I think we will see expanded conversation at both the state and local level, looking at
the current teacher salary schedule.
Not exact matches
Early in the 20th century, opposition to overt discrimination and demand for greater
teacher skills led to the
current single -
salary schedule, which pays the same
salary to
teachers with the same qualifications regardless of grade level taught, gender, or race.
In «Scrap the Sacrosanct
Salary Schedule,» Jacob Vigdor looks at how the
current system of
teacher pay offers too few rewards for younger
teachers.
But Cincinnati administrators offered to allow
current teachers to return to the traditional
salary schedule if their
salary ever decreased under the new plan, according to former associate superintendent Ware, and to exempt first - year
teachers from the rigorous evaluation system.
It may seem like a meaningless argument, except that such an amount is dictated by the
current uniform
salary schedule, which requires those below - average states to raise each
teacher's
salary.
Furthermore, the
current salary schedule does not normally take into account the fact that
teachers work in schools offering different levels of nonmonetary benefits, such as a safe, pleasing environment.
For most of the century just past, and into the
current one, school districts have paid their
teachers according to a «single
salary schedule,» a pay scheme that bases an individual
teacher's
salary on two factors: years of experience (steps) and number of education credits and degrees (lanes).
The following proposals suggest how
teacher compensation can be aligned with
current education policy while retaining the spirit of the single
salary schedule — namely, that individuals with the same qualifications should earn the same
salary.
Older
teachers would be harmed in a direct switch from the
current system to an evidence - based
salary schedule.
For example, experienced
teachers could be guaranteed their
current salaries, plus cost - of - living adjustments, rather than the original raises on the traditional
schedule or the
salary declines imposed by an evidence - based
schedule.
On the
current salary schedule, a starting
teacher who expects to hold nothing more than a bachelor's degree throughout her career will receive earnings over 30 years worth $ 620,000 in present value terms, discounting at a 5 percent rate.
Under the
current salary schedule, it takes
teachers with bachelor's degrees 13 years to reach that level.
In March 2004, the Denver Classroom
Teachers Association approved a plan that would replace the current lockstep salary structure with a new salary schedule that rewards teachers who advance their teaching knowledge and skills in the subjects they teach, take on additional professional responsibilities, take on the toughest school assignments, and produce
Teachers Association approved a plan that would replace the
current lockstep
salary structure with a new
salary schedule that rewards
teachers who advance their teaching knowledge and skills in the subjects they teach, take on additional professional responsibilities, take on the toughest school assignments, and produce
teachers who advance their teaching knowledge and skills in the subjects they teach, take on additional professional responsibilities, take on the toughest school assignments, and produce results.
Select a district to view
current and past
teacher contracts and policies, including academic calendars,
salary schedules and evaluation handbooks.
Detailed information about
current salary schedules and available benefits for
teachers is available on district or charter websites or through their Human Resources office.
Under North Carolina's
current salary schedule, it would take
teachers in the state 25 years to cap out at $ 50,000.
By Mac LeBuhn, Policy Analyst Last month, the Tennessee Board of Education approved a policy to provide flexibility to school districts from the
current statewide
teacher salary schedule that is based solely on seniority...
Your
salary schedule for the next 10 years — assuming there are no pay cuts or step freezes which keep
teachers at their
current step for an extended period of time.
Compression could be done at the lower steps at minimal cost given the
current teacher distributions within the
salary schedules that I've seen in la county districts (clearly in other states things are sometimes done differently).