As districts consider contract administration and staffing needs for the upcoming school year, they may look to probationary contract employees and employees hired for a partial year when considering a reduction of staff.
These employees are usually considered first because the process for requirements for termination of these employees is not as involved as the procedures for nonrenewal of term contract employees. It’s important to note that to terminate a probationary contract employee at the end of the school year, the board must determine that termination of the employee is in the best interest of the district. Additionally, the board must provide the employee written notice of the board's decision to terminate the contract 10 calendar days before the last day of instruction.
HR Services has several resources available to help guide contract administration processes. The list below can be used by those new to the process and by those experienced but with specific questions.
- Identifying Probationary Contract Year Limits
- The Top-10 Most Common Questions for Educator Contracts
- Contract Entitlement and School District Teaching Permits
- Calculating Penalty-Free Resignation
- The Difference between Contract Nonrenewal and Termination
HR Library Resources (member login required):
Nicolle Gee-Guzman joined the HR Services team as an HR and compensation consultant in 2022. She has more than 28 years of experience working in various roles in human resources within the public sector. Most recently, Gee-Guzman was the director of human resources for a Texas public school district.
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