The document provides a compensation plan for Damon Independent School District. It recommends restructuring teacher salaries into pay grades tied to experience to allow more flexibility in hiring. The proposed scale ranges from $36,480 to $60,000 based on 90% of average regional salaries. Additional recommendations include developing a pay scale for non-exempt employees linked to job descriptions.
“OpIm relieves instructional leaders of non-instructional tasks so they can focus on student achievement and professional development of the teaching staff.”
The document discusses transforming district resources to improve teaching and learning. It outlines an agenda focusing on defining state priorities and approaches for restructuring resources. A key point is that states have an opportunity to promote a comprehensive talent management system that focuses on continuous improvement of teaching effectiveness, not just hiring and firing. This involves defining, measuring, and reporting teaching effectiveness; structuring compensation to attract and retain high-quality teachers; and providing differentiated professional growth opportunities linked to needs identified through evaluation. However, current resource allocation in many districts does not support this transformed approach.
The document outlines a strategic plan for vocational education and training (VET) in New South Wales from 2008-2010. It discusses challenges like lagging skills development compared to international competitors, an aging population, and skills shortages. The plan's goals are to increase training participation, improve responsiveness and relevance, and achieve effective management. It argues that new training models are needed to deliver the right skills to the right people at the right time with a focus on quality and consistency.
The document discusses misalignments in how K-12 education funding is currently spent and opportunities to restructure spending to better support student success. Specifically:
1. Spending has doubled since 1970 but the basic school structure has not changed, with 80% of increased funds going to staffing rather than other priorities.
2. Job structures, compensation, and class sizes are "one-size-fits-all" but do not meet the needs of all students. Struggling students in particular do not get enough individual attention and time.
3. Special education placements and models vary widely between states despite serving similar percentages of students.
The document argues states should reallocate resources to needier schools, break down
Presentation by Richard Yelland, OECD Head of Policy Advice and Implementatio...unicefmne
Presentation by Mr Richard Yelland, OECD Head of Policy Advice and Implementation Division, at the conference "Quality Education for Better Schools, Results and Future" organized by UNICEF and the Ministry of Education in Podgorica, July 8-10, 2014
Welcome to the second issue of Inspire, inside you will find an array of goodnews from the School of Education, our recent Ofsted success being one of many highlights.
We will also bring you some interesting developments in early years and a primary teacher’s findings on the links between
self-esteem and learning in her classroom.
If you are working with children or young people we hope that you will find something of interest in this magazine.
“OpIm relieves instructional leaders of non-instructional tasks so they can focus on student achievement and professional development of the teaching staff.”
The document discusses transforming district resources to improve teaching and learning. It outlines an agenda focusing on defining state priorities and approaches for restructuring resources. A key point is that states have an opportunity to promote a comprehensive talent management system that focuses on continuous improvement of teaching effectiveness, not just hiring and firing. This involves defining, measuring, and reporting teaching effectiveness; structuring compensation to attract and retain high-quality teachers; and providing differentiated professional growth opportunities linked to needs identified through evaluation. However, current resource allocation in many districts does not support this transformed approach.
The document outlines a strategic plan for vocational education and training (VET) in New South Wales from 2008-2010. It discusses challenges like lagging skills development compared to international competitors, an aging population, and skills shortages. The plan's goals are to increase training participation, improve responsiveness and relevance, and achieve effective management. It argues that new training models are needed to deliver the right skills to the right people at the right time with a focus on quality and consistency.
The document discusses misalignments in how K-12 education funding is currently spent and opportunities to restructure spending to better support student success. Specifically:
1. Spending has doubled since 1970 but the basic school structure has not changed, with 80% of increased funds going to staffing rather than other priorities.
2. Job structures, compensation, and class sizes are "one-size-fits-all" but do not meet the needs of all students. Struggling students in particular do not get enough individual attention and time.
3. Special education placements and models vary widely between states despite serving similar percentages of students.
The document argues states should reallocate resources to needier schools, break down
Presentation by Richard Yelland, OECD Head of Policy Advice and Implementatio...unicefmne
Presentation by Mr Richard Yelland, OECD Head of Policy Advice and Implementation Division, at the conference "Quality Education for Better Schools, Results and Future" organized by UNICEF and the Ministry of Education in Podgorica, July 8-10, 2014
Welcome to the second issue of Inspire, inside you will find an array of goodnews from the School of Education, our recent Ofsted success being one of many highlights.
We will also bring you some interesting developments in early years and a primary teacher’s findings on the links between
self-esteem and learning in her classroom.
If you are working with children or young people we hope that you will find something of interest in this magazine.
The document describes a one-day course on writing with impact for marketing purposes. The course aims to teach participants how to write persuasively for marketing, sales, advertising, and PR to make their product or service stand out. The timetable includes sessions on branding, defining an organization's voice, examining competitors, writing clearly and consistently, using correct grammar, and developing creative ads and slogans. The objectives are to understand branding, define an organization's voice, employ the correct tone, write clearly and consistently, and use tactics to think creatively.
To automatically generate an index in Microsoft Word, click the References toolbar and select Automatic Table of Contents, then type and format text with heading styles. When complete, update the table of contents to reflect headings and accurate page numbers in a concise three-level index.
The document provides tips for setting goals and boosting sales in January by addressing typical January slumps. It recommends acknowledging past successes, introducing new products, and including the sales team in 2015 planning. Additional suggestions include training events and team building activities to build morale through fun activities or certified professional development. Regular monitoring, feedback, and recognition of successes are also advised to support the sales team in achieving their goals.
The document discusses Goodson Middle School's progress according to the Texas STaR Chart, which measures schools' technology readiness and implementation. Goodson Middle School is at the Developing Technology level for Teaching and Learning and Educator Preparation, and at the Advanced Technology level for Leadership/Support and Infrastructure. For the latter two areas, Goodson is ahead of state averages. The presentation expresses appreciation to the administrative team for their support of the school's technology progress.
This one-day course teaches participants how to write marketing materials that give their business a strong voice and make it stand out. The course covers defining the organization's brand and tone of voice, examining competitors, and learning how to write clearly, consistently, and correctly for marketing purposes. Participants will learn tactics for creative copywriting and leave with the skills to develop impactful ads, slogans, and campaigns.
The document discusses the STaR Chart, which is used in Texas schools to measure progress in four key areas of technology integration: Teaching and Learning, Educator Preparation and Development, Leadership/Administration, and Infrastructure. The STaR Chart helps teachers meet state technology standards and document progress under No Child Left Behind. Texas teachers complete an annual online STaR Chart survey to track their progress in integrating technology into teaching and to provide data to school and state leaders. Data from the past three years at one high school (HHS) shows slow but steady progress across the domains, mirroring statewide trends, with an advantage in technology infrastructure but a need to leverage that to drive instructional growth.
This document discusses goal setting and provides guidance for developing effective goals. It outlines seven key beliefs of high achievers, such as that there is no failure only feedback. It also discusses the difference between dreams and goals, with goals having a timeline. Developing goals involves considering personal skills, contacts, and opportunities. When receiving feedback, it's important to consider the source and their motives. Effective goals are owned by those affected, demanding, achievable, measurable, have deadlines, are written, and flexible. Maintaining flexibility involves qualities like energy, creativity, mental clarity, inner calm, and stability. Management by Objectives is a process where management and employees agree on objectives to understand organizational goals.
Expressionist artists in early 20th century music sought to express inner emotions and experiences of being alive rather than physical reality. Key figures included Austrian composer Arnold Schoenberg who was associated with the expressionist movement in Germany and developed techniques like Sprechstimme that blended singing with speech. Norwegian painter Edvard Munch, known for his painting "The Scream," was also an important expressionist artist during this period.
The document provides definitions and descriptions of various construction and building terms. It defines terms like air barrier paper, attic ventilation components, concrete joints, framing elements, insulation types, mortar joints, rebar, roof drainage components, roof materials, stone styles, vapor retarders, waterproofing methods, weep holes, and windows types. Each entry includes an image to illustrate the term and provides brief 1-2 sentence descriptions of the purpose, materials, or characteristics.
The document provides information about various aspects of theater, including definitions of key terms like theater, elements of theater, purposes of theater, and personnel involved in theater like producers, directors, performers, designers, and others. It also provides brief definitions and background on dance, cinema/motion pictures. Theater is described as a place for plays to be performed and also as an art form involving actors performing for an audience. Key elements include the actor, audience, written or improvised text, costumes, scenery, lights, sound, and props. Theater can entertain, instruct, motivate and more, depending on the interaction with the audience.
