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21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis

21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello ( rcostello@archindy.org ) Kathy Mears ( kmears@archindy.org ) Rob Rash ( rrash@archindy.org ). The Objectives Of Compensation Programs. Objectives of a Pay Program

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21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis

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  1. 21st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello (rcostello@archindy.org) Kathy Mears (kmears@archindy.org) Rob Rash (rrash@archindy.org)

  2. The Objectives Of Compensation Programs • Objectives of a Pay Program • 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. As you can see, the objectives here are based on common - sense management practices.

  3. 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?

  4. Archdiocese of Indianapolis PERFORMANCE PAY OVERVIEW The performance pay awards are based on three criteria: • Teacher Skills, Knowledge, and Responsibilities • Classroom value-added achievement gains • School wide value-added achievement gains

  5. Possible School Outcomes Pr o f i c i ency 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

  6. 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?

  7. Pay For Performance • 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 Making Pay Decisions

  8. Teacher Performance Protocol • 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: • 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 • Principal determines teacher’s placement on salary scale based on data gathered • Principals has two years of teacher data to determine if movement down in pay categories.  • 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 granted a new contract.

  9. Evaluation Domains • Domain I: Professional Responsibilities • Domain II: Planning and Assessment • Domain III: Classroom Environment • Domain IV: Pedagogical Practices • Domain V: Student Performance Data

  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

  11. Compensation Direction PAY FOR TENURE . PAY FOR PERFORMANCE • 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 EQUITY ONE SIZE FITS ALL $$$$$ $$$$$$ $$

  12. 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

  13. Questions?

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