School District of Black River FallsDr. Shelly Severson, Superintendent

Ms. Jill M. Collins, Director of Business Services

Career Advancement & Stipend Guide

Timeline● Act 10

o No contract roll overo Lack of clarity in what this means

● Two yearso Working to educate staff about the different models

that existo Sharing research around what factors of teaching

are directly linked to student performance etc.

New Year...New Conversation

Open invitation to anyone and everyone that wanted to come to the table.

Framing the ConversationInvited everyone to participate, but in an organized

fashion:● 1-5 years of service● 6-15 years of service● 16+ years of service

Guiding Questions: 0-5 years1. Why did you choose Black River Falls2. Were the benefits we offer a factor in your

decision?3. What should you be compensated for?4. Things that shouldn’t be included in compensation?

Guiding Questions: 6-15 years 1. Salary Goals: If fair is NOT equal, what factors should

weigh into your compensation?2. Professional Goals: In what ways can we foster

leadership?3. Benefits: What do you value most when it comes to

benefits?4. Looking back, how can we improve the system for

those behind you?

Guiding Questions: 16+ years1. Salary Goals - Should outlasting everyone mean that

you are worthy of the highest salary?2. Benefits - What do you value most?3. Looking back, how can we improve the system for

those behind you?

What to do with all of this information?

Newly Formed CommitteeBig Picture Understandings● Some compensation/recognition for credits and

advanced degrees● Years of Service should be A factor, not THE factor● There should be an incentive for staying● General approval for small increments annually and

larger increases less often

Unveiling the ModelProcess was VERY important!● First reading by the Board of Education● Full staff presentation ● Second reading by the Board of Education (final

adoption)

Background● Recognize efforts which lead to increases in

student achievement● Help to attract, develop and retain high quality staff● Predictable● Equitable● Supported by community and staff

Career Levels

Salary Structure● Quality of Service Step Increases● Step increases negotiated annually as base wages● Advancement through Career Levels – considered

supplemental pay● Aligns to three year evaluation cycle● Mid-career level increase upon successful

summative● Career level advancement upon successful

summative and recommendation by the Career Level Advancement Committee

Advanced Degrees• Pre-Approved master’s

degree completion allows the teacher to move three steps on the Career Advancement Schedule

• National Board Certification• 316 Reading license• Other pre-approved add-on

certifications and licenses

Job Performance Evaluation• Not interested in “Bonus Pay” based on student test

scores.• Try to link systems together for teachers• Educator Effectiveness• Documentation Log & PPG• PDP

Veteran Status● Veteran Improvement Points

● Focus on making our system stronger● Things that are outside of the “four walls of your

classroom”● Still follows the three year evaluation cycle● Points are signed off by their principal and they track

them for the three years

Professional Growth Innovation Grants● Encourage and reward staff for thinking

out of the box!● Up to 10 grants annually - $500 stipend

for the teacher● District Leadership Team evaluates the

grant applications in the spring and determines which will be funded for the coming school year

Career Advancement● Teachers apply for advancement when they are at

the end of their previous Career Level● Begins with a foundation of successful local evaluation● No surprises!● Based on teacher’s contributions to making our system

stronger● Advancement Committee● Levels 1-4 - No points collected

Advancement Committee Make Up● Each Career Level Advancement Committee will be

comprised of five members; an elementary, middle, and high school teacher, their immediate supervisor, and one other administrator. (Not the Superintendent of schools).

● The interviews are intended to be a celebration of the accomplishments and positive influence the teacher has had on the School District of Black River Falls.

Examples of “Growing our System”● Formally sharing your learning from

workshops/conferences● Community outreach● Volunteerism with district students (i.e. Boys

& Girls Club, Youth Services, Tutoring)● Working at district events – (i.e. tickets, crowd

control, scoring)● PDP Team reviewer● Supervising student teacher● Obtaining and maintaining specialized

certification(s) or training w/prior approval

Examples of “Growing our System”● Publishing in a professional journal● Extensive public relations efforts● Active participation on non-compensated committees

(i.e. Solutions Team, PBIS building team, building leadership team)

● Officer in a state professional organization● Volunteer for district special projects (i.e. Brain Team,

Assessment Team)● Actively participate in optional district offered

professional development, book studies● Participation in the Career Level Advancement

Committee

Migration to New Model● Nobody would move backwards - guaranteed!● Staff were placed in career levels based on salary

and years of experience● Increases in the model ranged from $0 to $4,000 just

based on migration● Base wage negotiations about amount and distribution

were held● No one received less than a $670 increase

Migration Communication● Explained that not every person could

receive a $2,000 or $4,000 increase next year● Developed letters to each staff member● Included 4 years of anticipated wage info based

on current schedule● Demonstrated that every teacher would receive a

mid or career level bump within the next 3 years● Held staff meeting to hand out letters to staff

Why is this Good for the District?● Predictable● More sustainable than old model● Recognizes leadership● Encourages innovation● Ability and flexibility to attract and

retain● Built credibility and trust● Not simply reimbursing for credits

taken

Why is it Good for Staff?● Predictable● More sustainable than old model● Transparent● Recognizes leadership● Some compensation for advanced

degrees● Staff morale has improved

Lessons Learned...● We need to re-think our Veteran Status...● The conversations we had along the way are

invaluable. ● The process matters as much as the final product● The collaborative process is never “COMPLETE” -

it is a work in process.