Sentences with phrase «teacher pay schedules»

Salam goes on to cite Jacob Vigdor, who tackled the problem of teacher pay schedules for us in his 2008 article «Scrap the Sacrosanct Salary Schedule.»

Lawmakers rolled longevity pay, a salary supplement offered to teachers after 10 years of service, into the new teacher pay schedule that was created to go with the teacher pay raises.

Rep. Hugh Blackwell, an influential Burke County Republican, also raised the prospect of ditching the state's teacher pay schedule this week, pointing out North Carolina is one of just three states in the country that mandate a full salary schedule.

Not exact matches

The practice is generally discouraged, however, because temporary teachers are not permitted to join a union (and hence are not eligible for scheduled salary increases or benefits), and are paid lower salaries.

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 Alabama, the state's «Race to the Top» application originally proposed merit pay and a «new salary schedule that would give more money to math, science and special - education teachers,» but that portion of the application was deleted, reported the Press - Register (Mobile), «after Alabama Education Association leader Paul Hubbert wrote state Superintendent Joe Morton a letter... opposing them»

In «Scrap the Sacrosanct Salary Schedule,» Jacob Vigdor looks at how the current system of teacher pay offers too few rewards for younger teachers.

A strong, well - designed merit - pay plan requires more than offering a bonus to high - performing teachers while paying the remainder according to the standard schedule.

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

Indeed, each individual teacher is paid according to local salary schedules, which tend to give increases as teachers age into the workforce.

Cohen and Walsh point out that it is state law which drives tenure policy and which frequently mandates much of the anachronistic step - and - lane pay schedule as well as the restrictions on teacher evaluation.

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.

What is remarkable is that Solmon, a former education dean, Jupp, a union leader, and Koppich, a «new union» advocate, agree that the debate is no longer whether to throw out the single salary schedule by which most of our teachers are paid, but what to replace it with.

Most of that money was paid out using traditional single - salary compensation schedules, a system that typically pays the same salary to all teachers with the same level of education and number of years in the classroom.

A 1962 RAND Corporation study on teacher pay described teacher salary schedules in the following way:

If a single - salary schedule for a school district yields a large surplus of qualified applicants for elementary education, social studies, and physical education, but no qualified applicants in physics or speech pathology, is teachers» pay in this district adequate?

The salary schedule rewarded teachers for investing their time and personal funds in further education, and it ended the longstanding practice of paying men more than women and white teachers more than minorities.

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).

Introduced in Denver and Des Moines in 1921, the single salary schedule was meant to resolve the inequities of an era when women, minorities, and elementary school teachers were paid less than their counterparts.

Although a recent union election cast doubt on the durability of the arrangement, Cincinnati has become the first public school district in the country to scrap the traditional salary schedule in favor of a system that pays teachers according to their classroom performance.

But the state's salary schedule largely determines the rewards paid to teachers across the state.

The lighter bars track the returns paid out in the 2007 — 08 salary schedule, relative to the salary for starting teachers.

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.

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.

Since it is possible that student achievement is higher whenever pay schedules are flexible, regardless of the connection to teacher classroom effectiveness, I estimated the impact of each of these three sets of factors on math achievement.

Around the nation, most school districts and teachers recognize that traditional pay schedule for what it is — an imperfect system.

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.

A state arbitration panel in Connecticut recently ruled that Region 13, covering the towns of Durham and Middlefield, would have to pay teachers more under a proposed block schedule plan because teachers would be required to teach six different courses a year instead of five courses.

In fact, their salary schedules give teachers an incentive to take these courses in order to increase their pay, without their having any intention of becoming a principal.

The proposal freed school districts to adjust employee work assignments without negotiating with the teachers union and promised to make objectives like merit pay, scheduling revisions, and tenure reform far more attainable.

Menomonee Falls and Greendale eliminated additional pay for extra duties and froze scheduled raises for teachers who had reached certain professional - development goals.

«Effective» teachers receive their scheduled pay increases, while «ineffective» teachers are immediately dismissed.

Florida's budget troubles have left the country's fourth - largest school district unable to pay teachers for advancing on the salary schedule or to offer cost - of - living raises.

Each teacher is paid according to a district - wide salary schedule.

Secretary of Education Richard W. Riley suggests a year - round schedule, automatically raising teachers» pay 20 percent for the added work time.

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.

Now, with Republican governors like Scott Walker in Wisconsin and John Kasich in Ohio publicly taking on collective bargaining for public school teachers, replacing strict salary schedules with merit pay, and introducing value - added measures into decisions about salaries and tenure, events have caught up to his message.

The superintendent's HR office does most of the vetting and placing, but it is shackled by the contract, by state licensure practices (which may be set by an «independent» — and probably union and ed - school dominated — professional - standards board), by seniority rules that are probably enshrined in both contract and state law, and by uniform salary schedules that mean the new teacher (assuming similar «credentials») will be paid the same fixed amount whether the subject most needed at Lincoln is math or music.

But Elliott writes that the mayor's office began investigating earlier this month, when a teacher complained that the school didn't pay it's employees on the scheduled date.

While the teachers union came up with the idea for the 10 - year contract, Thompson said the union compromised on key issues such as keeping an unpopular two - tiered pay schedule designed to pay new hires at lower salaries.

The provocative study raises new questions about how recently revamped teacher - evaluation systems — and pay schedules linked to them — shape teacher behavior.

Last week, lawmakers passed a state budget that they promised would offer teachers an average 7 percent raise — but instead of boosting all teachers» pay by a simple percentage, a new salary schedule is in place that offers younger, inexperienced teachers big gains while shortchanging veteran teachers who have gone to great lengths to build on their teaching credentials.

Nearly two - thirds of districts are not able to offer pay incentives or differentiated pay to teachers — for example, cash bonuses, salary increases, or different steps on the salary schedule — to reward or recruit teachers.

They will receive the benefits of a higher salary schedule, but they'll also be working for a distict paying off $ 2.5 billion in past promises to teachers.

Beginning with the 1998 - 99 school year, certified school nurses employed by public schools are paid on the «G», master prepared teacher's schedule.

Last week, lawmakers passed a state budget that they promised would offer teachers an average 7 percent raise — but instead of boosting all teachers» pay by a simple percentage, a new salary schedule is in place that offers younger,...

The pay schedule also keeps teachers» salaries frozen for five years at a time.

Align alternate salary schedules and performance pay measures, create incentives for effective teachers at hard - to - staff schools and provide additional compensation for effective and highly effective teachers.

While many see merit in having a contract — establishing a forum to discuss issues with administration and standards for pay, evaluations, and scheduling — some teachers feel the federation sometimes appears more interested in pushing its own agenda than tending to the needs of such a tiny school, Iskric said.

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.