Pay For Performance Plan2014-2015

Certified Staff Presentation

Outcomes for our session:

Certified staff will understand the changes to 301 structures.

Certified staff will understand the connection between 301 monies and the revamped MCRSD Salary Structure.

Certified staff will reach consensus on support of the district’s 301 plan.

A Brief History of 301• Voter initiative passed in 2000 to create funding stream through sales

tax• Monies fluctuated from year to year• Intent was to increase teachers’ salaries, increase accountability of staff

and institutions, and reward high performing teachers• District plans needed teacher approval• In nearly all districts teachers received the same amount of monies • No extra reward was given to performance• The requirements to receive monies varied by district and in many

districts teachers did very little to receive the extra compensation.• The spirit of the initiative was never realized. In 2012, the laws were changed (tightened) to align 301 monies with its original vision while increasing accountability of educators.

Developing Talent • Enhancing Careers • Improving Student Learning

Legislative Timeline — HB2823

Developing Talent • Enhancing Careers • Improving Student Learning

Legislative Timeline — HB2823

Four performance classifications: Highly Effective, Effective, Developing, and Ineffective

The REIL Score:100-500, corresponding to the four performance

classifications

<State Board of Education’s teacher and principal evaluation

Developing Talent • Enhancing Careers • Improving Student Learning

Legislative Timeline — HB2823

• Individual teacher performance, as measured by the teacher’s performance classification (e.g., highly effective) must be a component of Fund 012 performance pay-outs.

A school district must adopt a performance-based compensation

system.

Classroom Site Fund (Prop. 301)

Developing Talent • Enhancing Careers • Improving Student Learning

Legislative Timeline — HB2823

• 33% of Fund 012 performance pay-outs must be based on individual teacher performance, as measured by the teacher’s performance classification.

The Individual teacher performance component shall account for 33% of

performance pay-outs.

Developing Talent • Enhancing Careers • Improving Student Learning

Legislative Timeline — HB2823

• A district’s performance-based compensation system must regularly evaluate the effectiveness of individual teachers in order to determine individual teacher performance, as measured by the teacher’s performance classification.

Regular evaluation for effectiveness must be part of a district’s performance-based

compensation system.

A Brief History of Salary Structures

Traditional salary structures featured rows and columns

based on education and years of experience.

Consequences of the Traditional Structure:No consideration of effectiveness regarding

retention or increased compensationPeople often pursued unrelated degrees and

were still compensated.Newer teachers, regardless of effectiveness, were

RIF’d.Steps were often frozen because monies were

not available to meet the steps.

Joining REIL – TNG: A New Era for Salary Structures

• In 2013 MCRSD joined with 6 other partner districts to form the REIL-TNG alliance when MCESA received a Teacher Incentive Fund (TIF-4) grant for 58 million dollars.

• A major component of the grant was the establishment of a Human Capital Management System (HCMS) whose goals are: attract, attain, place, develop and retain effective and highly effective teachers through an appropriate salary structure.

• During 13-14, MCRSD designed a salary structure that was approved by the Governing Board and the United States Department of Education.

MCRSD Salary Structure Considerations

• Sustainability – MCRSD is committed to creating a salary structure that will sustain beyond the grant. The salary structure selected will be viable until 2021, the year that 301 compensation will be reconsidered by voters.

• Fairness– Recognizing that growth and effectiveness take time to embrace, MCRSD’s salary structure will not penalize existing employees and decrease their pay. It will reward and incentivize those who are effective and highly effective.

• Compliance – All policies must comply with the updated state laws and our agreements with the United States Department of Education regarding the grant.

MCRSD Salary Structure Considerations

The Six Guiding Principles of REIL-TNG1. Educator compensation should be aligned to a common vision of instructional improvement. 2. Initial salary placement should attract top teaching talent through the establishment of a competitive starting salary. 3. Base pay placement and progression is designed to significantly reward long-term performance and rely less on years of experience and education units and degrees. 4. Base pay progression should reward effective educators by reducing the gap between initial and peak earnings. 5. Base pay progression is designed with an established end point. 6. The overall salary structure should be designed to foster collaboration (in order to maximize the number of educators benefitting from base pay progression based on effectiveness

301 Compensation(included to base)

Performance Label Permanent Increase(added to base salary)

Retention Stipend Total Possible

$1,000 Highly Effective (HE) $ 1250 $ 500 - $ 750 Up to $ 2,000$1,000 Effective (E) $ 750 $ 375 - $ 562 Up to $ 1,312$1,000 Developing (D) $ 0 $ 0 $0$1,000 Ineffective (IE) $ 0 $ 0 $0

MCRSD SALARY STRUCTURE 2014-2015

Base Salary: Comprised of salary amount and $1,000 of 301 compensation. No teacher’s base salary will be affected by the salary structure

shift. All teachers receive the same amount of 301 compensation in the

base salary.

301 Compensation(included to base)

Performance Label Permanent Increase(added to base salary)

Retention Stipend Total Possible

$1,000 Highly Effective (HE) $ 1250 $ 500 - $ 750 Up to $ 2,000

$1,000 Effective (E) $ 750 $ 375 - $ 562 Up to $ 1,312

$1,000 Developing (D) $ 0 $ 0 $0

$1,000 Ineffective (IE) $ 0 $ 0 $0

In addition to the base salary a teacher earns, those classified as Highly Effective or Effective by the REIL Score will receive additional compensation.

The amount for Highly Effective and Effective are permanent increases to the base salary and will remain in the teacher’s base salary for subsequent years.

65%

25%

10%

LOI

Transition Audit

Student Progress

The REIL Score: Determining Your Effectiveness Rating

301 Compensation(included to base)

Performance Label Permanent Increase(added to base salary)

Retention Stipend Total Possible

$1,000 Highly Effective (HE) $ 1250 $ 500 - $ 750 Up to $ 2,000

$1,000 Effective (E) $ 750 $ 375 - $ 562 Up to $ 1,312

$1,000 Developing (D) $ 0 $ 0 $0

$1,000 Ineffective (IE) $ 0 $ 0 $0

Retention Stipend – A variable lump sum of the base increase as determined by a teacher’s effectiveness label. Only teachers employed during the 13-14 school year are eligible for the retention stipend.

Eligibility Requirements

Who is eligible to receive compensation?

Job assignment is identified as an eligible teacher position Educator has met the district-established required number of days present to qualify for the award.

Educators receive the required number of observation cycles and scores in all areas.

Educator receives a REIL Score All eligible students are included in the assessment process.

Frequently Asked Questions

What is the timeline for compensation for last year’s teachers?REIL Score verification will happen during October and a REIL Score assigned to all teachers from 13-14. At that time, addendums to contracts will be created.

I heard something previously about getting 20% more on my salary with this new salary structure. Why is the increase smaller?MCRSD has elected to create a sustainable model, one that the district can afford after the grant ends in 2017. The district believes it can pay for this model through 2021, the year that 301 will be revised.

What if I retire or leave the district and I’m effective or highly effective? Do I get any of these monies?The salary structure is designed to reward effective instruction and retain teachers. With that said, if a teacher leaves the district, he or she does not have a salary by which to collect these monies.

Will I be required to write individual goals as part of 301 compensation?While all teachers will create an EGP, separate goals will not be written for 301.

MCRSD Pay for Performance/REIL TNG Transition Team

Frank BurnsedFrank ColantroDaniel CrookXimena DoyleKelly Frazey

Iselda HernandezAnn Huber

Dr. Louis LaffitteJoyce Paris

Julia ParrishArturo Ruiz

Barbara Stern