Kyrene Classroom Site Fund (Prop 301) Pay for Performance Plan

2014-15

Background:

  • Arizona Revised Statute 15-977 Classroom Fund
  • The law requires teachers eligible for performance pay to vote on the district’s plan for performance pay. At least 70% of eligible teachers must approve the plan.

Pay for Performance Requirements for K-8 from Statute

Compensation system two-part breakdown of statutorily required elements:

33% (Required) / 67% (Required)
Individual
Teacher
Performance / Measures of Academic Progress to State Standards
Other Measures of Academic Progress
Student Attendance Rates
Ratings of School Quality by Parents
Ratings of School Quality by Students
Professional Development

Kyrene Identified Indicators and Levels of Performance

33% / Payout / Payout
80% / 100%
Individual Teacher Performance Rating / Effective / Highly Effective
67% / Payout / Payout
80% / 100%
Measures of Academic Progress to State Standards:
State Assessment District Letter Grade / 30% / District Letter Grade B / District Letter Grade A
Other Measures of Academic Progress:
District Summative Assessments
District Average ELA & Math End of Year / 10% / 50%-69%
Mastery / 70%+
Mastery
Student Attendance Rates:
100th Day Average Daily District Attendance / 10% / 93-94.9% / >=95%
Rating of School Quality by Majority^ of Parents (Survey) / 15% / B / A
Rating of School Quality by Majority^ of Students (Survey) / 10% / B / A
Professional Development:
Out of contract may teach* or take / 25% / 3 Clock Hours / 6 Clock Hours

^Largest percentage of respondents

*Approved through professional growth committee or Curriculum.

Program Summary:

Kyrene Classroom Site Fund (Prop 301) Pay for Performance Plan 2014-15

Type of Program:

Performance Award for District, School and Individual Performance

Outcomes:

Reward teachers for outstanding student performance based on measurable student achievement.

Reward teachers for high student attendance rates.

Reward teachers for high parent ratings of school quality.

Reward teachers for high student ratings of school quality.

Encourage and reward continuous job-related professional development.

Program Goal(s):

High academic achievement as measured by state and district testing.

High parent and student satisfaction ratings as measured by parent and student surveys.

High attendance rates as measured by state attendance.

Program Description: (Revised to incorporate new requirements)

This program is a combination individual and group-based performance award estimated at $---- annually per eligible teacher from 301 Legislation. The District recognizes that our student outcomes are the joint product of many people working together. This program explicitly encourages teachers to work together toward the common goal of improving student achievement. There are two components: individual award and group-based awards.

The individual performance award is predicated on an eligible teacher achieving a performance rating of Effective or Highly Effective as designated by the Kyrene Teacher Evaluation System and the completion of qualifying professional development. Professional development must:

  • Occur out of contract and be uncompensated to satisfy 301 requirements.
  • Be related to job assignment; may be internal or external, but monitored through Schoolnet Transcript, Kyrene Professional Growth Committee approval or a system approved by Teacher Evaluation Design Team.
  • Meet the definition provided by ADE for professional development (meetings and clubs do not qualify.)

The group-based performance award consists of three main parts: 1) academic achievement; 2) average daily student attendance, and 3) parent and student quality ratings of schools. The Achievement Award is based on district-wide assessment results in reading, writing, and math. Both the performance and achievement awards are prorated based on the levels of achievement:

Payout for both individual and groups awards will be 100%, 80% or 0% for each element achieved depending on the level of attainment.

An alternative program is available for teachers who were not present during the achievement period. (Alternative Kyrene Pay for Performance Plan hereafter referred to as AKPPP*.)

These awards will be paid in two installments. Separate checks will be issued for the performance plan earnings. Compensation will not be added to regular paychecks.

* Exact amount will vary depending on the program in which the teacher is participating, their level of FTE, contract length and levels of attainment. The annual amounts are based on an expected amount of projected sales tax revenues. Should the projected amounts not materialize, the amounts shall be reduced pro rata based upon the actual funds received by the district from the state.

Program Elements:

  1. The achievement award compensated in the 2014/2015 school year will be determined on test results indicating student performance in 2013/2014.
  2. The parent satisfaction award compensated in the 2014/2015 school year will be based upon results from a survey conducted in the spring of 2015.
  3. Payout for the performance pay should occur in two parts. The first payment of 40% will occur in December and for the achievement of the academic goals from the prior school year. A second payment of 40% for teacher performance and 20% for the Parent & Student Quality Rating Surveys will occur in late spring to reflect the total payment of 100% for a full time teacher who has been employed all year.
  4. The Teacher Evaluation Design Team Sub-committee for 301 Performance Pay, in cooperation with the Curriculum Services Department, will review the standards for achievement of the goal areas in student achievement and parent & student satisfaction.
  5. An Alternative Kyrene Pay for Performance Plan (AKPPP) for teachers not present during the period of student achievement will be offered. This program is optional for new employees or those on leave the previous school year. The alternative program is intended to substitute for the achievement award. It is not to replace the parent and student quality rating components.

*The Curriculum Department will sponsor AKPPP. Six hours of coursework in the areas of curriculum and assessment will be offered to each teacher enrolled in the program.

Program Timeline:

December 2014: First payout for achievement data.

Spring 2015: Parent & Student Quality Rating Surveys completed.

May 2015: Second payout for achievement and parent & student quality rating survey results.

May 2015: Full pay out for AKPPP participants provided 301 goals are met.

