Pay for Performance - Archdiocese of Indianapolis

advertisement
21st Century Teacher Compensation
Thinking Strategically about Pay
Archdiocese of Indianapolis
Dr. Ron Costello ([email protected])
Kathy Mears ([email protected])
Rob Rash ([email protected])
Page 1
The Objectives Of Compensation Programs
Objectives of a Pay Program
As you can see, the
objectives here are
based on common sense management
practices.
•Equitable salaries in relation to the level of work
performed.
•Salaries that attract and retain competent staff
consistent with good management practices.
•Salaries that compensate in accordance with
performance and the value of the work they perform.
•Ensure uniformity in policies and actions
organizationally.
•Ensure a fair return on salary investment and that
earns a fair return on ability and effort.
Page 2
How did we arrive here?
Recruit, reward, and retaining effective
educators (3R’s)
Teacher Advancement Program Initiative
Pay freezes
Justice Issue:
Are we being fair?
Are we showing good stewardship with our
financial resources?
Page 3
Archdiocese of Indianapolis
PERFORMANCE PAY OVERVIEW
The performance pay awards are
based on three criteria:
1.Teacher Skills, Knowledge, and Responsibilities
2.Classroom value-added achievement gains
3.School wide value-added achievement gains
Page 4
Possible School Outcomes
P
r
o
f
i
c
i
e
n
c
y
High Proficiency
Low Growth
High Proficiency
High Growth
Low Proficiency
Low Growth
Low Proficiency
High Growth
Growth
Theodore Hershberg Value-Added Assessment and Systemic Reform, PDK, Dec. 2005
5
Guiding questions for teacher pay
increases:
 Teacher behaviors are incompatible with Core
Values?
 Teacher performance does not consistently
meet or exceed the expectations of the role?
 Teacher are on a performance improvement
plan?
 Teacher is new to the role and more time is
needed to observe their performance?
 Teacher are not effectively impacting student
achievement?
Page 7
Pay For Performance
Making Pay
Decisions
Reward educators who distinguish
themselves with exceptional performance
Annual performance cycle is a
significant factor driving pay for
performance decisions
Performance-sensitive pay can be
given in the form of a base pay increase,
one-time lump sum performance
bonuses, or a combination of the two
Not be confused with across the board
increases or cost of living increases
Page 8
Teacher Performance Protocol
1)
2)
3)
4)
5)
6)
7)
8)
Develop a and set personal goals
Schedule pre-conferences, observations, and post conferences
Regularly Principal walkthroughs provide feedback
Unscheduled conference(s) and post conference (s)
Peer evaluation, with a certified peer evaluator.
Teachers reflection on the five performance domains
Principal completes the teacher’s performance evaluation
Teacher and principal meet at the end of the year to discuss:
a)
b)
c)
d)
e)
f)
g)
observations
classroom walks completed by principal
peer review
goal attainment
student performance data
teacher’s self-evaluation of classroom instructional practices
teacher’s reflection of their progress in the five domain areas
9) Principal determines teacher’s placement on salary scale based on data gathered
10) Principals has two years of teacher data to determine if movement down in pay
categories.
11) Teachers who fail to meet a minimum proficiency in any domain area will be placed
on an improvement plan. Teachers who fail to improve after one year will not be
Page 9
granted a new contract.
Evaluation Domains
• Domain I: Professional Responsibilities
• Domain II: Planning and Assessment
• Domain III: Classroom Environment
• Domain IV: Pedagogical Practices
• Domain V: Student Performance Data
Page 10
Where do we go from here?
Formed committees to develop this plan
In process of piloting Archdiocesan
evaluation instrument
Develop professional development for
teachers, principals, and others
Working on a communication plan to build
understanding and support
Page 11
Compensation Direction
.
Effective in rewarding and
retaining quality educators
Must be sustainable
Must communicate our values
and goals
Must be agile to respond to
challenges we face
Page 12
Page 13
School Corporation Minimun Pay Maximum Pay
Beech Grove City Schools $34,732 $71,548
MSD Decatur Township $32,695 $73,939
Franklin Township Com Sch Corp $24,143 $76,336
Indianapolis Public Schools $35,120 $71,042
MSD Lawrence Township $25,174 $73,305
MSD Perry Township $29,750 $74,456
MSD Pike Township $36,679 $81,344
School Town of Speedway $38,419 $74,809
MSD Wayne Township $38,909 $80,266
Indiana State Results $24,133 $84,686
Archdiocese of Indianapolis $28,250 $49,250
2009-2010 Marion County Teacher Pay
Source: 2010
Page 14
Page 15
Download
Related flashcards

Family law

31 cards

Politics

31 cards

Political movements

25 cards

Political theories

49 cards

Nuremberg trials

19 cards

Create Flashcards