About Statutes

This page accesses the Code of Maryland (Statutes) and the Maryland Municipal Charters and Resolutions as compiled and maintained by the Department of Legislative Services.

The Code is arranged by and organized into “Articles” (e.g. Transportation Article), which are further subdivided into “titles”, “subtitles”, “sections”, “subsections”, “paragraphs”, subparagraphs”, etc.

Note that the “official” compilation of the laws (Chapters) enacted at each session of the General Assembly is published by the State as the “Laws of Maryland”, commonly referred to as the “Session Laws”. The Session Laws for each session are compiled chronologically by chapter number and serve as the source law from which the statutes accessed here are derived.

While the “Laws of Maryland” (Session Laws) constitute the official laws of the State, this Code and the annotated versions noted below are accepted as “evidence” of the law in all State courts and by all public offices and officials (See § 10-201 of the Courts & Judicial Proceedings Article). However, in the event of a conflict between the Code and the Session Laws, the Session Laws prevail.

Note: Annotated versions of the Code, published by LexisNexis and West, are available in book and online formats. These Annotated Codes include references to case law, related citations, and explanatory notations.

The Municipal Charters are updated each year by incorporating all charter resolutions received by the Department through May 31 of that year. Individual Municipal Resolutions are published to the General Assembly website as they are received by the Department.



Statute Text

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Article - Education
§6–202.  
(a)    (1)   On the recommendation of the county superintendent, a county board may suspend or dismiss a teacher, principal, supervisor, assistant superintendent, or other professional assistant for:
(i)   Immorality;
(ii)   Misconduct in office, including knowingly failing to report suspected child abuse in violation of § 5–704 of the Family Law Article;
(iii)   Insubordination;
(iv)   Incompetency; or
(v)   Willful neglect of duty.
(2)   Before removing an individual, the county board shall send the individual a copy of the charges against him and give him an opportunity within 10 days to request a hearing.
(3)   If the individual requests a hearing within the 10–day period:
(i)   The county board promptly shall hold a hearing, but a hearing may not be set within 10 days after the county board sends the individual a notice of the hearing; and
(ii)   The individual shall have an opportunity to be heard before the county board, in person or by counsel, and to bring witnesses to the hearing.
(4)   The individual may appeal from the decision of the county board to the State Board.
(5)   Notwithstanding any provision of local law, in Baltimore City the suspension and removal of assistant superintendents and higher levels shall be as provided by the personnel system established by the Baltimore City Board of School Commissioners under § 4–311 of this article.
(b)    (1)   Except as provided in paragraph (3) of this subsection, the probationary period of employment of a certificated employee in a local school system shall cover a period of 3 years from the date of employment and shall consist of a 1–year employment contract that may be renewed by the county board.
(2)    (i)   A county board shall evaluate annually a nontenured certificated employee based on established performance evaluation criteria.
(ii)   Subject to subparagraph (iii) of this paragraph, if the nontenured certificated employee is not on track to qualify for tenure at any formal evaluation point:
1.   A mentor promptly shall be assigned to the employee to provide the employee comprehensive guidance and instruction; and
2.   Additional professional development shall be provided to the employee, as appropriate.
(iii)   Nothing in this paragraph shall be construed to prohibit a county board from assigning a mentor at any time during a nontenured certificated employee’s employment.
(3)    (i)   Subject to subparagraph (ii) of this paragraph, if a certificated employee has achieved tenure in a local school system in the State and moves to another local school system in the State, that employee shall be tenured if the employee’s contract is renewed after 1 year of probationary employment in the local school system to which the employee relocated if:
1.   The employee’s final evaluation in the local school system from which the employee departed is satisfactory or better; and
2.   There has been no break in the employee’s service between the two systems of longer than 1 year.
(ii)   A local school system may extend the probationary period for a certificated employee subject to subparagraph (i) of this paragraph for a second year from the date of employment if:
1.   The employee does not qualify for tenure at the end of the first year based on established performance evaluation criteria; and
2.   The employee demonstrates a strong potential for improvement.
(4)    (i)   The State Board shall adopt regulations that implement the provisions of paragraphs (1) and (2) of this subsection and define the scope of a mentoring program and professional development that will be aligned with the 3–year probationary period.
(ii)   The State Board shall adopt regulations to establish standards for effective mentoring, including provisions to ensure that mentors provide mentoring that:
1.   Is focused;
2.   Is systematic;
3.   Is ongoing;
4.   Is of high quality;
5.   Is geared to the needs of each employee being mentored;
6.   Includes observations; and
7.   Includes feedback.
(c)    (1)   In this subsection, “student growth” means student progress assessed by multiple measures and from a clearly articulated baseline to one or more points in time.
(2)    (i)   Subject to subparagraph (iii) of this paragraph, the State Board shall adopt regulations that establish general standards for performance evaluations for certificated teachers and principals that include observations, clear standards, rigor, and claims and evidence of observed instruction.
(ii)   The regulations adopted under subparagraph (i) of this paragraph shall include default model performance evaluation criteria.
(iii)   Before the proposal of the regulations required under this paragraph, the State Board shall solicit information and recommendations from each local school system and convene a meeting wherein this information and these recommendations are discussed and considered.
(3)   Subject to paragraph (6) of this subsection:
(i)   A county board shall establish performance evaluation criteria for certificated teachers and principals in the local school system based on the general standards adopted under paragraph (2) of this subsection that are mutually agreed on by the local school system and the exclusive employee representative.
(ii)   Nothing in this paragraph shall be construed to require mutual agreement under subparagraph (i) of this paragraph to be governed by Subtitles 4 and 5 of this title.
(4)   Subject to paragraph (7) of this subsection, the performance evaluation criteria developed under paragraph (3) of this subsection:
(i)   Shall include data on student growth as a significant component of the evaluation and as one of multiple measures; and
(ii)   May not be based solely on an existing or newly created single examination or assessment.
(5)    (i)   An existing or newly created single examination or assessment may be used as one of the multiple measures.
(ii)   No single criterion shall account for more than 35% of the total performance evaluation criteria.
(6)   If a local school system and the exclusive employee representative fail to mutually agree under paragraph (3) of this subsection, the default model performance evaluation criteria adopted by the State Board under paragraph (2)(ii) of this subsection shall take effect in the local jurisdiction 6 months following the final adoption of the regulations.
(7)   Any performance evaluation criteria developed under this subsection may not require student growth data based on State assessments to be used to make personnel decisions before the 2016–2017 school year.