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Oconomowoc Area School District

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Oconomowoc Area School District Oconomowoc Area School District 2016-17 Educator Compensation Model Members of Steering Committee • Becky Beck, PKL Teacher • John Flannery, Dir of C&I • Tina Behrens, PKL Student • Beth Kauffeld, OHS Teacher Services • Joan Marley, EE Coordinator • Pam Casey, Dir of Human • Rick Meyers, OHS Teacher Resources • Julie Palm, MDV Teacher • Danielle Chaussee, OHS Teacher • Roger Rindo, Superintendent • Jason Curtis, NHI Principal • Beth Sheridan, Dir of Business • Lisa Doctor, MDV Teacher Services • Brad Ducklow, OHS Teacher • Brian Stuckey, SUM Principal • Angela Fisher, OHS Student Services Overview of Changes – Band Names and Salaries • Band name descriptors were changed to Roman Band V time $79,000 District / Regional / Numerals. State Focus Band IV $62,000 $77,000 District Focus Band III • The starting salary $54,000 $67,000 for Band V was Building Focus Band II $46,000 $56,000 established as Team Focus $79,000, and the Band I $42,000 $47,000 maximum salary Over Growth Promotion Self Focus was removed. Annual Pay Growth Overview of Changes – Years of Experience and Promotions Yrs' Exp EE Cycle 4 Yr Initial Educator License 5 Yr Initial Educator License • Years of service are 0 EE Band I Band I more clearly 1 EE Band I Band I defined and do not 2 Band I Band I 3 Band I Band I overlap. 4 EE Band II Band I 5 Band II Band II • Promotion from 6 Band II Band II Band I to Band II 7 EE Band II Band II 8 Band III Band III will coincide with 9 Band III Band III receipt of DPI 10 EE Band III Band III Professional 11 Band IV Band IV 12 Band IV Band IV Educator license 13 EE Band IV Band IV and principal 14 Band V Band V recommendation. Overview of Changes – Promotions • Principals and district administrators will continue to evaluate and decide promotion requests to Band III as a group to ensure consistency in decisions. • The appeals process and appeals committee are eliminated as a result. • Efforts will be made to notify applicants of promotions decisions before winter break. • The Applicant Guide was revised for ease of use and has designated areas to describe PPG and SLO efforts as well as student activities outside of the day (i.e. coaching, club advising). Overview of Changes – Educator Effectiveness • EE scores will not be used for raises within the bands until the 2017-18 school year. • New-to-district staff will be evaluated in the first 2 years and then put on the 3-year cycle. • Average EE score for Band I educators was eliminated, and the most recent EE score will be used consistent with the other bands. • Average EE score for advancement to Band V was changed from 3.2 to 3.4. Overview of Changes – Salary Increases • Salaries for staff who fall within the band salary ranges are increasing by 1.5%. • The band salary jumps were confirmed: Band I to Band II: $1,500 Band II to Band III: $5,000 Band III to Band IV: $2,500 Band IV to Band V: salary increase to starting salary of Band V range Overview of Changes – Salary Pathways Representation of future salaries with annual pay growth and promotions: Salary difference to Band V starting $ PROMOTION $79,000 Band V Annual % Raise time Salary difference to Band IV starting $; $2500 minimum PROMOTION $62,000 $77,000 Band IV Annual % Raise Salary difference to Band III $54,000 $67,000 starting $; $5000 minimum PROMOTION Band III Annual % Raise Salary difference to Band II $46,000 $56,000 starting $; $1500 minimum PROMOTION Band II Annual % Raise $42,000 $47,000 Band I Annual % Raise Promotion Growth Over Growth Promotion Annual Pay Growth 2015-16 = 1.0%; 2016-17 = 1.5%; 2017-18 = Vary by EE score Band salary maximum may not be exceeded through either a promotion pay jump or annual % salary increase. Overview of Changes – Other Pay Changes • The $600 “grandfathered” stipend will be paid in 2016-17 and is discontinued after next school year. Band salary ranges will be benchmarked for competitiveness for 2017- 18 which may result in adjustments to the top band salaries. This may result in “grandfathered” individuals falling within the new salary range. • Bonus language was removed from the model. • Critical shortage stipend payments for retention purposes remain in the model. Payment may be up to $5,000 for 3 years. .
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