PART IPART IHistorical Perspective and Current StateHistorical Perspective and Current State

Where have we been and what have we learned? Where have we been and what have we learned?

December 15, 2009December 15, 2009

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History of Differentiated Pay in History of Differentiated Pay in

Douglas CountyDouglas County Differentiated Pay: a goal of Board of

Education since late 1980s 1993-94 Design Team developed plan 1994-95 Differentiated Pay Plan implemented Original Funding Mechanism

State rescission was less than expected Fiscal calendar change from Jan.-Dec. to July-June

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The Development ProcessThe Development Process1993-19941993-1994

Diverse thirty member committee (majority were teachers)

Meetings held weekly from July 1993 through May 1994

Relied on third-party facilitators and use of breakout teams for draft work

Process was slow and deliberate Agendas guided work, but discussions were often

unplanned and spontaneous Process kept completely separate from negotiations

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Original Plan ObjectivesOriginal Plan Objectives

Support the district’s mission and core valuesSupport the district’s mission and core values Attract, retain, and motivate the highest Attract, retain, and motivate the highest

qualified teachers while competing in the qualified teachers while competing in the employment marketemployment market

Reward growth, development and skill and Reward growth, development and skill and knowledge acquisitionknowledge acquisition

Provide a degree of predictability and stabilityProvide a degree of predictability and stability Ensure teacher involvement in the development, Ensure teacher involvement in the development,

evaluation, and reward processevaluation, and reward process

Teacher Compensation PlanTeacher Compensation PlanOverviewOverview

Professional Base Pay (Evaluation Credits + Knowledge Level

Advancements)

Proficient EvaluationTeachers receive an evaluation credit,

increases to base salary, knowledge level adjustments, and are eligible to

participate in all bonus incentive components.

Outstanding TeacherA one-year

designation based on NBPTS criteria and a

teacher developed portfolio.

Unsatisfactory EvaluationTeachers do not receive

an evaluation credit and are ineligible for a base salary increase or access to

bonus incentive components the following year.

Skill BlocksStaff development delivered, teacher

applied and demonstrated

skills that support district goals.

Master TeacherA five-year designation

linked to student growth, leadership, professional

recognition, and community partnership

criteria.

Responsibility Pay

Compensates teachers for

nontraditional service at both site and district levels.

Group IncentiveGroup based plans focused on varied aspects of student growth.

Total Annual Teacher Compensation

Bonus Incentive Components

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2008-09 Differentiated Pay 2008-09 Differentiated Pay Participation and CostParticipation and Cost

Group IncentiveGroup Incentive 2024 (58%)2024 (58%) $929,338$929,338 $459$459 Outstanding TeacherOutstanding Teacher 661 (19%)661 (19%) $465,413$465,413 $704$704 Master TeacherMaster Teacher 13 (.3%)13 (.3%) $32,500$32,500 $2500$2500 National Board CertifiedNational Board Certified 24 (.6%)24 (.6%) $60,000$60,000 $2500$2500 Skills BlocksSkills Blocks 1586 (45%)1586 (45%) $461,900$461,900 $291$291 District Responsibility PayDistrict Responsibility Pay 58 (1.6%)58 (1.6%) $38,555$38,555 $665$665 Site Responsibility PaySite Responsibility Pay 1414 (40%)1414 (40%) $255,999$255,999 $181$181

Participants Cost Per Participant

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Outstanding TeacherOutstanding Teacher

Four Portfolio Options:Four Portfolio Options: Type “A” – Teacher Practice BasedType “A” – Teacher Practice Based Type “B” - Standards Based InstructionType “B” - Standards Based Instruction Type “C” – National Board Professional Teacher StandardsType “C” – National Board Professional Teacher Standards Type “D” - Student Growth BasedType “D” - Student Growth Based

Eligibility Requirements:Eligibility Requirements: Minimum four years total teaching experience Minimum four years total teaching experience One year service in Douglas CountyOne year service in Douglas County Satisfactory evaluation in previous yearSatisfactory evaluation in previous year Bonus incentive value of $1250 (initial distribution)Bonus incentive value of $1250 (initial distribution)

