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Presentation Intro

Presentation Intro. The Future of Educator Compensation: Strategic and Sustainable Salary Structures. Patrick Schuermann Center for Educator Compensation Reform Vanderbilt University Measuring What Matters- Paying for Teacher Quality September 14, 2009. Purposes of Educator Compensation.

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Presentation Intro

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  1. Presentation Intro

  2. The Future of Educator Compensation:Strategic and Sustainable Salary Structures Patrick Schuermann Center for Educator Compensation Reform Vanderbilt University Measuring What Matters- Paying for Teacher Quality September 14, 2009

  3. Purposes of Educator Compensation • Payment for employment • Attract talented teachers • New teachers • Traditionally or alternatively trained • Career changers or retired individuals • Retain effective teachers • Market incentives for hard-to-staff subjects or schools • Incentives for advanced degrees or certifications • Remuneration for taking on additional leadership roles and responsibilities

  4. Approaches to Educator Compensation • Traditional Single Salary Schedule • Standardized increases based on: • Years of experience • Advanced degrees • Certification levels • Alternate Approaches • Variable increases based on: • Acquisition of knowledge and skills • Effectiveness (based on multiple measures, including Value-Added) • Market factors (hard to staff schools and subject areas) • Leadership roles and responsibilities

  5. Comparing Traditional Salary Schedule Raises and Performance Pay

  6. Challenges to Alternate Pay Programs • It represents a fundamental change to a system that has been in place for nearly a century • Change is difficult • Agreement on how to define and measure school, team and teacher effectiveness • Recognize the contribution that all teachers make to student growth and development • Ensuring programmatic and fiscal sustainability • Align the program to the district’s holistic approach to improvement and human capital development • Finding and maintaining funding for the program

  7. Programmatic Integration is Key

  8. The Challenge of Financial Sustainability • Current performance pay programs across the nation are sitting almost exclusively atop traditional salary systems • Teacher Incentive Fund (TIF) program • Denver ProComp system • Minnesota Qcomp system • Texas Educator Compensation programs • The real-life challenges of financial sustainability • Lessons from Denver • Lessons from Austin • Lessons from TIF

  9. Six Strategies for Fiscal Sustainability • Redeploy current state, district, or school resources • Redirect future resources • Repackage state and federal categorical aid programs • Seek additional public funding • Seek philanthropic or corporate support • Replace core components of the single salary schedule with performance-pay elements

  10. Strategic and Sustainable Approaches • Materials referenced on this slide are not in this electronic document

  11. The North Carolina & Guilford Contexts • In North Carolina, nearly 1/3 of all teachers have a Master’s degree and on average, each teacher receives a salary increase of over $4,400 dollars for this degree. State-wide, over $140 Million is spent on this practice annually, at a cost of $100 per student. • In Guilford County Schools, during the 2008-2009 school year, 1,500 of the 6,000 FTEs (25%) received a total of $77.5 Million for Master’s Degrees and years of experience. • Additionally, 280 FTEs (almost 5%) received $16.5 Million for NBPTS certification and experience. • Together, compensation for all advanced degrees and years of experience total over $100 Million dollars expended annually in Guilford County.

  12. The Path Ahead • Enable innovation and growth through consciously constructed stakeholder engagement • A strategic approach involves both immediate action and long-term vision • A hybrid approach may be a logical next step • Lessons from Denver • $100 Million and 6,000 FTEs = $16,000 per teacher • Imagine the possibilities • Mission Possible is a perfect title and metaphor for the challenging work of enhancing teacher quality and reforming educator compensation. Guilford County has been a leader in the state, and is poised to serve as a model for our nation.

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