Sentences with phrase «teacher compensation policy»

The stability of value - added measures of teacher quality and implications for teacher compensation policy.

Check out NCTQ's study of states» strategic teacher compensation policies.

NCTQ's Strategic Teacher Compensation Databurst is a study of states» strategic teacher compensation policies which includes a snapshot of all...

The databurst includes a snapshot of all 50 states» and the District of Columbia's teacher compensation policies as they relate to providing additional compensation for effective teacher performance, teaching in high - need schools and subjects, and relevant, prior non-teaching work experience.

Even worse for Weingarten and the AFT, Duncan didn't take too kindly to her attempt to shame him into submission; he doubled down on his earlier remarks, arguing that the AFTs (and NEA's) defense of traditional teacher compensation policies «undercut the public's confidence in public education.»

Not exact matches

«Apart from the looted funds that he must return, Fayemi must also visit the families of those teachers who died prematurely as a result of his bad policy of demoting Principal and Vice Principal to class teachers and pay compensation to them.

It appears that education policies related to both compensation and working conditions must evolve further if school systems are to address the challenge of staffing math and science classrooms with teachers of strong academic caliber.

As legislators overhauled the systems, some states also took steps to connect the new evaluation systems to other policies, including teacher compensation, promotion, and dismissal.

Allan Odden, principle investigator of the teacher compensation project for the Consortium on Policy Research in Education at the University of Wisconsin - Madison, studied the system and the teacher response.

Though Denver had a typical salary schedule (see Figure 1) our data overthrow many of the preconceived notions held by teacher unions, school administrators, policy leaders, and opinion makers about how teachers perceive compensation systems.

Ironically, Rhee's successors at DCPS have redesigned teaching through some of the very policies that teachers» unions and other Rhee adversaries opposed most strongly: comprehensive teacher evaluations, the abandonment of seniority - based staffing, and performance - based promotions and compensation.

Unfortunately, in the area of teacher compensation, the national policy debate is largely framed by data and analysis from the teacher unions.

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.

Acknowledging the changing roles of teachers, country representatives shared their policies and ideas in three areas: induction and support of beginning teachers, working and learning conditions to support teacher growth, and differential roles and compensation to retain outstanding teachers.

Moving the scale of quality of the United States» teaching force toward this higher level would, he recognizes, require significant changes in school districts» employment practices, basing recruitment, compensation, and retention policies on the identification and compensation of teachers according to their effectiveness.

The basic building blocks for calculating the cost per pupil of the various policies Picus and Odden propose are the approximate average expenditure of $ 7,800 per pupil and average teacher compensation (salary plus benefits) of $ 60,000 for the state of Washington.

I believe in overhauling teacher evaluation systems and much of the policy architecture they undergird (preparation, credentialing, compensation, tenure, etc.).

Meanwhile, support for policies that base compensation on teacher performance has risen, but backing for other proposals to introduce standard business practices into the education sector has stayed about the same.

If the new information surprises respondents by indicating the district is doing less well than previously thought, the public, upon learning the truth of the matter, is likely to 1) lower its evaluation of local schools; 2) become more supportive of educational alternatives for families; 3) alter thinking about current policies affecting teacher compensation and retention; and 4) reassess its thinking about school and student accountability policies.

And there are tough policy issues — teacher turnover, measurement of teacher effectiveness, varying teacher career paths, variable pay and incentives — that must be addressed in a comprehensive compensation package.

In addition, IMPACT, which is currently in its fifth year, has proven more durable than most teacher - compensation programs, so D.C. Public Schools teachers are unlikely to view it as provisional policy.

Acknowledging this influence and the lack of strong evidence supporting links between teacher effectiveness and traditional metrics that have driven teacher retention and compensation policies for decades, recent policy conversations have focused on new ways of measuring and rewarding effectiveness.

The Sheepskin Effect and Student Achievement: De-emphasizing the Role of Master's Degrees in Teacher Compensation This brief by Raegen Miller and Marguerite Roza dissects the nation's sizeable investment in master's bumps as a means of highlighting policy obstacles to a more smartly differentiated compensatiCompensation This brief by Raegen Miller and Marguerite Roza dissects the nation's sizeable investment in master's bumps as a means of highlighting policy obstacles to a more smartly differentiated compensationcompensation approach.

Explore NCTQ data and analysis of state laws, rules, and regulations that shape the teaching profession - from teacher preparation, licensing, and evaluation to compensation, professional development, and dismissal policies.

Rhee, the former chancellor of the Washington, D.C., public schools, and Henderson, her ex-deputy and interim replacement, have pushed aggressive data - driven ed - reform policies that include increasing teacher pay and performance - based compensation, closing low - enrollment schools, and firing underperforming teachers and principals.

But none of them hold as much promise for student learning as any one of the many school reforms on the nation's agenda — student and school accountability, school choice, and changes in teacher recruitment, compensation and retention policies.