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Outstanding Teacher - Type AOutstanding Teacher - Type ATeacher Centered Portfolio Teacher Centered Portfolio

StructureStructure Resume, Context, Teaching PhilosophyResume, Context, Teaching Philosophy Portfolio Artifacts and Narratives Portfolio Artifacts and Narratives

Assessment & InstructionAssessment & Instruction Content & PedagogyContent & Pedagogy Collaboration & PartnershipCollaboration & Partnership

Reflections on peer & parent surveysReflections on peer & parent surveys Summative evaluation Summative evaluation Self assessment and plan for professional growthSelf assessment and plan for professional growth

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Standards Based Portfolio - Standards Based Portfolio - Type B CriteriaType B Criteria

Focused on standards-based instructionFocused on standards-based instruction Measures student progress in mastering standardsMeasures student progress in mastering standards Utilizes five configuration maps (rubrics) concerning:Utilizes five configuration maps (rubrics) concerning:

adjustment of instruction adjustment of instruction feedback on student progressfeedback on student progress professional collaboration about student learningprofessional collaboration about student learning role and timing of assessmentrole and timing of assessment student ownership and understanding of learningstudent ownership and understanding of learning

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Portfolio Type “C’ Portfolio Type “C’ National Board CandidatesNational Board Candidates

Candidates may use the portfolio they will Candidates may use the portfolio they will submit for National Board Certificationsubmit for National Board Certification Replaces standard Type A formatReplaces standard Type A format Modified with an index to direct administrator to Modified with an index to direct administrator to

appropriate artifacts for performance criteriaappropriate artifacts for performance criteria Includes client and peer surveysIncludes client and peer surveys Reflective writings on survey data and Reflective writings on survey data and

professional growth plansprofessional growth plans

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Portfolio - Type DPortfolio - Type D Student Growth Student Growth

The teacher must demonstrate the systematic The teacher must demonstrate the systematic collection and use of student data to guide instructioncollection and use of student data to guide instruction

Teacher must demonstrate significant student growth Teacher must demonstrate significant student growth as measured by state, district, and/or teacher as measured by state, district, and/or teacher generated assessmentsgenerated assessments• All data must be for a period of no less than one full All data must be for a period of no less than one full

academic yearacademic year• Elementary teachers must present data for reading, writing Elementary teachers must present data for reading, writing

or mathematics (two of three)or mathematics (two of three)• Secondary teachers must present data for their subject area Secondary teachers must present data for their subject area

standards in the area for their primary teaching assignmentstandards in the area for their primary teaching assignment

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Portfolio - Type DPortfolio - Type D Student Growth (cont.) Student Growth (cont.)

The Type D Portfolio must include: Student baseline, benchmarking, and terminal assessment data Written reflection of how the growth is a direct result of the teacher’s instructional practice and use of data Documentation of a “reflective conference” with the teacher’s evaluator validating the teacher’s practice

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Master Teacher DesignationMaster Teacher DesignationHistoryHistory

DCSD Master DCSD Master TeacherTeacher

Eligibility requirement of six Eligibility requirement of six years in Douglas Countyyears in Douglas County

Designated MT for five yearsDesignated MT for five years Bonus value of $2500 per year Bonus value of $2500 per year

for five years ($12,500)for five years ($12,500) Resubmission of a Master Resubmission of a Master

Teacher portfolio with a Teacher portfolio with a minimum of three years of minimum of three years of student datastudent data

There are currently 13 There are currently 13 designated Master Teachersdesignated Master Teachers

NBCT to MTNBCT to MT Eligible upon National Board Eligible upon National Board

certificationcertification NB certification honored for NB certification honored for

five yearsfive years Incentive bonus value of $2500 Incentive bonus value of $2500

per year for five years per year for five years ($12,500)($12,500)

