21
This presentation is the property of its rightful owner.
Sponsored Links
1 / 14

21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello ( [email protected] ) PowerPoint PPT Presentation


  • 58 Views
  • Uploaded on
  • Presentation posted in: General

21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello ( [email protected] ) Kathy Mears ( [email protected] ) Rob Rash ( [email protected] ). The Objectives Of Compensation Programs. Objectives of a Pay Program

Download Presentation

21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello ( [email protected] )

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

21st Century Teacher Compensation

Thinking Strategically about Pay

Archdiocese of Indianapolis

Dr. Ron Costello ([email protected])

Kathy Mears ([email protected])

Rob Rash ([email protected])


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

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.


How did we arrive here

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?


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

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


Possible school outcomes

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


Guiding questions for teacher pay increases

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?


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

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


Teacher performance protocol

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.


Evaluation domains

Evaluation Domains

  • Domain I: Professional Responsibilities

  • Domain II: Planning and Assessment

  • Domain III: Classroom Environment

  • Domain IV: Pedagogical Practices

  • Domain V: Student Performance Data


Where do we go from here

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


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

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

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


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

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


21st century teacher compensation thinking strategically about pay archdiocese of indianapolis dr ron costello rcostell

Questions?


  • Login