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21st Century Teacher CompensationThinking Strategically about Pay

Archdiocese of IndianapolisDr. Ron Costello (rcostello@archindy.org)

Kathy Mears (kmears@archindy.org)Rob Rash (rrash@archindy.org)

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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.

The Objectives Of Compensation Programs

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How did we arrive here?

Recruit, reward, and retaining effective educators (3R’s)

Teacher Advancement Program InitiativePay freezesJustice Issue:

Are we being fair? Are we showing good stewardship with our financial resources?

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Archdiocese of IndianapolisPERFORMANCE PAY

OVERVIEWThe 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

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Possible School Outcomes

Low ProficiencyLow Growth

High ProficiencyLow Growth

High ProficiencyHigh Growth

Low ProficiencyHigh Growth

Pr o f i c i ency

GrowthTheodore Hershberg Value-Added Assessment and Systemic Reform, PDK, Dec. 2005

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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?

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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

Pay For Performance

Teacher Performance Protocol1) Develop a and set personal goals2) Schedule pre-conferences, observations, and post conferences3) Regularly Principal walkthroughs provide feedback4) Unscheduled conference(s) and post conference (s)5) Peer evaluation, with a certified peer evaluator.6) Teachers reflection on the five performance domains7) Principal completes the teacher’s performance evaluation8) Teacher and principal meet at the end of the year to discuss:

a) observations b) classroom walks completed by principal c) peer review d) goal attainmente) student performance dataf) teacher’s self-evaluation of classroom instructional practicesg) teacher’s reflection of their progress in the five domain areas

9) Principal determines teacher’s placement on salary scale based on data gathered10) 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 granted a new contract. Page 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 Page 10

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Where do we go from here?

Formed committees to develop this planIn process of piloting Archdiocesan

evaluation instrumentDevelop professional development for

teachers, principals, and othersWorking on a communication plan to build

understanding and support

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. PAY FOR

PERFORMANCE

ONE SIZE FITS ALL

$$$$$ $$$$$$ $$

PAY FOR TENURE

EQUITY

Compensation Direction

Effective in rewarding and retaining quality educators

Must be sustainableMust communicate our values

and goalsMust be agile to respond to challenges we face

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School Corporation Minimun Pay Maximum PayBeech Grove City Schools $34,732 $71,548MSD Decatur Township $32,695 $73,939Franklin Township Com Sch Corp $24,143 $76,336Indianapolis Public Schools $35,120 $71,042MSD Lawrence Township $25,174 $73,305MSD Perry Township $29,750 $74,456MSD Pike Township $36,679 $81,344School Town of Speedway $38,419 $74,809MSD Wayne Township $38,909 $80,266Indiana State Results $24,133 $84,686Archdiocese of Indianapolis $28,250 $49,2502009-2010 Marion County Teacher PaySource: 2010

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