At end of five years, must At end of five years, must access MT componentaccess MT component

There are currently 24 National There are currently 24 National Board certified teachersBoard certified teachers

Two Participation Options

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Master TeacherMaster Teacher Required demonstration of Master Teacher performance

Student Growth (Minimum of two years of data )

•Academic growth beyond normal expectations

•Measured using district, building, teacher-designed or other reliable assessments

•Directly linked to teacher’s instructional practiceRequired Documentation

•Abridged data must include pre and post-testing for each year and student group•Meet a “reasonable person” standard of clarity •Recommended use of graphs and/or charts to illustrate student growth•A maximum five page narrative directly linking student growth to instructional practice and explaining how data is used to direct instruction

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Master TeacherMaster TeacherOptional Performance Criteria (Teacher selects two of three)

Leadership •sustained leadership activity impacting a school’s or the District’s instructional program•sustained leadership activity outside of the District that contributes to educational, institutional, and/or systemic improvement

Recognition and Awards •professional recognition through awards with strong teaching criteria from a reputable state or national organization

Creativity and Innovation •may include demonstration of highly creative instructional practices that positively impact student growth•may include documentation of a pattern of outstanding work in building school community relations, extraordinary community service and or school business partnerships

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Outstanding Teacher - Insights Outstanding Teacher - Insights Participation DataParticipation Data

Outstanding TeacherOutstanding Teacher Participation rates have remained relatively constant Participation rates have remained relatively constant Teachers consistently select the Type A option over all othersTeachers consistently select the Type A option over all others Second most expensive component of the differentiated pay planSecond most expensive component of the differentiated pay plan Participation Rates 2008-09Participation Rates 2008-09

Participants: 661Participants: 661 Dollars Spent: $465,413Dollars Spent: $465,413

Master Teacher/NBCTMaster Teacher/NBCT Fewer teachers receiving bonusFewer teachers receiving bonus Without common assessment system across the district, hard to gauge student Without common assessment system across the district, hard to gauge student

growth. growth. Participation Rates 2008-09Participation Rates 2008-09

Participants: Participants: 13 MT13 MT 24 NBCT24 NBCT Dollars Spent:Dollars Spent: $32,500 $32,500 $60,000$60,000

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Outstanding and Master Teacher - Outstanding and Master Teacher - Insights Insights

Student Assessment DataStudent Assessment Data Two samplings of student data have been Two samplings of student data have been

completed;completed; Slightly higher CSAP ratings for MTs/OTs;Slightly higher CSAP ratings for MTs/OTs; Slightly higher proficiency rates of Special Slightly higher proficiency rates of Special

Education students in MT/OT classrooms;Education students in MT/OT classrooms; Small sampling of teachers and students;Small sampling of teachers and students; No statistically significant differences in data.No statistically significant differences in data.

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Skill Blocks HistorySkill Blocks History

Skills must be:Skills must be: Newly acquiredNewly acquired, , applied and demonstrated applied and demonstrated Supportive of district’s strategic planSupportive of district’s strategic plan District/Teacher-selectedDistrict/Teacher-selected Taught by highly skilled teachers Taught by highly skilled teachers Measured by authentic assessmentMeasured by authentic assessment Funded @ $160 per FTEFunded @ $160 per FTE

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Current State of Skill BlocksCurrent State of Skill Blocks2009-2010 Direction2009-2010 Direction

Restructuring Skills Block componentsRestructuring Skills Block components Applied and demonstratedApplied and demonstrated Expand program capacityExpand program capacity

• Increase course offeringsIncrease course offerings• Increase teacher access Increase teacher access • Increase on-line opportunitiesIncrease on-line opportunities

More consistent alignment with organizational More consistent alignment with organizational development goals and quality proceduresdevelopment goals and quality procedures

Development of assessment tools to gauge impact Development of assessment tools to gauge impact on student learningon student learning

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Site Responsibility PaySite Responsibility PayHistoryHistory