The document discusses principles of communicative language teaching and lesson planning. It emphasizes using enjoyable, meaningful activities that actively engage learners. It also stresses the importance of lesson planning for both teachers and learners, considering factors like variety, coherence, balance, flexibility and challenge. Key components of an effective lesson plan are outlined, including objectives, procedures, materials, timing and potential difficulties.
The document discusses different styles and periods of music from the late 19th to early 21st century, including Impressionism, composers such as Debussy and Stravinsky, and the development of electronic music. It also covers Filipino composers like Abelardo, Kasilag, Maceda, and Santos, noting how they incorporated modern techniques or blended Western and non-Western styles. Key musical terms like syncopation, polytonality, and modes are defined. Impressionist painters that influenced music are also listed.
This document provides an overview of rubrics, including their definition, purpose, advantages, and types. A rubric is defined as a set of criteria and performance levels used to evaluate student work. The main purposes of rubrics are to communicate expectations to students and assess completed work. Advantages include being objective, providing feedback, and clarifying expectations. There are two main types of rubrics: holistic rubrics that provide one overall score, and analytic rubrics that score each criterion separately. The document provides examples of both types of rubrics and discusses how to create and use rubrics effectively.
Historical Perspective Of The Philippine Educational SystemSauyo High School
The Philippine educational system has undergone many changes throughout history. During pre-Spanish times, education focused on reading, writing and arithmetic and was religion-oriented. The American period established a free public school system using English as the medium of instruction. Various acts established different educational institutions and departments. The Japanese regime emphasized love of work and Philippine history. Presently, the trifocal system divides responsibilities between DepEd for basic education, TESDA for technical education, and CHED for higher education. The 2001 Governance of Basic Education Act redefined the roles of field offices and established school-based management.
The document discusses various methods of family planning, including natural and artificial methods. Natural family planning relies on abstinence from sex during the most fertile times in a woman's cycle, which can be determined through basal body temperature tracking, cervical mucus monitoring, or calendar-based cycle tracking. Artificial methods prevent pregnancy through contraceptives like birth control pills, IUDs, condoms, diaphragms, spermicides, sterilization procedures (vasectomy for men or tubal ligation for women), or hormonal injections. Withdrawal is also mentioned as a method where the man removes his penis from the vagina before ejaculation.
Philosophy provides a framework for curriculum planning, implementation, and evaluation by helping answer questions about the purpose of schools, important subjects, how students should learn, and appropriate materials and methods. A curriculum developer's philosophy reflects their life experiences, beliefs, background, and education. For example, John Dewey viewed education as a way of life and laboratory for testing philosophy. Philosophies like idealism, realism, and existentialism provide different perspectives on the role of the teacher, student, and school community.
Presentation To Board Of Trustees 040611Jeff Weiler
This document summarizes budget shortfall solutions proposed by a school district facing a $407 million deficit. It outlines recommendations to cut administrative budgets, freeze salaries, increase class sizes, require employee healthcare contributions, implement furlough days, and other measures to close the gap. Public feedback was gathered on some proposals but others must be negotiated with unions. The revised recommendations aimed to cut over 1,800 positions while saving over 400 million.
Presentation To Board Of Trustees 032411Jeff Weiler
The document summarizes the tentative FY 2012 budget recommendations for a school district facing a $400 million shortfall. It outlines areas where cuts have been proposed based on input from surveys, including consolidating school bell times, reducing administrative budgets, freezing salary steps and increments, increasing health insurance costs for employees, reducing salaries by 7.8%, and increasing class sizes. The recommendations total $411 million in cuts and could eliminate between 2,486 and 5,428 positions in the school district. Key dates for adopting tentative and final budgets are provided.
The document introduces budget norms for the education sector in Laos to standardize funding levels. It defines the policy framework and budget norm formulas for central, provincial, and school budgets. Key points include setting sector ceilings based on fiscal capacity and needs, calculating provincial allocation using education development indicators, and revising expenditure assignments and budget procedures to integrate the new norms. The norms aim to equalize funding, improve education quality, and reduce user fees.
Propel NC: A New Community College Business Model for the New North Carolina ...Mebane Rash
North Carolina’s investments in economic and workforce development have created booming business and jobs’ growth in key sectors that will drive our state’s economy for generations to come. Now we need to make sure North Carolinians fill those great North Carolina jobs.
