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Performance Compensation

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Communicating the timeline for moving to a performance based compensation system.

Communicating the timeline for moving to a performance based compensation system.


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  • Contrary to what your stated purpose is, what actually happens is a result of forced competition between participants, not randomly drawn data and insufficient analysis. What is the underlying theory? Half of you will be 'above avg', but what does that mean, where does that come from ,and why would you assume it to be 'true'?
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  • 1. Rewarding Excellence inInstruction and Leadership Performance Compensation Governing Board Symposium August 25, 2012 Presenter: Jeff Powell, M.B.A. REIL Financial/Business Systems Specialist Developing Talent • Enhancing Careers • Improving Student Learning
  • 2. Outcomes for today’s presentationBy the end of this presentation, you will be able to:•Communicate legislative and REIL timeline for moving to aperformance-based compensation (PBC) system•Describe REIL and District expectations for investing in PBC•Identify increased revenues available in FY13 for PBC throughClassroom Site Fund and other funding sources•Identify strategies for ensuring district investment in FY14, FY15,and beyond Developing Talent • Enhancing Careers • Improving Student Learning
  • 3. Why is a PBC system important?The state of Arizona has made a commitment to ensuring that allstudents benefit from effective instruction, year after year, in everygrade, in every course, in every school, and in every area across thestate.REIL’s performance-based compensation (PBC) system and career pathsreward the greatest contributors, promote differentiated roles, andattract top talent to challenging schools.The REIL PBC system will allow REIL School Districts to recruit, retain,and reward high performing educators. Developing Talent • Enhancing Careers • Improving Student Learning
  • 4. Strategic Funding Transition Plan Developing Talent • Enhancing Careers • Improving Student Learning
  • 5. Classroom Site Fund (Prop. 301): 3 Funds• Fu Accounts for 20% of CSF revenues nd 01• Fund 012 – CSF Performance Pay 1– Accounts for 40% of CSF revenues CS F• Fund 013 – CSF Other Instruction (Function 1000) Uses Te Accounts for 40% of CSF revenues ac he r Developing Talent • Enhancing Careers • Improving Student Learning Ba
  • 6. Legislative Timeline – HB2823 Developing Talent • Enhancing Careers • Improving Student Learning
  • 7. Legislative Timeline – HB2823Four performance classifications:Highly Effective, Effective, Developing, and Ineffective The REIL Score: 100-500, corresponding to the four performance classifications Developing Talent • Enhancing Careers • Improving Student Learning
  • 8. Legislative Timeline – HB2823Classroom Site Fund (Prop. 301):Individual teacher performance, as measured by the teacher’sperformance classification (e.g., highly effective) must be a component ofFund 012 performance pay-outs Developing Talent • Enhancing Careers • Improving Student Learning
  • 9. Legislative Timeline – HB2823 Developing Talent • Enhancing Careers • Improving Student Learning
  • 10. Legislative Timeline – HB2823Implementing the REIL performance-based compensationsystem allows a district to adhere to 15-977 by including:School performance (e.g., school growth)Individual teacher performance as measured by the teacher’sperformance classification (e.g., individual growth)Measures of academic progress (MAP) toward the academic standardsadopted by the State Board of Education (SBE) (e.g., AIMS and SAT-10scores) Developing Talent • Enhancing Careers • Improving Student Learning
  • 11. Legislative Timeline – HB2823Implementing the REIL performance-based compensationsystem allows a district to adhere to 15-977 by including: (Continued…)Other measures of academic progress (e.g., team growth)Regular evaluation for effectiveness (e.g., LOI)A PBC system that includes teacher PD programs aligned with theelements of the PBC system (e.g., REIL PD) Developing Talent • Enhancing Careers • Improving Student Learning
