Transcript Eagle County Schools Teacher Advancement Program

A New Model of Performance Pay:
A Report to the Eagle County Schools
Board of Education
Presented By:
The Performance-Based Compensation Steering Committee
Members of the Committee
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Meredith Deem – EES
Mitch Forsberg – GES
Ruth Moroney – BCES
Kristen Sheidegger – EVMS
Kirk Drager – BMHS
Wade Hill – RCHS
Amy Niswanger – EVHS
Erika Donahue – EES
Janet Hester – Technology
Greg Moch – Maintenance
Mark Conlin – Community
Tim Lybarger – Community
Mike Gass – ECS
Heather Eberts – ECS
John Kuglin – ECS
Phil Onofrio – ECS
Traci Wodlinger – ECS
Jason E. Glass – ECS
Reasons for Formation
• It was time to evaluate.
• Voices from teachers, support staff, and administration called for
change.
• A new administration handling performance pay identified several
concerns.
 Reliability issues in the evaluation.
 Arbitrary nature of evaluation cut scores.
 Inferring too much specificity from evaluation scores.
 Multiple systems and different rules for different employees
(including teachers).
 Technical problems in the student/teacher association.
 Strategic “Gaming” resulting from the student/teacher association.
 Mysterious and confusing processes in the use of assessments for
pay.
 Reliance on assessments and record systems not designed for this
purpose.
 An inordinate (and perhaps inappropriate) use of district resources
(human and otherwise).
 A damaged culture resulting (in part) from the initial
implementation.
Process
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A broad stakeholder group.
Sought “First to Understand.”
Evaluated current system.
Studied national thinking, policies, and research on performance pay.
Studied numerous other performance pay systems.
Worked using a consensus model.
Held true to our “Charge,” our “Norms” and our “Guiding Principles.”
Determinations
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We could not continue with the current model.
We would not go back to the step and level system.
No one else in the country has come as far as we have.
No where else is someone doing this any better/worse.
Pay-for-Performance must continually evolve to stay alive.
We must put more money on the table.
We must unify the systems.
We must simplify the process.
We must communicate much better than we have.
Recommendations
• Implement a performance compensation system based on a
percentage of contract salary rather than a fixed dollar amount for all
employees.
• Standardize performance compensation across all employee groups
(especially teachers).
• Create a lump sum annual bonus (not added to salary) based on an
index of assessment results and abandon the individual teacher-tostudent association for compensation purposes.
• Determine salary for next year using an individualized evaluation and
a “negotiated inflationary component.”
• Improve the reliability and validity of staff evaluations and alter their
use to better acknowledge professional competency.
• Continually evaluate and refine this model going forward.
ADDED TO SALARY
BONUS ONLY
The New Model in Practice
EXAMPLE STAFF MEMBER
Contract Salary
Unacceptable Rookie
$38,650
Excellent Mid Career
$45,000
Professional Veteran
$59,500
Perf. Pay – Bonus/Salary
Up to 8% of Salary
Eligible Amount
$3,092.00
Eligible Amount
$3,600.00
Eligible Amount
$4,760.00
Eligible Amt for Bonus – 4% Salary
Eligible Amount
$1,546.00
Eligible Amount
$1,800.00
Eligible Amount
$2,380.00
Eligible Assessment Component
Bldg Measures – Low
$0.00
Dist. Measures – Avg.
$386.50
Bldg Measures – High
$900.00
Dist. Measures – Avg.
$450.00
Bldg Measures – Avg.
$595.00
Dist. Measures – Avg.
$595.00
Total Performance Bonus
$387
$1,350
$1,190
Percent of Salary Increase/Bonus
1.00%
3.00%
2.00%
Negotiated Component @ 2%
Inflation
$773
Inflation
$900
Inflation
$1,190
Evaluation – Up to 4% Salary
Unacceptable Evaluation
$0.00
Excellent Evaluation
$1,800.00
Professional Evaluation
$1,190.00
Total Added to Salary (Neg. + Eval)
$773.00
$2,700.00
$2,380.00
Percent of Salary Increase/Salary
2.00%
6.00%
4.00%
Total % Increase for Year
3.00%
9.00%
6.00%
New Salary for Next Year
New Salary with Elig. Bonus (up to)
$39,423.00
$40,999.92
$47,700.00
$49,608.00
$61,880.00
$64,355.20
Evaluation Levels
Excellent
High
Professional
Improvement
Unacceptable
Approx. % of Staff
5%
20%
50%
20%
5%
% of Available Payed
100%
75%
50%
25%
0%
Approx N of Teachers
20
80
200
80
20
Closing Comments
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We are committed to Performance Pay.
We believe this can work.
We believe we can continue to lead the nation in this area.
Thank you.
– For letting us do this.
– For taking the concerns seriously.
– For being open to this evolution, this next step.
• We are hopeful.