The document discusses the need for new talent and reward models in local government. It summarizes some key weaknesses of current reward models, including too many job titles and grades, lack of performance link, and poor communication. It then outlines four segmentation models (loyalty, market, career, dynamic) that better link pay to performance and talent. The document proposes four practical changes: 1) rationalizing grading structures, 2) linking performance to reward communications, 3) using career models for clear career paths, and 4) adopting dynamic models for senior managers. This would be an initial step toward more flexible reward structures.
The document describes a one-day course on writing with impact for marketing purposes. The course aims to teach participants how to write persuasively for marketing, sales, advertising, and PR to make their product or service stand out. The timetable includes sessions on branding, defining an organization's voice, examining competitors, writing clearly and consistently, using correct grammar, and developing creative ads and slogans. The objectives are to understand branding, define an organization's voice, employ the correct tone, write clearly and consistently, and use tactics to think creatively.
To automatically generate an index in Microsoft Word, click the References toolbar and select Automatic Table of Contents, then type and format text with heading styles. When complete, update the table of contents to reflect headings and accurate page numbers in a concise three-level index.
The document provides tips for setting goals and boosting sales in January by addressing typical January slumps. It recommends acknowledging past successes, introducing new products, and including the sales team in 2015 planning. Additional suggestions include training events and team building activities to build morale through fun activities or certified professional development. Regular monitoring, feedback, and recognition of successes are also advised to support the sales team in achieving their goals.
The document discusses Goodson Middle School's progress according to the Texas STaR Chart, which measures schools' technology readiness and implementation. Goodson Middle School is at the Developing Technology level for Teaching and Learning and Educator Preparation, and at the Advanced Technology level for Leadership/Support and Infrastructure. For the latter two areas, Goodson is ahead of state averages. The presentation expresses appreciation to the administrative team for their support of the school's technology progress.
This one-day course teaches participants how to write marketing materials that give their business a strong voice and make it stand out. The course covers defining the organization's brand and tone of voice, examining competitors, and learning how to write clearly, consistently, and correctly for marketing purposes. Participants will learn tactics for creative copywriting and leave with the skills to develop impactful ads, slogans, and campaigns.
The document discusses the STaR Chart, which is used in Texas schools to measure progress in four key areas of technology integration: Teaching and Learning, Educator Preparation and Development, Leadership/Administration, and Infrastructure. The STaR Chart helps teachers meet state technology standards and document progress under No Child Left Behind. Texas teachers complete an annual online STaR Chart survey to track their progress in integrating technology into teaching and to provide data to school and state leaders. Data from the past three years at one high school (HHS) shows slow but steady progress across the domains, mirroring statewide trends, with an advantage in technology infrastructure but a need to leverage that to drive instructional growth.
This document discusses goal setting and provides guidance for developing effective goals. It outlines seven key beliefs of high achievers, such as that there is no failure only feedback. It also discusses the difference between dreams and goals, with goals having a timeline. Developing goals involves considering personal skills, contacts, and opportunities. When receiving feedback, it's important to consider the source and their motives. Effective goals are owned by those affected, demanding, achievable, measurable, have deadlines, are written, and flexible. Maintaining flexibility involves qualities like energy, creativity, mental clarity, inner calm, and stability. Management by Objectives is a process where management and employees agree on objectives to understand organizational goals.
Expressionist artists in early 20th century music sought to express inner emotions and experiences of being alive rather than physical reality. Key figures included Austrian composer Arnold Schoenberg who was associated with the expressionist movement in Germany and developed techniques like Sprechstimme that blended singing with speech. Norwegian painter Edvard Munch, known for his painting "The Scream," was also an important expressionist artist during this period.
The document provides definitions and descriptions of various construction and building terms. It defines terms like air barrier paper, attic ventilation components, concrete joints, framing elements, insulation types, mortar joints, rebar, roof drainage components, roof materials, stone styles, vapor retarders, waterproofing methods, weep holes, and windows types. Each entry includes an image to illustrate the term and provides brief 1-2 sentence descriptions of the purpose, materials, or characteristics.
The document provides information about various aspects of theater, including definitions of key terms like theater, elements of theater, purposes of theater, and personnel involved in theater like producers, directors, performers, designers, and others. It also provides brief definitions and background on dance, cinema/motion pictures. Theater is described as a place for plays to be performed and also as an art form involving actors performing for an audience. Key elements include the actor, audience, written or improvised text, costumes, scenery, lights, sound, and props. Theater can entertain, instruct, motivate and more, depending on the interaction with the audience.