  • 12. Strategic Funding Transition Plan Classroom Site Fund Projected RevenuesFiscal Year Per Weighted Student Count* The CSF allocation per weighted student2010-2011 $120 count is forecasted to increase at a rate of2011-2012 $125 approximately 12.5% for the remaining years2012-2013 $220 of the REIL grant (FY13 to FY15).2013-2014 $2502014-2015 $2802015-2016 $300 The JLBC’s projected CSF allocation for FY132016-2017 $3202017-2018 $350 is $227 per weighted student count,2018-2019 $370 approximately 3% higher than this forecast.2019-2020 $390 *All funds (011, 012, 013) The FY13 projected CSF allocation is $107 Source: Chuck Essigs, Director of more per weighted student count than the Governmental Relations, Arizona Association of School Business Officials FY12 CSF allocation. Developing Talent • Enhancing Careers • Improving Student Learning
  • 13. Strategic Funding Transition Plan Classroom Site Fund Projected RevenuesFiscal Year Per Weighted Student Count* This means a district’s FY13 Prop.2010-2011 $120 301 plan could remain consistent2011-2012 $1252012-2013 $220 with the per teacher dollar amount2013-2014 $250 of FY12 CSF Fund 012 pay-outs,2014-2015 $2802015-2016 $300 while allowing a district to allocate2016-2017 $320 the increased revenues in Fund 0122017-2018 $350 to REIL PBC investments.2018-2019 $3702019-2020 $390 *All funds (011, 012, 013) Source: Chuck Essigs, Director of Governmental Relations, Arizona Association of School Business Officials Developing Talent • Enhancing Careers • Improving Student Learning
  • 14. Strategic Funding Transition Plan Classroom Site Fund Revenue FY12 / FY13 Comparison: Sample District FY Weighted CSF # of CSF Total Total 012 per 013 per Student Allocation Eligible Fund 012 Fund 013 Teacher Teacher Count per WSC TeachersFY12 8000 $120 500 $384,000 $384,000 $768 $768FY13 8000 $227 500 $726,400 $726,400 $1,453 $1,453 $342,400 $342,400 $685 $685This sample district has the opportunity to make FY13 Fund 012 CSF pay-outsin the amount of $768 per teacher, which is consistent with the dollar amount of FY12 Fund 012 CSF pay-outs, while allowing the district to allocate the unexpended Fund 012 budget balance to REIL PBC investments. Developing Talent • Enhancing Careers • Improving Student Learning
  • 15. Strategic Funding Transition Plan Classroom Site Fund Revenue FY12 / FY13 Comparison: Sample District FY Weighted CSF # of CSF Total Total 012 per 013 per Student Allocation Eligible Fund 012 Fund 013 Teacher Teacher Count per WSC TeachersFY12 8000 $120 500 $384,000 $384,000 $768 $768FY13 8000 $227 500 $726,400 $726,400 $1,453 $1,453 $342,400 $342,400 $685 $685 Assuming this district expended its entire FY12 Fund 013 CSF allocation onteacher pay-outs in the amount of $768 per teacher, for FY13, this district hasthe opportunity to be consistent with the dollar amount of its FY12 Fund 013CSF pay-outs, while allowing the district to allocate the unexpended Fund 013 budget balance to REIL PBC investments. Developing Talent • Enhancing Careers • Improving Student Learning
  • 16. Strategic Funding Transition Plan Classroom Site Fund Revenue FY12 / FY13 Comparison: Sample District FY Weighted CSF # of CSF Total Total 012 per 013 per Student Allocation Eligible Fund 012 Fund 013 Teacher Teacher Count per WSC Teachers FY12 8000 $120 500 $384,000 $384,000 $768 $768 FY13 8000 $227 500 $726,400 $726,400 $1,453 $1,453 $342,400 $342,400 $685 $685Assuming this district did not expend its entire FY12 Fund 013 CSF allocation onteacher pay-outs, for FY13, this district has the opportunity to allocate a moresubstantial unexpended Fund 013 budget balance to REIL PBC investments – in this fiscal year or beyond. Developing Talent • Enhancing Careers • Improving Student Learning
  • 17. REIL Performance Stipends Funding for Performance-Based Compensation Component Group Grant Year Potential Annual Award Budget Source TIF District Year 3 (FY13) $3,000 80% 20% Teachers (and Master Year 4 (FY14) $5,000 40% 60% Educators) Year 5 (FY15) $5,000 20% 80% Hard-to-Staff Year 3 (FY13) $4,500 80% 20% Individual, Team, Assignments (In- Year 4 (FY14) $7,500 40% 60% & School Awards Demand) Year 5 (FY15) $7,500 20% 80% Year 3 (FY13) $2,750 75% 25% Principal Year 4 (FY14) $5,000 50% 50% Year 5 (FY15) $5,000 25% 75%During this school year – FY13 and Year 3 of the REIL grant – TIF funds will be used to make up to a $2,400 investment in Teachers and Master Educators, while each REIL School District will make up to a $600 investment in Teachers and Master Educators. Developing Talent • Enhancing Careers • Improving Student Learning
