Innovative Compensation Strategies Dom Summa, Assistant Executive Director California Teachers Assoc

1
InnovativeCompensation StrategiesDom Summa,
Assistant Executive DirectorCalifornia Teachers
AssociationMarch 30-31, 2009
2
Evaluating Compensation Models

• Any Model Must Be Consistent with the CTA Mission
  and Policy

3
The CTA Mission Statement
4
Protect and Promote the Well Being of its Members
Improve Conditions of Teaching and Learning
Advance the Cause of Free, Universal, Quality
Public Education
Protect Human Dignity and Civil Rights
Secure a More Just, Equitable and Democratic
Society
5
We Believe Every Alternative Compensation System
Must Meet These Minimum Standards for Adoption

• CTA State Council in April 2007 adopted a list
  of minimum standards
• List used data from other states, such as
  Minnesota
• Included as CTA Handout

6
Educational Change Workgroup ReportPart 2
Approved by State Council January 2008
7
Teacher Compensation

• Improve Overall Teacher Pay in Order to Recruit
  and Maintain a Professional Teaching Force
• Single Salary Schedule Continues to be a
  Foundation of Teacher Pay
• Pay System Should Promote Teaching as a Career

8
Teacher Compensation

• Successful Compensation Systems Should
• Be voluntary, locally bargained and available to
  all unit members
• Be funded by new money, above the current
  funding, and that new funding to support the new
  system must be guaranteed and permanent
• Provide salary enhancements that are adequate,
  fairly distributed and designed to support
  professional practice

9
Examples of Collaboration

• Denvers ProComp Plan
• Minnesotas Quality Compensation Plan (Q-Comp)
• San Francisco Plan

10
Next Steps

• Improve from 48 in our effort to fund California
  Schools
• Fully fund BTSA and PAR programs to provide
  support for newer teachers and assistance to
  experienced teachers
• Union involvement is necessary