Districts cannot afford to funnel so many resources into a system that does not reward the best teachers or provide incentives for teachers to improve and contribute.
Traditional teacher-salary structures treat all teachers equally, rewarding teachers for years of experience and course credits whether or not they perform well. Yet research shows that neither experience (after the first three to five years) nor master’s degrees (except degrees in math) are correlated with teaching effectiveness.
Most districts offer little or no additional money to teachers based on the subject they teach (ignoring the competing career opportunities they may have), the need level of their students and schools, their effectiveness, or their willingness and ability to take on additional responsibilities (e.g., lead teacher, teacher mentor, curriculum leader).
The analyses in our worksheets will show you how to evaluate the components of your district’s compensation system, specifically: