1. Merit & Incentive Pay Based on High Stakes Testing
ADMS 624
By: Solitia Wilson & Esra Kazanoglu
March 12th or 19th, 2014

2. Background Information
5 elementary schools
Increase teacher retention
Student performance
Schools selected based on demographics
Increase student achievement on high-stakes assessments
K-5 Classroom teachers eligible
5 year incentive fund
Evaluations
Teacher selected rubric
Esra –
It is with great hope that the incentive pay or merit pay would lead to the retention of highly qualified teachers in these schools as well as assist with the high stakes testing. A highly qualified teacher has the ability to enhance student achievement in the classroom. Due to the vast changes in society, it is of the utmost importance that schools considered to be promise schools (high-needs schools) and have difficulty maintaining student achievement; hire and retain these highly qualified teachers through the use of incentive pay.
The initiative will provide teachers and principals in Henrico County’s highest-need schools with incentive pay tied directly to effective and engaging classroom instruction leading to growth in student achievement.
Schools selected based on demographics and the demographics include: student population, free/reduced lunch, minority rate, students with disabilities, ESL students, and homeless students
This specific grant has one more year left in the 5 year incentive fund. Teacher Incentive Fund grant in the amount of $16,447,775 over five years
Classroom teachers are eligible for an $8,000 incentive. $5,000 is based on student achievement & $3,000 on teacher evaluations.
Teachers will select a specific rubric that they would like to focus on for the academic year. These rubrics assist by aligning teaching standards to ensure effective teaching.

3. Pro & Con
Increase in teacher retention
Highly-qualified teachers are more likely to remain at the challenge schools
Highly-qualified teachers will assist with the increase in student achievement
How can we prove the incentive fund increased teacher retention
It is difficult to prove why teachers are staying or leaving these challenge schools
E & S
Pro – Esra - Due to the vast changes in society, it is of the utmost importance that schools considered to be promise schools (high-needs schools) and have difficulty maintaining student achievement; hire and retain these highly qualified teachers through the use of incentive pay.
Con - Solitia – While some may want to think the incentive based programs support teacher retention, but some teachers may retire, transfer to other schools, may go out on maternity leave, or opt not to participate the following year.

4. Pro & Con Increased scores on high-stakes assessments
Teachers will utilize a variety of ways to teach specific concepts to ensure student achievement
Impact of a combination of student achievement targets and value-added measures of student achievement
It is our responsibility
Educators all have equal responsibility in student achievement
Resource teachers are NOT eligible for the merit pay program
E & S
Pro – Esra - The main focus of incentive pay is to ensure that all children have access to a quality education by supporting the recruitment, retention and training of high quality teacher leaders and leaders. This theory shows that it is only through high quality educators and administrators creating engaging learning environments that increased student achievement can be ensured.
Con – Solitia – We all have to bear the responsibility for increasing student achievements. Even resource teachers are helping to assist with core subject objectives; however they are not eligible to participate – we have to look at the bigger picture of providing incentives to everyone.

5. Pro & Con Same job for everyone Motivation
Merit and incentive pay will motivate teachers to improve and align teaching standards to ensure effective teaching
Performance-based compensation system based on the measurable impact of a combination of student achievement targets and value-added measures of student achievement
Same job for everyone
All teachers are responsible for the success of their students and merit pay should not impact the way they teacher their class
What happens when the funds are gone? Will teachers be less motivate again, will the student achievement rate drop
E & S
Pro - build teacher and principal capacity to increase student achievement by improving and aligning teaching standards to ensure effective teaching; developing district capacity to implement, scale-up, evaluate, and fiscally sustain a performance-based compensation system based on the measurable impact of a combination of student achievement targets and value-added measures of student achievement; and retaining a community of high-performing educators to drive academic achievement in the short and long term
Con – (DID YOU WANT TO ADD ANYTHING HERE)

6. Pro & Con Select our focus Administration varies
Teachers have the opportunity each year to select a rubric to focus on for their classroom observations
Increase the rigor and improve the way a teacher instructs students
Administration varies
Teachers have the ability to select their rubric, however, the administrators relationship with particular teachers may impact the teachers scores
Administrators may view certain teaching styles more positively than others based on how closely they follow the rubric
E & S
Pro – Esra - Through a professional growth and evaluation process, teachers receive an annual summative evaluation score. This process uses multiple measures of performance based on the Professional Qualities and Instructional Responsibilities. Merit pay will build teacher and principal capacity to increase student achievement by aligning and improving implementation of teaching standards to ensure effective and engaging teaching.
Con – Solitia – Administrators ultimately determine the final scores which determines the amount of incentive is received by each teacher. In addition, the relationship administrators have with teachers may impact the amount of funding teachers receive. This (DID YOU WANT TO ADD ANYTHING ELSE AFTER THE WORD THIS)

7. Conclusion Merit Pay Professional Performance and Development?
Increase student achievement?
Professional Performance and Development?
Impact of Performance Based Compensation?
E & S
Misc – Impact of Performance Based Compensation:
Stakeholders across role groups are generally positive about linking evaluation to compensation.
Stakeholders across role groups generally expect merit pay to improve teacher performance and student achievement.
Stakeholders across role groups generally expect that merit pay will result in attracting and retaining effective teachers in challenging schools.
Professional Performance and Development:
Perceptions about and attitudes toward the teacher evaluation process are mixed.
Principals and teachers voiced concerns about sufficient time and support for conducting all required observations with a high level of quality.
Teachers have confidence in, and a lack of clarity about, tailored professional development with the initiative.
The overall premise behind merit based incentives should increase student achievement, and hold teachers more accountable for student scores through observations.

8. Frequently Asked Questions
Is it a requirement for everyone? If not, how are they selected.
How does it work for a collaborative team (ESL, Special Ed.)?
How is student achievement determined (PALS, MWM, HATS, MAPS, SOL)?
E & S
Misc –
Optional program - Teachers responsible for a course with an end-of-year or end-of-course Standards of Learning assessment or those responsible for the results of the PALS assessment in the primary grades are eligible for the Merit Pay Initiative.
The initiative will provide teachers and principals in district’s highest-need schools with incentive pay tied directly to effective and engaging classroom instruction leading to growth in student achievement.