HOUSE JOINT RESOLUTION NO. 24
AS AMENDED BY HOUSE AMENDMENT NO. 1
SUPPORTING THE RECOMMENDATION OF THE STATE TASK FORCE ON EDUCATION FOR ECONOMIC GROWTH TO DEVELOP A CAREER DEVELOPMENT AND ACCOUNTABILITY PROGRAM FOR SCHOOL EMPLOYEES.
WHEREAS, the Task Force on Education for Economic Growth citied as one of its highest priorities the need to attract, motivate and reward quality teachers and school personnel In Delaware; and
WHEREAS, the Task Forace on Education for Economic Growth recommended the establishment of a Career Development and Accountability Program to accomplish this objective; and
WHEREAS, this program would develop a school organizational structure that differentiates job responsibilities and provides employees with career advancement opportunities based on professional development and performance; and
WHEREAS, Job descriptions, a salary administration program and performance review system would be based on the redesigned organizational structure.
BE IT RESOLVED by the House of Representatives of the 132nd General Assembly of the State of Delaware, the Senate concurring therein, that:
Sufficient funds will be appropriated in the Fiscal Year 1985 budget to fund the development of a Career Development and Accountability Program for public school employees. The general scope of the program will be to develop an organizational structure that differentiates job responsibilities and provides employees with career advancement opportunities based on professional development and performance.
To develop this program, funding shall be made available to hire a professional consulting firm to incorporate into the program, where appropriate. each of the following elements:
A job description for each position in the school system and a model organizational structure;
A performance review system developed by teachers, administrators, and the local school board;
Clearly defined instructional and non-instructional duties of teachers with the goal of eliminating as many non-instructional duties as possible;
The combined use of trained paraprofessionals, aides, and volunteers in administering non-instructional activities;
A teacher career ladder structure which encompasses the entire spectrum of professional development from beginning levels to the highest levels of teaching;
A flexible salary administration program based on the person's performance, job responsibilities, years of service, education, and other factors to be determined jointly by teachers and administrators;
A formal performance review system that would be conducted at least annually by teaching peers and supervisors after they have completed an extensive training program;
Multiple evaluation criteria based on student progress, the teacher's instructional techniques, classroom management, parent/teacher relationship, cooperativeness, and professional development;
i. Regular, consistent and fair evaluations applied to all teachers both in and out of the career ladder system;
J. A mandatory career ladder program for new teachers, but elected by existing teachers if they wanted to participate in the expanded career and pay opportunities;
k. Job descriptions and a performance evaluation and salary administration program for administrators;
1. An examination of the management of the school system which would consider the building principal as the instructional leader for the school and would eliminate as many routine administrative tasks currently performed by principals as possible;
A building administrator position with appropriate staff, working under the principal, to assist in the daily operation of the facility and with student discipline;
Appropriate support staff which might be shared between buildings and possibly the district level;
An entry-level management position or department head which would involve coordinating a particular discipline or grade level sequence with responsibility to assist in Instruction and program evaluation, curriculum development, curriculum supervison and coordination and teacher evaluation;
Job descriptions and appropriate counselor/student ratios for guidance and counseling services for all grade levels;
A teacher year lengthened from the current 185 to 190 days, on a rotation basis for 20 percent of the teachers each year, so that during any five-year period all staff will have benefited from five additional days of professional development activities;
A teacher year for all master teachers of 200 days each year;
A longer teacher day to allow greater time for professional development and work with students should be examined including an examination of compensation for a longer school day and/or school year.
The program shall recognize that some of the above elements may currently exist in certain school districts and should attempt to incorporate these elements in the overall plan.
The Education Improvements Monitoring Committee, as established by Executive Order #138, shall be charged with the responsibility for overseeing, managing and monitoring the development of this program, including the selection of the professional consulting firm and the active involvement of various organizations representing school employees and school boards including the Delaware State Education Association, the Delaware Association of School Administrators, the Association of Chief School Officers and the Delaware School Boards Association.
The Joint Finance Committee shall be requested to include $150,000 in the Governor's Contingency Fund for Fiscal Year 1985 to retain a professional consulting firm, which will be selected for the program's development through the State's competitive bidding procedures.
The Monitoring Committee shall seek the active particpation of the General Assembly, universities and colleges, local school district officials, school employees and the general community in the development of this program.
The program plan shall be completed no later than January 1, 1985, and shall be submitted to the General Assembly and the Governor for consideration and review.
Approved August 13, 1984.