Compensation and Benefits

Compensation and Benefits

Baltimore – Teachers earn salary increases by earning "achievement units" granted through a range of achievements and activities, including professional development, strong evaluations, gains in student learning outcomes, and completion of eligible coursework. The new compensation system also creates four career "pathways" through which teachers progress based on their performance (Standard, Professional, Model, and Lead Teacher).

Denver – The Professional Compensation System for Teachers (ProComp) replaces the single salary schedule with a system of incentives (both base-building and non-base-building) for specific accomplishments. ProComp includes incentives for school-wide and classroom student growth, working in hard-to-serve schools and hard-to-staff assignments, acquiring and demonstrating skills and knowledge, and earning a satisfactory or better evaluation.

Douglas County – The district has one of the longest-running performance pay programs in the nation. It was developed in 1993-1994 in collaboration with the union. The performance pay program is not a "this or that" compensation model for teachers to select one or the other component. The district goes above and beyond the traditional compensation schedule by using the performance pay program as a personal and group development model that leads to recognitions that are financial rewards. The plan begins with desired skills for staff and cascades to a level of rewarding teacher portfolio and student achievement results.

Helena – The district and union have replaced the single salary schedule with the Professional Compensation Alternative Program, a compensation system that permits teachers to build salary increases for "positive evaluation, career development and education, and professional service." The district board has remained committed to maintaining the Helena schools' compensation package as the flagship program in the state, ensuring the recruitment and retention of the highest-quality educators.

Hillsborough County – The contract includes performance pay and "differential pay" for teachers who work in high-poverty schools. The district is moving toward a career ladder under which teachers will be compensated based on three years of value-added student learning gains. Teachers employed by the district during the 2009-2010 school year will have the opportunity to choose between the old and new compensation systems, while new hires will be under the new compensation system when it takes effect in 2013.

Montgomery County – The district encourages teachers to earn National Board of Professional Teaching Standards certification by providing specific supports during the certification process and a salary stipend upon achievement of NBPTS certification.

New Haven – The contract calls for the development of a compensation system that include group-based bonuses. The contract also permits incentives to be offered to exemplary teachers who take on teacher leadership positions.

Plattsburgh – The district offers a flexible spending account to cover the cost of insurance premiums, and offers a cash-out option for teachers who decline health insurance.

St. Francis – Placement and advancement on the district's "career lattice" is determined in large part by student performance data, which is based on the specific teacher's assignment and professional goals.

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Ideas From Other Districts – Create flexible salary schedule placement rules that allow experienced teachers with track records of results in education and other fields to enter at a rate of pay commensurate with their accomplishments; develop shared methods to ensure the rigor of knowledge and skill compensation; negotiate total compensation systems that recognize the full earnings value of insurance, pension, and other benefits; create portable savings plan options for teachers with mobile careers, so they don't lose the employer contribution to their pension; jointly encourage pension portability agreements with nearby states, local pension systems or other public employment pension systems, thereby creating more career opportunities for educators.