Agenda - 04-10-1990 - Laserfiche WebLink

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CHAPEL HILL - CARRBORO CITY SCHOOLS DIFFERENTIATED PAY PLAN The differentiated pay plan for the Chapel Hill- Carrboro City Schools is designed to support the restructuring of its schools while providing financial incentives to teams focusing on specific areas targeted for improvement. A representative, districtwide committee will assist in the implementation of the three major components of the plan which will require four years to phase in completely. The first component is a lead teacher lmQdel similar to the program which is being piloted in Granville County. Each school will be allocated funds on a per- teacher basis to design and implement a lead teacher model tailored to its needs. The term "lead teacher" is considered inclusive of the concept of "extra pay for extra duty" and pertains to all non - administrative, certified staff members. A lead teacher could be assigned responsibilities as varied as curriculum development, data collection and program evaluation, mentoring, peer observation, team coordination, school governance, and major committee assignments. Funds will be used for conducting staff development for not only lead teachers but all other teachers as well, stipends for lead teachers, and payments to other-staff members or substitutes to provide release time for lead teachers. The staff at each school will identify its leadership needs, write specific job descriptions for lead teachers, decide on appropriate compensation plans, and devise a schedule to provide the necessary release time for lead teachers. The second component is a intended to provide extra compensation to teams of teachers who meet specified student - outcome objectives which have been identified for a school's entire population or for a particular target group of students. A group of teachers is defined as two or more certified staff members who are working together to accomplish one or more common objectives. Criteria will be established to determine eligibility for an incentive payment to ensure that staff members who do not contribute significantly to the objective are not rewarded (e.g. those employed for less than three months or who receive an unsatisfactory evaluation). Each school's staff will be responsible for identifying teams of teachers who will seek to achieve common objectives, formulate incentive plans, and evaluate results. Schools will be . provided budgets on a per- teacher basis. If a school should choose not to participate in this component for any given year or does not require all of the budgeted funds, its budget may be redistributed to the other schools. The third component is an gdmip,igl aI tos_ Fay- fQr-ger gc-e plan which was approved by the Board of Education in 1989. This plan provides administrators with annual increases based upon their meeting leadership, management, and performance objectives. Performance objectives are established in four areas: (1) districtwide student achievement; (2) school, division, or program achievement; (3) staff development; and (4) professional growth. The additional revenues will be used to promote professional growth and to supplement the locally- approved plan.