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Now, How Do Salaries Work Here Again?

Now, How Do Salaries Work Here Again?. Presented by: Eagle County Schools Administration & Eagle County Education Association ECS Board of Education Adopted April 23, 2008. Performance Pay at ECS. Performance Pay at ECS consists of 2 Parts: Annual End of Year Bonus Salary Increase

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Now, How Do Salaries Work Here Again?

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  1. Now, How Do Salaries Work Here Again? Presented by: Eagle County Schools Administration & Eagle County Education Association ECS Board of Education Adopted April 23, 2008

  2. Performance Pay at ECS Performance Pay at ECS consists of 2 Parts: • Annual End of Year Bonus • Salary Increase These are… • NOT the same amount. • NOT calculated the same way. • One does NOT determine the other.

  3. Your Bonus… • Bonuses are based on student test scores. • Bonuses are different for each building. • You get a different bonus depending on in which building you work. • If you are a district employee (or assigned to more than one building) you get the average bonus from all the buildings.

  4. More Bonus… • Each building has an “Assessment Index” • The Index is made up of 4 parts… • District-Wide ACT Results • District-Wide CSAP Results • Building-Wide NWEA Results • Building-Wide CSAP Results • This Index yields a value between 0-4% for each building.

  5. Calculating the Index, ACT • The ACT Component • Uses the Composite Average Score from BMHS and EVHS. • If the District Composite is … • Below State Composite = Index goes up 0% • Between 0 and .33 Above State = Index goes up .25% • Between .34 and .66 Above State = Index goes up .50% • Between .67 and .99 Above State = Index goes up .75% • Over 1.00 Above State = Index goes up 1%

  6. Calculating the Index, District CSAP • District-Wide CSAP • Uses “Catch-Up/Keep-Up” Method • District must move kids who are not proficient or advanced in the right direction. • District must keep kids who were proficient or advanced in the past at that level. • Statistic is between 0 and 100% • For example, a 61% “Catch-Up/Keep-Up” means that 61% of our kids stayed proficient or advanced on the CSAP, or at least moved in that direction.

  7. Calculating the Index, Building NWEA • Building-Wide NWEA • Based on Dr. William Sander’s “Value-Added” approach to assessment analysis. • “Value-Added” … • Predicts where kids should grow based on all existing assessment data available. • Evaluates where kids actually grew on their pre and post NWEA assessments. • Determines if the school brought kids in statistically significantly “Above”, “Below”, or “Not Distinguishably Different” than expected. • Index increases as more “Above” and “NDD” results are made, between 0-1%.

  8. Calculating the Index, Building CSAP • Building-Wide CSAP • Uses historical building CSAP data over past 3 years. • School must beat average % of students who made “Catch-Up/Keep-Up” over the past 3 years. • Index increases when school maintains the historical average, or beats the historical average by larger amounts.

  9. Calculating the Index • For 2007-08 bonus, the index was…

  10. An Example Bonus • Let’s say a teacher’s salary was $50,000 for 2007-08. • NOTE: This is the CONTRACT salary, meaning what the teacher was contracted for at the beginning of the year. • This DOES NOT include … • End of Year Bonus • Advanced Degree Stipends • Master/Mentor Stipends • The Market Adjustment • TIF Bonus

  11. An Example Bonus, cont. • If the contract salary was $50,000 … • And the teacher worked in a school with a 2.3% index … • The bonus would be … • $50,000 X 2.3% = $1,150. • This is a BONUS. It is NOT added to salary. It is NOT included any other calculations. It is a stand alone BONUS.

  12. Salary Increases • Salary Increases are based on 2 parts … • A Negotiated/Inflationary Component • A Performance Based Component • The Negotiated/Inflationary Component… • May vary each year. • Allows for a market adjustment each year. • Changes based on … • School Finance • District Needs/Priorities • The Economy • Inflationary Pressures • Results of Negotiations

  13. Salary Increases • Performance Pay Component • Varies between 0-4% increase for each employee based on evaluation scores. • Higher evaluations get higher raises. For example… • Unacceptable = 0% • Needs Improvement = .5% • Professional, Below the Mean = 1% • Professional, At or Above the Mean = 2% • High Performing = 3% • Exceptional = 4%

  14. An Example Salary Increase • Let’s say (again) a teacher’s salary was $50,000 for 2007-08. • NOTE: This is the CONTRACT salary, meaning what the teacher was contracted for at the beginning of the year. • This DOES NOT include … • End of Year Bonus • Advanced Degree Stipends • Master/Mentor Stipends • The Market Adjustment • TIF Bonus

  15. An Example Salary Increase • The teacher’s CONTRACT salary is $50,000. • Teacher adds 2% from the Negotiated/Inflationary Component. • Teacher scores in the “Professional – Above the Mean” category and gets an additional 2% from the Performance Pay Component. • Total Increase = 4% • $50,000 X 4% = $2,000 • New Salary = $52,000

  16. Putting it All Together, 2 Examples Teacher A Salary:$38,650 (First Year Placement CONTRACT Salary) Assessment Index: 3% Bonus: $38,650 X 3% = $1,159.50 Negotiated Inflationary: 2% High Performing Evaluation: 3% Total Increase: 5% Increase: $38,650 X 5% =$1,933 Salary: $38,650+$1,933 = $40,586 Teacher B Salary: $40,969 (3 Yrs Placement CONTRACT Salary) Assessment Index: 2% Bonus: $40,969 X 2% = $819.38 Negotiated Inflationary: 2% Needs Improvement Evaluation: .5% Total Increase: 2.5% Increase: $40,969 X 2.5%= $1024 Salary: $40,969+$1,024 = $41,993

  17. Minimums • Salary minimums are set every year based on market conditions. • The district wants to be competitive for top talent AND recognizes we live in a high cost of living area. • We set minimums based the averages of districts we compete with for employees. These include (for example)… • Front Range Districts (Jeffco, Boulder, Douglas Co) • Colorado Mountain Districts (Aspen, Summit, Durango) • Out of State Resort Districts (Lake Tahoe CA, Park City UT, Jackson Hole WY, Sun Valley ID)

  18. Maximums • Salary maximums are also set every year based on market conditions. • We set maximums based the averages of our competition districts as well. • In many cases, our maximums are ABOVE the maximums in other districts with which we compete for employees. • If you hit the maximum for your position CONGRATULATIONS! You are compensated at the very top levels for someone doing your job!

  19. I Hit the Max – What do I do!?! • You have several options … • Nothing! You are paid at the top level for someone doing your job. The maximum will be evaluated every year to see if the market demands an increase. • Improve your skills! A proven way to make more money is to improve your skills through education and responsibility to make yourself more marketable for better paying positions. • Change Jobs! While we hope you stay with ECS, we want all employees to feel challenged and valued in their professional lives. Take a look around and ask about your career options. • Supervise! One clear way of getting higher pay is taking on supervision responsibilities over other employees.

  20. Questions? • Please Contact … Jason E. Glass – Director of Human Resources 970-328-1925 Jason.Glass@eagleschools.net Erika Donahue – Eagle County Education Association 970-328-2970 Erika.Donahue@eagleschools.net Todd Huck – Eagle County Education Association 970-328-2960 Todd.Huck@eagleschools.net

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