STRATEGIC COMPENSATION

Policy Action: Support Districts to Use Compensation More Strategically

Currently, more than $400 million every year—more than $200 per student—goes to reward teachers for completing graduate coursework and degrees, the vast majority of which are unrelated to teachers’ assignments or needs.22 This large investment occurs despite the fact that, with minimal exceptions, there is no evidence that advanced degrees increase teacher effectiveness in the classroom.23 At the same time, many schools and districts struggle to fill critical vacancies, others struggle to find money to extend the school day and year, and still others cannot afford to pay teachers to coach and mentor their younger colleagues.

Provide matching dollars to districts willing to redeploy funds around strategic needs. While the state cannot (and should not) be in the business of rewriting individual collective bargaining agreements, it should be prepared to reward districts and collective bargaining units willing to do away with the out-dated practice of providing automatic pay bumps for graduate degrees and certificates in favor of putting those dollars to more strategic use: lengthening the school day or year, attracting teachers in high-need fields, incenting high-performing teachers to teach in low-performing schools, rewarding outstanding performance, or coaching new or truggling teachers.

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