation during the
probationary period is not satisfactory, the school board shall not reemploy
the teacher; however, nothing contained in this subsection shall be construed
to require cause, as defined in § 22.1-307, for the nonrenewal of the contract
of a teacher who has not achieved continuing annual
contract status.
Any A teacher
hired on or after July 1, 2001, shall
be required, as a condition of
achieving continuing contract status, to have successfully
completed training in instructional strategies and techniques for intervention
for or remediation of students who fail or are at risk of failing the Standards
of Learning assessments. Local school divisions shall be required to provide
said training at no cost to teachers employed in their division. In the event a local school division fails to
offer said training in a timely manner, no teacher will be denied continuing
contract status for failure to obtain such training.
B. Once a continuing
contract status has been attained in a school division in the Commonwealth,
another probationary period need not be served in any other school division
unless such probationary period, not to exceed one year, is made a part of the
contract of employment. Further, when a teacher has attained continuing
contract status in a school division in the Commonwealth, and separates from
and returns to teaching service in a school division in Virginia by the
beginning of the third year, such teacher shall be required to serve a
probationary period not to exceed one year, if made a part of the contract for
employment.
C. For
the purpose of calculating the three two consecutive
years of service required to attain continuing annual
contract status, at least 160 contractual teaching days during the school year
shall be deemed the equivalent of one year in the first year of service by a
teacher.
D. Teachers holding
three-year local eligibility licenses pursuant to § 22.1-299.3 shall not be
eligible for continuing contract status while teaching under the authority of
such license. Upon attainment of a collegiate professional or postgraduate
professional license issued by the Department of Education, such teachers shall
serve the three-year probationary period prior to being eligible for continuing
contract status pursuant to this section.
§ 22.1-304. Reemployment of teacher; resignation of teacher; reduction in number of teachers.
A. If a teacher who has not achieved
continuing contract status receives notice of reemployment,
he must accept or reject in writing within 15 days of receipt of such notice.
Except as provided in § 22.1-305 and except in the case of a reduction in force
as provided in subsection F, written notice of nonrenewal of the contract must
be given by the school board on or before April June
15 of each year. If no such notice is given a teacher by April June
15, the teacher shall be entitled to a contract for the ensuing year in accordance
with local salary stipulations including increments.
B. Teachers A teacher
employed after completing the probationary period shall be entitled to continuing contracts an annual contract
during good behavior and competent service and prior to the age at which they are the
teacher is eligible or required to retire except as
hereinafter provided. Written notice of noncontinuation of the contract by
either party must be given by April June
15 of each year; otherwise the contract continues in effect for the ensuing
year in conformity with local salary stipulations including increments.
C. A teacher may resign after April June
15 of any school year with the approval of the local school board or, upon
authorization by the school board, with the approval of the division
superintendent. The teacher shall request release from contract at least two
weeks in advance of intended date of resignation. Such request shall be in
writing and shall set forth the cause of resignation.
If the division superintendent has been authorized to approve resignations, a teacher may, within one week, withdraw a request to resign. Upon the expiration of the one-week period, the division superintendent shall notify the school board of his decision to accept or reject the resignation. The school board, within two weeks, may reverse the decision of the division superintendent.
In the event that the board or the division superintendent declines to grant the request for release on the grounds of insufficient or unjustifiable cause, and the teacher breaches such contract, disciplinary action, which may include revocation of the teacher's license, may be taken pursuant to regulations prescribed by the Board of Education.
D. As soon after April June
15 as the school budget shall have been approved by the appropriating body, the
school board shall furnish each teacher a statement confirming continuation of
employment, setting forth assignment and salary.
Nothing in the continuing annual
contract shall be construed to authorize the school board to contract for any
financial obligation beyond the period for which funds have been made available
with which to meet such obligation.
E. A school board may reduce the number of teachers, whether
or not such teachers have reached continuing annual
contract status, because of decrease in enrollment or abolition of particular
subjects.
F. Within two weeks of the approval of the school budget by
the appropriating body, but no later than JuneJuly 1, school boards shall
notify all teachers who may be subject to a reduction in force due to a
decrease in the school board's budget as approved by the appropriating body. If workforce reduction
is needed, a division school board shall retain employees based upon
educational program needs and the performance evaluations of employees within
the affected program areas. Within the program areas requiring reduction, the
employee with the lowest performance evaluations shall be the first to be
released. A division school board shall not prioritize retention of employees
based solely upon seniority.
§ 22.1-305. Nonrenewal of contract of probationary teacher.
