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TIPA

Teacher Incentive Performance Award

November 4, 2009

Current Monetary Initiatives/Incentives

• Step Increases awarded to certificated staff each year as a result of successful completion of the previous year and attendant appropriate acceptable evaluation of said employee.

• Incremental salary increases awarded to staff as a result of having attained additional/higher educational achievements/certifications (hours, advanced degrees).

• National Board Certification stipends awarded as well as monies provided to staff toward attaining National Board Certification.

• Monies provided to staff toward attaining advanced certifications.

Current Monetary Initiatives/Incentives

• Monies provided to schools for economically disadvantaged students.

• Monies provided to schools to allow lower class size at the elementary level, K-3 Class Size Reduction Grants.

• Monies provided through Title I programs for additional staffing to meet the needs of at-risk student populations.

Current Monetary Initiatives/Incentives

• Monies provided to schools for Limited English Proficient students.

• Monies previously provided to schools for attaining designation as a “School of Excellence.”

• Monies provided to schools to participate in conference and professional development activities through subject area supervisors.

• Monies as grants provided to schools through the Education Foundation.

Rationale for a Performance Award

The High Cost of Education

vs.

The Higher Cost of Not Educating Children

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Goals - TIPA1. Implement a plan for a teacher/school

“performance award” that is financially sound, and further, that can be constrained, maintained, or expanded according to funding resources available.

2. Provide a monetary “performance award” to identified teachers/schools for their students’ achievement* attained at a clearly defined high level of performance.

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Goals - TIPA3. Implement a plan for a teacher/school

“performance award” that is supported by the majority of staff and stakeholders.

4. Implement a plan for a teacher/school “performance award” that addresses the need to place highly effective teachers with children at risk who will benefit from improved academic performance.

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Goals - TIPA

5. Implement a plan for a teacher/school “performance award” that helps improve (mitigate) the “migration” of teachers from schools/courses with many academically challenged (“at risk”) children.

Contacts• Core Team Meetings • Principal Meetings – Thirty-six elementary

principals, eleven middle school principals, and nine high school principals

• Subject Area Supervisors Meetings– All subject area supervisors

• Classified Staff –members of the classified staff including school representatives

Contacts• Evening Stakeholders Meetings – Three

separate evening stakeholder meetings were held at the Kelly Leadership Center.

• School Faculty Meetings – Five different school faculties including partial or whole faculties from one high school, two middle schools, and two elementary schools. Partial faculties were typically 10-15 staff, and a whole faculty was approximately 90 staff.

Contacts• Other staff – Special Education, Finance,

Student Services, OSMAP

• Accountability – multiple meetings

Where to next…

• CTAC – Community Training Assistance Center, Bill Slotnik, Executive Director

• Core Team – Nov. 9• TIPA Proposal – due to Board Clerk - Nov. 16• Superintendent’s Staff review – Nov. 18• TIPA Proposal to Board for Information – Dec. 2• TIPA Proposal to Board for Action – Dec. 16