More on Teacher PayThe materials published at the meeting reflect an evolving conversation about teacher pay for training and experience (T&E). From the committee's funding narrative:
T&E should continue, until all teachers employed in the year immediately prior to implementation of the new model phase out of the system, to be calculated outside the base in the following manner. For example, if the new funding model had been implemented in FY16, this would apply to all teachers employed in FY15.
LEAs will continue to earn funding for all such teachers at the level that would have been earned based on T and E, including any step or education/training increases, unless the teacher is included in or opts into the new local salary model.
For all new teachers to the profession, and any existing teachers who are included in or opt into the new local compensation model developed and implemented by the LEA, funds will be allocated to the LEA based on the average teacher salary in the state during the most recent fiscal year.
During the transition period, while both T&E and new compensation models are in place, funding based on the state average teacher salary calculation that the district might have earned for current employees, who are not included in or who do not opt into a new local district model, but above what would have been earned under the T and E calculation, will be used to increase the base amount of funding for students statewide.
The committee also reached preliminary consensus that districts would proceed to adopt, adapt, or develop a new compensation model to meet the unique needs of the LEA.
All districts will select a state-developed compensation model or develop their own local model to submit for approval.
a. All new compensation models must have effectiveness as one component, but may also take into account experience, critical shortage areas, or other local priorities. The new compensation models cannot require existing teachers to make less than their contracted amount in the year immediately prior to the implementation of the new funding model.
b. All new compensation models must contain a provision that allows teachers employed in the year immediately prior to implementation the choice to opt in to the new system or to continue to be paid based on the T&E model unless the district has executed a contract with SBOE that includes a waiver providing flexibility in determining teacher compensation levels, models, and participation. For district accountability contracts currently in existence or in development with SBOE to be renewed in the future, the district must have begun to implement a new compensation model prior to the renewal date.
Districts that have accountability contracts with the State Board of Education will have the flexibility to allocate earned funds at their discretion, with the exception of funds earned for teachers continuing to be compensated under the T&E model, and would not be restricted by law or rule, nor tested by expenditure controls. Districts without accountability contracts will continue to be required to meet all expenditure requirements in Title 20 and State Board Rule.
Upon the effective date of a new funding formula, all new employees earn funds based on the state average salary and will be paid according to the new local compensation model adopted by the district.
The proposed model uses the T&E as a separate calculation in which each teacher who is currently above the state average T&E earns the state average salary funding of $50,767.69. Those teachers below the state average earn their actual T&E funding.
The state funded level for teacher salary will be adjusted periodically at an interval to be recommended by the funding committee.
The initial difference between the actual T&E funding earned by those teachers and the state average is added back in the base so that every student earns additional funding, $52.60 based on the FY16 state average salary.
The cost of continuing to compensate current teachers according to their T&E earnings, above the state average salary funding of $50,767.69, is $89,281,850.
During the committee's teacher pay discussion, members referenced Georgia Association of School Personnel Administrators (GASPA) recommendations available HERE.
