Employee Advancement System

Transcription

1 Emplyee Advancement System GASA resentatin Cmpensatin Redesign Update Mre infrmatin can be lcated at

2 Marietta City Schls MISSION STATEMENT T prepare each f ur students, thrugh academic achievement, fr cllege, career and life success. VISION STATEMENT T be the schl system f chice. Fr emplyees Fr parents Fr students Fr ur cmmunity

3 Our Cmmitment! -5 Cre rinciples t Reach Our Visin- Attract a high-ptential wrkfrce Retain a high-perfrming wrkfrce Leverage expertise fr cntinuus imprvement in district-wide emplyee effectiveness Align a high-perfrming wrkfrce t supprt district strategies and perfrmance gals Cmpensate a high-perfrming wrkfrce in a Fiscally Sustainable way

4 Why Get it Right? Educatrs Matter! Students Matter! Attract Retain Leverage Inspire Engage Educate

5 Timeline hased-in Apprach fr Teacher Cmpensatin Redesign hase I FY14 hase II FY15 hase III FY16 Research and planning, jb descriptins f new rles, utreach initiatives, seed funding, implementatin f new evaluatin system (TKES), BOE apprval Engagement f Teacher Effectiveness Taskfrce ilt enhanced teacher rles, recalibratin f pay fr advanced degrees, cntinued research n effectiveness pay mdel resent feedback frm Teacher Effectiveness Taskfrce t BOE in Dec tential full implementatin Based upn teacher effectiveness determinatin! tential expansin f enhanced teacher rles Cntinued mdeling t ensure fiscal sustainability; mnitr changes t state funding

6 hase II- Attract Retain Tuitin Reimbursement Transitin t Tuitin Reimbursement urpse: rvide pprtunities fr teachers t earn advanced degrees Gal: Increase teacher effectiveness in a manner that is aligned with district gals and research; attract and retain highly capable teachers Apprved by MCS BOE in December 2013; went int effect fall f FY15 Leverage Align Sustain Illustratin f Tuitin Reimbursement *MCS is currently engaged in a research cllabrative with Kennesaw State University t investigate hw t best leverage advanced degrees.

7 Tuitin Reimbursement Update Key Learnings: Greatest strength Ability t steer advanced degrees int hard-t-fill/pririty areas Greatest risk Market cmpetitiveness/market Change Cnsideratin: Strategic sitin rfessinal Develpment as schlarship pprtunity, incentive pprtunity fr highperfrmers.

8 Enhanced Rles ilt Enhanced Teacher Rles ilted three new rles this year. Defined selectin prcess Defined evaluatin prcess Defined deliverables/expectatins Attract Retain Leverage Align Sustain rfessinal Learning Cmmunity Lead 11 schl-based; 1 district scpe (Arts); $5,000 - $12,000 Extended Day Crdinatrs 2; $1,700 - $5,500 New Teacher Mentr 83; $2,000 - $3,000 Need build in pprtunity t custmize t new teacher needs Identify supplement implicatins when mentr/mentee assignments change mid-year Tighten qualificatins/lighten deliverables

9 Evaluatin Tl Design/Rllut - rfessinal Cntributr Tl Nn- TKES/LKES Certified Cntributrs - Trained/rlled August Cascading Gals pwerful cnnectin, pwerful discussin - Update psitin descriptin/erfrmance gal setting

10 ERS Recmmendatin Details: Annual raises vary by effectiveness Teachers in lwest quintile (bttm 20%) receive n effectiveness increase Effectiveness (pay) salary increases replace current autmatic step cmp. system Experience steps (exp. steps) will cntinue t accrue independent f effectiveness Table: Avg. Effectiveness ay and Maximum Steps in New System Quintiles: Bttm 20% 20 th - 40 th % 40 th - 60 th % 60 th - 80 th % Tp 20% Effectiveness ay > Year 1 $0 $0 $0 $0 $0 Effectiveness ay > Year 2 $766 $766 $766 $766 $766 Effectiveness ay > Yrs Table: Maximum ay Caps fr Effectiveness ay:? Attract? Retain $0 $766 $766 $842 $919 Quintiles: Bttm 20% 20 th - 40 th % 40 th - 60 th % 60 th - 80 th % Tp 20% Exp. Year Cap -- Year 15 Year 30 Year 30 Year 30 Why effectiveness pay increases? Create pprtunity fr effective teachers t accelerate earnings and increase lifetime earning ptential Annual raises, with a vast majrity f teachers receiving at least the current avg. step increase Create reinvestment pprtunities by nt increasing pay fr nn-effective perfrming teachers Leverage Align? Sustain Ntes:$766 is average step increase; $842 is 10% mre, and $919 is 20% mre 10

11 Effectiveness Steps Opprtunities. The grwth mdel fr TKES is still in develpment. We must ensure equity fr teachers f bth nnstate and state tested subjects. We need t avid shrt-term, nn-sustainable rewards. While we must cntinue t implement strategic resurce allcatin (time, peple, & funding) - salary cmpetiveness WILL cst mre (see budget illustratin). tential changes in state funding (FTE frmula, T&E) Attract Retain Leverage Align Sustain

12 Base+ Cmpensatin Build Mdel - DRAFT ay psitins up t state dctrate level ay curse cmplexity supplement n tp f state base (dctrate level) fr identified psitins; ay hard-t-fill/pririty incentive n tp fr identified psitins; ay supplement fr district/state/natinal recgnitin hase in apprach Objectives: Must ensure cmpetitive at Base+Curse Cmplexity cmpensatin level Must ensure higher payr when add hard-t-fill incentive and/r district/state/natinal recgnitin supplement

13 The Value rpsitin We MUST lk carefully at the value prpsitin if we are t attract and retain highly capable educatrs. A cmpetitive salary (acrss industries) is ne piece f this very imprtant puzzle. Benefits Career Opprtunities Rewards Wrking Cnditins Salary Grwth Opprtunities Diagram prepared by Educatin Resurce Strategies (ERS)