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​​​5.11.7 Teacher and Faculty Employment Agreements

Schools enter into employment agreements for specific terms with teachers; the agreements expire at the end of the term. See the elementary school Teacher Employment Agreements (full-time exempt​; part-time exempt) and the high school Faculty Employment Agreem​ents (full-time exempt; part-time exempt)​​​.

5.11.7.1 Elementary School Teacher Employment Agreement


The decision to offer an initial or a renewed employment agreement to a teacher is the responsibility of the principal with the approval of the pastor. A renewal decision should be based on the following considerations:

  • The teacher's record of support and cooperation with the philosophy and mission of the school, in particular, compliance with school regulations and policies for teachers as promulgated in this Administrative Handbook and the elementary school Teacher Employment Agreements (full-time exempt​part-time exempt), the ​faculty handbook, the parent/student handbook, the staff handbook, and other school communications

  • The extent to which the teacher's behavior on campus and in the community offers to the students an example of Catholic values

  • The needs of the school, as determined by the principal and pastor

Offering a teacher a renewed elementary school Teacher Employment Agreement does not constitute granting of tenure. Archdiocesan elementary schools do not have a tenure system.

The teacher/applicant must sign and return the offered elementary school Teacher Employment Agreement within five calendar days of receipt of the agreement or the offer is considered withdrawn. The agreement is not valid and binding until it is signed by the principal and the pastor of the parish.

​See also Employees with Written Agreements.

5.11.7.2 High School Faculty Employment Agreement​

​Before a high school Faculty Employment Agreement may be offered to a new teacher, the principal must receive a signed Request for Employment of Certificated Personnel​ from the assistant superintendent of the Department of Catholic Schools.

The principal alone has the final and sole authority with respect to offering contracts to first- and second-year teachers. Except in the case of staff​ reduction​ or of noncompliance with professional growth requirements, commencing in a teacher's third year of teaching and continuing for as long as the teacher remains a teacher at the school, the decision to not offer a contract for the subsequent year requires approval of a simple majority of the school Evaluative Council as defined in the Faculty Handbook.

The decision to renew a teacher's employment agreement should be based upon, but not limited to, the following considerations:

  • The teacher's record of support and cooperation with the philosophy and mission of the school, in particular, compliance with school regulations and policies for teachers as promulgated in this Administrative Handbook and the high school Faculty Employment Agreements (full-time exemptpart-time exempt)​, ​the faculty handbook, the parent/student handbook, the staff handbook, and other school communications

  • The extent to which the teacher's behavior on campus and in the community offers to the students an example of Catholic values

  • Professional development

  • The needs of the school

The renewal of a high school Faculty Employment Agreement of full-time teachers during and beyond the third year of teaching does not constitute granting of tenure. Archdiocesan and parish high schools do not have a tenure system.

Teachers who fail to return a signed high school Faculty Employment Agreement​ to the principal by June 1 will be considered as having voluntarily terminated their employment with the school.

​See also Employees with Written Agreements​.​