strategic compensation update - tennessee€¦ · compensation reform in tennessee 2007...
TRANSCRIPT
Strategic Compensation Update
Sylvia Flowers, Executive Director of Educator Talent – Teachers and Leaders –
October 2017
Compensation Reform in Tennessee
Changes in Teacher Pay
Tennessee Teacher Perceptions
Differentiated Pay
Takeaways
Agenda
Compensation Reform in Tennessee
Compensation Reform in Tennessee
2007•Compensation law passed by legislature
2010-11
•Evaluation required as part of First to the Top Act and required to be used as “a factor” in human capital decisions
•Strategic compensation plans emerge funded with Race to the Top (4 districts) and TIF Round 3 (12 districts)
2012•Additional strategic compensation plans funded with TIF Round 4 (3 districts)
2013-14
•State minimum salary schedule changes to allow for increased local flexibility
•Differentiated pay guidelines updated by State Board
2014-15•First year of state-wide differentiated pay implementation
2017
•Nearly $450M invested in teacher salaries
•Strategic Compensation policy passed by the State Board
Supporting the preparation and development of an exceptional educator workforce
Focus educator preparation providers on outcome measures via provider approval, the annual report and the report card.
Improve the accuracy of educator evaluation and the quality of the feedback educators receive.
Support district development of more effective personalized professional learning components through tools that allow better tracking and evaluation of results.
Support districts in creating greater differentiation of teacher roles, responsibilities, and salaries.
Create statewide and regional leadership pipelines that produce transformational school leaders.
Tennessee Succeeds: Educator Support
Preparation Recruitment HiringEvaluation
and Development
Compensation
Teacher Leadership
and Pathways
The strength of Tennessee’s classroom is defined by the strength of Tennessee’s educators
Effective evaluation implementation allows districts to make
smarter decisions about teacher recruitment, selection,
evaluation, development, compensation, and retention.
Why strategic compensation?
After five years, there is little difference in performance based on experience
Advanced degrees have little correlation with student outcomes
Changes in Teacher Pay
Median teacher pay has increased
$40,000
$42,000
$44,000
$46,000
$48,000
$50,000
2010 2011 2012 2013 2014 2015 2016 2017
Median Teacher Salary in Tennessee
Pay has increased 22 percent for teachers who have worked in TN schools from 2010 – 2017
$40,000
$42,000
$44,000
$46,000
$48,000
$50,000
$52,000
$54,000
$56,000
2010 2011 2012 2013 2014 2015 2016 2017
Median Salary for 2010 - 2017 Cohort
2010-17 Cohort
Pay is increasing for all teachers at all levels of experience
$35,000
$40,000
$45,000
$50,000
$55,000
2010 2011 2012 2013 2014 2015 2016 2017
Teacher Salaries by Experience
All Teachers 0 - 2 Years 4 - 6 Years' Exp 16 - 18 Years' Exp
Teacher pay is increasing in all regions
$35,000
$40,000
$45,000
$50,000
$55,000
2010 2011 2012 2013 2014 2015 2016 2017
Teacher Salary by Region
Northwest Southwest Mid Cumberland Upper Cumberland
East TN First TN Southeast South Central
Pay is increasing in small and medium-sized districts at higher rates than in the largest districts
$40,000
$42,000
$44,000
$46,000
$48,000
$50,000
$52,000
$54,000
2010 2011 2012 2013 2014 2015 2016 2017
Teacher Salaries by District SizeUnder 5000 students 5 - 10K students 10 - 40K students 4 Largest Metro Areas
Tennessee Teacher Perceptions
Most teachers think that many factors should be incorporated into teacher compensation
89%
78%73%
70% 71%
0%
20%
40%
60%
80%
100%
Working withstudents outside of
classroom time
Teaching in hard-to-staff schools
Teaching in hard-to-staff subjects
Level of OverallEffectiveness
