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A Professional Growth salary schedule. The debate in the media on this topic is generally about teachers… However, the same principle could apply for all school employees…. Common problems with alternative compensation systems:. Insufficient funds and quotas
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The debate in the media on this topic is generally about teachers… • However, the same principle could apply for all school employees…
Common problems with alternative compensation systems: • Insufficient funds and quotas • Over-reliance on quantitative measures (test scores) • Divisive: Competition vs. Cooperation • Lack of buy-in • Low morale when goals aren’t met • Work overload • Multiple weighted measures—confusing • Teachers leave classroom for career advancement • Less than adequate base salary • Rewards limited to tested core curriculum subject areas
Key considerations for any teacher compensation system: • Does the system positively impact teaching and learning, or does it focus on short-term political/financial gain? • Does the system undermine or support close working relationships among professionals? • Is it sustainable—both for development and implementation? • Does it keep professionals in the classroom? • Is there a plan for assessing whether or not it’s working?
Purposes of a professional growth salary schedule: • Provide an outline for a career path for classroom professionals—without forcing them to leave the classroom • Recognize and reward professionals who attain and can demonstrate knowledge and skills • Recognize and reward improved practice that is a factor in student learning • Provide guidance for how to recognize and compensate professionals for the myriad duties that their daily work entails • Position professionals on par with the salary, professional growth opportunities, and career earnings of comparably-prepared professionals
--Base Salary: A professional growth salary schedule must start with a professional salary of at least $40,000 for teachers. Teachers should expect to reach their “maximum” in ten years. • --Association Involvement: The schedule must be co-created or designed with professionals through the collective/collaborative bargaining process. It must also allow for voluntary participation of current staff.
--Salary Levels (Tiers): A professional growth schedule must contain several levels that are based on prescribed skills, knowledge, licenses, certifications, degrees, responsibilities, and/or accomplishments through which professionals progress. • --Advancement through Levels: Early levels should be linked to the probationary period of employment, and advancement through the levels should be required. Movement through later levels may be voluntary.
--Linked to Quality Professional Development: A professional growth schedule must be linked to a professional development system that has been locally developed. • --Knowledge and Skills: The schedule must be tied to locally developed, research-based, professional learning opportunities targeted to the needs of students.
--Funding: A professional schedule must have adequate and sustainable sources of funding, both initial and ongoing. Grants or other temporary sources are not capable of sustaining a career salary program. • --Accessibility: The schedule must be available to everyone, not just professionals who work in core subject areas. There must also be no quotas. If everyone reaches the top level, then everyone should be compensated.
--Transparency: The schedule must be understandable to professionals AND to the public. • --Program Assessment: There must be an annual assessment of the schedule to determine its effectiveness in improving salaries, teaching and learning, and the recruitment/retention of staff. The administrative efficiency and cost-effectiveness also should be examined annually.
--Professional Assessment/Evaluation: A professional salary schedule must be accompanied by a quality professional assessment or evaluation system that is bargained and designed locally. • --Licensure or Certification: The schedule may be linked to State licensure or certification requirements.
--School Year/Work Day: The schedule should also be linked to the length of the professional school year or the length of the school day. Extensions or additions should be considered for salary. • --Student Progress/Testing: Improved practice should lead to improved student learning and performance. Evidence of changes in student outcomes could become factors in a professional growth salary schedule. While test scores ARE NOT reliable measures for making high-stakes decisions, test scores do provide information that can inform curriculum and instructional decisions.
The NEA Professional Growth Salary Schedule NEA Collective Bargaining & Member Advocacy