The document discusses principles of communicative language teaching and lesson planning. It emphasizes using enjoyable, meaningful activities that actively engage learners. It also stresses the importance of lesson planning for both teachers and learners, considering factors like variety, coherence, balance, flexibility and challenge. Key components of an effective lesson plan are outlined, including objectives, procedures, materials, timing and potential difficulties.
The document discusses different styles and periods of music from the late 19th to early 21st century, including Impressionism, composers such as Debussy and Stravinsky, and the development of electronic music. It also covers Filipino composers like Abelardo, Kasilag, Maceda, and Santos, noting how they incorporated modern techniques or blended Western and non-Western styles. Key musical terms like syncopation, polytonality, and modes are defined. Impressionist painters that influenced music are also listed.
This document provides an overview of rubrics, including their definition, purpose, advantages, and types. A rubric is defined as a set of criteria and performance levels used to evaluate student work. The main purposes of rubrics are to communicate expectations to students and assess completed work. Advantages include being objective, providing feedback, and clarifying expectations. There are two main types of rubrics: holistic rubrics that provide one overall score, and analytic rubrics that score each criterion separately. The document provides examples of both types of rubrics and discusses how to create and use rubrics effectively.
Historical Perspective Of The Philippine Educational SystemSauyo High School
The Philippine educational system has undergone many changes throughout history. During pre-Spanish times, education focused on reading, writing and arithmetic and was religion-oriented. The American period established a free public school system using English as the medium of instruction. Various acts established different educational institutions and departments. The Japanese regime emphasized love of work and Philippine history. Presently, the trifocal system divides responsibilities between DepEd for basic education, TESDA for technical education, and CHED for higher education. The 2001 Governance of Basic Education Act redefined the roles of field offices and established school-based management.
The document discusses various methods of family planning, including natural and artificial methods. Natural family planning relies on abstinence from sex during the most fertile times in a woman's cycle, which can be determined through basal body temperature tracking, cervical mucus monitoring, or calendar-based cycle tracking. Artificial methods prevent pregnancy through contraceptives like birth control pills, IUDs, condoms, diaphragms, spermicides, sterilization procedures (vasectomy for men or tubal ligation for women), or hormonal injections. Withdrawal is also mentioned as a method where the man removes his penis from the vagina before ejaculation.
Philosophy provides a framework for curriculum planning, implementation, and evaluation by helping answer questions about the purpose of schools, important subjects, how students should learn, and appropriate materials and methods. A curriculum developer's philosophy reflects their life experiences, beliefs, background, and education. For example, John Dewey viewed education as a way of life and laboratory for testing philosophy. Philosophies like idealism, realism, and existentialism provide different perspectives on the role of the teacher, student, and school community.
Presentation To Board Of Trustees 040611Jeff Weiler
This document summarizes budget shortfall solutions proposed by a school district facing a $407 million deficit. It outlines recommendations to cut administrative budgets, freeze salaries, increase class sizes, require employee healthcare contributions, implement furlough days, and other measures to close the gap. Public feedback was gathered on some proposals but others must be negotiated with unions. The revised recommendations aimed to cut over 1,800 positions while saving over 400 million.
Presentation To Board Of Trustees 032411Jeff Weiler
The document summarizes the tentative FY 2012 budget recommendations for a school district facing a $400 million shortfall. It outlines areas where cuts have been proposed based on input from surveys, including consolidating school bell times, reducing administrative budgets, freezing salary steps and increments, increasing health insurance costs for employees, reducing salaries by 7.8%, and increasing class sizes. The recommendations total $411 million in cuts and could eliminate between 2,486 and 5,428 positions in the school district. Key dates for adopting tentative and final budgets are provided.
The document introduces budget norms for the education sector in Laos to standardize funding levels. It defines the policy framework and budget norm formulas for central, provincial, and school budgets. Key points include setting sector ceilings based on fiscal capacity and needs, calculating provincial allocation using education development indicators, and revising expenditure assignments and budget procedures to integrate the new norms. The norms aim to equalize funding, improve education quality, and reduce user fees.
Propel NC: A New Community College Business Model for the New North Carolina ...Mebane Rash
North Carolina’s investments in economic and workforce development have created booming business and jobs’ growth in key sectors that will drive our state’s economy for generations to come. Now we need to make sure North Carolinians fill those great North Carolina jobs.
