Pay for Performance

Our schools pay scale is composed of two elements. One element follows a step
schedule in which teachers base salaries are determined by the number of years of experience
and the teachers level of education and or certification. Movement on the scale may be vertical
or horizontal. An additional component is based on performance. There are several
determinants for measuring performance which we have chosen as our focus because they
have proven to be areas that need to be improved, they are related to student achievement
outcomes and because they are of great value to us. They include improvement in student
performance, increased attendance and graduation rates and demonstration of continual
professional development.

Determinants
Improvement in student
performance
Increase attendance rate

Affected party
Individuals and grade levels

Increase in graduation rate

school

Professional development

Individual

school

Measure
Baseline assessment and end
of year assessment
Rate of increase based on
previous year
Rate of increase based on
previous year
Attendance at
workshops/classes; report to
faculty

Knowledge and Skill Base

The basis of the pay structure is the step model. However, teachers have the opportunity to
bump up their salaries by doing taking advantage of one or more of the following knowledge and
skill improvement areas:
Earning state teaching certification
Earning an advanced degree that is relevant to current certification or teaching position

Attending professional development above the minimum required hours set by the
district, diocese, or school.

The professional development hours are categorized by district/diocesan level administrators

according to rigor, relevance to teaching position, and reputation. The number of hours earned in
the respective professional development categories above required hours is totaled at the end of
the school year and applied to the following contract year's salary. Compensation for earning a
teaching certificate or a relevant advanced degree is added to the salary at the start of a new
contract year and stays on the contract as a permanent addition. This avoids overwhelming the
budget with payouts at the end of the school year. Exact compensation amounts for each
opportunity are determined at the district/diocesan levels. This is in place of rank or lane
changing.
Career Ladder
1.
2.
3.
4.
5.
6.
7.

Bachelors degree in appropriate content area (maximum 3 years)

Licensed Certificate (mandatory)
15 hours Professional Development /Mentoring/Chair of Committee
Masters degree or Department Chair
Masters plus 15 hours PD /Collaborative Team Leader
Masters plus 30 hours PD
PhD