Mesa Public Schools
Incentive Program Guidelines
2009-2010 School Year
District and Classroom Site [301] funds provide eligible MPS employees an opportunity to increase their compensation by
achieving annual goals. In addition, override funds and the Career Ladder program also provide contributions toward the
incentive totals. Availability of override funds are contingent upon voter approval, and Career Ladder funds are contingent
upon yearly legislative appropriations.
The following guidelines include information on academic, work product, and quality service goals and incentives and
include descriptions of the program components, goals, incentives, criteria, and employee eligibility.
 District Quality Service
Most full-time and part-time employees are eligible for incentive
compensation through the MPS District Quality Service Goal
portion of the Incentive Program.
In addition to the District Quality Service Goal and Incentive, there are two workplace categories for setting goals and
receiving incentives. Only one of these workplace categories applies to each MPS employee. Other than the exceptions
listed below, school-based employees will be assigned to the school workplace category. FTE or work schedule will be
used to determine the workplace category for employees who are affiliated with both a school and department. If the
FTE or work schedule for the school and department is equal, the employee will be assigned to the school workplace
category.
 School
Student Academic and
Quality Service Goals
 Department
Work Product,
District Student Academic, and
Quality Service Goals
A workplace is defined as a school if it is one of the
comprehensive elementary schools, one of the comprehensive
junior high schools, one of the comprehensive senior high schools,
or any one of the focus schools.
A workplace is defined as a department if it is not a school. All
department employees are eligible for work product, district
student academic, and quality service incentives. Employees
required to hold state teaching or administrative certificates are
also eligible for department established academic incentives.
Below are examples of exceptions to the school and department work-place categories. There may be other exceptions –
check with your supervisor for confirmation:
Food service employees are affiliated with the Food & Nutrition Department even if they work exclusively at a school.
Grounds employees are affiliated with the Grounds Department even if they work exclusively at a school.
All night custodians are affiliated with the Custodial Department even if they work exclusively at a school.
Special Education preschool employees are affiliated with the Special Education Department even if they work
exclusively at a school.
Special Education itinerant service provider groups are affiliated with the Special Education Department.
For administrators, classified staff, and certificated hourly staff, the incentive is based in part on qualified earnings.
Qualified earnings include base salary plus longevity, classified in-service growth, certificated hourly work and extra factor
pay. Qualified earnings do not include sick leave and vacation reimbursement/compensation, extended contracts, nor
most Career Ladder compensation. For Certificated contract staff, the incentive is based on contract FTE and hire date.
The district quality service incentive will be paid in mid-May. Student academic, work product, and quality service
incentives will be distributed in a single payment which is mailed to eligible employees' home addresses in July.
The development of the incentive goals is a collaborative effort between principals/directors and staff members.
Administrators should involve teaching staff in the development and establishment of goals. All impacted staff members
should be fully aware of the specific goals set.
Appeal process. In the event that a school or department does not accomplish goal attainment levels and it is
determined that there are extenuating circumstances that were beyond the direct influence of the school or department
staff that may have negatively impacted the achievement, an appeals process is available. An appeal should be made at
the time of goal results documentation submittal in May or June, 2010, and must be submitted to the Associate
Superintendent, along with the appropriate documentation.
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Mesa Public Schools
District Quality Service Plus Two Workplace Categories
Type of
Work-Place & Goal

