1. Page 1 21 st Century Teacher Compensation Thinking Strategically about Pay Archdiocese of Indianapolis Dr. Ron Costello (rcostello@archindy.org)rcostello@archindy.org Kathy Mears (kmears@archindy.org)kmears@archindy.org Rob Rash (rrash@archindy.org)rrash@archindy.org

2. Page 2 Objectives of a Pay Program Equitable salaries in relation to the level of work performed. Salaries that attract and retain competent staff consistent with good management practices. Salaries that compensate in accordance with performance and the value of the work they perform. Ensure uniformity in policies and actions organizationally. Ensure a fair return on salary investment and that earns a fair return on ability and effort. As you can see, the objectives here are based on common - sense management practices. The Objectives Of Compensation Programs

3. Page 3 How did we arrive here? Recruit, reward, and retaining effective educators (3R’s) Teacher Advancement Program Initiative Pay freezes Justice Issue: Are we being fair? Are we showing good stewardship with our financial resources?

4. Page 4 Archdiocese of Indianapolis PERFORMANCE PAY OVERVIEW The performance pay awards are based on three criteria: 1.Teacher Skills, Knowledge, and Responsibilities 2.Classroom value-added achievement gains 3.School wide value-added achievement gains

5. 5 Possible School Outcomes Low Proficiency Low Growth High Proficiency Low Growth High Proficiency High Growth Low Proficiency High Growth ProficiencyProficiency Growth Theodore Hershberg Value-Added Assessment and Systemic Reform, PDK, Dec. 2005

7. Page 7 Guiding questions for teacher pay increases:  Teacher behaviors are incompatible with Core Values?  Teacher performance does not consistently meet or exceed the expectations of the role?  Teacher are on a performance improvement plan?  Teacher is new to the role and more time is needed to observe their performance?  Teacher are not effectively impacting student achievement?

8. Page 8  Reward educators who distinguish themselves with exceptional performance  Annual performance cycle is a significant factor driving pay for performance decisions  Performance-sensitive pay can be given in the form of a base pay increase, one- time lump sum performance bonuses, or a combination of the two  Not be confused with across the board increases or cost of living increases Making Pay Decisions Pay For Performance

9. Teacher Performance Protocol 1)Develop a and set personal goals 2)Schedule pre-conferences, observations, and post conferences 3)Regularly Principal walkthroughs provide feedback 4)Unscheduled conference(s) and post conference (s) 5)Peer evaluation, with a certified peer evaluator. 6)Teachers reflection on the five performance domains 7)Principal completes the teacher’s performance evaluation 8)Teacher and principal meet at the end of the year to discuss: a)observations b)classroom walks completed by principal c)peer review d)goal attainment e)student performance data f)teacher’s self-evaluation of classroom instructional practices g)teacher’s reflection of their progress in the five domain areas 9)Principal determines teacher’s placement on salary scale based on data gathered 10)Principals has two years of teacher data to determine if movement down in pay categories. 11)Teachers who fail to meet a minimum proficiency in any domain area will be placed on an improvement plan. Teachers who fail to improve after one year will not be granted a new contract. Page 9

10. Evaluation Domains Domain I: Professional Responsibilities Domain II: Planning and Assessment Domain III: Classroom Environment Domain IV: Pedagogical Practices Domain V: Student Performance Data Page 10

11. Page 11 Where do we go from here?  Formed committees to develop this plan  In process of piloting Archdiocesan evaluation instrument  Develop professional development for teachers, principals, and others  Working on a communication plan to build understanding and support

12. Page 12. PAY FOR PERFORMANCE ONE SIZE FITS ALL $$$$$ $$$$$$ $$ PAY FOR TENURE EQUITY Compensation Direction  Effective in rewarding and retaining quality educators  Must be sustainable  Must communicate our values and goals  Must be agile to respond to challenges we face

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14. Page 14 School Corporation Minimun Pay Maximum Pay Beech Grove City Schools $34,732 $71,548 MSD Decatur Township $32,695 $73,939 Franklin Township Com Sch Corp $24,143 $76,336 Indianapolis Public Schools $35,120 $71,042 MSD Lawrence Township $25,174 $73,305 MSD Perry Township $29,750 $74,456 MSD Pike Township $36,679 $81,344 School Town of Speedway $38,419 $74,809 MSD Wayne Township $38,909 $80,266 Indiana State Results $24,133 $84,686 Archdiocese of Indianapolis $28,250 $49,250 2009-2010 Marion County Teacher Pay Source: 2010

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