Sentences with phrase «salary schedule based»

North Carolina's principals, whose salaries ranked 50th in the nation in 2016, watched this year as lawmakers changed how they are compensated, moving away from a salary schedule based on years of service and earned credentials to a so - called performance - based plan that relies on students» growth measures (calculated off standardized test scores) and the size of the school to calculate pay.

The average salary for a Kentucky certified teacher is set by a state - mandated salary schedule based on length of classroom experience and ranks determined by certification, level of degree, and postgraduate work.

Virtually all teachers» collective bargaining agreements establish salary schedules based strictly on years of experience and accumulated graduate credits.

Elementary - and secondary - school teachers in the United States traditionally have been compensated according to salary schedules based solely on experience and education.

Make the salary schedule a base with some flexibility under the Local Control Accountability Plan to let parents and students divide a set percentage of money to be paid to teachers that parents and students feel are above their field in performance.

Not exact matches

Within 90 days after the start of each performance period (and in any case before 25 % of the performance period has elapsed), the Committee determines (i) who will participate in the Bonus Plan for that performance period, (ii) performance goals and objectives for such performance period, (iii) the target Award for each participant, expressed as a specified dollar amount or percentage of a participant's base salary), and (iv) the schedules or other objective methods for determining the actual Award a participant has earned in respect of such performance period.

In addition to enacting the voucher program, the conservative - led board ended the district's collective bargaining agreement with the local teachers union and set up a performance - based salary schedule for teachers.

The National Education Association (NEA)-- the country's largest teachers union — remains opposed to merit - based salary schedules, said Kathleen Lyons, a spokeswoman for the www.nea.org National Education Association.

The union still has a salary schedule, but teacher evaluations determine base pay.

Besides challenging seniority - based layoffs, the shortage of experienced math and science teachers in inner - city districts — a problem that single salary schedules make worse — could inspire a lawsuit.

Despite a recent wave of reform, the vast majority of school districts nationwide continue to pay teachers based on salary schedules that fail to differentiate among teachers based on their subject - area expertise.

The new salary schedule includes several pay elements based on knowledge and skills, contingency pay, and an award based on school performance.

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).

On the evidence - based salary schedule, this present value increases 11 percent, to $ 686,000.

An evidence - based salary schedule would alter this arrangement, focusing the rewards on the early rungs of the experience ladder.

An evidence - based salary schedule would directly reward teachers when they demonstrate evidence of greater effectiveness.

Older teachers would be harmed in a direct switch from the current system to an evidence - based salary schedule.

An ideal evidence - based salary schedule would be flexible in light of new evidence.

So the real - world salary schedule looks a lot like the «evidence - based» schedule, right?

The evidence - based salary schedule is not a win - win proposition; a switch from current schedules would create clear winners and losers.

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.

Even a teacher entering the profession with a master's degree is better off under the evidence - based salary schedule, even though it pays no reward for the advanced degree.

Granted, the boost to starting salaries is not as great as some advocates would like — the New Commission on the Skills of the American Workforce has called for starting salaries of $ 45,000 — but remember that this new schedule is based on the arbitrary decision to reward credentials that improve test scores by 1 percent of a standard deviation with a 1 percent boost in salary.

The costs of paying new teachers on the evidence - based schedule while keeping existing teachers on the traditional schedule would peak after 10 years, at which point savings associated with the flattened rewards for experience would begin to outweigh the costs of higher salaries to younger teachers.

An evidence - based salary schedule, accordingly, would pay no automatic premium for these degrees.

A conversion to the evidence - based salary schedule could thus be seen as a means of boosting starting teacher salaries without increasing expenditures on education.

The discriminatory impact of this compromise lessened as the gender gap in master's degree attainment narrowed, and more subtle means of discrimination were hampered by nearly universal adoption of the uniform salary schedule, with teachers» pay based only on experience and education.