Teaching in hard-to-staff grades
Percent of teachers who think each of the following factors should be incorporated into teacher compensation
Teachers’ opinions of whether LOE should matter for compensation did not vary on average by prior year LOE
70%
87%83%
87%
66%
78%76%
82%
70%72%
70%
76%
0%
20%
40%
60%
80%
100%
Level of OverallEffectiveness
Teaching in hard-to-staffsubjects
Teaching in hard-to-staffgrades
Teaching in hard-to-staffschools
Percent of teachers who think each of the following factors should be incorporated into teacher compensation
Level 1 & 2 Level 3 Level 4 & 5
Teachers with fewer years of experience were more in favor of differentiated compensation options
78%
83%
72%
80%
67%
76%
66%
75%
0%
20%
40%
60%
80%
100%
Level of Overall Effectiveness Teaching in hard-to-staff schools
Percent of teachers who think each of the following factors should be incorporated into teacher compensation
Less than 3 yrs 3 to 10 10 to 20 more than 20
Differentiated Pay
Requires LEAs differentiate how they pay licensed personnel
Districts have flexibility under the law to develop and implement pay plans that meet their specific priorities, needs, and context:
– Reward teachers who teach in high-needs schools or high-needs subject areas
– Reward teachers for performance based on state board-approved evaluation criteria
– Additional compensation to teachers who take on additional instructional responsibilities (i.e. teacher mentors, instructional coaches)
– Adopt alternative salary schedules
Requires evidence of implementation of differentiated pay plan
No presently employed teacher can earn less than they currently make; they can only make more
Strategic Compensation Policy
Tiers of Implementation
TierNumber of Differentiated Pay
Criteria
Percentage of Teachers
Impacted
0 Did not implement 0%
1 1 Less than 10%
2 1-2 ~10-30%
3 1-3 ~20-50%
4 2-4 Greater than 50%
5Performance-Based Alternative
Salary Schedule + 2 otherOver 90%
District plans by Tier of Implementation
8
49
55
21
3
10
0
51
42
30
1211
0
50
38
29
19
10
0
40
44
29
20
13
0
10
20
30
40
50
60
Tier 0 Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
Num
ber
of
Dis
tric
ts
2014-15 2015-16 2016-17 2017-18
Types of Differentiated Pay Plans
57
111
69
42
53
121
75
4950
126
75
4952
121
77
52
0
20
40
60
80
100
120
140
Performance Roles Hard to Staff Salary ScheduleModifications
2014-15 2015-16 2016-17 2017-18 (projected)
Nu
mb
er
of
Dis
tric
ts
Tier 5 districts had slightly higher average pay increases
2.40%
2.50%
2.60%
2.70%
2.80%
2.90%
3.00%
3.10%
3.20%
3.30%
Tier 0 Tier 1 Tier 2 Tier 3 Tier 4 Tier 5
Percent Salary Increases Tier
Distribution of Levels of Overall Effectiveness from 2012 to 2016
0
5,000
10,000
15,000
20,000
25,000
30,000
2012 2013 2014 2015 2016
Number of Teachers by Level of Overall Effectiveness
LOE 1 LOE 2 LOE 3 LOE 4 LOE 5
Highly Effective Teachers Are Seeing Some Pay Differentiation
$44,000
$45,000
$46,000
$47,000
$48,000
$49,000
$50,000
$51,000
$52,000
2013 2014 2015 2016 2017
Median Salary by Prior Year Level of Effectiveness
LOE 1 & 2 LOE 3 LOE 4 LOE 5
Differentiation Differs by Experience Level
$30,000
$35,000
$40,000
$45,000
$50,000
$55,000
ALL Less than 3 Years ofExperience
11 Years of Experience
2016-17 Median Salaries by 2015-16 LOE
Level 1 Level 2 Level 3 Level 4 Level 5
Takeaways
Teachers largely support differentiated compensation.
Teacher pay has increased, especially for
– beginning teachers,
– teachers in small & medium districts, and
– highly effective teachers.
Districts are slowly shifting toward differentiated pay.
Takeaways
Districts and schools in Tennessee will exemplify excellence and equity such that all
students are equipped with the knowledge and skills to successfully embark on their
chosen path in life.
Excellence | Optimism | Judgment | Courage | Teamwork