Strategic Steps to a Merit System. Reynoldsburg City School District. About Us. A first-ring suburb of Columbus, Reynoldsburg’s demographics are reflective of the state and the nation. Reynoldsburg has …. 34,000 residents 6,000 students 700 staff Median income: $34,000
Reynoldsburg City School District
A first-ring suburb of Columbus, Reynoldsburg’s demographics are reflective of the state and the nation.
A theory of improvement
Successful organizations know how their employees impact their results.
Successful organizations improve outcomes by providing timely, accurate and constructive guidance to employees.
Establishing a fair evaluation process remains a critical challenge in developing a merit system
Race to the Top work supports ongoing discussions, tool development and trials.
Successful organizations are able to attract/retain talented employees within sustainable budgets.
If student performance in a classroom is significantly higher than expectations, the Superintendent, with Board approval, shall have the unilateral authority to grant an award of up to Two Thousand Dollars ($2,000.00) per applicant. Prior to receiving a Student Improvement Incentive Award, the following procedure shall apply:
Applications were evaluated by a committee of outside experts, including representatives of:
The committee reviewed applications and recommended award amounts. Process was developed over two years.
Four teachers received $2,000 each
18 teachers received a total of $29,500
7 applications denied
15 teachers received a total of $21,000
8 applications denied
None awarded due to budget cuts
"It's kind of unlikely he's going to achieve all four. But we want him to reach high. We want him to shoot for the stars.“
Beginning in the 2011-2012 school year and thereafter, the Board shall pay a performance incentive between 0% and 5% of the annual base salary for each goal/objective met with a maximum of four goals/objectives, which shall be cumulative. Each goal/objective will be tiered with a prescribed measure(s) to determine the percentage of performance incentive met. This amount is in addition to the salary provided in paragraph 4 above. It is the intent of the parties that the goals/objectives will be defined collaboratively and will be outcome based. The Board will be the sole judge of whether the Superintendent met or exceeded the goals/objectives. Goals/Objectives will be agreed upon by July 31 of the contract year immediately preceding the year for which the goals/objectives are applicable. The determination of whether the goals/objectives have been met or exceeded will be made by the Board on or before June 30 of each contract year and the performance incentive will be paid in the second pay in July following that determination.
Public perception of salaries
Contrast to automatic step increases
Role of inflation, cost-of-living
Data as formative or summative
Fair evaluations – objective v. subjective
Merit pay is an integral piece of the broader systems of recruitment/ retention, rewards/sanctions, and public financial accountability.