Now, How Do Salaries Work Here Again? Presented by: Eagle County Schools Administration & Eagle County Education Association ECS Board of Education Adopted April 23, 2008

Performance Pay at ECS Performance Pay at ECS consists of 2 Parts: Annual End of Year Bonus Salary Increase These are… NOT the same amount. NOT calculated the same way. One does NOT determine the other.

Your Bonus… Bonuses are based on student test scores. Bonuses are different for each building. You get a different bonus depending on in which building you work. If you are a district employee (or assigned to more than one building) you get the average bonus from all the buildings.

More Bonus… Each building has an “Assessment Index” The Index is made up of 4 parts… –District-Wide ACT Results –District-Wide CSAP Results –Building-Wide NWEA Results –Building-Wide CSAP Results This Index yields a value between 0-4% for each building.

Calculating the Index, ACT The ACT Component –Uses the Composite Average Score from BMHS and EVHS. –If the District Composite is … Below State Composite = Index goes up 0% Between 0 and.33 Above State = Index goes up.25% Between.34 and.66 Above State = Index goes up.50% Between.67 and.99 Above State = Index goes up.75% Over 1.00 Above State = Index goes up 1%

Calculating the Index, District CSAP District-Wide CSAP –Uses “Catch-Up/Keep-Up” Method –District must move kids who are not proficient or advanced in the right direction. –District must keep kids who were proficient or advanced in the past at that level. –Statistic is between 0 and 100% For example, a 61% “Catch-Up/Keep-Up” means that 61% of our kids stayed proficient or advanced on the CSAP, or at least moved in that direction.

Calculating the Index, Building NWEA Building-Wide NWEA –Based on Dr. William Sander’s “Value-Added” approach to assessment analysis. –“Value-Added” … Predicts where kids should grow based on all existing assessment data available. Evaluates where kids actually grew on their pre and post NWEA assessments. Determines if the school brought kids in statistically significantly “Above”, “Below”, or “Not Distinguishably Different” than expected. Index increases as more “Above” and “NDD” results are made, between 0-1%.

Calculating the Index, Building CSAP Building-Wide CSAP –Uses historical building CSAP data over past 3 years. –School must beat average % of students who made “Catch-Up/Keep-Up” over the past 3 years. –Index increases when school maintains the historical average, or beats the historical average by larger amounts.

Calculating the Index For bonus, the index was… SchoolDistrict ACTDistrict CSAPBldg NWEABldg CSAPINDEX AES % BMHS % BCMS % BCES % EVES % EVHS % EVMS % EES % GCMS % GES % MMES % MMS % RCHS % RHES % RSES % DISTRICT %

An Example Bonus Let’s say a teacher’s salary was $50,000 for NOTE: This is the CONTRACT salary, meaning what the teacher was contracted for at the beginning of the year. This DOES NOT include … –End of Year Bonus –Advanced Degree Stipends –Master/Mentor Stipends –The Market Adjustment –TIF Bonus

An Example Bonus, cont. If the contract salary was $50,000 … And the teacher worked in a school with a 2.3% index … The bonus would be … –$50,000 X 2.3% = $1,150. This is a BONUS. It is NOT added to salary. It is NOT included any other calculations. It is a stand alone BONUS.

Salary Increases Salary Increases are based on 2 parts … –A Negotiated/Inflationary Component –A Performance Based Component The Negotiated/Inflationary Component… –May vary each year. –Allows for a market adjustment each year. –Changes based on … School Finance District Needs/Priorities The Economy Inflationary Pressures Results of Negotiations

Salary Increases Performance Pay Component –Varies between 0-4% increase for each employee based on evaluation scores. –Higher evaluations get higher raises. For example… –Unacceptable = 0% –Needs Improvement =.5% –Professional, Below the Mean = 1% –Professional, At or Above the Mean = 2% –High Performing = 3% –Exceptional = 4%

An Example Salary Increase Let’s say (again) a teacher’s salary was $50,000 for NOTE: This is the CONTRACT salary, meaning what the teacher was contracted for at the beginning of the year. This DOES NOT include … –End of Year Bonus –Advanced Degree Stipends –Master/Mentor Stipends –The Market Adjustment –TIF Bonus

An Example Salary Increase The teacher’s CONTRACT salary is $50,000. Teacher adds 2% from the Negotiated/Inflationary Component. Teacher scores in the “Professional – Above the Mean” category and gets an additional 2% from the Performance Pay Component. Total Increase = 4% $50,000 X 4% = $2,000 New Salary = $52,000

Putting it All Together, 2 Examples Teacher B Salary: $40,969 (3 Yrs Placement CONTRACT Salary) Assessment Index: 2% Bonus: $40,969 X 2% = $ Negotiated Inflationary: 2% Needs Improvement Evaluation:.5% Total Increase: 2.5% Increase: $40,969 X 2.5%= $1024 Salary: $40,969+$1,024 = $41,993 Teacher A Salary:$38,650 (First Year Placement CONTRACT Salary) Assessment Index: 3% Bonus: $38,650 X 3% = $1, Negotiated Inflationary: 2% High Performing Evaluation: 3% Total Increase: 5% Increase: $38,650 X 5% =$1,933 Salary: $38,650+$1,933 = $40,586

Minimums Salary minimums are set every year based on market conditions. The district wants to be competitive for top talent AND recognizes we live in a high cost of living area. We set minimums based the averages of districts we compete with for employees. These include (for example)… –Front Range Districts (Jeffco, Boulder, Douglas Co) –Colorado Mountain Districts (Aspen, Summit, Durango) –Out of State Resort Districts (Lake Tahoe CA, Park City UT, Jackson Hole WY, Sun Valley ID)

Maximums Salary maximums are also set every year based on market conditions. We set maximums based the averages of our competition districts as well. In many cases, our maximums are ABOVE the maximums in other districts with which we compete for employees. If you hit the maximum for your position CONGRATULATIONS! You are compensated at the very top levels for someone doing your job!

I Hit the Max – What do I do!?! You have several options … 1.Nothing! You are paid at the top level for someone doing your job. The maximum will be evaluated every year to see if the market demands an increase. 2.Improve your skills! A proven way to make more money is to improve your skills through education and responsibility to make yourself more marketable for better paying positions. 3.Change Jobs! While we hope you stay with ECS, we want all employees to feel challenged and valued in their professional lives. Take a look around and ask about your career options. 4.Supervise! One clear way of getting higher pay is taking on supervision responsibilities over other employees.

Questions? Please Contact … Jason E. Glass – Director of Human Resources Erika Donahue – Eagle County Education Association Todd Huck – Eagle County Education Association