How to determine teacher pay?
Bill Gates gave a speech in Louisville last week to the Council of Chief State Schools Officers (CCSSO), where he argued a need to address school financing problems by rethinking teacher pay. In particular, the steps and lanes approach that increases compensation based on seniority and degrees, without regard for performance. He urged moving focus from reducing class sizes to paying teachers more if they successfully take on larger class sizes and work at more difficult schools.
Instead of seniority and education level, what could be a mechanism for effectively determining teacher pay? What would the tools be? Think beyond principals, and tests; who might be involved, and what other forms of review and assessment may be used in determining appropriate levels of compensation?
In some schools, teachers set it themselves.
View the video on the CCSSO website.
November 24, 2010 - 1:43pm
I like the idea of performance pay. We designed a program for that including rubrics for determining levels of pay based on teacher competencies. Each has 4 levels from beginner to expert. Here's the description of the competencies we chose:
1. ADVISORY ROLE
Establishes and maintains a personal learning plan for each advisee
Helps advisees establish learning goals
Reviews progress toward goals with advisees regularly
Helps advisee develop a schedule of learning activities to meet goals
Monitors advisees' schedules
Assures service learning component for each advisee
Holds parent/student conference 4 times a year
Holds daily productive meeting with advisory group
2. LEARNING FACILITATION ROLE
Creates brain compatible learning environment: simulating, active, safe, respectful, project based
Infuses multi cultural content into program
Implements interdisciplinary/thematic activities
Involves students as a resource in planning, peer assistance, school operations and service
Assesses and monitors student learning outcomes
Taps an array of community and other learning resources
Cooperates with the work of instructional team
3. TECHNOLOGY ROLE
Utilizes software to organize and track learning
Uses word processing and other productivity tools
Helps students use: word processing, electronic mail, spreadsheets, desktop publishing, databases (local and remote), graphics, Internet, video resources and production
4. ASSESSMENT ROLE
Articulates clear statement of learning standards and outcomes
Selects and uses a range of assessment tools for appraising student progress
5. NETWORKER ROLE
Seeks ideas and resources to augment the program
Regularly checks a variety of sources for ideas: conferences, literature, colleagues, etc.
Informs staff about new ideas, approaches, activities
6. LEARNING RESULTS ROLE
Obtains good learning results with all students
Assures that activities achieve high standards
Assures that activities cover a broad range of learning
Assesses and monitors student learning outcomes
7. PROGRAM DEVELOPMENT ROLE
Strives for continuous school improvement and articulates and advances school mission and beliefs
Communicates effectively with stakeholders and involves parents in governance and decisions
Understands and supports change processes and utilizes data objectively for decisions
Works effectively as team and group member in planning, shared decision making, problem solving
Collaborates with community agencies for student and family needs
8. PROFESSIONAL DEVELOPMENT ROLE (PDP)
Implements and updates an individual PDP: passions, strengths, needs, plans and uses input and self assessment for growth.
Strives for professional excellence by participating in and recording staff development activities
9. SUPERVISORY ROLE
Trains and supervises paraprofessional staff in their duties
Program supervision and development
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