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Whats new: What did ConnCAN add to the database this year?
Our website is now more user friendly and easier to navigate. Please visit the website, www.contracts.conncan.org, to
see the improved database, including advanced search features, videos, graphs, and more.
bank or store unused sick leave (62 districts). Generally, teachers who opt
into these programs donate a specific number of their sick days to the bank
each year, and then may withdraw from the bank extra sick days once they
37.5%
60%
2%
No
N/A
T
he greatest change was in Simsbury, where elementary teachers now have an additional 60 minutes of weekly
preparation time per week, for a total of 210 minutes.
Out of the remaining districts that report elementary preparation time in minutes per week, the highest
reported is 300 minutes (Weston, Woodbridge), while the lowest reported is 100 minutes (New Hartford).
Salary Schedule Changes
T
his year, new contracts were more likely to impose salary step freezes
than to remove them.
1 9 of the new contracts enacted step freezes for the 2014-2015 school
year, while 9 districts lifted existing step freezes from the previous year.
28%
S
tatewide, 27% of districts have reported a salary step freeze for the
2014-2015 school year.
72%
A
bout 1 in 3 new contracts increased the number of years it takes for
a teacher to reach the top salary level.
F
or example, in Coventry it will now take teachers 21 years to reach the
top salary level, provided there are no step freezes. Previously this
number was 14 years.
Yes
No
N/A
O
n average, it takes teachers 14 years to reach the top salary level with no
step freezes. This highest number reported is 24 years (Old Saybrook), while the lowest number is 9 years (East
Hampton, Simsbury).
Shifts in Additional Compensation
M
any districts took action to reduce or remove longstanding and often costly payout provisions such as annual
longevity bonuses and payout for unused sick leave upon retirement.
O
ver 10% of districts added conditions to either their longevity or sick
leave payout provisions that state these benefits will not be available to
those hired after a specific date; most often, it is the start date of the
contract.
Nearly 1/4 (23%) of new contracts increased the funding for their tuition
reimbursement, or added such a program through this contract.
28%
B
loomfield increased their maximum reimbursement for teachers from
$1,200 to $2,000 per year. Region 7, Coventry, and Shelton increased
districtwide totals by at least $4,000, while Monroes district maximum
increased by $10,000.
72%
S
tatewide, nearly three-quarters of districts offer tuition reimbursement to
teachers; on average, districts offer payment for 60% the cost of tuition.
Yes
No
N/A