Many members of the general public and the policy community believe that school districts are going bankrupt, teachers are underpaid, and educator layoffs are rampant (see «The Compensation Question,» forum, Fall 2012, forthcoming).

How about a policy — for example, offering additional compensation to encourage effective teachers to transfer to low - performing schools?

Federal law in postsecondary education must also be a robust source of support for local innovation, research, and implementation of strategies designed to improve teacher and principal effectiveness and include: Evidence - based preparation and professional development; Evidence - based evaluation systems that include, in part, student performance; Alternative certification programs that meet workforce needs; State and school district flexibility regarding credentials for small and / or rural schools, special education programs, English learners and specialized programs such as science, technology, engineering, arts, and mathematics; and Locally - determined compensation and teacher and principal assignment policies.

Tennessee policy - makers should raise the starting pay for all teachers to $ 40,000 and adjust the pay scale to improve overall compensation by the 2015 - 16 academic year.

August 13, 2014 (Minneapolis)-- Educators 4 Excellence - MN, a teacher - led organization that seeks to elevate the voices of teachers in policy discussions, called for four key changes to Minnesota's decade - long implementation of Quality Compensation (Q Comp).

But if higher compensation is to be part of the picture, it can not happen without a serious conversation about policies — government or otherwise — and funding sources that could lead to actual changes in the schools, including how teachers are paid.

However, in a 2008 analysis of CBA work rules, teacher compensation, and personnel policies in the 50 largest U.S. school districts, policy analyst Coby Loup and I found that although one - third were highly restrictive, most included substantial ambiguity on various counts (Hess & Loup, 2008).

In an event this evening, two groups of public school teachers, the E4E - LA 2014 Teacher Policy Teams, released policy papers on changes to the school climate and differentiated compensation strucPolicy Teams, released policy papers on changes to the school climate and differentiated compensation strucpolicy papers on changes to the school climate and differentiated compensation structures.

* We should fully define «highly qualified teacher» for Texas not just in regulatory terms, but in terms of the qualities and performance that are expected, which will necessitate a re-evaluation of the strategic policy document, «Learner - Centered Schools for Texas: A Vision of Texas Educators», adopted in 1997, as well as the transformation of educator employment terms from «contract» to «at will», with enhanced compensation based on performance tied to student achievement.

The international policy group known as the Organization for Economic Co-operation and Development recently released a report on teacher compensation that found the United States ranked 22nd out of 27 industrialized countries.

«The lack of meaningful correlation between average teacher compensation and school performance, as measured by the district's 2013 API score, is stunning» said Mark Bucher, president of the California Policy Center.

GothamSchools reports on the release of E4E's pay structure policy team paper, «A New Way to Pay: Reimagining Teacher Compensation.»

The shift from a veteran - dominated teaching workforce to one more heavily tilted toward newcomers has implications for how we calculate average teacher salaries and the policies needed to boost teacher compensation.

One area in which Public Impact has focused on helping education leaders reallocate resources in is teacher compensation, devising policies and practical systems to pay teachers more.

By reforming compensation policies in a way that accounts for the abilities of great teachers to improve student outcomes, we will ensure excellent teachers are richly compensated, and mediocre teachers have a strong incentive to improve.»

The NCTQ, a non-partisan advocacy group that receives support from the Gates Foundation among others, gave California an overall grade of D - plus in its seventh annual survey of policies that affect teacher preparation, evaluation and compensation.

In terms of favorable review of California teacher policies, the council gave high marks around its induction program, professional development and compensation.

The best policy is likely to push these decisions about teacher compensation downward below the district level to the school level, as the teachers» present management will likely be better positioned to judge the value and relevance of teachers» (often commendable) efforts to improve their subject knowledge than is the personnel office of a huge, wasteful district like LAUSD, while making these decisions at the state level is even less likely to prove efficient.

«A New Way to Pay: Reimagining Teacher Compensation,» penned by 16 New York City teachers on E4E's Pay Structure Policy team, suggests that a different compensation structure can elevate the teachingCompensation,» penned by 16 New York City teachers on E4E's Pay Structure Policy team, suggests that a different compensation structure can elevate the teachingcompensation structure can elevate the teaching profession.

As states implement more meaningful teacher - evaluation systems, they are building the foundation for other policies — including compensation and career ladders — based on the information gained from those systems.

Those successful relationships helped craft innovative policies such as teacher and administrator evaluation plans, compensation plans, professional development opportunities, and strategic direction - setting.

To stem teacher turnover, the Learning Policy Institute says, «federal, state, and district policymakers should consider improving the key factors associated with turnover: compensation, teacher preparation and support, and teaching conditions.»

As a Washington Fellow, he served in the Office of Elementary and Secondary Education, and later in the Office of the Secretary, working on policy issues related to school leadership, teacher compensation, as well as teacher quality.

APA played an important role in making ProComp, Denver's path - clearing teacher compensation system, a reality, not just a good policy idea.