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An
increasing number of Oregon school districts are adopting
performance-pay options in their collective bargaining agreements.
Examples included in this article are:
Programs
that offer rewards for professional development or earning
national certification are performance incentive programs. The
Central Linn and Portland Public Schools compensation programs for
administrators are performance pay programs.
Stipends
for National Board of Professional Teaching Standards
(NBPTS)
Certification [Top]
The
NBPTS is a non-profit, non-partisan group governed by a 63-member
board of directors. The board includes: teachers, administrators,
school board leaders, governors, state legislators, higher
education representatives, teacher union leaders, business
officials, and community leaders.
NBPTS’
goal is to establish high standards for accomplished teachers.
Until recently, the teaching profession has not defined the
knowledge, skills, and accomplishments that constitute excellent
teaching. The NBPTS board has developed a reliable method of
identifying teachers who meet high standards in more than 30
disciplines. Currently, there are 17 National Board certified
teachers in Oregon. The NBPTS Certificate lasts for 10 years.
Eagle
Point is offering a $5,000 permanent increase to the base salary
to teachers who receive NBPTS certification. Gresham-Barlow added
National Certification as the last column on the salary schedule.
Sweet Home School District included in its 1999-2002 licensed
employee contract a $10,000 one-time only stipend to any teacher
who is certified by NBPTS.
Sweet
Home also uses student achievement data to evaluate teachers on a
four-point scale from advanced to unsatisfactory. The district
rates teachers by looking at the progress each teacher’s
students are making in meeting required standards.
West
Linn-Wilsonville and Oregon City offer a $1,000 per year bonus for
each year the teacher is NBPTS certified.
Rewards
For Professional Development [Top]
Central
Linn School District uses a pay-for-know-ledge/skills program to
compensate individual teachers for professional development or the
development of specific competencies (see
sample pay schedule). At Central
Linn step, or merit, pay increases depend on individual teachers
meeting professional development goals in the following areas:
- District
technology proficiency requirements.
- Masters
degree (or BA/BS + 45 hours) in teacher’s discipline.
- Licensure
in second area of teacher’s choice.
- Licensure
in a shortage area.
- Head/lead
teacher duties.
These
professional growth areas correspond to the Basic, Standard,
Advanced and Master teacher levels on the salary schedule (see
sample pay schedule). Each salary level has
three steps for salary advancement. Advancement from one salary
level to another is dependent upon completing the requirements for
the preceding level. If the professional development goals are not
met for advancement to a next level, the teacher only receives a
cost-of-living increase.
Performance
Pay for Administrators/Superintendents [Top]
Central
Linn School District also uses a performance incentive plan for
administrators. Building administrators receive one-time payments
for the accomplishment of specific goals, including goals related
to student achievement.
Portland
Public Schools has integrated a performance pay plan in its
administrative evaluation system. The district’s goal is to
create a seamless evaluation/ compensation system that gauges an
administrator’s strengths and needs. The process is intended to
provide plans for growth and development and reward
accomplishments.
The
Portland administrator’s evaluation plan identifies six
standards for evaluation:
- Standard
#1: A School Administrator is an educational leader who
promotes the success of all staff and students by facilitating
the development, articulation, implementation, and stewardship
of a vision of teaching and learning that is shared with and
supported by the school community.
- Standard
#2: A School Administrator is an educational leader who
promotes the success of all staff and students by developing
and implementing a school culture and an instructional program
which promotes student and staff learning, and CIM/CAM/PASS
and Benchmark achievement.
- Standard
#3: A School Administrator is an educational leader who
promotes the success of all staff and students by managing the
daily operations of the school and its resources to assure a
safe, efficient and effective learning environment.
- Standard
#4: A School Administrator is an educational leader who
promotes the success of all staff and students by
collaborating with families and community members, responding
to diverse community interests and needs, and mobilizing
community resources.
- Standard
#5: A School Administrator is an educational leader who
promotes the success of all staff and students by acting in an
ethical manner and demonstrating integrity, fairness and
professional judgment.
- Standard
#6: A School Administrator is an educational leader who
promotes the success of all staff and students by
understanding, responding to, and influencing the larger
political, social, economical, legal, and cultural context.
An
administrator’s performance is evaluated on a four-point scale -
distinguished, proficient, basic and unsatisfactory - for a total
of 24 proficiencies listed under the six standards.
The
supervision/evaluation process includes a sequence of activities
and timelines that incorporate self-analysis, goal setting,
documentation, ongoing visits and communication with supervisors,
and a comprehensive performance evaluation. The school
administrator’s salary is based on the results of the
evaluation.
The
system also provides for specific performance expectations to
recognize an administrator’s experience, background and
effectiveness in the performance of job duties. The six categories
used to differentiate administrator performance are based on:
- Probationary
or contract status;
- Any
ratings of Unsatisfactory;
- Ratings
of Basic or Proficient; and
- Ratings
of Distinguished.
OSBA
developed a superintendent incentive performance pay plan that can
easily be adapted for building administrators. |
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