| Action Steps | Person(s) Responsible | Timeline: Start/End | Needed Resources | Evaluation |
1 | Review the literature regarding performance compensation for teachers. (Merit pay) | David DeLuca | July, 2010 / October, 2010 | Internet, journals | A variety of compensation plans and perspectives can be identified. |
2 | Gather student achievement data: TAKS/EOC scores, pass/fail percentages. This will be our benchmark for comparisons. | Campus counselors | Throughout the 2010-11 school year | TAKS reports, 6 weeks grade reports | Data gathered and compiled. |
3 | Create a Special Committee on Compensation, make up of teachers on all four campuses | Principals and SBDM committees select members for this special committee | October, 2010 | Input from principals and SBDM committees | Teachers agree to serve on committee |
4 | Consider and evaluate various compensation proposals | Special Committee on Compensation (made up of teachers) | Spring, 2011 | Meeting time and space | Committee selects a compensation plan to tailor to LGISD needs. |
5 | Present selected compensation plan to LGISD Administration | Special Committee on Compensation | Spring, 2011 | Meeting time and space | Admin backs compensation plan. |
6 | Present selected compensation plan to LGISD School Board | Committee and administrators | May, 2011 | School Board meeting | Presentation is made. |
7 | Plan is implemented for 2011-12 School Year | LGISD School Board | 2011-12 School Year |
| Plan is implemented |
8 | Gather student achievement data: TAKS/EOC scores, pass/fail percentages. We will compare this to the 2010-11 data. | Campus counselors | Throughout the 2011-12 school year | TAKS reports, 6 weeks grade reports | Data gathered and compiled. |
9 | Compare 2010-11 data with 2011-12 data. | Special Committee on Compensation | Spring, 2012 | Meeting time and space | Does student achievement show any changes attributable to teacher compensation? |
10 | Refine innovative compensation plan as needed or revert to a traditional plan | Special Committee on Compensation, LGISD Administration | Summer, 2012 | Meeting time and space | Admin backs compensation plan. |
This is a really interesting topic David. You have covered it very thoroughly. I like your final comment about the need to reassess to see if it is distressing staff members.
ReplyDeleteThis is an interesting topic, David. I always wonder how one can rate teachers based on student performance fairly. Being a special education teacher, some of the students in that subgroup have performance limits academically and how would that be considered? ie...severe and profound, Downs syndrome, autistic, etc. How does one evaluate, based on state accountability scores, the effectiveness of a teacher in life skills? How would an inclusion teacher be evaluated or an interventionist?
ReplyDeleteCan't wait to see what you find in your literature review.
Who will you include? Only the core teachers or will you include elective teachers as well?
ReplyDeleteFor me, in order for a performance based pay system to work, it would have to include all teachers, not just those who teach TAKS tested subjects. As a band director, this has long been one of my concerns. I have even read of these performance bonuses being extended to all members of the school staff -- secretaries, cafeteria workers, custodians, etc.
ReplyDeleteAccountability (including merit pay) based on student performance is very difficult to accomplish fairly. So far, I am not convinced that anyone has accomplished this. We'll see.
David,
ReplyDeleteI think your plan looks good and I am glad that the committee is reviewing multiple plans. This area could become quite controversial if students are not dispersed evenly.