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For Teachers

Performance Pay

Why are We Doing This?

The number one reason for pursuing a new compensation system is to improve overall district performance. This plan has come about as an effort to reward outstanding individual and group performance as it relates to measurable goals.

But there are other compelling reasons, too. Doug Hartman, past president of the Colorado Federation of Teachers, wrote that the teachers of Douglas County are taking a chance on performance-based compensation because of "the need for change in our profession, and the general mood of the public and legislature. . ."

Reinventing an old way of compensating teachers has not been easy, but that's precisely what has happened in Douglas County School District. An extensive review of private sector approaches to paying employees has enabled the transfer of many relevant concepts to the school district's new plan. But the plan does not undermine the important element of collegiality and teamwork that people will see in Douglas County today.

On the legal front, Colorado State legislators are still considering proposals that would set state mandates and timelines for school districts to move toward performance pay. Members of the Teacher Compensation Plan Committee have been directly involved in Legislative testimony and the school district has received the praise and support of legislators for work already completed. "We know we can create a better pay system in Douglas County, and we are committed to making it work," says Assistant Superintendent Ellen Bartlett.

Incentives for Quality

The new pay model focuses on rewarding teachers for their individual performance. Unlike the old system of step increases, this approach is not primarily dependent on length of service for improved compensation. Any professionally licensed teacher will have the ability to apply for additional compensation by providing proof of their effectiveness in the classroom.

The total pay package, which has been in place since July 1, 1994, is made up of: Individual Teacher Evaluation Credit, Knowledge Level, Outstanding Bonus, Group Incentive Pay, Skill Blocks, Responsibility Pay, and a Master Teacher Program. Every attempt has been made to keep this plan simple and effective. Teachers, administrators and community members need to understand how it works, in order for it to link meaningfully with performance.

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