Three New Pay Elements in Pittsburgh Teacher Pact
The Pittsburgh district and its American Federation of Teachers-affiliated local union have reached agreement on a five-year contract that contains three significant new pay elements: a school-based performance-pay plan, a pilot individual performance-pay plan, and a salary schedule that puts much more emphasis on student results rather than teacher credentials.
The school-based bonus plan will award bonuses to staff at schools that make the most progress in lifting student achievement (within the top 15 percent in the state).
The individual performance-pay element, a voluntary pilot program, will be based on two factors: a mandatory demonstration of student growth through value-added measures or other yet-to-be-determined growth measures, and a "choice" component giving teachers credit for high performance on the teacher-evaluation system, demonstrated leadership, and providing professional development to others. Teachers could earn up to $8,000 additionally through this program. And teachers could choose to revert back to the salary schedule opt-out once the pilot ends.
One interesting provision says that teachers at the top of the salary schedule who elect to participate in the individual performance-pay program would forfeit the raise at that step in exchange for an increase in their base salary equal to 40 percent of the bonus amount.
Various members from the union and district will meet to work out all the details in these plans, with both the
The school-based bonus plan will award bonuses to staff at schools that make the most progress in lifting student achievement (within the top 15 percent in the state).
The individual performance-pay element, a voluntary pilot program, will be based on two factors: a mandatory demonstration of student growth through value-added measures or other yet-to-be-determined growth measures, and a "choice" component giving teachers credit for high performance on the teacher-evaluation system, demonstrated leadership, and providing professional development to others. Teachers could earn up to $8,000 additionally through this program. And teachers could choose to revert back to the salary schedule opt-out once the pilot ends.
One interesting provision says that teachers at the top of the salary schedule who elect to participate in the individual performance-pay program would forfeit the raise at that step in exchange for an increase in their base salary equal to 40 percent of the bonus amount.
Various members from the union and district will meet to work out all the details in these plans, with both the