The document discusses the need for new talent and reward models in local government. It summarizes some key weaknesses of current reward models, including too many job titles and grades, lack of performance link, and poor communication. It then outlines four segmentation models (loyalty, market, career, dynamic) that better link pay to performance and talent. The document proposes four practical changes: 1) rationalizing grading structures, 2) linking performance to reward communications, 3) using career models for clear career paths, and 4) adopting dynamic models for senior managers. This would be an initial step toward more flexible reward structures.
The document summarizes a pay and classification study update conducted in 2012 for the City of San Angelo. It found that 25 out of 39 pay ranges had fallen below 2009 levels when compared to 9 similar cities. This affected 429 employees, many in lower paying roles. Council had approved 3% in funding for increases. Staff recommended using most of the funding to raise applicable pay ranges to 80% of survey averages, and distributing the remainder as a 1.25% merit increase. This was preferred over just awarding 3% merit increases, which would only treat the symptoms.
Apprenticeship reforms: An employer engagement masterclass (28 Nov 2016)City & Guilds
In our final webinar of the autumn series we provide expert advice on how to develop a tailored offer for each of your employers. Highlighting the different approach you may need to take for levy-paying and non-levy paying employers.
Preparing your pitch
How best to approach employers
What good account management looks like
The need for more strategic conversations with levy-paying employers
The challenges in commercialisation of training
Specific needs for SMEs
Please note that the information in this webinar is correct as of the date of airing on 28 November 2016.
The document discusses teacher compensation in Georgia and proposes a new pay structure that moves away from the traditional step-and-lane salary schedule. The proposed structure includes:
1) Individual performance bonuses and student achievement gap reduction bonuses based on evaluation scores.
2) Career pathways of Career Teacher and Master Teacher that provide higher salaries for those who advance.
3) A larger portion of compensation coming from performance-based bonuses rather than steps in order to incentivize effectiveness.
The document also notes issues with current tests used to evaluate teachers and the need for better assessments to support value-added measures in the new system.
Ss submission presentation final draftDon Gilhooly
The ACTT submission makes recommendations to the Board of Vocational Education and Training regarding the NSW Smart & Skilled policy. It addresses increasing VET participation, targeting VET to business and industry needs, and the role of TAFE NSW. Key recommendations include maintaining or increasing funding for TAFE to ensure quality training, balancing contestable and public funding, keeping course fees accessible, and improving pathways, support services and completion rates for disadvantaged learners.
This letter highlights how the proposed NC Pathways to Excellence for Teaching Professionals plan aligns with recommendations from the Governor's DRIVE Task Force to increase teacher diversity in North Carolina. Key aspects of the Pathways plan that could help attract more teachers of color include significant salary increases, opportunities for career advancement, alternative ways to demonstrate teaching ability besides standardized exams, and support for prospective teachers. The letter provides details on these aspects and encourages ensuring pilots of the plan reach diverse schools and do not have unforeseen barriers for teachers of color.
Human capital investment .ppt @ bec domsBabasab Patil
The document discusses human capital investment through education and career choices. It provides examples of how getting an education, learning skills through apprenticeships or having children are all ways to invest in human capital. Brighter individuals tend to get more education because they see the marginal benefits of education exceeding the costs. The document also examines how earnings vary based on factors like level of education, occupation, gender and race.
The document discusses building and maintaining a pay structure with grades and ranges. It provides guidance on key steps:
1) Identify multiple pay schedules to group labor markets and streamline the structure.
2) Determine pay grades by deciding the number of grades and job levels within each grade.
3) Develop pay ranges by setting the minimum, midpoint, and maximum for each grade using common differentials and spreads.
4) Assign positions to grades based on market pay and internal alignment. Maintain the structure by annually benchmarking grades and hot jobs against the market.
The document provides an overview of a compensation project at UM for non-academic staff. The goals are to establish an externally competitive and internally equitable compensation package across locations. Each position was evaluated and placed in a salary grade and range based on factors like skills, impact, and responsibilities. The project aims to recruit, retain, and reward employees while ensuring fairness and consistency. It does not change duties, structures, or cause layoffs but provides transparency around compensation decisions. HR partners with managers on issues like market adjustments, promotions, and administering guidelines.
This document discusses how school districts can continue improving teaching quality during tough economic times. It recommends that districts rethink how they spend money on professional development by aligning spending with long-term strategies, reallocating funds from non-strategic areas, and ensuring internal practices support teaching quality goals. Stimulus funds should support sustainable reforms rather than ongoing costs.
