Chippewa Falls Area Unified School District Teacher Compensation Framework 2014-15
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 1 Teachers are Recognized in this Model for These Key Attributes Performance We value knowledge, skills, professional development and their influence on student learning. Expertise We encourage continued education that reinforces what we value. Professional Influence We recognize the many ways a teacher may work to enhance student learning, department, school, and district growth. How These Three Key Attributes Will Translate Into Teacher Compensation Base Pay Base pay represents the educator s annual salary. This is the foundation for all CPI percentage increases and negotiated raises. Expertise and Accomplishments Stipend Educators can earn an additional annual stipend for the possession / attainment of an approved advanced degree or National Board Certification. Exceptional Educator Stipend (Eligible in Fall 2015) (Educators may earn a stipend by meeting the minimum requirement in two out of three categories.) Educators must demonstrate achievement of three Exceptional Educator performance priorities. 1. Building Accountability Score of Significantly Exceeds Expectations 2. Educator Effectiveness Rating of Distinguished or equivalent 3. Verified Demonstration of The Chippewa Way (to be developed spring of 2014)
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 2 The Compensation Framework Base Pay Base Salary Levels Level Base Salary 1 35,000 2 40,000 3 45,000 4 50,000 5 55,000 6 60,000 7 61,500 8 63,000 9 64,500 10 66,000 11 67,500 Base pay is represented by a three-year, leveled cycle. The three-year cycle is synchronized with the three-year evaluation cycle. Opportunity for movement to the next level occurs at the conclusion of the evaluation year. Movement from level to level occurs as the teacher meets or exceeds established criteria. See included Level Advancement Criteria. The base pay may be increased (up to the Consumer Pricing Index) as an outcome of negotiations. Teachers new to the district will be eligible for movement to the next level upon movement to Career Teacher status, which typically (but not always) occurs at the conclusion of the third year of employment. The Evaluation Year During the evaluation year, teachers are evaluated using the Educator Effectiveness Model. This involves multiple observations using the Charlotte Danielson framework for effective teaching. Additionally, this involves the construction and implementation of two Student Learning Outcomes goals and two Professional Practice goals. Non-teaching certified staff (e.g. pupil services staff) are evaluated using the district evaluation tool, which is also constructed around the Charlotte Danielson framework. Non-teaching certified staff also construct and implement two Student Learning Outcome goals and two Professional Practice goals. Level Advancement Criteria An educator will be advanced to the next base pay level if, at the end of the evaluation year, he or she has demonstrated the following: Minimum average ratings of proficiency in all four domains of Charlotte Danielson s framework, as documented by his or her evaluation. Documented, measureable attainment of a minimum of three of the four goals that are created during the evaluation year. Goals will be written as a part of the Educator Effectiveness procedures. Two Student Learning Outcome goals Two Professional Practice goals Participation in approved professional development that is reflective of individual educator goal(s), building priorities, or district priorities and has implemented or planned for application a result of the professional development. Participation in school-wide mandates, initiatives, or programs.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 3 Verification of Criteria At the conclusion of the evaluation year, the educator and his or her supervisor will meet to verify the attainment of the criteria. The supervisor will provide notice to the Director of Human Resources regarding the resulting movement or non-movement. Appeal Process If an educator disagrees with the conclusion of movement or non-movement made as a result of meeting with his or her supervisor, he or she may request a review by the Director of Human Resources. The Director of Human Resources, upon review of the information, may choose to uphold or change the recommendation for movement or non-movement. Non-Movement An educator who does not advance to the next level at the conclusion of the evaluation year will return to the beginning of the three-year cycle of the level at which he or she is currently placed. He or she would be eligible again for movement at the conclusion of the next evaluation year. A teacher who does not meet level advancement may be placed on an improvement plan. Educators on Improvement Plans An educator who is placed on a performance improvement plan is not eligible for movement and remains in his or her current base pay level for the duration of the improvement plan. The educator becomes eligible for movement after the first evaluation year that follows the release from the improvement plan. Initial Placement of New Teachers New teachers can be placed directly in the level that corresponds with years of relevant experience. The District reserves the right to place new teachers in the level deemed appropriate after review of the totality of circumstances. **Part-Time Educators Part-time educators are eligible for Base Pay representative of the ratio of their employment FTE. For example, a teacher who is.6 FTE would receive 60% of the level amount.