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2007-2008 Performance
Pay Plan
Introduction
In
PISD, we believe that all children can learn and have a right to a
quality education. This belief is supported by educational research
that very clearly indicates that the degree and speed in which
students learn is directly related to certain human variables (e.g.,
high expectations, instructional focus, leadership of the
principal).
Because we believe that excellence in
education is essential, a Performance Pay Plan for campus personnel
that emphasizes student learning and communicates very clearly that
the Board of Trustees is willing to reward individual campus
personnel for student learning.
Rationale
The traditional method of compensation for school employees has been
to pay personnel on the basis of a district salary schedule. The
greater the number of years of experience and/or additional duties,
the higher level of pay received. Salary schedules do not address
the productivity, or the results achieved by personnel in impacting
student achievement. While business has often based compensation on
performance for individuals or work units, and contributions of
those units to attainment of company goals, such has not been the
case in education. In addition to the district salary schedule, we
believe it is important to implement a Performance Pay Plan, which
rewards individual personnel for student learning.
Purpose
The Pasadena Independent School District has established a
Performance Pay Plan that rewards a campus team for attaining
Recognized or Exemplary status as determined by the Texas AEIS in a
way that addresses the diversity of each campus so that student
achievement continuously improves.
Guidelines for
Eligibility
I.
State guidelines for Recognized
or Exemplary status on regular campuses.
Recognized:
·
TAKS scores for all students and
for those in each student demographic group equal or exceed
75% but falls under 90%
·
the dropout rate is 2.5% or less
for all students and each student group
Exemplary:
·
TAKS scores for all students and
for those in each student demographic group equal or exceed 90%
·
the dropout rate is 1% or less
for all students and each student group
II.
District guidelines for the
alternative campuses.
The guidelines for eligibility will be
the same that is used by the non-Alternative campuses.
Annual
Review/Adoption
A
mechanism to ensure ongoing formative evaluation is in place to
review the Performance Pay Plan criteria. The accountability
performance pay award system shall be approved for one year only,
but may be approved for subsequent one-year terms after a review of
its effect on student performance and its financial cost. The
adoption of this system is not intended to be or result in
entitlement to payment of any particular amount to any person, or to
payment beyond the year of each distribution.
Allocation of Funds
1.
Funds for the performance pay
awards shall be allocated on a per campus professional educator
unit, per paraprofessional unit and per support staff unit.
2.
Teacher shall be defined as
classroom teacher, peer facilitator, TAKS coordinator, special
education teacher, librarian, nurse, diagnostician, speech
therapist, dyslexia teacher and counselor.
-
Paraprofessional shall be defined as clerical and instructional
aides.
4.
Support staff shall be defined as
custodians and cafeteria workers assigned to the campus
- Although
funds will be allocated to each successful campus based on the
number of campus professional educators, and paraprofessionals,
and support staff, it shall be a campus decision as to how to
actually disburse the funds, as per the “Distribution of
Performance Pay” guidelines set forth below.
Campuses that
share personnel shall receive prorated funds based on the number of
days worked on the campus that is awarded performance pay.
The following
scale will be used in allocating funds to a Recognized, Exemplary or
Alternative Education Commended Campus.
Recognized Campus
·
$645 per campus professional
educators units
·
$81 per paraprofessional
·
$50 per support staff
Exemplary Campus
·
$839 per campus professional
educator units
·
$105 per paraprofessional unit
·
$65 per support staff
In additional, a
recognized campus, exemplary campus or alternative education campus,
which meets the District’s established rating, will receive
additional funds on the following scale if the campus’ economically
disadvantaged population is:
1 - 20%
$20 / per employee
21 - 40%
$40 / per employee
41 - 60%
$50 / per employee
61 - 80%
$60 / per employee
81 - 100%
$70 / per employee
Criteria and
categories that determine the allocations shall be reviewed each
year. Allocation allotments based upon
financial exigency.
Distribution of
Performance Pay
A performance pay
steering committee shall be established by the campus SBDMC to
determine disbursement of funds based on criteria adopted by the
committee in consideration of contributions made towards achievement
of recognized or exemplary status during the year for which such
status was earned.
Funds may only be
used for the purpose of providing performance pay to personnel
assigned to the campus during the year upon which the award is
based. Funds may not be used for instructional supplies, equipment,
materials or any other purpose.
The campus
performance pay award for personnel who subsequently transfer to
another campus within the school district shall be based on the
distribution of funds, if any, for the campus from which they
transferred. A performance pay steering committee shall not consider
an employee’s subsequent transfer to another campus within the
district when determining the amount of performance pay, if any, for
the transferred employee.
The campus
performance pay award for retirees, if any, shall be based on the
performance of the campus from which they retired. In the event a
campus decides to distribute a set amount to certain categories of
personnel, such amount shall be prorated, for retirees, based on the
number of days worked during the year upon which the award is
based. Likewise, the campus performance pay award for personnel who
are hired during the year would be prorated based on the number of
days worked.
Other than
retirees, personnel who resign or otherwise terminate their
employment with the district prior to the distribution of funds
shall not be eligible for the campus performance pay.
Campus allocations
will be computed after the final AEIS results are confirmed by TEA.
Full-time
teachers, paraprofessionals, and support staff assigned to the
campus and who are working on the campus during the year upon which
the award is based shall not receive less than the allocation for
each group.
Performance Pay Plan
For Principals
Funds will be
allocated to campus principals based on campus performance according
to the following criteria:
I.
Base Performance Pay:
·
Recognized Campus Rating -
$1,075
·
Exemplary Campus Rating -
$1,612
II.
Sub-group Performance Pay:
In addition to the base funds, a
principal will receive additional funds on the following scale if
the campus’ economically disadvantaged population is:
1 - 20%
$216
21 - 40%
$323
41 - 60%
$430
61 - 80%
$538
81 - 100%
$645
Criteria and
categories that determine the allocations shall be reviewed each
year.
Performance Pay Plan
for Assistant Principals
Funds will be allocated to campus
assistant principals based on the following
criteria:
·
Performance Pay will equal sixty-five (65) percent of the total
allocation (base performance pay plus sub-group performance pay)
that the campus principal is eligible to receive.
III.
Distribution of Performance Pay
The
distribution of funds for principals or assistant principals who
transfer to another campus within the school district shall be based
on the distribution of funds for the campus from which they
transferred.
The
distribution of funds for retirees shall be based on the performance
of the campus from which they retired. The amount shall be prorated
based on the number of days worked during the year upon which the
award is based. The distribution of funds for principals and
assistant principals who were hired during the year shall be
prorated based on the number of days worked during the year upon
which the award is based.
Other than retirees, principals or
assistant principals who resign or other wise terminate their
employment with the district prior to the distribution of funds
shall not be eligible for the principal performance pay.
Campus
Principal and Assistant Principal allocations will be computed after
the final AEIS results are confirmed by TEA.
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