Where We Are Going: Performance-Based Compensation

Over the last two months we’ve introduced you to the first three elements of R3. You’ve learned about the KeyBT program, the Teacher Leadership Institute, and the Career Pathways Model, and in the last post we pulled them together to look at how they aligned, how they were different, and how compensation was structured for each element.  The final element of R3 is the Performance-Based Compensation.

We recognize that not every teacher will be eligible for the alternate paths in the Career Pathways Model, so we wanted to create something every teacher would be eligible to receive.  This led the development of a Performance Based Compensation system.  Every teacher in PCS will be able to earn increased compensation as a result of measurable increases in student achievement beginning with their EVAAS ratings.

Annual bonuses for student performance will be awarded to teachers based on their state EVAAS rating.  All teachers rated as “Exceeds Expected Growth” (i.e., blue) will receive an annual bonus of $2,500 after the ratings have been finalized by the State Board.  The only teachers not eligible to receive this “blue” bonus will be MCTs, because they are required to be rated as “blue” in order to qualify for and remain in their position, so, in a sense, they are already receiving a performance bonus based on their blue rating.

Additionally, because we as a district value collaboration with teachers working together to improve performance for all students, teachers who receive the bonus will be eligible to receive an additional $500 for each teacher they mentor who did not receive any bonus that year, with a maximum of $1,000 (2 mentored teachers); we identify these “blue” teachers who serve as mentors as Growth Teachers.  These Growth Teachers will enter into a formal mentor relationship with other teachers who are working to improve their practice and measure outcomes based on student test scores, meaning they could receive a maximum of $3,500 for performance-based compensation ($2,500 based on test scores and $1,000 based on mentoring other teachers to help them improve their performance).  Specialized training will be provided for Growth Teachers to equip them to mentor and support other teachers to become more effective.

While the majority of teachers in the district do receive ratings in EVAAS, there are some teachers who do not receive EVAAS ratings.  These include Instructional Coaches, school counselors, music teachers, physical education teachers, foreign language teachers, art teachers, and the like.  During the initial two years of the TCM grant, a committee will be formed with representatives from these various departments, administrators, and central office personnel to develop a rating system for these teachers so they are eligible to receive performance-based bonuses as well.

Finally, school administrators (both principals and assistant principals) will be eligible for performance-based bonuses if their school receives a rating of “Exceeds Expected Growth.” Principals will receive a $5,000 bonus and Assistant Principals will receive a $3,500 bonus.

The first bonus checks will be awarded in the Fall of 2019, and will be based on the student scores from the previous school year (2018-2019).  Between now and the fall of 2018 we will be working to identify the various groups of teachers who do not receive EVAAS ratings but should still be eligible to receive bonuses, and then working with groups of those teachers to develop a fair system so that they are eligible to receive the same bonus as everyone else.


This Performance-Based Compensation structure serves as the 4th element, and underlies all the others, which is why it is illustrated as forming the foundation upon which the other three elements are built.  We view compensation as larger than simply bonus checks and money, but rather compensation in the form of increased influence, increased opportunities for training, and increased support (to name a few).

Now you may be wondering how we’re going to pull off this entire grant.  We’ll begin to look at that next week as we share with you more details about the  new Division of Educator Effectiveness and Leadership (DEEL), the department responsible to oversee R3 that was mentioned way back in the first post introducing all these new and exciting elements here in PCS!

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