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 4 Expertise / Accomplishment Stipend In the new compensation system, degrees, credits, certification and even new learning is not the goal; the goal is the improved employee performance that results in improved student learning. General Information The Expertise / Accomplishment stipend is connected to successful attainment of advanced degrees. A teacher may be approved to receive multiple Expertise / Accomplishment stipends for the possession of multiple advanced degrees. The teacher intending to use the successfully earned advanced degree within our district must receive approval from the district s Human Resources Director prior to beginning the program. Advanced degrees, certifications, and credits approved by Wisconsin Department of Public Instruction may be utilized to ascertain base pay for incoming employees. It is the individual responsibility of each employee to maintain his or her teaching license and certifications in order to remain gainfully employed by this district. The payment of the Expertise / Accomplishment stipend(s) will be spread evenly across the 26 pay periods. Stipend Amounts Master s Degree Master s Degree in district priority area Reading Math Special Education Interventionist Ed. Specialist Degree (Certifications-only are not recognized) Doctorate Degree National Board Certification $2000 annually for career $2500 annually for career $2000 annually for career $2000 annually for career $2000 annually for ten (10) years Educators can earn an annual Expertise/Accomplishment Stipend by Earning advanced degrees o The educator must receive prior approval from the Human Resources Director (before beginning the advanced degree program) if intending to use the advanced degree for this stipend. o The educator must provide transcripts to the Human Resources Director upon completion of the degree for verification of successful attainment of the degree. o The educator earning an advanced degree within a defined district priority area may earn an additional $500 per year, resulting in a $2500 stipend for that degree. Gaining National Board Certification http://www.nbpts.org/ How the stipends are awarded The Expertise/Accomplishment Stipend is added to the base salary every year, beginning with the school year directly following the attainment of the degree. The Expertise/Accomplishment Stipends are cumulative and are awarded for the duration of the employment, with the exception of National Board Certification. The National Board Certification stipend is awarded for ten (10) consecutive years. Master s Degree Priority Areas These are priority areas defined by the district. Those earning a Master s Degree within that defined area may earn $500 in additional stipend monies, resulting in a $2500 stipend for that degree.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 5 Master s / Ed. Specialist / Doctorate Degree Approval Educators must receive prior approval from the Human Resources Director (prior to the start of the degree) if intending to use a degree for this stipend. A link to approval document on Human Resources Webpage will be added in spring of 2014. Master s / Ed. Specialist / Doctoral Degree Programs The following are Master s / Ed. Specialist / Doctoral Degrees that qualify for the Expertise/Accomplishment Stipend. Approval from the Director of Human Resource for any program or institution not listed must be attained before learning occurs. (See form.) Master s / Ed. Specialist / Doctoral Degree Programs o Administration o Content Area o Director of Curriculum o Director of Pupil Services o Education / Teaching o Intervention o Professional Learning Communities o Leadership o Reading Specialist o Special Education Institutions for Master s / Ed. Specialist / Doctoral Degrees o All UW System Schools o Concordia College o St. Mary s University o University of Saint Thomas o University of Minnesota o Viterbo University o Cardinal Stritch University o St. Norbert College All programs and institutions require approval from the Human Resources Director to be eligible for stipend. Rate Adjustments The Board of Education may increase Expertise / Accomplishment Stipends based on market comparables or results of system review. **Part-Time Educators Part-time educators are eligible for the Expertise/Accomplishment Stipend.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 6 Exceptional Educator Stipend (Eligible Fall 2015) Eligibility A teacher is eligible for application for the stipend when he or she has demonstrated attainment of the criteria within two or three Exceptional Educator Priority Areas. Upon the state publishing the Annual School Report Cards, in the fall, a teacher may submit an Exceptional Educator Stipend application to the Director of Human Resources. The teacher s supervising principal will conduct a preliminary verification of the application. Teachers on a plan of improvement are not eligible for the Exceptional Educator Stipend. Teachers who did not demonstrate a minimum average score of proficient in all evaluation domains are not eligible for the Exceptional Educator Stipend. Three Exceptional Educator Performance Priority Areas Exceptional Educator Priority Area #1: The person s Building Accountability Score equals Significantly Exceeds Expectations. Exceptional Educator Priority Area #2: Educator Effectiveness ratings of Distinguished or equivalent. *To be defined spring of 2014. Exceptional Educator Priority Area #3: Verified demonstration of the The Chippewa Way rubric. *To be designed spring of 2014. Exceptional Educator Performance Priority Area #3 The Chippewa Way encourages educators to conduct themselves in a manner demonstrating the student-centered, excellent, and rigorous pursuit of our goal to be the premier district in the State of Wisconsin. The Chippewa Way is defined in three categories. 