Download to read offline
Uploaded byEducationNC
Teacher Compensation & Benefits
The document discusses teacher compensation and benefits in North Carolina. It compares NC teacher salaries to other states and outlines the current salary schedule structure. Recent changes to teacher pay are noted, including performance bonuses and supplements for certain counties. Considerations for future modifications to compensation include policy objectives, legacy structures, employee acceptance, and costs. Teacher benefits are also examined, noting the current focus on retirement and benefits offered by other employers that could be considered. Questions from the committee are taken at the end.
More Related Content
Similar to Teacher Compensation & Benefits
Teacher Compensation & Benefits
- 1. Teacher Compensation andBenefits Considerations for the House Select Committee on An Education System for North Carolina’s Future Statewide Team May 9, 2022
- 2. Agenda • Comparing overallteacher compensation in NC to peers • Recent changes to structure of teacher compensation • Considerations for future changes to teacher compensation • Policy objectives • Legacy structure • Employee acceptance • Cost • Teacher benefits • Any additional questions at the direction of the Chair 2 May 9, 2022
- 3. How Are TeacherSalaries Determined? 3 State-funded supplements to the base salary schedule: • Graduate degrees required for licensure • National Board certification • Working in smaller or lower wealth counties • Higher schedule placement + $350/month - school psychologists, speech pathologists, audiologists • $100/month – school counselors • Bonuses for certain test scores or EVAAS growth scores Locally-funded supplements: • Percentage or dollar-based supplement applied to State- funded salary • Some may provide small supplements for extra duties Teacher Salary Schedule (Monthly) Years of Experience FY 2021-22 Base Salary 0 $ 3,546 1 $ 3,647 2 $ 3,748 3 $ 3,849 4 $ 3,951 5 $ 4,052 6 $ 4,153 7 $ 4,255 8 $ 4,356 9 $ 4,457 10 $ 4,559 11 $ 4,660 12 $ 4,761 13 $ 4,862 14 $ 4,964 15-24 $ 5,065 25+ $ 5,268 + May 9, 2022
- 4. Comparison of StateSalary Schedule Structures 4 30,000 35,000 40,000 45,000 50,000 55,000 60,000 65,000 70,000 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Annual Salary Years of Experience Teachers SHP/SBI/ALE Probation/Parole Correctional Officers-COIII Assistant Clerks of Court Deputy Clerks of Court Magistrates Key Point - SHP/SBI/ALE/PPOs/COs reach max level after 6 years of experience. Assistant and Deputy Clerks of Court/Magistrates reach maximum pay around 13-18 years of experience. Teachers are close to maximum after 15 years, but don’t reach max level until 25 years. May 9, 2022
- 5. Recent Changes ToTeacher Pay • What’s Up: • Bonuses for performance as measured by test scores or SAS’ Education Value Added Assessment System (EVAAS) (e.g. 3rd-5th grade reading and 4th-8th grade math, AP/IB/CTE/AICE exam bonuses) • Additional funding for teacher pay in smaller or lower wealth counties: • Teacher Supplement Assistance Allotment • Small County/Low Wealth County recruitment bonuses • What’s Down: • Targeting pay to higher experience levels (e.g. sunset of additional longevity payments, flattening of salary schedule) • Advanced degrees that are not required for licensure (e.g. master’s degree supplement sunset) 5 May 9, 2022
- 6. Considerations – TeacherPay Modifications 1. What are the policy objectives? • Competitive compensation package to meet baseline staffing needs • Differentiate salaries based on criteria other than experience? • Do current State-funded supplements (e.g. National Board, performance bonuses) reflect legislative priorities? • Are there other priorities of the General Assembly? • E.g. low-performing schools, high school math, special education, etc. • Should teacher compensation decisions be further shifted to the local school units? 6 May 9, 2022
- 7. Considerations – TeacherPay Modifications (p.2) 2. What to do with the legacy structure? • Any substantive change to the current pay structure will likely create winners and losers without notable additional funding • Typically addressed with hold harmless provisions • Impact on assistant principal pay that is tied to teacher salary schedule? 3. Will employees accept the modifications? • Is the pay structure something employees will understand? • Will the changes lead to higher turnover and short/intermediate-term staffing issues? 4. Cost 7 May 9, 2022
- 8. Teacher Benefits • Currentbenefit structure • Heavily focused on retirement • For most teachers, basic benefit structure is the same as 40 years ago • Benefits offered by other employers that might be considered • Student loan repayment assistance • Financial wellness • Parental leave • Employer contributions to 401(k) • Subsidized dependent health insurance 8 May 9, 2022
- 9. Benefits Comparison toNeighboring States 9 May 9, 2022
- 10. Attraction/Retention Effect ofPension 10 Assumptions: 3% interest, hired at age 22, only reflects employer-funded portion of present value of benefits May 9, 2022
- 11. Considerations – TeacherBenefit Modifications What are the policy objectives? • Competitive benefits package to meet baseline staffing needs • Benefits are adequate to meet teachers’ needs at different points in life • Benefits efficiently reduce risks to teachers • Benefits’ perceived value to teachers exceeds their cost • Teachers have the desired amount of choice in their benefits • Benefits reward the teacher groups and decisions that you want to reward 11 May 9, 2022
- 12. Questions Timothy Dale Principal FiscalAnalyst timothy.dale@ncleg.gov David Vanderweide Principal Fiscal Analyst david.vanderweide@ncleg.gov 919-733-4910 12 May 9, 2022