More than half of all apprenticeship starts in 2014/15 were in business, administration, and health and social care. There were nearly 500,000 apprenticeship starts that year, an increase of 14% from the previous year. The government aims to reach 3 million apprenticeship starts by 2020 to boost skills and productivity. Employers will have more control over apprenticeship content and funding under new proposed reforms, with funding going directly to employers who will choose providers. Simplifying standards and improving quality are priorities to increase the esteem of apprenticeships.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
This document summarizes the budget challenges facing a school district. It discusses factors like declining state aid, expense increases, and budget cuts over the past few years. The district is facing a $2.2 million shortfall for the upcoming year. To close the gap, the district plans to use federal stimulus funds, reserves, retirements, and cuts. Options are presented to increase taxes/levy to restore some positions or programs. Voters will also be asked to approve purchasing two buses.
2. SUMMARY
Executive Summary
① Employee compensation constitutes the largest single expenditure category of school district budgets in the state of Texas.
Currently staff salaries account for approximately 60 of total statewide educational expenditures.
② Recent changes to the Texas Education Code eliminated the requirement for a step-wise salary scale.
③ Current trends in compensation structure offer school districts more flexibility on hiring qualified staff.
Background Financials
The district reports a 1.170 locally adopted tax rate. The
district has a taxable value of $238,218 per pupil. This
taxable value places DISD under Chapter 42 of the Texas
Foundation Schools Program and it is subsequently not
subject to recapture under T.E.C. Chapter 41.
For the 2009-2010 school year the district had an operating
budget of $2,246,670. The operating budget is composed of
58% state derived funds, 30% local funds and 12% federal
funds. This yields a funding rate of $13,373 per pupil. Actual
expenditures for the reporting period were $2,001,291 with
operational expenditures of $1,875,257. This yields $11,162
per pupil in actual expenditures. At the end of the 2010
school year the district reported a fund balance of $353,777
or 21% of the projected next year budget.
Damon Independent School District is a small rural school
district located in Brazoria County and served by the
Region 4 Education Service Center. United States census
data from 2010 locates the district in the Houston
metropolitan area. The district serves students in pre-K
through 8th grade. Damon ISD had an average enrollment
of 181 students during the 2011-2012 school year.
The student population is composed of 50% White
students, 46% Hispanic students and 4% African American
and other ethnic group students. During this period 17%
of the student body were reported as having Limited
English Proficiency (LEP), and over 71% of students body
were economically disadvantaged. The district is currently
rated as Recognized by the Texas Education Agency.
3. STAFFING
Instructional Staff
Staffing
In 2011, the last year complete data is available the district
reported a total staff FTE* of 29. Individually 45% of the staff
are teachers, 19% educational are educational aids, 26%
auxiliary staff and 6%. The teaching staff was reported to
have an average of 10.1 years of experience though 53.1%
were reported as having 5 or fewer years of experience. The
district also reported a teacher turnover rate of 22.5%.
Teaching Staff Experience
New to the Profession 1
1 to 5 years of experience 5
6 to 10 years of experience 2
10 to 20 years of experience 1
20+ years of experience 5
District Average Years of
Experience
11.8
District Median Years of
Experience t
8
Administrative
Superintendent 1
Principal Proposed for 2013-2014
4. MARKETCOMPARISON
Comparison Group
Market Comparison
Though small school districts offer unique advantages that
their larger counterparts lack, few of these benefits translate
effectively into teacher recruitment efforts. Ultimately
schools large and small compete for qualified staff within a
defined geographical area. The comparison group in this
study was derived using United States Bureau data compiled
in 2010. This data revealed that the average commute times
for the Houston Metro area is 30.2 min. This data allowed
the compilation of a comparison group that more directly
represents the economic environment in which Damon ISD
must compete.
Eight local school districts were chosen to represent the
local competitive group. These districts were chosen based
only on the basis of geography. No consideration was given
district enrollment or wealth.
Angleton Needville
Alvin Van Vleck
Colombia-Brazoria Wharton
Ft. Bend Sweeny
Comparison Analysis
The current Damon ISD salary structure is a step-wise scale
with levels beginning at o years of experience and continuing
to 30. DISD salaries are competitive within the regional
group and range from 88% to 105% of the group mean.
