STRUCTURE OF THE TEACHER CAREER

LADDER IN PAY FOR PERFORMANCE

REFORMS IN LATIN AMERICA

Paula Razquin, Ph.D.

Webinar RIED/World Bank-SABER Teachers

14 December 2012

PRESENTATION OUTLINE

Objectives

Latin America Pay for Performance Programs

México, Teaching Career (Carrera Magisterial)

Ecuador, Teacher Salary Scale (2011 Education Act),

Rules’ Proposal

Issues to consider

2

PRESENTATION GOALS

What do we mean when we talk about teacher “Pay

for Performance”

Review career ladder reform models in Latin

America and their relationship with teacher

performance assessment

Structure of the teacher career ladders and transition

from old to new models

Performance assessment system and career ladder

promotion

Identify design issues that operate in these reforms 3

TYPOLOGY OF PAY FOR PERFORMANCE

REFORMS

Career ladder Ad-hoc incentives (bonuses, etc.)

Individual Group / School

Bolivia

Merit Pay (Salario al Merito)

Bolivia

Schools’ Collective Incentive (Incentivo

Colectivo a Escuelas)

Bolivia

Teacher Upgrade Incentive (Incentivo

a la Actualizacion Docente)

Brazil

Pernambuco: Performance Bonus

San Pablo: Performance Incentives’

System

Ecuador

Teacher career ladder in new

Intercultural Education Act (Ley

Orgánica Educación Intercultural)

Ecuador

Performance

Bonus

Chile

National Performance Assessment

System (Sistema Nacional de Evaluación

del Desempeño)

Chile

Pedagogical Allocation for Excellence

(Asignación Pedagógica por

Excelencia)

El Salvador

Stimulus Plan for Institutions’

Educational Work (Plan de Estímulos a

la Labor Educativa Institucional)

México

Teaching Career Carrera Magisterial)

Colombia??? 4

STRUCTURE OF THE SINGLE SALARY SCALE

Seniority

(steps)

Carril

Bachelor of

Arts

Teaching

credential M.A. Ph.D.

1

2

3

4

5

…

39

40

5

MEXICO

Teaching Career National Program

(Programa Nacional de Carrera Magisterial)

6

BACKGROUND

Since 1992-1993, revisited in 1998 (implemented 2001) and May 2011

National Agreement for the Modernization of Basic Education

Promote the teaching function Pre-service education (decentralized)

In-service training and professional development

Professional salary

Housing

Promote social recognition and appreciation of teachers

7

GOALS OF CARRERA MAGISTERIAL

8

Coadyuvar a elevar la calidad de la educación por medio del reconocimiento e impulso a la profesionalización del magisterio

Estimular a profesores que obtienen mejores logros en su desempeño

Mejorar las condiciones de vida, laborales y sociales de los docentes

Valorar actividad docente fortaleciendo el aprecio por la función social del profesor

Motivar a los profesores para que logren un mejor aprovechamiento en sus alumnos.

Promover el arraigo profesional y laboral de los docentes.

Reconocer y estimular a los profesores en escuelas bajo desarrollo y escasa atención educativa

Reforzar el interés por la actualización, capacitación y superación profesionales del magisterio, así como la acreditación, de cursos de mejoramiento académico”

General Specific

Old salary scale still in force Promotion based on new post opening or released posts

Promotion competition Knowledge: education (title) and professional development

(courses)

Ability (initiative, diligence, efficiency)

Seniority

Discipline and punctuality

Carrera Magisterial Structure parallel to the old salary scale

Complements vertical promotion with a horizontal promotion system while keeping teaching function

Promotion chances even with no post openings

STRUCTURE OF THE TEACHING CAREER

LADDER

9

The Structure of Mexico’s Carrera

Magisterial

10

Category Levels

Slope Entry Horizontal promotion

E-200 A B C D E First:

Classroom teachers

↓

E-201

A B C D E

Second:

Managerial and supervisory

personnel

↓

E-202

↓

E-203

↓

E-204

↓

E-205

↓

E-206

↓

E-207

A B C D E

Third:

Teaching personnel in technical

and pedagogical activities

↓

E-208

↓

E-209

↓

E-210

STRUCTURE OF THE TEACHING CAREER

LADDER (CONT.)

Participation Voluntary, individual and for the school year

Eligible: Basic education teachers with recognized category in the salary scale

Incentive levels: A (Entry) to E

Slopes 1.Classroom teacher

2.Head teachers and supervisors

3.Personnel in technical and pedagogical activities

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STRUCTURE OF THE TEACHING CAREER IN

CARRERA MAGISTERIAL (CONT.)

