2014 CONNCAN TEACHER CONTRACT DATABASE

TEACHER CONTRACTS IN CONNECTICUTS

THREE LARGEST DISTRICTS
The ConnCAN Teacher and Administrator Contract Database is a comprehensive
collection of the collective bargaining agreements, or contracts, for teachers and
school administrators from throughout the state. This document presents information
about trends found in the teacher contracts that are included in the database.
For more information, please visit www.contracts.conncan.org.

Introduction
The analysis presents information about terms and conditions of employment included in the teacher
contracts for Connecticuts three largest school districts - Bridgeport, Hartford, and New Haven - all of
which have new agreements that take effect in the 2014-2015 school year. These districts are similar in
size, as each district serves more than 20,000 students and employs over 1,000 teachers. All three of
these districts also face significant challenges in ensuring that all children have access to excellent
public schools.

Bridgeport

Hartford

New Haven

District
Size

34 schools
1,076 teachers
20,710 students

45 schools
1,362 teachers
21,250 students

45 schools
1,407 teachers
21,304 students

Teacher
Workday

6 hours 35 mins (elementary/

middle school)
6 hours 52 mins (high school)

7 hours 30 mins

6 hours 45 minutes*
*This is an increase from 6.5 hours
in 2013-2014

An average 11% pay raise between

2014-2017*

8.6% increase between 20142017.*

Starting salary for a BA is
$42,428.
MA maximum salary is $78,709.

Salary

9% increase between 2014-2017.

Starting salary for a BA is $43,759.

MA maximum salary is $84,726.

Starting salary for a BA is $46,837.

MA maximum salary is $81,027.

Salary increases from previous

school year at maximum step
only.

Salary increases from previous

school year at maximum two steps
only.

Salary increases from previous school

year at all steps and degree levels.

No step freeze in 2014-2015.

No step freeze in 2014-2015.

No step freeze in 2014-2015.

*Doctoral stipend ($750) has

been eliminated from salary
schedule.

Teacher Contracts in Connecticuts Three Largest Districts visit: www.contracts.conncan.org.

*Step advancement is no longer

automatic; those who score on
the bottom two levels, needs
improvement or development
would not get a raise unless they
attend new training sessions aimed
to help them improve their craft.

Bridgeport

Hard-to-Staff
Schools

Professional
Development

Newly hired teachers in shortage

areas can receive up to 7
additional years of service credit
for work experience in related
areas.

Teachers are given compensated

educational conference leave.
This does not represent any
change from the previous
contract.

Primary health insurance plan is a

high deductible health plan with a
health savings account.

Insurance
Insurance contribution for
teachers for the 2014-2015 school
year is 17%.

Layoff
Procedure

Teacher transfers to other

positions are made in the order
of seniority. Those who have
had their position eliminated
may choose to transfer to any
vacant position or any position
held by a teacher with fewer
years of district service, as long
as the teacher is "qualified by
certification" for the new position.

Affirmative action goals are a

factor in layoffs.

The contract states that a

teachers increment may be
withheld for just cause.

Performance/
Effectiveness
Bridgeport does not grant
performance pay.

Hartford

For areas or schools of shortage or

"extreme need" as determined by the
Board, a signing bonus up to $5,000
(or up to 20% base salary for internal
candidates) may be offered.
Master Teacher stipend position also
includes working in "priority schools
and other challenging and critical
situations" (amount not specified).

New Haven
The Board may offer financial hiring
incentives on a case-by-case basis
for a hire in a shortage area.
Compensation programs may be
created for teachers working in
Turnaround Schools (amount not
specified).
Agriculture/aquaculture teachers
at the Sound School receive
annual stipend in addition to salary
schedule.
Teachers are also given paid
conference or school visitation
leave.*

Teachers are given compensated

professional study days.
This does not represent any change
from the previous contract.

Primary health insurance plan is a high

deductible health plan with a health
savings account.
Insurance contribution for teachers for
the 2014-2015 school year is 14%.

Teacher transfers to other positions

are made in the order of tenure and
seniority. Tenured teachers who have
had their position eliminated may
choose to transfer to any vacant
position or any position held by a
non-tenured teacher or a teacher
with fewer years of district service,
within the affected certification
areas (elementary) or department
(secondary), as long as they are
qualified for the new position.
A tiebreaker in layoffs is the last four
digits of an employees ID number or
social security number.

Longevity payments will only be

issued to members receiving a
satisfactory evaluation.

Hartford grants performance pay

in the form of $2,500 for each
teacher who works at a school that
shows significant improvement, as
determined by the Superintendent.

Teacher Contracts in Connecticuts Three Largest Districts visit: www.contracts.conncan.org.