5. MARKETSUMMARYANALYSIS
Salary Group Comparison
Years of Service High Low High Low Spread Group Mean Damon ISD
0 46,700 34,120 13,080 41,249 36,460
1 47,490 34,410 13,080 41,855 37,343
2 47,935 34,490 13,445 42,006 38,266
4 48,633 35,320 13,313 42,968 38,750
5 48,823 36,560 12,263 43,628 38,925
8 50,141 40,040 10,101 45,354 40,903
9 50,354 41,070 9,284 45,829 41,758
10 50,969 42,852 8,117 46,372 42,613
23 NA NA NA 52,381 55,023
24 NA NA NA 52,846 55,538
25 NA NA NA 53,491 56,053
30 NA NA NA 55,686 58,628
6. MARKETSUMMARYANALYSIS
Salary Group Comparison by Percentage
Years of Service % Vs. Low % Vs. Mean % Vs. High Years of Service
0 107% 88% 78% 0
1 109% 89% 79% 1
2 111% 91% 80% 2
4 110% 90% 80% 4
5 106% 89% 80% 5
8 102% 90% 82% 8
9 102% 91% 83% 9
10 99% 92% 84% 10
23 NA 105% NA 23
24 NA 105% NA 24
25 NA 105% NA 25
30 NA 105% NA 30
7. RECOMMENDATIONS
Instructional Staff Recommendations
The state of Texas has established a minimum salary scale for instructional personnel; this scale has been the
traditional starting point for compensation planning. A unique feature of this scale is automatic salary increases based
on years of experience. This step-wise structure was a reflection of the statutory requirement that salary schedules
included yearly incremental pay increases for all instructional personnel.
Lawmakers during the 80th Legislative session revised the legal requirements for creating a salary scale and effectively
removed the requirement for step-wise pay structures, provided that the compensation plan exceeds the established
minimum salary scale. This change offers school districts the opportunity to create compensation systems that allow
hiring managers and administrators to target compensation to specific area needs while maintaining a broadly
competitive and affordable compensation plan.
Salary Scale Recommendations
Compensation for teachers should be restructured to include pay grading that is tied to experience but allows for
greater flexibility in hiring and retaining teachers in critical needs areas. To facilitate this the recommended
structure creates pay grade sets that are linked to a compressed experience scale that offers the district broader
latitude in meeting staffing needs.
Under this plan teachers, librarians and nurses are placed into pay grades based on experience and their
compensation within the pay grade is based on market factors.
8. RECOMMENDATIONS
This salary scale is based on 90% of the regional comparison group average and is consistent with current salary
practices.
90% of Mean Salary Instructional Staff Plan
Pay Grade Minimum Mid-Point Maximum
T1 37,124 37,897 38,671
T2 39,256 40,251 41,246
T3 41,734 42,754 43,775
T4 44,260 45,330 46,400
T5 46,995 53,497 60,000*
9. RECOMMENDATIONS
Instructional staff are classified in pay grades using the following definitions.
Grade Definitions
Pay Grade Qualifications
T1 a) A bachelors degree in the appropriate field
b) Valid Texas Teacher Certification in the appropriate field
c) Rated as “Highly Qualified” in the assigned teaching field.
d) 0 to 4 years creditable experience in a comparable position
T2 a) A bachelors degree in the appropriate field
b) Valid Texas Teacher Certification in the appropriate field
c) Rated as “Highly Qualified” in the assigned teaching field.
d) 5 to 9 years creditable experience in a comparable position
T3 a) A bachelors degree in the appropriate field
b) Valid Texas Teacher Certification in the appropriate field
c) Rated as “Highly Qualified” in the assigned teaching field.
d) 10 to 14 years creditable experience in a comparable position
T4 a) A bachelors degree in the appropriate field
b) Valid Texas Teacher Certification in the appropriate field
c) Rated as “Highly Qualified” in the assigned teaching field.
d) 15 to 19 years creditable experience in a comparable position
T5 a) A bachelors degree in the appropriate field
b) Valid Texas Teacher Certification in the appropriate field
c) Rated as “Highly Qualified” in the assigned teaching field.
d) 20 or more years creditable experience in a comparable position
10. RECOMMENDATIONS
Compensation for non-exempt employees also remains competitive however it may benefit from the development of
a compensation model that ties compensation levels to job descriptions.
Non-Exempt Scale
Pay Grade Minimum Midpoint Maximum
A1 $8.50 $10.75 $13.00
A2 $10.00 $12.50 $15.00
A3 $13.00 $15.75 $18.50
A4 $17.50 $22.65 $24.81