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Report of the
Differentiated Pay Committee
February 20,
2008
Three-Year Pilot Program
Starting in the
2008-2009 school year, the Board and the MNEA agree to pilot a
differentiated pay plan that is subject to annual review and
refinement. The three-year pilot program at Jere Baxter
Middle School, Maplewood High
School, and Hillwood
High School shall
start in the 2008-2009 school year. In subsequent years, the differentiated
pay plan may be expanded to include additional schools and/or extend beyond
2010-2011. In order to qualify for the program, said schools shall be
fresh started with new staffs (certificated, support, and administrative).
Any qualified candidate, including existing staff members at each of these
schools, shall have the opportunity to apply for the vacated positions.
Selection of Administrators
The
administrative team at each school will be selected by a committee to be
jointly agreed to by the Board and the MNEA. The State Department of
Education shall have the opportunity to appoint at least one representative
to serve on the selection committee. The committee’s recommendations
shall be sent to the Director of Schools for final approval.
Selection of Certificated School Staffs
Recommended
staff for each school will be selected by a committee to be jointly agreed
to by the Board and the MNEA. The administrative team of each school
will serve on the committee. The State Department of Education shall
have the opportunity to appoint at least one representative to serve on
each school-level selection committee. Certificated employees shall
be selected on the basis of academic need not supplemented positions.
The principal shall recommend the candidates to Human Resources for final
approval. Applications for transfer to the pilot schools shall be
taken from March 1 until all positions are filled. The deadline
established in Article III, Section E shall not apply.
Pay Plan
Recruitment/retention
bonuses shall be paid in equal installments at the end of each semester to
all certificated employees who were selected by the school-level committee
and remained at the target school through the end of the semester.
Vacancies that occur after September 30 shall be interim placements through
the end of the first semester. Permanent vacancies shall be filled by
the committee process outlined above. Interim vacancies shall be
filled through established Human Resources procedures. Interim
placements in either semester shall not be eligible for recruitment/retention
bonuses.
Annual Recruitment/Retention Bonuses for
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Placement at Pilot School
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Tier One Bonus*
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Tier Two Bonus*
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Tier Three Bonus*
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(First Year at School)
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(Second Year at School)
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(Third Year at School)
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$6,000.00
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$7,000.00
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$8,000.00
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Each eligible
employee shall start at Tier One upon placement at the school.
Certificated employees who received a Tier One bonus for one semester or
more shall advance to Tier Two the next school year. Itinerant
employees assigned to the pilot schools shall be eligible for pro-rated
bonuses based on the number of days assigned to the school. Non-faculty
coaches or sponsors shall not be eligible for the recruitment/retention
bonus. This differentiated pay plan is designed to encourage retention
of highly qualified, effective teachers at the pilot schools for the full
three years.
Programmatic Recommendations involving Certificated
Employees
The committee
recommends the following:
Lower staffing
ratios at Hillwood
and Maplewood to 1:15 for classroom
teachers Lower staffing ratio at Jere Baxter to
1:16 for classroom teachers Provide
at least one full-time social worker
at each school Provide at least one full-time certificated
classroom-management/behavior specialist at each school Provide at least one full-time certificated employee to teach in-school
suspension at each school Provide at
least one full-time school
psychologist at each school Provide
one central office administrator to
support these three schools Require
at least ten days of high quality
professional development for teachers in the pilot schools each summer The principal at Jere
Baxter shall be employed for a
12-month contract
Other Programmatic Recommendations
After careful
consideration, the Differentiated Pay Committee determined that success at
the pilot schools requires that a similar pay plan be adopted for all
non-certificated employees including but not limited to bus drivers, school
secretaries, library/guidance clerks, cafeteria workers, custodians,
educational assistants, technology support specialists, campus supervisors,
and building engineers. MNPS should work closely with outside
agencies with the assignment of auxiliary personnel to the pilot schools
and provide at least one full-time attendance worker at each school.
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