12

Entry

Seniority

Academic degree

Post category

No leaves

Attendance

Score in global assessment

Promotion

Length of stay in previous level

No leaves

Attendance

Score in global assessment

Entry and promotion depends on number of new

posts for the school year

THE EVALUATION SYSTEM IN CARRERA

MAGISTERIAL (CONT.)

Performance factors Slope

First Second Third

Student achievement 50 40 30

Continuing education 20 20 20

Co-curricular activities 20 20 20

Professional preparation 5 5 5

Seniority 5 5 5

School management -- 10 --

Educational support -- -- 20

Total 100 100 100

13

SALARY INCENTIVE IN CARRERA MAGISTERIAL

Level Equivalent in hours

of instructionclase Salary incentive

A 9 +24.5%

B 8.5 +53.6%

C 8 +100%

D 7 +143%

E 7 +197.2%

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ECUADOR

Teacher Salary Scale (2011 Education Act), Proposal 15

BACKGROUND

New Salary Scale since 2011, proposal still being

discussed

Normative background

Decennial National Education Plan 2006–2016 (PNDE)

New Constitution (2008)

New Model of Educational Management (2009)

National Evaluation and Social Accountability System

(2009)

New Intercultural Education Law, LOEI (2011)

16

BA

CK

GR

OU

ND

Promotion of

the teaching

profession,

professional

development,

working

conditions and

quality of life

National Evaluation System and National Social Accountability System (PNDE, Policy # 6)

New teacher education system, retirement incentives and performance incentives (PNDE, Policy # 7)

Education Management Support and Monitoring Model (education auditor and adviser)

Professional performance standards for teachers and other actors

New system to entry the teaching profession: Registry of eligible candidates

Professional development programme

Salary increments and reform of the teacher career ladder and salary scale

Greater flexibility to hire teachers in areas of public interest

17

STRUCTURE OF THE TEACHER CAREER

LADDER

Regulated by 2 policy instruments

New New Intercultural Education Law, LOEI (2011)

New Law for the Public Service, LOSEP (Oct 2010)

+ its rules (2011)

for public servants,

18

J

•No teaching credential

•For difficult to staff areas

I

•No teaching credential but other recognized degrees

H G

•Teaching credential (B.A.)

F E D C B A

STRUCTURE OF THE TEACHER CAREER LADDER

(2 INSTRUMENTS)

19

Teaching personnel: Salary categories

Promote to (open call and

application):

•Mentor teacher

•Supervisor

•School Vice-Chancellor and Deputies

•Education Auditors and Advisers

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

Public servant – Head teachers: Salary grades

MAIN LIMITATIONS OF THE NEW TEACHER

CAREER LADDER

Salary scale reflects poorly the professional

teaching career

Should include promotion to other functions

Performance requirements not clear in the

requirements for promotion

Make it more explicit the performance requirements

for promotions, for each function

No explicit incentive system

Make incentive more explicit

20

TEACHER CAREER LADDER AND SALARY

SCALE: REVISED PROPOSAL

21

Estructura propuesta Escalafón

PERFORMANCE ASSESSMENT IN NEW

TEACHER CAREER LADDER

Entry: Merit and opposition assessment

Minimum score in teacher performance assessment

Category promotion

Degree

Professional development

Length of service

Score in the teacher performance assessment

22

PERFORMANCE ASSESSMENT SYSTEM

23

Internal evaluation (50%)

• Self-assessment: 5%

• Peer assessment: 5%

• Authority assessment : 5%

• Class observations: 15%

• Student assessment: 8%

• Parent assessment: 12%

External evaluation (50%)

• Habilidades lingüísticas: 10%

• Conocimientos específicos: 30%

• Conocimientos de pedagogía: 10%

Teachers Head teachers

Internal evaluation (50%)

• Auditor or advisor’s evaluation: 5%

• Auditor/Adviser’s evaluation: 5%

• School board evaluation: 15%

• Student representative evaluation: 10%

• Parent Association: 10%

External evalation (50%)

• Specific knowledge: 35%

• Education and public legislation: 15%

OTROS INCENTIVOS ASOCIADOS A PRUEBAS

DESEMPEÑO DOCENTE

24

Reproducción de Ministerio Educación Ecuador

ISSUES TO CONSIDER 25

DESIGN OF PAY FOR PERFORMANCE

PROGRAMS

Universal (Ecuador) versus voluntary (México)

participation

Performance integrated into old career ladder

(Ecuador) versus parallel structure (México)

Notion of performance: What to evaluate, and

weights

Desired versus feasible

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THANK YOU! Paula Razquin, Ph.D.

Universidad de San Andrés, Argentina

Escuela de Educación

prazquin@udesa.edu.ar

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