PREVIOUSLYPREVIOUSLY • Special assignment paySpecial assignment pay• Secondary school activitiesSecondary school activities• Elementary school activitiesElementary school activities

CURRENTCURRENT• Site-based responsibility pay Site-based responsibility pay

- governed by the site- governed by the site• Compensates for services not Compensates for services not

covered by traditional covered by traditional activities stipendsactivities stipends

• Funded @ 5.75 per studentFunded @ 5.75 per student• 2008-09 Participation2008-09 Participation

• 1414 participants = $255,999

ExamplesExamples

Beyond the scope of the Beyond the scope of the typical job descriptiontypical job description

Committee workCommittee work Curriculum workCurriculum work Ongoing commitmentsOngoing commitments Mentor role for colleaguesMentor role for colleagues Draws upon professional Draws upon professional

skills and knowledgeskills and knowledge Additional responsibility Additional responsibility

during the school dayduring the school day

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District Responsibility PayDistrict Responsibility PayHistoryHistory

Work supported:Work supported:• PPIC - the umbrella groupPPIC - the umbrella group• Group Incentive BoardGroup Incentive Board• Crisis TeamCrisis Team• Health Insurance Health Insurance

CommitteeCommittee• Grading Task ForceGrading Task Force• Multi-Cultural AllianceMulti-Cultural Alliance• Evaluation CommitteeEvaluation Committee• Program developmentProgram development• 21st Century Partnership21st Century Partnership

Funded @ $30 per FTEFunded @ $30 per FTE 2008-09 Participation and Cost2008-09 Participation and Cost

58 participants = $38,555

DETERMINING DETERMINING FACTORSFACTORS

Number of meetingsNumber of meetings Time of meetingsTime of meetings Difficulty of tasksDifficulty of tasks Time required outside meetingsTime required outside meetings

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Group IncentiveGroup IncentiveHistoryHistory

PURPOSES:PURPOSES:

Reward teachers for outstanding student Reward teachers for outstanding student performance -Tied to measurable gains in performance -Tied to measurable gains in student achievementstudent achievement

Enhance collaborationEnhance collaboration Encourage positive school and community Encourage positive school and community

relationsrelations

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Group Incentive HistoryGroup Incentive History

PROCESS:PROCESS:

• Establish group and determine SMART goalEstablish group and determine SMART goal• Define activities, determine measurements, and Define activities, determine measurements, and

timelinestimelines• Submit plan to GIB for approvalSubmit plan to GIB for approval• Submit report & results at year’s endSubmit report & results at year’s end• Peer Review of PlansPeer Review of Plans• Funded @ $325 per FTEFunded @ $325 per FTE

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Group Incentive ProposalsGroup Incentive Proposals

GoalsGoals Related to district goals and school accountability Related to district goals and school accountability

and improvement plansand improvement plans Target above average increases in student growthTarget above average increases in student growth Impact the entire school communityImpact the entire school community Directly benefits studentsDirectly benefits students

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Group Incentive Group Incentive Focus AreasFocus Areas

• Critical ThinkingCritical Thinking• Responsible CitizenshipResponsible Citizenship• Closing the Achievement GapClosing the Achievement Gap• Reading & Writing skillsReading & Writing skills• Mathematics proficiencyMathematics proficiency• Mentorships for at-risk studentsMentorships for at-risk students• 2121stst Century Skills Century Skills• Student WellnessStudent Wellness• LeadershipLeadership• Plans are tied to school improvement plansPlans are tied to school improvement plans

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SAMPLES:SAMPLES: 2009-2010 GIP GOALS 2009-2010 GIP GOALS

By the end of the 2009-2010 school year, 60% (4 per By the end of the 2009-2010 school year, 60% (4 per participating GIP member) of the targeted non-participating GIP member) of the targeted non-proficient readers at Iron Horse Elementary will proficient readers at Iron Horse Elementary will become proficient readers as measured by DRA 2. become proficient readers as measured by DRA 2.

