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Professional Educator Compensation System March 2016

Professional Educator Compensation System March 2016

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Professional Educator Compensation System March 2016

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  1. Professional EducatorCompensation SystemMarch 2016

  2. This teacher compensation model uses the current educator effectiveness system. The School District of West Allis West Milwaukee utilizes Stronge Standards in the mylearningplan.com platform to gather evidence of performance. The committee of teachers decided to utilize the existing system as a framework for compensation because it determines levels of performance and it is work we already do.

  3. How is the Educator Evaluation System used? • In the Summative Evaluation year, teachers receive a rating in each of the six Strong Standards. • The Summative Evaluation rating occurs in the first year for new teachers and then every three years for continuing teachers. • Summative Evaluation ratings serve as the basis for placing each teacher in a compensation category. • The rating is a combination of both the administrative feedback including walk through, conferences and observations and the teacher documentation logs. • Teachers have a strong voice in their own rating by submitting up to a maximum of two artifacts per standard each year or a maximum of six per standard over a three year evaluation period.

  4. Rating Appeals • A Professional Educator may appeal their Summative Ratings utilizing Steps One through Three of the formal appeal process and timelines in the Grievance Policy. Testimony will not be taken. Only the documents and comments formally submitted in mylearningplan.com will be reviewed in the appeals process. Off-Cycle Evaluations • Between Summative evaluations, either the Professional Educator or Administrator may request a “re-evaluation” for any reason. • A new Summative evaluation would then be conducted that year and will replace the previous ratings.

  5. Teacher Categories for Compensation

  6. Salary Increases • Earned Master’s Degree in an approved area result in a $2000 increase in salary. • Additional Certifications or licensure ($2000 prorated based on 33 credits/495 hours of a standard Master’s Degree) • New teachers moving into Career or Expert levels after the first year receive a $500.00 increase. • Continuing teachers are recognized for commitment through an additional $300 increase every three years in the District. This commitment increase is added to the negotiated increase that year. • Negotiations result in the identification of the total number of dollars available for salary increase. The increases for all salary increases identified above are taken from those dollars first.

  7. Negotiated salary increases are limited by the Consumer Price Index(CPI). This is a rate identified by the federal government. In general, represents the rate of inflation for the past year. That rate times the total amount paid for teacher salaries by the district determines the top negotiated dollars available. So lets say CPI is 1.50 Total amount of dollars for teacher salaries last year was $36,000,000.00 36,000,000.00 x .015 = $540,000.00 If distributed evenly that would be a $720 salary increase per teacher. If distributed based on percentage of salary the range of salary increase would be $630.00 - $1125.00 With this new compensation plan If the money for of Master’s Degrees, Certifications, Licensure, New teacher movement and Commitment is $190,000. The negotiated salary $540,000 minus $190,000 leaves $350,000 to be distributed for negotiated increase. The teachers receiving MA, Certification, new teacher movement into Career/Expert and Developing who were never proficient, do not qualify for additional negotiated raise. Say there are 120 of them. That leaves 630 teachers now sharing $350,000. This results in a $555.00 salary increase for the remaining teachers.

  8. Approved Master’s Degrees, Licensure and Certifications Degrees or Additional Licenses Recognized • Reading • Special Education • English Language Learning • Instructional Technology • Master’s Degree in content area of current licensure • Curriculum and Instruction Specialty Certificates • Some areas of expertise have special certificates which may qualify for salary recognition, such as certain mentor certificates, AODA, industry certificates etc. It is highly recommended that Professional Educators pursuing a specialty certificate discuss the recognition level with Director of Operations prior to enrolling.

  9. Degrees, Licensure or Certifications, Continued Submission Requirements • Must be submitted by June 30 to be applied to the next year’s contract salary. • Program description/requirements if not an awarded Master’s degree • Official transcripts, copy of licensure or certificate Salary Increase Implementation • For licensure and certificates, the salary increase will be prorated in relationship to 33 credits/495 hours which represents average MA requirements • The salary increase will begin on the next contract year after receipt and verification of documentation. • Professional Educators who earned degrees, certifications, or specialty certificates in the approved categories between 2011 and February 2016, that have not yet been recognized, will receive an associated salary increase on the 2016-2017 contract, not retroactive.

  10. Initial Salary Determination Continuing Educators Moving into this new model, continuing educators will maintain the current 2015-2016 salary. Teachers with previously unrecognized Master’s Degrees will receive the $2000.00 salary increase. Any remaining dollars of the negotiated salary increase will be distributed to continuing teachers. New Educator 2016 - 2017 minimum starting salary: $42,000 An earned Master’s Degree in an approved area: + $2000 5+ years licensed experience: + $2000 Areas of high need may also qualify for additional negotiated increase

  11. Performance recognition

  12. How is Expert Educator A Level Obtained? Approval Criteria • Defined district or school level work that utilizes expertise to build capacity in professional educators and overall organization. • Aligned to District Mission/Vision/Beliefs or District or School Strategic Plan.   Approval Process • Professional educator or Administrator completes simple one page nomination form. Signature from the other party is obtained • Signed nominations form submitted to Superintendent or designee for district approval • If nomination is not approved by Administrator, an appeals panel (two professional educators and two administrators) will review the nomination and make a final decision.

  13. Performance Recognition Career Educator A/B and Expert Educator A/B are eligible for Performance Recognition.

  14. Performance Recognition Career Educator B plus $4000 Career Educator B plus $2000 Career Educator B plus $1000 Maximum $2000 per educator in category The amount for each category will vary each year depending on the number of teachers in each category. Career Educator B establishes a base within the budget.

  15. ILLUSTRATION: Performance recognition at each level

  16. National Certifications National Board Certification or National Certification for specialists that cannot participate in National Board Certificate will be honored with a yearly stipend of $1000. The certification must be enacted and submitted to Human Resources by August 1. The certification must be active for the entire year of service to qualify for stipend. National Certification stipends are drawn from the performance recognition budget.

  17. Special thanks to the committee… Dana Azzolina Sheryl Bohne Sara Daul Lori Foukas Tammi Fure Jessica Geiss Andrew Mente Jill Miller Jessica Moe Elizabeth OConnor Jeff Thomson Jill Vanderhoef Dan Walker Facilitated by Andy Chromy and Kristen Gurtner