Jeff Camp Alternative Teacher Compensation Presentation

Jeff Camp

AltComp

Hand over your lupines!

Teaching is a Rewarding Profession

What Will Affect Her Earnings?

What Will Affect Her Earnings? • Stay in teaching for many years (years) • Invest in getting an advanced degree (degrees) • Work for one district (loyalty) • Work on the side

What is pay for? Why do some jobs pay more than others? In principle, when should one person be paid more than another?

Insights Pay should be fair. Differentiated pay can support a strategy. Be careful.

Private Sector Example Look, then Leap

Private Sector Example Not Bill Gates

Elements of Pay Salary Individual Bonus Group Awards Stock Participation

Schematic pay model Leader Promotion Proven contributor, key role Raise Less responsibility

Schematic pay model Code Design Test Support

Pay Supports Evaluation Cycle Employee Writes Self- Evaluation, Draft Goals Manager adds Meet. Discuss. Raises, comments to Clarify goals. bonuses, employee’s Revise if promotions, Peers, others self-evaluation, needed. corrective provide written revises goals as support, other input needed. Managers set actions “review scores” with guidance from HR dep’t.

Guard Rails • Human Resources expertise • Training, especially for managers • Budgets, audits • Feedback, communication… TRUST

Complexity? Whoa, there.

Questions?

AltComp in Schools

Program Design Tie pay increases to Pay teachers for Teacher Gains Knowledge in Student and Skills Achievement Direct funds to Direct funds to Position Additional Pay Incentives For Added (“Hard to Staff” schools and subjects) Responsibilities (mentors, coaches, evaluators)

Knowledge and Skills

Knowledge and Skills • When does a teacher advance a “step?” – Automatic? – Satisfactory review? • Change the meaning of columns? – Only qualifying degrees/institutions? – Ability to teach targeted subjects? – Completion of targeted professional development?

Knowledge and Skills • How will Knowledge and Skills be assessed? – Who will review whom? – How often and on what rubric?)

Pay for Position

Pay for Position • What are “hard-to-staff” schools? • What are “hard-to-staff” subjects? • Who decides? On what basis? Does this standard change? • What if a teacher in a higher- compensated position is ineffective?

Pay for Position

Pay for Added Work and Additional Responsibility

Pay for Added Work and Additional Responsibility • Will there be a compensated career path for teacher leadership? – Master, mentor, evaluator? Administrator? • Is it “side” work or part of the career ladder? • Base pay or bonus? – What if they leave the leadership position?

Pay for Results

Pay for GROWTH

Pay for GROWTH • Which results count? – Only what you can test? – Other criteria? Measured in what way? How frequently? – What are the most useful ways to measure growth in learning?

Pay for GROWTH • Will you determine top and bottom performers and give them formative feedback? How? • Absolute “grade” or on a curve (e.g. 20-70-10)?

Pay for GROWTH • Who gets “credit” for learning growth? – Which faculty drive each student’s advancement? – Are there multi-year effects? – Who decides? • What could cause those results to vary from one year to the next? Should there be an adjustment process?

Program Design

Program Design • All schools or some schools? • Just for teachers? • All teachers or some teachers? • Opt-in, opt-out, or all-in? • Group goals or individual goals? • Using what funding source? • What happens to surplus funds?

Program Design • What system calculates pay? • How are issues identified and addressed? • How are leaders trained? • How are participants trained? • How will you ensure critical systems will work? • How will you evaluate and adjust?

No Magic

Taking the Plunge

Jeff Camp Alternative Teacher Compensation Presentation

by Full Circle Fund on Oct 02, 2009

Accessibility

Categories

Tags

Upload Details

Usage Rights

1 Embed 1

Statistics

Jeff Camp Alternative Teacher Compensation Presentation — Presentation Transcript