I apply a typical salary schedule for Ohio from 2008 - 09, adjusted for each year based on a 2.5 percent annual rate of growth.

Where microcredentials pertain to teachers rather than students, I think the concept is an outstanding way to do a number of things in the area of professional development: 1) recognize professional learning milestones to inspire continuous improvement; 2) move away from a one - size - fits - all (and oft debunked) approach to salary schedules, which typically depend exclusively on time served and postsecondary attainment; 3) move towards recognition of skill development on an a la carte basis rather than solely as part of an advanced degree program; and 4) generate more personalized and self - paced professional learning opportunities.

First, public school teachers cling to unprofessional salary schedules and terms of employment that make it impossible to pay them based on their performance and market demand.

- Long - term certified teacher substitutes (10 days or longer) will receive a daily rate based on the CCSD teacher salary schedule; the previous rate was $ 150 a day

Considering that school district salaries are typically determined by a single districtwide salary schedule, in theory education should be a field without gender - or race - based pay gaps.

Since the vast majority of school districts employ uniform salary schedules, it seems reasonable to expect that educators should not experience gender - or race - based salary disparities».

Lawmakers trashed the old 37 - step teacher salary schedule for one that contains just six steps and maxes out base salaries at $ 50,000.

Seventy - one percent of those surveyed said teachers should be paid on the basis of their work, rather than on a standard salary schedule, and 54 percent said a teacher's salary should be «somewhat closely» tied to the achievement of his or her students.

That is, after four years, the pension plan does not feel the need to account for the salary schedule's age - based longevity incentives.

The base salary for instructional personnel or school administrators who opt into the performance salary schedule shall be the salary paid in the prior year, including adjustments only.

In determining the grandfathered salary schedule for instructional personnel, a district school board must base a portion of each employee's compensation upon performance demonstrated under s. 1012.34 and shall provide differentiated pay for both instructional personnel and school administrators based upon district - determined factors, including, but not limited to, additional responsibilities, school demographics, critical shortage areas, and level of job performance difficulties.

Yet many local, state, and national union leaders have not pressed for more rigorous evaluation systems for fear that such systems may result in the dismissal of additional teachers for poor performance and may strengthen the case for performance - based pay at the expense of the single - salary schedule.

This much we know: Mayor de Blasio gave in to the union's demands for sizable raises but got very little in return - no premium sharing of health - care costs, no higher co-pays, no guaranteed dismissals for ineffective teachers who don't even teach full time, no changes to the rigid seniority - based salary schedule, nothing.

Act 10, passed in 2011, limited collective bargaining and allowed school districts to get rid of salary schedules included in union contracts that awarded pay increases based only on years spent teaching.

Performance based pay ties teaching components such as standardized test scores and teacher evaluations to a salary schedule.

Most school systems follow a salary schedule for principals based on years of experience and education credentials.

Unlike other states, Alaska does not mandate a salary schedule that indicates base salary and pay raises for experience.

The recommendations to improve the salary schedule are as varied as the current salary schedule, and they include several combinations of base pay, experiential or role - base differentiation, and performance incentives and bonuses.

At its first meeting in October, the Joint Legislative Study Committee on School - Based Administrator Pay reviewed a proposal to eliminate the current complicated salary schedule for school principals and the insufficient salary schedule for assistant principals in favor of a new system that would pay principals a base salary with a structure for locally chosen bonuses.

We now allow local school systems to create local salary schedules for teachers and principals that permit us to compensate, promote, and terminate teachers as a result of rigorous annual evaluations that are based on student learning.

In place of the traditional state - mandated teacher salary schedule, school districts will now be permitted to create salary schedules and annual evaluations based on student learning gains as measured by TVAAS.

The 2016 - 2017 salary schedule increases teachers» salaries based on experience and degree level.

Coupled with creating differentiated roles, the First to the Top Act permits LEAs to adopt alternative salary schedules to the current state salary schedule, which is based on education credits and experience.