The Teacher Contract: What I Wish I Knew Before Accepting That Teaching Job
You land the interview. You get the job offer. You’re so excited—and relieved—you sign the contract immediately.
But what if that contract doesn’t tell you everything you need to know?
I’ve been there.
I interviewed, got hired, and barely glanced at the contract beyond confirming my salary and start date. I was just thrilled to have the job.
Fast forward a few months—and I realized I had made a mistake.
Suddenly, I was responsible for daily morning and after-school duty—something I’d never had in my previous district. My planning time was reduced, and there was no expectation for team collaboration, even though I thrive in environments where teachers plan together and share the workload.
And the pay? It was lower than expected. Turns out, the district capped years of experience at 12 years on the salary scale, so I wasn’t credited for everything I’d done.
I felt frustrated, blindsided, and honestly—disappointed in myself. I hadn’t done my homework. I hadn’t looked deeper into what this job actually entailed.
And now, I was stuck in a role that seemed like a good fit for me but felt completely out of alignment with what I needed to feel supported and successful.
So I’m here to tell you the three most important sources of information you should know before you sign your teacher contract.
✅ What’s Really in Your HR Contract? (And What’s Missing)
When you're offered a teaching job, the first thing you typically receive is your official contract from Human Resources. And while it looks formal and complete, it’s really just the tip of the iceberg.
What is usually included:
Your job title or position (e.g., 1.0 FTE Elementary Teacher or 0.75 Reading Teacher)
Salary placement on the pay scale
Contract length (typically one year)
A brief note agreeing to district and union policies (often in the fine print)
What’s not included—but absolutely matters:
Your daily schedule and prep time
Expectations for before/after school duties
Whether there's team collaboration or common planning time
How evaluations and renewals work
Leave policies (sick, personal, family leave)
And so much more
Your HR contract is kind of like a table of contents—it confirms the job offer, but doesn’t explain what’s actually inside the book.
To truly understand what you’re agreeing to, you need to dig deeper. That’s where the Collective Bargaining Agreement comes in.
📚 Agreements, Policies, & Rules: What is the Collective Bargaining Agreement (CBA)?
If your school is in a unionized public district, your actual job responsibilities, rights, and protections are outlined in a separate document: the Collective Bargaining Agreement (CBA), sometimes called “Teacher Contract.”
This legally binding agreement between the district and teachers' union includes everything your HR contract doesn’t.
What’s included in the CBA:
Specific teacher duties and expectations
Work hours and protected prep periods
Policies for duties and supervision
Leave policies (sick, personal, family)
Salary schedules, steps, and stipends
Professional development requirements and compensation
Evaluation procedures and job protections
Contract renewal processes and grievance procedures
This document is your real contract. It tells you how many students you'll likely teach, what your schedule looks like, and how supported you’ll be.
Where to find it:
Your district’s HR website
Your local teachers’ union website
Or ask HR or the union directly
🧠 Pro tip: Google “[District Name] + teachers union contract” or “[District Name] CBA PDF.”
Reading the CBA might not be exciting, but it’s empowering. It helps you catch potential red flags before you commit.
🗣 Real Teacher Insights: The Human Side of the Job
Even after reviewing your HR contract and the CBA, there’s still one major missing piece:
👉 What it actually feels like to teach at that school every day.
That’s where current teachers (and union reps) can help.
Documents tell you what’s required.
Teachers tell you what’s expected.
They can give you insight into:
When you get your prep time (daily, weekly) and if meetings are scheduled during that time
The level of collaboration (or isolation) among teachers
What support looks like from leadership
The unspoken “rules” new hires should know
How often extra duties pop up—and whether they’re paid
What class sizes are really like, especially if enrollment increases or decreases
Extra funds for teacher supplies–or if you have to pay out of pocket
Expectations of the culture and climate of the school–all hands on deck or each person to their own devices
The list goes on and on yet, these are the things that impact your well-being, workload, and whether your new teaching job is sustainable.
How to connect with current staff:
Find a connection to someone who works at your school of interest
Reach out via social media, LinkedIn, or email
Be polite and honest: “I’m considering a contract and want to better understand school culture.”
Ask specific questions like:
“How much prep time do you get each week?”
“Do teachers collaborate on planning?”
“What is the schedule like from day to day
“What kind of support do new teachers receive?”
“Why do you teach at the school?”
💡 Tip: You don’t need to talk to 10 people—just one real conversation really can provide more insight than a 10-page contract. Also, if that person only has negative things to say, make another connection with someone else in the building to get a different perspective before you make a decision on that school.
🤔 What If There’s No Union or CBA?
Charter schools, private schools, and some public schools in non-union states may not have a collective bargaining agreement. In those cases, your HR contract might be all you have—and it’s often vague.
So, what can you do?
Ask better questions upfront:
Can I see the staff handbook or policies?
What are teacher responsibilities beyond teaching?
Is prep time protected or flexible?
Do teachers get team collaboration time?
What’s the onboarding process like for new staff?
And connect with teachers when possible:
Search social media or other networks
Ask peers or mentors for referrals
Join educator groups for insight
If you’re hearing different things from staff than from admin? That’s your signal to dig deeper.
🛑 Final Thoughts: Don’t Sign Blind
I know how tempting it is to say yes right away—especially if you’ve been waiting for the offer.
But once you sign, you’re contractually obligated to fulfill those duties for that school year.
And if you didn’t ask the right questions or dig into the expectations, you might end up feeling stuck, unsupported, and burned out.
🎯 Don’t rely on your HR contract alone—it’s just the start.
🎯 Read the collective bargaining agreement—it tells you what your job will actually look like.
🎯 Talk to real teachers—they’ll share what it feels like to work there.
You deserve to feel informed, empowered, and excited—not just lucky to have a job.
I share all of this because I wish I had done it myself. When I accepted that job, I didn’t read the CBA, didn’t ask the right questions, and didn’t connect with current teachers. And I paid the price for it—in burnout, in frustration, and in feeling stuck.
I don’t want that for you.
You deserve to walk into your next position feeling confident, prepared, and supported. Do the homework now—so you’re not left picking up the pieces later.
Next Steps
If you’re getting ready to apply for your first or next teaching job, you don’t have to navigate it alone. I’m here to help you make informed, confident, and strategic decisions—through every stage of the process. From teacher applications and interviews to setting up classroom systems and routines once you’re hired, I’ll support you in building a sustainable, successful teaching career that prioritizes your well-being and helps you avoid burnout.
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Cheering you on in your teaching journey,
Jaime