By April 2010, 70% of students at Sagewood MS will By April 2010, 70% of students at Sagewood MS will demonstrate one or more year's growth in demonstrate one or more year's growth in ideas/content, organization, and word choice in ideas/content, organization, and word choice in writing as measured by the language arts teachers' writing as measured by the language arts teachers' assessment of the students’ writing using common assessment of the students’ writing using common grade levels prompts and a common rubric. grade levels prompts and a common rubric.

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Group Incentive InsightsGroup Incentive Insights Alignment to School Improvement Plans and Alignment to School Improvement Plans and

School AccreditationSchool Accreditation Alignment to DCSD EndsAlignment to DCSD Ends Continue to monitor impact on student growthContinue to monitor impact on student growth Consider increasing flexibility of group definitions Consider increasing flexibility of group definitions

and designand design Can be accessed by all teachersCan be accessed by all teachers 2008-09 Participation and Cost2008-09 Participation and Cost

2024 participants = $929,338

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An Example of Differentiated An Example of Differentiated Pay Compensation (actual)Pay Compensation (actual)

General SalaryGeneral Salary $48,192$48,192 Satisfactory Evaluation (step)Satisfactory Evaluation (step) $ 1,153$ 1,153 Knowledge Level AdvancementKnowledge Level Advancement $ 1,116$ 1,116

(14/16 graduate credit increments)(14/16 graduate credit increments) Outstanding Teacher Outstanding Teacher $ 1,250$ 1,250 Group Incentive Group Incentive $ 425$ 425 Skill BlockSkill Block $ 350$ 350 Site ResponsibilitySite Responsibility $ 225$ 225 District ResponsibilityDistrict Responsibility $ 750$ 750

$53,461

Professional Base Pay

IncentiveBonuses

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Overall Differentiated Pay Plan:Overall Differentiated Pay Plan:

InsightsInsights A process and not an event; Evaluated and improved annually; Kept separate from the negotiation’s process; Requires adaptability to job expectations and student

outcomes across varied content areas; Requires funding stability and long-term financial

commitment; Requires effective and regular internal and external

communication.

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Overall Differentiated Pay:Overall Differentiated Pay:Budgeting/Funding – InsightsBudgeting/Funding – Insights

Additional funding required to launch initial programs;Additional funding required to launch initial programs; Cannot reward by reducing base;Cannot reward by reducing base; Base salaries must remain competitive in market;Base salaries must remain competitive in market; Increases applied to base become long-term obligations;Increases applied to base become long-term obligations; Non-annuitized bonus structures provide for easier Non-annuitized bonus structures provide for easier

budgeting and funding;budgeting and funding; Do not set quotas;Do not set quotas; Do set standards;Do set standards; Incentives available to all licensed staff.Incentives available to all licensed staff.

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2009-10 DCSD 2009-10 DCSD Base Salary and Differentiated Pay Base Salary and Differentiated Pay

ComponentsComponents Base PayBase Pay $173,451,682$173,451,682

(w/ satisfactory eval. credit)(w/ satisfactory eval. credit) LongevityLongevity $2,000,000$2,000,000 Knowledge Level AdvancementKnowledge Level Advancement $1,200,000$1,200,000 Performance PayPerformance Pay

GIPGIP $1,062,750$1,062,750 Site ResponsibilitySite Responsibility $298,741$298,741 District ResponsibilityDistrict Responsibility $81,750$81,750 Master TeacherMaster Teacher $52,500$52,500 National BoardNational Board $72,500$72,500 OutstandingOutstanding $744,700$744,700 Skills BlocksSkills Blocks $523,200$523,200 Elem. Co-CurricularElem. Co-Curricular $211,715$211,715 Dept. HeadDept. Head $544,719$544,719

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NEXT STEPSNEXT STEPSJanuary 2010: Part II with Board of Education

A National Perspective: What can we learn and what factors might impact the next generation of differentiated pay in DCSD

Part III with Board of Education A Framework and Timeline