Set by
Eligible Employees
Funding
Source
Governing Board &
Superintendent
School and Department staff members, with some
exceptions, will receive up to $225 [CL DIST] for
achievement of this goal.
Career
Ladder
School Staff with approval of
designated superintendent
Teachers, nurses, and psychologists, with some exceptions,
will receive up to approximately $1,600 * [SCH/ACA] plus up
to $425 [CL SITE].
301 *
Career
Ladder,
MPS
Support staff and certificated hourly staff, with some
exceptions, will receive up to 3.2% [ACAD/WRKPR] of
qualified earnings for achievement of these goals.
Override,
MPS
Administrators, with some exceptions, will receive the same
as support staff plus up to $425 [CL SITE].
Career
Ladder
Teachers, nurses, and psychologists, with some exceptions,
will receive up to $100 [QUAL SERV]
301*
MPS
Administrators, support staff, and certificated hourly staff,
with some exceptions, will receive up to 0.2% [QUAL SERV]
of qualified earnings for achievement of these goals.
MPS
Support staff and certificated hourly staff, with some
exceptions, will receive up to 2.2% [ACAD/WRKPR] of
qualified earnings for achievement of these goals.
Override,
MPS
Classified directors and supervisors, with some exceptions,
will receive up to 2.2% [ACAD/WRKPR] of qualified earnings
for achievement of these goals plus up to $425 [WP DEPT]
for these goals or a personal goal.
Override,
MPS
Certificated administrators, with some exceptions, will receive
up to 2.2% [ACAD/WRKPR] of qualified earnings for
achievement of these goals.
Override,
MPS
Teachers, nurses, and psychologists, with some exceptions,
will receive up to $100 [QUAL SERV]
301*
MPS
Administrators, support staff, and certificated hourly staff,
with some exceptions, will receive up to 0.2% [QUAL SERV]
of qualified earnings for achievement of this goal.
Override
Administrators, support staff, and certificated hourly staff,
with some exceptions, will receive up to 1.0% [DIST/ACA] of
qualified earnings for achievement of this goal.
MPS
District
Quality Service
 School
Student Academic
Quality Service
School Staff with approval of
designated superintendent
 Department
Work Product
Quality Service
District Academic
Department Staff with
approval of designated
superintendent
Department Staff with
approval of designated
superintendent
Department Staff with
approval of designated
superintendent
Continued on page 3
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Mesa Public Schools
District Quality Service Plus Two Workplace Categories
Continued from page 2
Type of
Work-Place & Goal
Set by
Eligible Employees
Funding
Source
Certificated Department Staff
with approval of designated
superintendent
Teachers, nurses, and psychologists, with some exceptions,
will receive up to approximately $1,600 * [SCH/ACA] plus up
to $425 [CL SITE] for achievement of these goals.
301*
Career
Ladder
Audiologists, OT/PT teachers, with some exceptions, will
receive up to approximately $1,600 [SCH/ACA] plus $425
[CL SITE] for achievement of these goals.
Override,
MPS
Certificated administrators, with some exceptions, will receive
up to $425 [CL SITE] for achievement of these goals.
Career
Ladder,
MPS
 Department
Department Student
Academic
 Please note that the codes within brackets [ ] contain the payroll codes that will be printed on the paychecks;
example [CL DIST].
*
This is an estimate. Allocation is dependent on Classroom Site funds and district receipt of 301 funding.
These funds have declined during the 2009-2010 fiscal year. If they continue to decline, this estimate will be
reduced accordingly. Nurses and psychologists will be paid from district funds, not 301 monies.
Career Ladder funds are contingent on yearly legislative appropriations, and override funds are contingent on
voter approval.
 District Quality Service Goals and Incentives
All eligible staff will receive a district quality service incentive if the district as a whole meets the 2009-2010 quality service
goal set by the Governing Board and the Superintendency. In the spring, schools and departments will be rated on quality
service by parents, students, and/or staff.
Compensation will be based on district-wide quality service goal achievement. The incentive for full-time eligible
employees is up to $225. The actual incentive depends on the number of eligible employees at the time of payment, the
available dollars and the term of contract. The percent of the incentive paid will be:
% of Full Incentive
100%
90%
80%
70%
0%
Districtwide Survey Results
20% = A+ and/or A and at least 75% = A and B
15% = A+ and/or A and at least 70% = A and B
65% to 69% = A+, A and B
60% to 64% = A+, A and B
Below 60% = A+, A and B
District quality survey results will be analyzed and the percentage of goal accomplishment will be available in early May.
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Mesa Public Schools
 School Goals and Incentives
School Student Academic Goals
Each school submits student academic goals to the Superintendency in the fall. The goal statements are developed to
directly align with the required components of the district’s corrective action plan, results from a recent district-wide Title III
audit, and specific elements stated in ARS §15-977. The goals are approved by the Superintendency as submitted or
approved with revision. Student achievement results will be submitted in accordance with the established deadlines
communicated to schools and departments in the fall.
For 100% achievement of the goals, full-time teachers, nurses, and psychologists will receive up to approximately $1,600
(teachers are funded from Classroom Site [301] funds, nurses, and psychologists from district funds), and up to $425 from
Career Ladder funds. Eligible school support staff will receive up to 3.2% of salary for 100% achievement of this goal.
Eligible administrators will receive up to 3.2% of salary plus $425.
The Superintendency sets the achievement levels for 100% and 70% goal achievement in July. If a school does not
achieve its student academic and/or other goals at least at the 70 % level, 50 % of available compensation may be
granted based upon documented evidence of the following:

All staff members were aware of the school goals and understood their shared responsibility for student achievement.

Results of state-mandated and district assessments were examined by the principal and staff to determine students’
academic strengths and weaknesses.

The principal and staff identified effective instructional techniques for teaching the Arizona Academic Standards and
these techniques were implemented in classrooms.

Teachers continuously monitored students’ progress and adjusted instruction to address students’ needs.

