Sentences with phrase «teacher compensation structure»

The teacher compensation structure heavily favors lifers, what with its mix of low pay with generous, back - loaded retirement benefits.

Colleen stresses that teacher compensation structures are critical for keeping the best teachers in the classroom.

Not exact matches

Several school districts across the country are trying to change their teacher - salary structures in ways that would not only reward performance, but also allow effective teachers to reach top salary levels earlier in their careers, making teacher - compensation plans more in line with those in other occupations.

A much more productive line of inquiry is one that explores the costs of the inefficient, rigid structure of the teacher compensation system and the possible benefits of replacing it with a more market - based system.

Likewise in education, a more strategic compensation structure would tie teacher pay to education reform goals and strategies.

Finally, the need to broaden the discussion of performance pay to a more comprehensive review that explicitly connects the structure of teacher compensation to school district goals is highlighted.

And Louisiana describes how 16 rural districts will receive funding via the U.S. Department of Education Teacher Incentive Fund grant to offer more competitive compensation structures.

According to a recent study by AIR, teachers and school leaders in the Newark Public Schools had positive views of its overhauled evaluation system, but only one in four teachers viewed a new compensation structure as «reasonable, fair and appropriate.»

If teachers need more cash earlier in their careers to get a foothold in the middle class, what are the implications for the overall structure of compensation?

We advocate for compensation structures that encourage, recognize, and inspire best practices like collaboration, the use of data in the classroom, and continuous professional growth among teachers.

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 structures.

Absent a district structure for teacher leadership, work collaboratively with teachers to conduct a school needs assessment to determine gaps in leadership; identify multiple and varied formal or informal leadership opportunities; and provide flexible scheduling and additional compensation that would allow teachers to take on increased responsibility for professional learning, curriculum, or school improvement activities.

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

The report identifies key elements of effective career continuums such as structured roles for teacher leaders, opportunities for release time and collaboration, compensation differentiation, peer coaching and evaluation, embedded professional development, and structured opportunities for teacher voice in decision making.

«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 teaching prStructure Policy team, suggests that a different compensation structure can elevate the teachingcompensation structure can elevate the teaching prstructure can elevate the teaching profession.

This innovative partnership between the district, union, and community is implementing an entirely new teacher effectiveness paradigm that encompasses joint development of differentiated roles for teachers, evaluation that uses data as a significant factor and is used to make critical human capital decisions, and implements a compensation structure that rewards effective performance.

I think Utah's broad recognition of microcredentials would provide the needed structure for teachers to advance and move up in the system, to not only clarify specific titles for individuals but to also justify monetary compensation for added responsibilities.

In North Carolina, the legislature recently voted to increase teacher salaries and, at the same time, allocate dollars to support districts that pilot innovative compensation structures.

Instead, they should structure compensation packages strategically, including pensions and benefits, in ways that retain great teachers and improve student outcomes.

It is also high time to ditch traditional teacher compensation and seniority - based privileges that keep laggard instructors in classrooms; utilizing student test score growth data in evaluations as well as in structuring teaching staffs must also be done.

We must first address the root causes of the shortage — poor working conditions, inadequate compensation structures, a lack of administrative and community support for teachers and schools, and invalid and unreliable teacher evaluation systems that are driving the most talented and experienced teachers out of the classroom.