faspa conference october, 2010 implementing a salary differential program
TRANSCRIPT
FASPA Conference October, 2010
Implementing a Salary Differential Program
Program Planning Funding Sources / Creating the Budget Developing Parameters / Rules Identifying District Stakeholder Responsibilities Communication to Site Stakeholders (Timing is
Important)
Implementation Phase Site & District Responsibilities Monitoring Budget Monitoring Rule Implementation to Prevent Future
Problems Ongoing Communication
Why?
Additional District-based Requirements for Correct I (Exited Intervene), Correct II (D & F only), and
Intervene Schools
Leadership District provides administrators with
performance pay for raising student achievement
Educator Quality District provides a Reading Endorsed Reading
coach, Math coach, and/or Science coach to model lessons, lead PLCs, and analyze data.
District provides teachers with performance pay for raising student achievement.
District implements a differentiated pay policy (based on additional job responsibilities, school demographics, critical shortage areas, and/or level of job performance difficulties)
Prior to Differentiated Accountability….
Hillsborough County developed its Renaissance Schools Program that supported schools where the concentration of poverty was
above 90%.
Program HistoryYear Number of
SchoolsHighlights / Information
2003-04 12
Program begins. Eligible teachers receive a 5% pay enhancement
2004-05 23
# of schools increase significantly / maintain 5%
2005-06
23
Program begins to differentiate teacher’s pay enhancement based on years of experience (less than 5 full years= 5% of base pay / more than 5 years= 10% of base pay)
2006-07 25
Maintain Salary Differential Pay
2007-08 27
Maintain Salary Differential Pay
2008-09 23
Maintain Salary Differential Pay
Major Changes Beginning in 2009-10
As a result of a program evaluation………..
Embed School Performance as an indicator
Add a professional development component
Move to a 2 Tier System of awarding differential pay
HOW?
Budget Development
Currently, Hillsborough County is using the following funding sources to support its Salary Differential Program
Title I, Part ATitle I, School Improvement (A) and (G)Title II
Suggestion: Leverage and coordinate your funding sources!
Creating Rules / Developing Criteria
What schools will be identified?
How will an employee earn the differential?
Who will earn the differential?
What exceptions may you anticipate?
National Board Certification Bonus
An additional $4,500 is paid to each teacher who currently holds National Board
Certification and teaches at a district Renaissance School
What is Tier 1 Pay and How Can a Teacher Earn It?
• Tier I Pay will be the equivalent of 5 % of a teacher’s base salary. (Exception: New teachers, with no prior teaching experience, will only make 2% of their base salary.)
• How can I earn Tier 1 Pay?– Have a verified overall satisfactory evaluation from
the prior year (and)– Be Highly Qualified in the position you are teaching– **Beginning in 2010-11, a teacher will also need
verification (principal’s signature) that he/she completed the professional development activities from their prior year’s IPDP. (Training and reminders will occur in 2009-10 to ensure a consistent implementation of the IPDP process.)
What is Tier 2 Pay?
• Tier 2 Pay will be a flat amount bonus pay out to all eligible instructional personnel at schools that meet prior year school performance goals.
• The goal will be to create a budget based on all available federal funds and divide these funds equitably among eligible teachers.
What School Performance Goals Must My School Meet (Page 1)?
• School must earn an A, B, or C grade in the prior year-Exception #1- School cannot drop from an A to a C-Exception #2- School can drop from an A to a B without a penalty. A school can drop from a B to a C but cannot drop more than 30 total grade points.-Exception # 3- School can maintain a C, but cannot drop more than 30 points in the C category.
(and)• School must not drop below 50% for 2 years in a
row in any learning gain category (Reading, Math, Bottom Quartile Reading, Bottom Quartile Math)
What School Performance Goals Must My School Meet (Page 2)?
School raises grade from an F to a D(and)
School must not drop below 50% for 2 years in a row in any learning gain category (Reading, Math, Bottom Quartile Reading, Bottom Quartile Math)
If My School Meets the Performance Goal, Who Will Get the Tier 2 Bonus?
All Instructional Staff Who Are Eligible!!
Who Would Not Be Eligible for Tier 2 Pay?
• First year teachers with no prior teaching experience
• Teachers who are not eligible for Tier 1 Base Pay due to evaluation or highly qualified issues (2010-11 : IPDP completion issues)
• Teachers who transfer outside the Title I Renaissance School project
• First year Renaissance teachers (w/experience) transferring in from outside the Title I Renaissance School Project
Exception #1
Teacher is transferred by the Superintendent due to their expertise (and) is needed at another school that is outside the Title I Renaissance project. If teacher would have earned Tier 2 pay, then they will be compensated for that year.
Contract Negotiations
Refer to Salary Differential MOU
Exception #2
Current Renaissance teacher transfers to another Renaissance School that may or may not be eligible for Tier 2 pay. If that teacher would have been eligible based on their prior school meeting school performance goals, then that teacher will receive Tier 2 pay for that year.
Exception #3 Final Negotiated Issue
School does not meet performance goals, however, individual classroom teacher can earn Tier 2 Pay based on student learning gains as compared to students in the same grade and subject in other Renaissance Schools.
Use MAP calculations and award teachers who are in the top quartile of percentile rankings.
District Level Partners
Human Resource Department-Creating Lawson groups to manage eligible employees
-Providing directions to school sites regarding Salary Differential Personnel actions
-Negotiations
Other District Level Partners
Payroll
Budget Office
My Secretary! : )
Communication to Site Stakeholders
Presentation at each participating site
District Website
http://www.sdhc.k12.fl.us/SSFPDiv/Salary%20Differential%202010.11A.pdf
Meeting w/Principals to go over mechanics for setting employees up correctly (manual)
Salary Differential Walk in Clinic for Secretaries
Implementation Phase
Tier 1 Pay: Monitor eligible employees and communicate with HR and payroll and make necessary changes
Tier 2 Pay procedures (1-time pay out)-determine eligible employees w/ site verification-create spreadsheet for the Payroll office
Monitor Budget