Remediation was provided to students who were at risk of not mastering the Arizona Academic Standards.

Title I and 301 resources were directed toward the school’s most significant academic needs.

All teachers participated in professional development designed to increase instructional effectiveness.

Sufficient monitoring of classroom instruction occurred and appropriate feedback was provided to teachers.

Support and interventions were provided to teachers whose classroom instruction was “developing” or “unsatisfactory”
as described in the MPS Evaluation Summary of Classroom Instruction.

The master schedule was designed to maximize student learning.
School Quality Service Goals
Each school submits one site-specific quality service goal to the Superintendency in the fall. The school quality service
goal is set based on the desired level of parent and student quality service survey ratings. The school goal is approved by
the Superintendency as submitted or approved with revision.
Teachers, nurses, and psychologists, with some exceptions, will receive up to $100 for 100% achievement of the goal, up
to $70 for 70% achievement of the goal, or $0 if achievement is below 70%.
Administrators, support staff, and certificated hourly staff, with some exceptions, will receive 0.2% of qualified earnings for
100% achievement of the goal, 0.14% of qualified earnings for 70% achievement of the goal or 0% incentive if
achievement is below 70%.
Quality service goal results are tabulated with the Student Academic Achievement Goals as defined in the fall. Quality
service survey results will be analyzed and the percentage of goal accomplishment will be available in early May.
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Mesa Public Schools
 Department Goals and Incentives
Department Work Product Goals
Each department submits work product goals to the Superintendency in the fall. Each goal statement includes a
description of the work product goal level required for department members to receive 100% or 70% of the incentive for
goal accomplishment. Each goal is approved by the Superintendency as submitted or approved with revisions.
Most department employees, with some exceptions, will receive 2.2% of qualified earnings for 100% achievement of work
product goals. Classified administrators and supervisors, with some exceptions, will receive 2.2% of qualified earnings
and $425 for 100% achievement of the work product goals, or the $425 can be earned by achieving a personal goal that
reflects individual achievement of a work process or product goal.
Department Quality Service Goal
Each department submits quality service goals to the Superintendency in the fall. The quality service goal is set based on
results of the customer quality service survey completed by district employees. Each goal is approved by the
Superintendency as submitted or approved with revision.
Teachers, nurses, and psychologists, with some exceptions, will receive up to $100 for 100% achievement of the goal, up
to $70 for 70% achievement of the goal, or $0 if achievement is below 70%.
Administrators, support staff, and certificated hourly staff, with some exceptions, will receive 0.2% of qualified earnings for
100% achievement of the goal, 0.14% of qualified earnings for 70% achievement of the goal or 0% if achievement is
below 70%.
Quality service survey results will be analyzed and percentage of goal accomplishment will be available by early May.
District Student Academic Goals
The district will set a district-wide academic goal that represents positive academic growth of the collective schools’
achievement levels and attainment of school-based student achievement academic goals. It will be determined whether a
department primarily supports elementary schools, or secondary schools, or all schools. Compensation will be provided
accordingly. Achievement of this goal will be based on the percent of schools that a department supports that achieve
their academic goals at 100%.
District-based support staff, supervisors, and administrators, with some exceptions, will receive 1.0% of qualified earnings
for 100% achievement of the district academic goals.
Each department with certificated staff supports the schools’ student achievement goals established in the fall.
Full-time teachers, nurses, audiologists, occupational therapists, physical therapists, and psychologists will receive for
100% achievement of the goals up to approximately $1,600 (teachers are funded from Classroom Site [301] funds,
nurses, audiologists, occupational therapists, physical therapists, and psychologists from district funds), and up to $425
from Career Ladder funds. Certificated administrators will receive up to $425 for 100% achievement of these goals.
Classified Director/Supervisor Goal
In consultation with the Assistant Superintendent, classified directors and supervisors establish a professional goal unique
to the individual’s assignment, or with permission from the appropriate Assistant Superintendent they may select to adopt
the department’s work product goal as their goal.
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Mesa Public Schools
Employee Eligibility for Participation in Incentive Programs
Eligible employees must be hired on or before March 10, 2010, and be employed through April 29, 2010, in order to
qualify for any incentives.
Eligible staff for incentives include, with some exceptions, all certificated and support staff employees. Substitute teachers
are eligible for the substitute teacher student achievement incentive. Ineligible employees include employees hired only to
coach, student employees, temporary employees, employees on a sabbatical leave for more than a semester, and
employees on unpaid leave for more than one semester.
Eligible staff for the Classroom Site [301] and Career Ladder funded academic incentives include certificated contract
employees whose jobs require a certificate from the Arizona Department of Education. Ineligible certificated staff includes
substitute teachers, certificated hourly workers, employees hired only to coach, and employees on unpaid leave,
sabbatical leave or teacher exchange for more than one semester. Psychologists represented by MEA are eligible.
A certificated teacher is not eligible to receive compensation for participation in an Incentive Program for the fiscal year
in which any one or more of the following events occurs:
1. A qualified evaluator determines that the teacher's classroom performance is inadequate.
2. The Superintendent issues a Preliminary Notice of Inadequacy of Classroom Performance to the teacher, and the
teacher fails to correct the deficiencies within the prescribed timelines.
3. The Superintendent presents a Statement of Charges to the Governing Board that seeks the teacher's dismissal for
inadequate classroom performance or unprofessional conduct.
4. The teacher resigns without the consent or approval of the Governing Board.
5. The teacher commits a criminal offense, other than a common traffic safety violation, while on duty or otherwise on
school property.
6. A school administrator directs the teacher to participate in a training program designed to increase student academic
achievement, and the teacher fails to participate in the mandatory training program without valid excuse.
An administrator is not eligible to receive compensation for participation in an Incentive Program for the fiscal year in
which any one or more of the following events occur:
1. A district evaluator determines that the administrator's performance is inadequate and, as a result of such evaluation,
the administrator is placed on a growth plan in accordance with district procedures.
2. The Superintendent issues a Notice of Intent to Non-Renew to the administrator.
3. The Superintendent presents a Statement of Charges to the Governing Board that seeks the administrator's dismissal
for inadequate performance, unprofessional conduct, or other good cause.
4. The administrator resigns without the consent or approval of the Governing Board.
5. The administrator commits a criminal offense, other than a common traffic safety violation, while on duty or otherwise
on school property.
6. A superintendent directs an administrator to participate in a training program and the administrator fails to participate
in the mandatory training program without valid excuse.
A support staff member is not eligible to receive compensation for participation in an Incentive Program for the fiscal
year in which any one or more of the following events occur:
1. The employee commits a criminal offense, other than a common traffic safety violation, while on duty or otherwise on
school property.
2. The employee does not successfully complete a for-cause probation in accordance with district procedures.
3. The employee is dismissed for cause by the Governing Board.
4. The employee is not rehired as a result of unsatisfactory job performance.
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Eligibility for the Full Incentive or a Prorated Portion. The percent of the incentives that an employee is eligible for is
dependent upon the amount of time a person has worked for MPS this year, with the actual incentive amount dependent
upon the number of eligible employees at the time of payment, the available dollars, and the term of contract.
Full-time eligible staff on unpaid leave, sabbatical leave, or teacher exchange for only a portion of a semester receives
100% of the incentive. Full-time eligible staff on unpaid leave, sabbatical leave, or teacher exchange for a semester
qualifies for 50%. The incentive for substitute teachers is described below.
The certificated contract employees' incentives will be computed in the following manner:
Contract:
80%-100%
Contract:
50%-79%
Contract:
Less than 50%
10/9/09
100%
75%
50%
12/11/09
75%
56%
38%
3/10/10
50%
38%
25%
Hired on or before:
PERCENT OF
FULL
COMPENSATION
Retirees
Rehired retirees will be eligible for incentive earnings based upon their current hire date, contract status, and employment
classification:




those rehired in contract positions will be considered the same as non-retired contact employees in their
respective groups
those rehired on an hourly, non-contract basis will be considered the same as other non-retired hourly employees
in their respective groups
those rehired as substitute teachers will be considered the same as other substitute teachers
employees who are contracted through smartschoolsplus, inc. may be eligible for a modified incentive amount
Support and eligible certificated hourly only employees’ remuneration will be determined by the number of hours they
work. The incentive for work product, department quality service and academic goals will be based on a percent of salary.
Remuneration for district quality service (up to $225) will be determined in the following manner:
Levels of Compensation
100%
75%
50%
25%
0%
Hours Per Year Needed
714 or more
455 to 713
221 to 454
72 to 220
71 or less
Eligibility for substitute teachers. Substitute teachers are eligible for a substitute teacher student academic incentive if
they have worked a minimum number of days (half-day assignments count as .5 of a day) and are still active substitutes
through the end of the school year. The substitute teachers’ incentives will be computed in the following manner:
substitutes working 90-119 days will be eligible for up to $335, substitutes working 120-149 days receive up to $500, and
substitutes working 150 days or more will receive up to $665 if the district academic goals are achieved at 100%.
Arizona State Retirement System. If an employee retires during the fiscal year, the July incentive payment may not
qualify for retirement earnings. Employees are encouraged to talk to an ASRS representative for more information.
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