  • 18. REIL Salary Augmentation Funding for Salary Augmentation Component Group Grant Year Annual Salary Augmentation Budget Source TIF District Year 3 (FY13) $5,000 100% 0% Master Educator Year 4 (FY14) 100% 0% Year 5 (FY15) 50% 50% Year 3 (FY13) $5,000 80% 20% Salary Turnaround Teacher Year 4 (FY14) 40% 60% Augmentation Year 5 (FY15) 20% 80% Year 3 (FY13) $10,000 75% 25% Turnaround Principal Year 4 (FY14) 50% 50% Year 5 (FY15) 25% 75%During this school year, TIF funds will be used to make a $5,000 investment in Master Educators by augmenting their base salary. TIF funds will cover this investment in full. Developing Talent • Enhancing Careers • Improving Student Learning
  • 19. REIL Salary Augmentation Funding for Salary Augmentation Component Group Grant Year Annual Salary Augmentation Budget Source TIF District Year 3 (FY13) $5,000 100% 0% Master Educator Year 4 (FY14) 100% 0% Year 5 (FY15) 50% 50% Year 3 (FY13) $5,000 80% 20% Salary Turnaround Teacher Year 4 (FY14) 40% 60% Augmentation Year 5 (FY15) 20% 80% Year 3 (FY13) $10,000 75% 25% Turnaround Principal Year 4 (FY14) 50% 50% Year 5 (FY15) 25% 75%During this school year, TIF funds will be used to make a $4,000 investment inTurnaround Teachers by augmenting their base salary, while each participating REIL School District makes a $1,000 investment in these teachers. Developing Talent • Enhancing Careers • Improving Student Learning
  • 20. REIL Salary Augmentation Funding for Salary Augmentation Component Group Grant Year Annual Salary Augmentation Budget Source TIF District Year 3 (FY13) $5,000 100% 0% Master Educator Year 4 (FY14) 100% 0% Year 5 (FY15) 50% 50% Year 3 (FY13) $5,000 80% 20% Salary Turnaround Teacher Year 4 (FY14) 40% 60% Augmentation Year 5 (FY15) 20% 80% Year 3 (FY13) $10,000 75% 25% Turnaround Principal Year 4 (FY14) 50% 50% Year 5 (FY15) 25% 75%During this school year, TIF funds will be used to make a $7,500 investment inTurnaround Principals by augmenting their base salary, while each participating REIL School District makes a $2,500 investment in these principals. Developing Talent • Enhancing Careers • Improving Student Learning
  • 21. REIL Spotlight Schools Only REIL Spotlight Schools have Turnaround Principals and Turnaround Teachers. District Name School NameAlhambra ESD Cordova Middle School Barcelona Middle SchoolGila Bend USD Gila Bend Elementary and Jr. High / Gila Bend High SchoolIsaac ESD Butler Elementary SchoolNadaburg USD Desert Oasis Elementary Nadaburg Elementary Developing Talent • Enhancing Careers • Improving Student Learning
  • 22. REIL PBC Timeline Funding for Performance-Based Compensation Component Group Grant Year Potential Annual Award Budget Source TIF District Year 3 (FY13) $3,000 80% 20% Teachers (and Master Year 4 (FY14) $5,000 40% 60% Educators) Year 5 (FY15) $5,000 20% 80% Hard-to-Staff Year 3 (FY13) $4,500 80% 20% Individual, Team, Assignments (In- Year 4 (FY14) $7,500 40% 60% & School Awards Demand) Year 5 (FY15) $7,500 20% 80% Year 3 (FY13) $2,750 75% 25% Principal Year 4 (FY14) $5,000 50% 50% Year 5 (FY15) $5,000 25% 75% REIL’s strategic phase-in and phase-out plan includes a gradual shift of relianceupon grant funds to reliance upon district funds to ensure sustainability beyond the grant period. Developing Talent • Enhancing Careers • Improving Student Learning
  • 23. REIL PBC Timeline Funding for Performance-Based Compensation Component Group Grant Year Potential Annual Award Budget Source TIF District Year 3 (FY13) $3,000 80% 20% Teachers (and Master Year 4 (FY14) $5,000 40% 60% Educators) Year 5 (FY15) $5,000 20% 80% Hard-to-Staff Year 3 (FY13) $4,500 80% 20% Individual, Team, Assignments (In- Year 4 (FY14) $7,500 40% 60% & School Awards Demand) Year 5 (FY15) $7,500 20% 80% Year 3 (FY13) $2,750 75% 25% Principal Year 4 (FY14) $5,000 50% 50% Year 5 (FY15) $5,000 25% 75%REIL’s phase-in and phase-out plan allows districts to strategically repurpose and reallocate current and future funding sources – most notably Classroom Site Fund – to ensure the sustainability of the REIL performance-based compensation system. Developing Talent • Enhancing Careers • Improving Student Learning
  • 24. Strategic Funding Transition Plan Instructional Improvement Fund Revenues FY10 - FY13 FY Alhambra Isaac Nadaburg Gila Bend Tolleson FY10 $600,000 $351,000 $132,000 $0 $165,000 FY11 $600,000 $351,000 $125,000 $0 $185,000 FY12 $600,000 $340,000 $95,000 $0 $339,553 FY13 $600,000 $365,000 $95,000 $23,051 $280,168The other existing funding possibility is the Instructional Improvement Fund (also known as Fund 020 and/or Indian Gaming). Developing Talent • Enhancing Careers • Improving Student Learning
