Emplyee Advancement System GASA resentatin Cmpensatin Redesign Update Mre infrmatin can be lcated at http://www.marietta-city.rg/abutus/be/keyprjects.php
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
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
Why Get it Right? Educatrs Matter! Students Matter! Attract Retain Leverage Inspire Engage Educate
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. 2014 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
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.
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.
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
Evaluatin Tl Design/Rllut - rfessinal Cntributr Tl Nn- TKES/LKES Certified Cntributrs - Trained/rlled August 2014 - Cascading Gals pwerful cnnectin, pwerful discussin - Update psitin descriptin/erfrmance gal setting
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. 3-30 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
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
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
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)