*Professional development has

been made specific to a teachers
needs and is now a requirement for
those teachers who are designated
as developing or needs
improvement in New Havens
teacher evaluation system.
Primary health insurance plan is a
high deductible health plan with a
health savings account.

Insurance contribution for teachers

for the 2014-2015 school year is 12%.

Teacher transfers to other positions

are made in the order of seniority.
Those who have had their position
eliminated may choose to transfer
to any vacant position or any
position held by a teacher with
fewer years of district service, as
long as the teacher is certified and
qualified for the new position.
A more senior teacher will not be
laid off in favor of a less senior
teacher unless the less senior
teacher has special qualifications
required for the position.

Those who score on the bottom

two levels of the five-point
scale, needs improvement or
developing, would be denied
automatic raises unless they take
extra training sessions in May or
June. Those who score effective or
higher are being offered leadership
positions as teacher facilitators.
New Haven grants performance
pay on the school level in the
form of bonuses in recognition of
substantial student progress.

2014 CONNCAN TEACHER CONTRACT DATABASE

TEACHER CONTRACTS IN CONNECTICUTS THREE LARGEST DISTRICTS

For more information, please visit www.contracts.conncan.org.

Summary of Similarities
and Differences
School Day: New Haven was the only
district to extend its teacher work
day length from 6.5 hours to 6 hours
and 45 minutes. Although there were
no changes in workday length in
Hartford, it still has the longest work
day at 7.5 hours. Bridgeport has the
shortest work day with 6 hours 35
minutes at the elementary/middle
school level.

Hartford

New Haven

Salary: In the 2014-2015 school year,

Bridgeport
none of these districts had a salary
step freeze; meaning, teachers in
these districts advanced one step
from the previous school year. In
Hartford, all salaries for a bachelors
degree, masters degree, 6th year
degree, and doctorate increased between around $1,000 to just over $2,000 from the 2013-2014
school year. This year, Bridgeport salaries did not change from the previous school year except on the
highest step, for all teachers, regardless of their degree status. In New Haven, only the highest 2 steps
saw a salary increase, regardless of degree status.
The starting salary for beginning teachers with a bachelors degree is similar in all three districts, ranging
from $42,428 at the low end in Bridgeport up to a high of $46,837 in Hartford. The difference between
starting with a masters or a bachelors degree is highest in Hartford increased minimum salary of
$4,299 for a masters, yet teachers with a masters degree in New Haven max out at the highest with
$84,276. The highest salary for any teacher is in Hartford with the maximum doctorate salary of $94,215.
Over the length of the new contracts, New Haven saw the highest salary rate of increase at 11% over
the three years of the contract. Bridgeport and Hartford are a little farther behind at an 8.6% and 9%
increase, respectively, over the life of the contract. Bridgeport also removed their stipend for teachers
with a doctorate degree, which was previously $750.

Teacher Contracts in Connecticuts Three Largest Districts visit: www.contracts.conncan.org.

2014 CONNCAN TEACHER CONTRACT DATABASE

TEACHER CONTRACTS IN CONNECTICUTS THREE LARGEST DISTRICTS

For more information, please visit www.contracts.conncan.org.

Teacher Hiring Incentives: All three districts provide incentives to teachers for working in hard-toserve or hard-to-staff areas, such as those designated by the Connecticut State Department of
Education. However, the districts approach this topic in different ways: both Bridgeport and Hartford
offer hiring incentives such as additional salary credit or sign-on bonuses for teachers working in
designated shortage areas. However, the New Haven contract states that compensation programs
may be created for teachers working in turnaround schools, but it does not specify the amount offered
to teachers through these compensation programs. Also, the New Haven Board may offer financial
hiring incentives on a case-by-case basis to promote hiring in a teacher shortage area.
Professional Development: One of the impressive aspects of New Havens contract in comparison
with Bridgeport and New Haven, is the extent to which professional development and teacher supports
are included in the contract. In New Haven, professional development is tied to the evaluation system
and made specific to a teachers needs. Professional support programs are a requirement for those
who are designated as developing or in need of improvement on the New Haven Teacher evaluation
system. Bridgeport and Hartford do not have similar provisions in their contracts, but both cities
provide additional paid leave days to attend professional training, such as educational conferences.
Performance and Effectiveness: Both New Haven and Hartford have bonuses that are granted on the
basis of school level performance improvement. Hartford also considers performance for longevity
payments, which are only issued to teachers who receive a satisfactory evaluation.
New Haven has a robust system that ties educator effectiveness to salary raises. Those teachers who
score on the bottom two levels of the districts five point evaluation scale (needs improvement or
development) are denied automatic raises unless the teachers take extra training sessions in May or
June. Those teachers who score effective or high ratings are also offered leadership positions as
teacher facilitators.
Bridgeport has fewer contract provisions tied to performance and effectiveness than the other two
districts and there is no performance pay in the district.

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