Participants:

Summary of eligibility criteria:

  • Must have been employed in the Kyrene School District as a teacher during the 2013/2014 school year*
  • Current employee**of the Kyrene School District during the 2014/2015 school year
  • May not have a rating of ineffective within the 2013/2014 school year
  • Qualify as a teacher within the Kyrene School District in accordance with 301 Legislation. (Defined as an individual who is compensated on the teacher’s salary schedule and holds a position that requires teacher certification from the Arizona Department of Education and teaches at 50% of the time.)

* Or eligible based on alternative plan requirements for newly hired teachers or teachers returning from approved leave.

**Employees’ stipend amounts will be prorated according to their FTE for the 2014/2015 school year as well as the percent of time of employment within that year.

Indicators of Success:

Criteria / Payout Attained / Payout Attained
80% / 100%
Measures of Academic Progress to State Standards:
State Assessment District Letter Grade / District Letter Grade B / District Letter Grade A
Other Measures of Academic Progress:
District Summative Assessments
District Average ELA & Math End of Year / 50%-69%
Mastery / 70%+
Mastery
Student Attendance Rates:
100th Day Average Daily District Attendance / 93-94.9% / >=95%
Rating of School Quality by Majority^ of Parents (Survey) / B / A
Rating of School Quality by Majority^ of Students (Survey) / B / A
Professional Development:
Out of contract may teach* or take / 3 Clock Hours / 6 Clock Hours

^Largest percentage of respondents

*Approved through professional growth committee or Curriculum.

Compensation Plan for Program Awards:

The Academic Achievement Award is earned when assessment results indicate that at least the minimum award level is reached. An alternative program (AKPPP) is available for teachers who were not present during the designated achievement period.

The Teacher Performance Rating Award is earned when the performance rating is finalized during the designated time period and deemed to be Effective or Highly Effective.

The Parent and Student Quality Rating Awards are earned when survey data indicate the majority of responding parents and or students rate the quality of the school as an A or B.

These awards will be paid in two installments in Dec and May. Separate checks will be issued for the performance plan earnings. Compensation will not be added to regular paychecks.

The exact amount will vary depending on the program in which the teacher is participating, their level of FTE, professional development completed and contract length.

Should the projected amounts not materialize, the amounts shall be reduced pro rata based upon the actual funds received from the state.

Appeal Process:

Types of Appeals:

• Disagreement regarding participant eligibility.

• Disagreement regarding achievement of indicators of success.

Appeals Committee:

  1. An Appeals Committee will be identified. This committee will include the Executive Director of Educational Services or designee, the Assistant Superintendent of Human Resources or designee, the Assistant Superintendent of Educational Services or designee, one site administrator, and 4 teachers (one elementary, one middle school, one exploratory or special area, and one special education).
  2. The committee’s decisions are final.

Appeals Process:

  1. Teacher sends letter to the Assistant Superintendent of Human Resources requesting a review of concern. The letter should contain an articulation of the nature of concern and supporting documentation as appropriate.
  2. Assistant Superintendent of HR acknowledges receipt of request for appeal within 10 working days.
  3. Assistant Superintendent of HR sets meeting of the Appeals Subcommittee within 30 days, and notifies teacher in writing of the date, time and place of the meeting. The purpose of the meeting is for the Subcommittee to conduct a hearing “on the record”. The “record” is the letter of concern and any attached documents. It is the teacher’s responsibility to notify the Assistant Superintendent of a desire to attend the hearing and or summarize he/her position to the Subcommittee.
  4. Teacher will be informed of the decision of the Subcommittee within 10 working days of the Subcommittee meeting.

Kyrene Pay for Plan & Alternative Kyrene Pay for Performance Plan Parameters:

(Adopted April 22, 2014)

  1. The plan will support the District’s strategic plan.
  2. The Alternative Kyrene Performance Pay Plan (AKPPP) will also support academic growth goals.
  3. The plan will be designed to attract, retain, and motivate highly qualified teachers.
  4. The AKPPP will enhance the compensation for new and existing employees and establish student achievement goals to encourage all staff to work together for a common purpose.
  5. The plan will reward demonstrated skills and knowledge that support the goals of the district.
  6. The AKPPP will reward teachers not present during the achievement period for demonstrated skills and knowledge of district curriculum and assessments. Teachers present during the achievement period will need this same level of knowledge and skills to attain maximum levels of student achievement.
  7. The plan will compensate both group and individual teacher performance based on measurable pupil academic progress using a systematic procedure for determining goals to achieve equity and rigor.
  8. The AKPPP will reward group rather than individual performance based on measurable pupil progress as well as community satisfaction. A systematic procedure for determining the equity and rigor of the goals is an element of the program. The steering committee will be responsible for evaluating the rigor of the stated goals and make a recommendation to the Board for approval. Equity will be achieved through the equal opportunity of all teachers to participate in the program.
  9. The plan will complement current opportunities for performance pay in Kyrene, such as, National Board Certification and annual satisfactory performance of the teacher evaluation and growth system.
  10. The AKPPP complements current opportunities for performance pay.
  11. The plan will include a variety of different opportunities for teachers to earn compensation.
  12. The AKPPP will be a single payment for group-based and individual performance compensation that will complement existing opportunities within the overall compensation plan.
  13. The plan will distribute compensation in alternative non-recurring forms such as stipends, not as part of the salary schedule.
  14. The AKPPP will distribute compensation annually in the form of stipends.
  15. The plan will be designed in consideration of its demands on existing resources and the need for additional resources in the future to support its implementation.

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