Education is a field in which most professionals enter on a provisionary basis and demonstrated success can secure a more protected job status. Although provisionary periods vary by state, there are some common threads within the process of a teacher contract and the experience. In fact, many states or divisions non-renew all provisionary teachers on an annual basis and only rehire those the budget allows and who have proved themselves as strong educators. Many times a non-renewal letter is more of a formality and protection for the division in the event of budget shortfalls. Yet, even when a teacher knows that they will likely be rehired in the same division, fear and a general feeling of numbness is common as the teacher contract renewal date rolls around. Regardless of the circumstance, emotions run high during non-renewal periods for provisionary teachers. If the non-renewal is likely to proceed due to budget or performance, fear and anxiety are compounded. Teachers enter the field after at least a four-year college program, so a significant investment has been made into this life choice. Non-renewed teachers are likely to feel embarrassed and alone; however, time is better spent strategically planning, as difficult as that might be.
Non-renewal can also occur because the teacher is not performing at a satisfactory level. These reasons should be clear and documented in observations and formal evaluation proceedings.
Although provisional teachers can be non-renewed without cause, these teachers have the same rights to proper evaluation processes, non-discrimination, and timely notification. Notification and exact proceedings vary by state so teachers should be clearly informed of their state and district procedures.
Remaining calm and rational is most important thing to do when your teacher contract is not renewed or if you feel there are signs your teacher contract will not be renewed. You should advocate for yourself while remaining professional. In addition, there are some logical next steps.
If the non-renewal process is not complete, submitting a resignation letter may be considered. Resigning from a position does not carry the same stigma as non-renewal. Although future employers may ask about the resignation, the teacher can provide justification.
The Division Superintendent is the supreme employee within a district and communicates directly to the Board regarding personnel recommendations. Asking for a meeting with this key individual may be beneficial, especially if building-level leaders have not adhered to the evaluation and notification procedures.
Although the superintendent does not need to provide a reason for the non-renewal of a provisionary teacher, they can listen. This meeting may spark conversations among school leaders regarding procedures. School principals must adhere to strict guidelines regarding the evaluation of provisional personnel and timely notification.
If a non-renewed teacher feels discriminated against or that proceedings leading to the non-renewal were not aligned with state and district policies, meeting with a union or teacher association representative may be advisable. The representative can advise the teacher if any rights have potentially been violated. For example, when a principal uses budget to justify non-renewal, but quickly proceeds in hiring new staff, the teacher may have some additional options.
If the teacher feels the non-renewal is related to reasons outside of job performance, it is wise for the teacher to secure letters of recommendation. Quality letters of recommendation from school leaders, district leaders, and a coworker will be very valuable as the teacher seeks new employment.
A rational way to proceed after non-renewal is to work to add additional licensures and credentials. Some certifications, such as high school mathematics and special education, are more desired. Thus, having these certifications will more likely secure a continuing contract.
If a reason for non-renewal is shared or found in evaluation documents, teachers should work to improve and attend professional development opportunities related to this deficiency. This training will demonstrate commitment to improvement.
Securing a new job as soon as possible is critical for paying bills, but also easing the opportunity to find new work. Shortening or eliminating any break in service will lessen the stigma associated with resignation or non-renewal. Teachers whose contracts have been non-renewed need to check websites and agencies for teaching vacancies regularly.
Sometimes a teacher is non-renewed because they were on a provisional teaching license and did not meet the state’s expectations for full licensure within the time allotment. In this case, private and charter schools might offer some possibilities; these schools do not always have the same required qualifications for teachers.
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