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From single-schedule step-and-lane through pure merit pay, to strategic compensation—teacher pay is evolving and improving. This presentation outlines a process for implementing and sustaining a strategic compensation system for your school.
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Strategic Teacher
CompensationOvercoming Overcoming
the failings of the failings of pure merit pure merit
paypay
Strategic Teacher
Compensation
Doug Hering
$$ Guy
PeterHilts
¢¢ Guy
Charter School Paradoxes
Our teacher pool is larger and
smaller
Teachers earn a bigger slice...
of a smaller pie.
Necessity bred...
InnovationDesperationDifferentiation
to •Hire, •Motivate, and •Retain
excellent teachers
to •Hire, •Motivate, and •Retain
excellent teachers
First Steps
100% 100% PurePureMerit Merit PayPay
No Additives
No Preservativ
es
Pure Merit Pay Implementation
The War RoomRack & StackDifficult
Conversations
An Unexpected Flavor
UncertaintyUncertainty••
SubjectivitySubjectivity••
Special Special DealsDeals
UncertaintyUncertainty••
SubjectivitySubjectivity••
Special Special DealsDeals
A Phased Transition...
100% 100% PurePureMerit Merit PayPay ...a facilitated
processfrom merit pay to
Strategic Compensation
Phase OneScrape the Scrape the
right right windshield…windshield…with the right with the right
tool.tool.
(Design Strategically)(Design Strategically)
Wrong ToolsWrong Target
Ten Strategic Criteria
Well-DefinedRecognize Contributions
Fair Foster Loyalty
Sustainable Improve Retention
Ongoing Feedback
Reflect Market Realities
Varied Incentives
Motivate Teachers
Phase Two
≠(Differentiate Purposefully)(Differentiate Purposefully)
Strategic Compensation
“There is no greater
inequality than the equal treatment of unequals”
Felix FrankfurterU.S. Supreme Court Justice
Differentiation Model
Merit Tiers+
Market
Premium
+Loyalty
Base + %
Rack and StackWork in groups of Five—Pay Five Teachers
$200 Thousand
SubjectPerforman
ceDegree Leader? #
A. P. Physics
ExcellentBachelo
r’sNo 5
P. E. ExcellentMaster’
sYes 13
Elem. Class
Average Ph.D. No 20
HS French
LowBachelo
r’sYes 3
MS History
ExcellentBachelo
r’sYes 15
Phase Three
(Forecast with (Forecast with Foresight)Foresight)
Put Put down down the the
Magic 8-Magic 8-Ball™Ball™
Build a Construct
1. Place current staff2. Project Movement3. Compare to existing
plan4. Shape to Reality
Phase Four
Sweat the small Sweat the small stuffstuff
(Implement with care and (Implement with care and precision)precision)
one thing leads to another…
…but it’s not that simple…
Merit-Based Tiers
1. Professional Preparation2. Instructional
Performance3. Classical Philosophy4. Extra Contributions5. Teamwork/Leadership
Market Factors
0%Elementary Classroom9th English
JH Social Sciences
9%Chemistry
AP LiteratureReading Specialist
14%AP Physics
Elementary LatinSpecial Education
20%AP Latin
Standalone Communication
Tools
Embedded Communications
Tier DescriptionsDefined database for
offers
Market Factors Added to offer letter
Guidelines for movement
Linked to the teacher evaluation system
Applied Communications
Phase Five
Keep your Keep your hand on hand on
the rudderthe rudder(Maintain course)(Maintain course)
Control Systems1.Regulate the Base2.Constrain Distribution3.Moderate Movement
Strategic CompensationIn Practice
Certainty
Predictability
Fair Deals
≠
Visual Summary
Verbal SummaryScrape the right
windshield……with the right tool
Design StrategicallyDesign Strategically
Apples are not oranges Differentiate Differentiate PurposefullyPurposefully
Put down the Magic 8-Ball
Forecast with Foresight
Sweat the small stuff Implement with care Implement with care and precisionand precision
Keep your hand on the rudder
Maintain Course
Strategic Strategic Teacher Teacher
CompensatioCompensationn
Doug Hering Ph.D., CMA
Peter [email protected]