7000 - Personnel

7130 Licensure

The Board intends to comply fully with all licensure requirements outlined in federal and state law and State Board of Education policies.  Except as provided below, a professional employee must hold at all times a valid North Carolina license appropriate to the position in which he or she is employed.  To the extent possible, all professional teaching assignments will be in the area of the professional employee’s license except as may be otherwise allowed by state and federal law and State Board policy.  In addition, all professional teachers employed to teach core academic subjects must be “highly qualified.”  Core academic subjects include English, reading or language arts, mathematics, science, foreign languages, civics and government, economics, arts, history and geography.

The Board encourages lateral entry into the teaching profession by skilled individuals from the private sector; however, lateral entry teachers shall not be employed at the elementary level. 

A.   Beginning Teacher Support Program

The Superintendent or designee shall develop a plan and a comprehensive program for beginning teacher support.  The plan must be approved by the Board and kept on file for review.  The Superintendent or designee shall submit an annual report on the Beginning Teacher Support Program to the Department of Public Instruction (DPI) each year.  The report must include evidence of demonstrated proficiency on the Beginning Teachers Support Program Standards and evidence of mentor success in meeting Mentor Standards.  The school system will also participate in implementing a regionally-based annual peer review and support system.

B.  Professional Staff

All teachers and other instructional professional personnel shall meet the licensure requirements set by law and NC State Board of Education regulations.  Obtaining and maintaining a license and providing a valid record thereof to the Office of Human Resources are the responsibilities of the individual, not of the school system or any of its employees.  Any employee who allows a license to expire must have it reinstated prior to the beginning of the next school year; failure to do so is grounds for termination of employment.

The school system may offer courses, workshops and independent study activities to help school personnel meet license renewal requirements.  Any renewal activity offered must be consistent with State Board of Education policy.  In addition, the Superintendent or designee shall develop a procedure to determine the appropriateness of any credit offered in advance of renewal activities.

C.   Non-Instructional Staff

All non-instructional employees who are required to hold a license or other credentials in compliance with federal, state, or local laws must do so in accordance with the appropriate requirements for their positions.  These positions include, but are not limited to, bus drivers, plumbers, electricians, grounds workers, HVAC mechanics, truck drivers and heavy equipment operators, designated Exceptional Children program positions, and any other positions designated by the Board of Education or state or federal laws.

Obtaining and maintaining valid licensure and/or credentials and providing a valid record thereof to the Office of Human Resources or the designated supervisor are the responsibilities of the employee.  Failure to obtain or maintain valid licensure is grounds for termination of employment.

D.  Parental Notification

At the beginning of each school year, the school system shall notify the parents or guardians of each student attending a Title I school or participating in a Title I program of their right to request the following information about qualifications of their child’s teacher:  whether the teacher has met NC licensing requirements; whether the teacher has had any licensure requirements waived; what the teacher’s bachelor degree major(s) is/are; what other degrees and teaching license area(s) the teacher holds; and whether the child is provided services by a paraprofessional, and if so, the paraprofessional’s qualifications.

The school system shall give notice within 10 school days to the parents of children who, after four consecutive weeks, have been taught a core academic subject by a teacher who is not highly qualified.

E.  Equitable Distribution of Highly Qualified Teachers

The Superintendent shall develop a plan in accordance with DPI requirements to ensure that low-wealth, minority, learning disabled and/or English language learners are taught by experienced and highly qualified teachers to the same extent as are students who do not fall into these categories.  If DPI does not require such plan of the LEA, the Superintendent is not required to develop a plan under this subsection unless he or she determines that one is needed to address inequities within the school system.


Legal References:
No Child Left Behind Act, 20 U.S.C. 6301 et seq.; 34 C.F.R. 200.55-57, 200.61; 20 U.S.C. 6319; 20 U.S.C. 7801(11); G.S. 115C-296, -333, -333.1, -325(e)(1)(m); State Board of Education Policies TCP-A-000, -001, -004, - 016, -018, -021
Cross References:
Monday, 13 June 2011
Last Updated:
Monday, 08 December 2014