A. Before a division superintendent recommends to the school
board nonrenewal of the contract of a teacher who has not achieved continuing annual
contract status, the division superintendent shall consider, among other
things, the performance evaluations for such teacher required by § 22.1-303 and
shall notify the teacher of the proposed recommendation. Upon written request
of the teacher within five working days after receipt of such notice, the
division superintendent or his designee shall orally provide the specific
reasons, if any, for such recommendation, along with supporting documentation,
including such performance evaluations, to the teacher and, if requested by the
teacher, to his or her representative. Within ten
10 days
after receiving such reasons, the teacher may request, by notification in
writing to the division superintendent, a conference before the division
superintendent. Upon such request, the division superintendent shall set a date
for the conference, which shall be within thirty
30 days
of the request, and shall give the teacher at least fifteen
15 days'
notice of the time and place of the conference.
B. The conference shall be before the division superintendent or his designee. No such designee shall have recommended to the division superintendent the nonrenewal of the teacher's contract. The teacher and the person or persons who recommended the nonrenewal of the teacher's contract to the division superintendent, or a representative of either or both, shall be allowed to participate in the conference, but no such representative shall be an attorney.
C. If the conference is before a designee of the division superintendent, the designee shall communicate his recommendations to the division superintendent and to the teacher.
D. The division superintendent shall notify the teacher, in
writing, of his intention with respect to the recommendation within ten 10
days after the conference.
E. In any case in which a teacher requests a conference as
provided in this section, written notice of nonrenewal of the contract by the
school board must be given within thirty 30 days after the division
superintendent notifies the teacher of his intention with respect to the
recommendation and the provisions of § 22.1-304 requiring such notice on or
before April June
15 shall not be applicable.
F. The conference shall be confidential and no written or oral communication of such conference shall be made to anyone other than the school board, in executive session, and employees of the school division having an interest therein; however, both the teacher and the division superintendent, upon request, may provide the reasons for the nonrenewal to a potential employer of the teacher.
G. The provisions of this section shall be inapplicable when a decrease in enrollment or the abolition of a particular subject or reduction in the number of classes offered in a particular subject causes a reduction in the number of teachers; however, a statement to that effect shall be placed in the personnel file of each teacher whose contract is nonrenewed for any such reason.
H. The intent of this section is to provide an opportunity for
a probationary teacher to discuss the reasons for nonrenewal with the division
superintendent or his designee, and the provisions of this section are meant to
be procedural only. Nothing contained herein shall be taken to require cause,
as defined in § 22.1-307, for the nonrenewal of the contract of a teacher who
has not achieved continuing annual
contract status nor shall the failure of the school board or the division
superintendent to comply with any time requirement herein constitute a basis
for continued employment of the teacher.
§ 22.1-305.1. Mentor teacher programs.
A. The Board of Education shall establish, from such funds as may be appropriated by the General Assembly, mentor teacher programs utilizing specially trained public school teachers as mentors to provide assistance and professional support to teachers entering the profession and to improve the performance of experienced teachers who are not performing at an acceptable level.
The Board shall issue guidelines for such mentor teacher
programs and shall set criteria for beginning and experienced teacher
participation, including self-referral, and the qualifications and training of
mentor teachers. Such guidelines shall provide that the mentor programs be
administered by local school boards, with the assistance of an advisory
committee made up of teachers and administrators, and that mentors (i) be
classroom teachers who have achieved
continuing contract status three
years of successful, full-time teaching experience in public
schools in the Commonwealth and who work
in the same building as the teachers they are assisting or be instructional
personnel who are assigned solely as mentors; (ii) be assigned a limited number
of teachers at any time; however, instructional personnel who are not assigned
solely as mentors should not be assigned to more than four teachers at any
time; and (iii) guide teachers in the program through demonstrations,
observations, and consultations to promote instructional excellence. Local
school boards shall strive to provide adequate release time for mentor teachers
during the contract day.
B. The Board local school board
shall serve as fiscal agent for the participating school boards in matters
concerning the mentor teacher programs. The Board Department of
Education shall allocate, from such funds as are
appropriated, moneys to participating school divisions for the purpose of
supporting such programs which shall include, but not be limited to,
compensation for mentor teachers.
§ 22.1-306. Definitions.
As used in this article:
"Grievance" means a complaint or dispute by a
teacher relating to his or her employment
including, but not necessarily limited to: (i) disciplinary action including
dismissal or placing on probation; (ii) the application or interpretation of:
(a) personnel policies, (b) procedures, (c) rules and regulations, (d)
ordinances and (e) statutes; (iii) acts of reprisal against a teacher for
filing or processing a grievance, participating as a witness in any step,
meeting or hearing relating to a grievance, or serving as a member of a
fact-finding panel; and (iv) complaints of discrimination on the basis of race,
color, creed, political affiliation, handicap, age, national origin or sex.