1. Leadership 2. Outcomes for Students 3. Service To document demonstration of The Chippewa Way, educators will provide a short written narrative (maximum of 300 words) describing their performance of the criteria. This will be included in the verification process completed by the district committee. The district verification team will use the established rubric to award The Chippewa Way attainment of the stipend. (Rubric to be developed in the spring of 2014.) Communication The Director of Human Resources, or designee, will annually conduct a meeting on the day of the opening ceremonies in order to provide information about the Exceptional Educator Stipend review process. Rubrics will be published. The Process Teachers requesting review will submit a written application to the Director of Human Resources no later than October 1 each year. Incomplete applications will automatically be denied. All applications will be verified by their supervising principal for accuracy prior to submission to the verification team. The Director of Human Resources will preside over the Verification Committee (see below). The committee will meet during evenings until all verifications are complete. Application checklists will determine the award and amount of the Exceptional Educator Stipend. The Director of Human Resources will communicate the outcome of the review committee to the educator in writing. A copy of this correspondence will be placed in the educator s personnel file.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 7 The Exceptional Educator Verification Committee The committee will be comprised of the following members: o Two elementary teachers o Two middle school teachers o Two high school teachers o One pupil services employee o The Director of Human Resources o One director-level administrator o One building-level administrator Members will be solicited by building principals and the Director of Human Resources. Teachers who have made application to the Exceptional Educator Stipend are not eligible for Verification Team Membership. Members will sign a confidentiality agreement. Likewise, their identities will not be revealed. Non-administrator members will be compensated $250 for their participation on the committee. Stipend Eligibility An educator becomes eligible for the Exception Educator Stipend when the Verification Team concurs that he or she, during the course of his or her evaluation year, has met two of three Exceptional Educator Priority Areas. Stipend An educator who has successfully completed the verification process shall receive $10,000 for meeting all three of the criteria within the Exceptional Educator Priority Areas $3333.00 for meeting two of the three criteria within the Exceptional Educator Priority Areas Payment Educators granted an Exceptional Educator Stipend receive the stipend for one year following the determination. Stipends will be paid out in two equal installments, twice per year, in November and May. Rate Adjustments The Board of Education may increase Exceptional Educator Stipends based on market comparables or results of system review. **Part-Time Educators Part-time educators are eligible for an Exceptional Educator Stipend representative of the ratio of their employment FTE. For example, a teacher who is.6 FTE would receive 60% of the stipend amount.
T e a c h e r s C o m p e n s a t i o n F r a m e w o r k P a g e 8 Compensation Framework Review Procedures The Review Annually an assessment of the current framework will be conducted to determine impact and functionality. The review will be conducted by a district team under the leadership of the Human Resources Director. The assessment will consider: Sustainability Can the current pay structure and benefits package be financially sustained for the next three years? Relevance Does the framework still represent district values? Outcomes Has the framework resulted in outcomes that represent the identified goals? o Has a positive influence on student achievement o Rewards our best teachers o Establishes our district as an employer of choice Total Compensation Package Total Compensation Package Paid by CFAUSD w/ Family Health & Delta Dental 420 3150 204 20,022 45,000 Base-Level 3 Health Dental Wisconsin Retirement Systen Long-Term Disability Representatives Who Worked On This New Framework (June 2013-December 2013) District Lead Team: Dr. Brad Saron, Superintendent Mr. Chad Trowbridge, Business Manager Ms. Michelle Golden, Director of Human Resources & Public Relations Ms. Becky Davis, High School Principal Ms. Heidi Eliopoulos, Middle School Principal Mr. Rob Vanderloop, Hillcrest Elementary Principal Mr. Richard Fields, Facilitator District Work Team: The following draft represents hours of work and collaboration by a district work team. Jim Dimock, Board President Brad Saron, Superintendent Chad Trowbridge, Business Manager Michelle Golden, Director of Human Resources and Public Relations Chris McMasters, Director of Pupil Services Becky Davis, High School Principal Heidi Eliopoulos, Middle School Principal Rob Vanderloop, Elementary Principal Sally Holldorf, Counselor Tim Leis, District Adaptive Physical Ed. Teacher Mike Renneke, High School Music Teacher Monika LaPoint, High School English Teacher Morgan Hanson, Middle School Math Teacher Dan Peggs, Middle School Science Teacher Angie Degidio, Elementary Special Ed. Teacher Dina Brennen, Elementary Teacher Afton Saurauer, Elementary Teacher