11-16-2000 Agenda - Laserfiche WebLink

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K-12 SCHOOLS: PERFORMANCE AND ACCOUNTABILITY • The Problem: Teacher quality is one of the best indicators of student achievement, yet the current compensation system does not provide the right incentives for developing and maintaining a high quality teaching staff. With the current teacher compensation structure: • Pay schedules are tied to years of employment and the number of course credits taken ("steps and lanes"). These schedules do not reward effective teaching or differentiate among the skills and productivity of various teachers. • It's increasingly difficult to attract and retain quality teachers, particularly in some regions and subjects. Can't Get Them Can't Keep Them • lack of career paths • 20% leave the field within 4 years —many due to lack • tight labor market of time for professional growth and mentoring • lack of pay differentiation • Many leave rural districts for more money and better for individual productivity benefits elsewhere • These factors are contributing to a teacher shortage in Minnesota, especially in math, science, special education and some technical-vocational areas. The Proposal: While school districts already have the authority to change their compensation structures, change is difficult. This proposal recommends an additional $100 per pupil for districts that adopt contracts tying teacher compensation to student performance. To be eligible for this incentive • funding, locally-designed compensation contracts would have to meet the following criteria: • specific measures of student achievement • successful implementation of grad standards • established career options for teachers tied to • professional standards for effective teaching involvement in instruction or mentoring • district-wide parent involvement plans The Rationale: Research shows that: • Student success is directly related to the quality of teaching. • Support from, and interaction with, other teachers are essential for new teacher success and retention. • Teachers, and potential teaching candidates, want multiple career paths with different compensation rates. Multiple career path structures provide better incentives for professional advancement. • Performance-based rewards tied to accountability systems and student performance have been implemented in several states (Colorado, Arizona, Ohio) as a way of improving student performance. Expected, Measurable Outcomes: These measures should improve as the availability and retention of quality teachers increase: • Improved student achievement in districts with teacher compensation plans tied to performance and student achievement. • Fewer teachers leaving the field and more post-secondary students choosing to enter the teaching • profession. • Districts reporting fewer unfilled positions and fewer teachers teaching outside their area of expertise.