  • 25. Strategic Funding Transition Plan Instructional Improvement Fund Budgeting FY13 Allocations Alhambra Isaac Nadaburg Gila Bend TollesonTeacher Compensation Increases $180,000 $185,000 $50,000 $0 $0Class Size Reductions $0 $0 $0 $0 $140,084Dropout Prevention Programs $0 $0 $0 $23,051 $0Instructional Improvement Programs $420,000 $180,000 $45,000 $0 $140,084Total Instructional Improvement Fund $600,000 $365,000 $95,000 $23,051 $280,168 An opportunity exists for REIL School Districts to repurpose and reallocateInstructional Improvement Fund revenues to support the investment in REIL performance-based compensation. Developing Talent • Enhancing Careers • Improving Student Learning
  • 26. Strategic Funding Transition Plan Funding for Salary Augmentation Component Group Grant Year Annual Salary Augmentation Budget Source TIF District Year 3 (FY13) $5,000 100% 0% Master Educator Year 4 (FY14) 100% 0% Year 5 (FY15) 50% 50% Year 3 (FY13) $5,000 80% 20% Salary Turnaround Teacher Year 4 (FY14) 40% 60% Augmentation Year 5 (FY15) 20% 80% Year 3 (FY13) $10,000 75% 25% Turnaround Principal Year 4 (FY14) 50% 50% Year 5 (FY15) 25% 75% Federal Title I and II monies will also allow REIL School Districts to providefinancial support for the implementation and sustainability of REIL performance- based compensation. For example, Title I and II monies can be invested in REIL salary augmentation. Developing Talent • Enhancing Careers • Improving Student Learning
  • 27. Ensuring REIL PBC sustainabilityThere are many opportunities for REIL School Districts to strategically utilizerevenues in a manner that ensures the sustainability of REIL performance-basedcompensation by:Allocating FY13 CSF Fund 012 and 013 dollars so as to fund teacherperformance pay-outs at FY12 levels, which will allow for the unexpendedbudget balance to eithera) fund FY13 REIL PBC investmentsb) be held in escrow to fund future REIL PBC investments. Developing Talent • Enhancing Careers • Improving Student Learning
  • 28. Ensuring REIL PBC sustainabilityThere are many opportunities for REIL School Districts to strategically utilizerevenues in a manner that ensures the sustainability of REIL performance-basedcompensation by:Allocating FY13 CSF (Fund 013) dollars so that a more substantial portionremains unexpended, making it available to fund REIL PBC investments in futureyears. Developing Talent • Enhancing Careers • Improving Student Learning
  • 29. Ensuring REIL PBC sustainabilityThere are many opportunities for REIL School Districts to strategically utilizerevenues in a manner that ensures the sustainability of REIL performance-basedcompensation by:Allocating Instructional Improvement Fund (Fund 020 and/or Indian Gaming)dollars so that a more substantial portiona) is budgeted to fund teacher compensation increases in any given fiscal yearb) remains unexpended, making it available to fund REIL PBC investments infuture years. Developing Talent • Enhancing Careers • Improving Student Learning
  • 30. Ensuring REIL PBC sustainabilityThere are many opportunities for REIL School Districts to strategically utilizerevenues in a manner that ensures the sustainability of REIL performance-basedcompensation by:Allocating Federal Title I and Title II monies to provide financial support for theimplementation and sustainability of REIL performance-based compensation(e.g., salary augmentation). Developing Talent • Enhancing Careers • Improving Student Learning
  • 31. Ensuring REIL PBC sustainabilityThere are also opportunities for the REIL Alliance Membership of Stakeholdersto pursue a rigorous legislative agenda.Select components of this legislative agenda might include: Change TEI to Teacher Effectiveness Index Indefinite, but restricted M&O carryforward for special PBC line item Small District Adjustment for PBC Developing Talent • Enhancing Careers • Improving Student Learning
  • 32. Moving Forward from HereFirst, an electronic copy of this presentation will be made available to all REILSchool Districts.Second, the REIL Cross-District Finance Team will resume regularly scheduledmeetings in September.Third, please feel free to be in touch with me, as I will be happy to offer anysupport that I can to REIL School Districts throughout the continuedimplementation of the REIL PBC system.Lastly, thank you for being here today; and thank you for supporting the REILinitiative. Developing Talent • Enhancing Careers • Improving Student Learning
  • 33. Moving Forward from HereContact Information:Jeff PowellREIL Financial/Business Systems SpecialistJeff.Powell@mcesa.maricopa.govOffice: (602) 506-0307Mobile: (602) 499-6604 Developing Talent • Enhancing Careers • Improving Student Learning

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