Each school board shall have the exclusive right to manage the affairs and
operations of the school division. Accordingly, the term "grievance"
shall not include a complaint or dispute by a teacher relating to (i)(1)
establishment and revision of wages or salaries, position classifications or
general benefits, (ii)(2) suspension of a teacher or
nonrenewal of the contract of a teacher who has not achieved continuing annual
contract status, (iii)(3) the establishment or
contents of ordinances, statutes or personnel policies, procedures, rules and
regulations, (iv)(4) failure to promote, (v)(5)
discharge, layoff or suspension from duties because of decrease in enrollment,
decrease in enrollment or abolition of a particular subject or insufficient
funding, (vi)(6)
hiring, transfer, assignment and retention of teachers within the school
division, (vii)(7)
suspension from duties in emergencies, or (viii)(8) the methods, means and personnel
by which the school division's operations are to be carried on.
While these management rights are reserved to the school board, failure to apply, where applicable, the rules, regulations, policies, or procedures as written or established by the school board is grievable.
"Dismissal" means the dismissal of any teacher
during the term of such teacher's contract and the nonrenewal of the contract
of a teacher on continuing an annual
contract.
§ 22.1-307. Dismissal, etc., of teacher; grounds.
A. Teachers A teacher
may be dismissed or placed on probation for incompetency, immorality,
noncompliance with school laws and regulations, disability as shown by
competent medical evidence when in compliance with federal law, conviction of a
felony or a crime of moral turpitude,
or other good and just cause. A teacher with an
annual contract may be dismissed for just cause. Just cause includes two
consecutive years of "unacceptable" summative ratings on evaluations,
"unacceptable" summative
evaluations in two of the previous three years, or a combination of "unacceptable" or
"developing/needs improvement" summative evaluations in three of the
past five years. Any teacher employed on an annual contract shall be provided
assistance to improve before termination. A teacher shall
be dismissed if such teacher is or becomes the subject of a founded complaint
of child abuse and neglect, pursuant to § 63.2-1505, and after all rights to an
appeal provided by § 63.2-1526 have been exhausted. The fact of such finding,
after all rights to an appeal provided by § 63.2-1526 have been exhausted,
shall be grounds for the local school division to recommend that the Board of
Education revoke such person's license to teach. No teacher shall be dismissed
or placed on probation solely on the basis of the teacher's refusal to submit
to a polygraph examination requested by the school board.
B. For the purposes of this article, "incompetency" may be construed to include, but shall not be limited to, consistent failure to meet the endorsement requirements for the position or performance that is documented through evaluation to be consistently less than satisfactory.
§ 22.1-309. Notice to teacher of recommendation of dismissal or placing on probation; school board not to consider merits during notice; superintendent required to provide reasons for recommendation upon request.
In the event a division superintendent determines to recommend
dismissal of any teacher or the placing on probation of a teacher on continuing an annual
contract, written notice shall be sent to the teacher notifying him of the
proposed dismissal or placing on probation and informing him that within fifteen 15
days after receiving the notice the teacher may request a
hearing before the school board as provided in § 22.1-311 or before a
fact-finding panel as provided in § 22.1-312. During such fifteen-day 15-day
period and thereafter until a hearing is held in accordance with the provisions
herein, if one is requested by the teacher, the merits of the recommendation of
the division superintendent shall not be considered, discussed or acted upon by
the school board except as provided for herein. At the request of the teacher,
the division superintendent shall provide the reasons for the recommendation in
writing or, if the teacher prefers, in a personal interview. In the event a
teacher requests a hearing pursuant to § 22.1-311 or § 22.1-312, the division
superintendent shall provide, within ten 10 days of the request, the
teacher or his representative with the opportunity to inspect and copy his
personnel file and all other documents relied upon in reaching the decision to
recommend dismissal or probation. Within ten
10 days
of the request of the division superintendent, the teacher or his
representative shall provide the division superintendent with the opportunity
to inspect and copy the documents to be offered in rebuttal to the decision to
recommend dismissal or probation. The division superintendent and the teacher
or his representative shall be under a continuing duty to disclose and produce
any additional documents identified later which may be used in the respective
parties' cases-in-chief. The cost of copying such documents shall be paid by
the requesting party.
For the purposes of this section, "personnel file" shall mean means
any and all memoranda, entries,
or other documents included in the teacher's file as maintained in the central
school administration office or in any file on the teacher maintained within a
school in which the teacher serves.
2. That § 22.1-299.3 of the Code of Virginia is repealed.
3. That the provisions of this act shall become effective on July 1, 2013.
4. That individuals who would have achieved continuing contract status in a school division by the first day of the 2013-2014 school year and who are employed in the same school division for the 2013-2014 school year shall be issued an annual contract. Individuals who would have achieved continuing contract status in a school division by the first day of the 2013-2014 school year and who are employed in another school division for the 2013-2014 school year shall be issued a probationary contract.