North Carolina Teacher Salaries

1
North Carolina Teacher Salaries
State Board of Education March 2013 Alexis
Schauss, Director of School Business
2
Educator Salaries and Benefits2011-12
Expenditures from fiscal year 2011-12
3
State Public School FundSalary and Benefits by
Type2011-12
4
Educator Salary Schedules

• The salary schedules are determined annually by
  legislation.
• Step and Lane schedules where by
• the Steps are years of experience 0 to 35
• the Lanes are education (Bachelors, Masters and
  National Board Certification (NBPTS)
• Movement to the next step increase is not
  automatic and must be authorized by the General
  Assembly.
• All schedules are derived from the Bachelor
  schedule.
• Additional compensation may apply including local
  salary supplement, longevity, mentor pay and
  performance bonus.

Division of School Business NC Department of
Public Instruction
5
Personnel Paid from the Teacher Salary Schedule

• Classroom Teachers
• Media Coordinators
• Guidance Counselors
• Social Workers
• Certified nurses

Division of School Business NC Department of
Public Instruction
6
Personnel Paid from a Derivative of the Teacher
Salary Schedule

• Masters schedule 5 steps
• Psychologists, audiologists and speech language
  pathologists
• Masters Schedule 1
• Assistant Principals
• 8 Graduated Schedules from Asst Princ
• Principals.
• Schedule determined by school size not years of
  experience

7
(No Transcript)
8
Salary Schedule 2012-13
1,260 annual for Advanced degree 2,530 annual
for an Advanced and Doctorate degree
9
What is the impact of no pay change ?

• 14,550 (18) state funded teachers are paid at
  the bottom step.
• 11,444 (14) of those are paid at the lowest base
  pay of 30,800.
• The big steps that were retention tools from the
  4th to 8th step are now at the 7th to 11th step.
• 35 years to get to the top of the earning scale.

10

• It takes 15 years for a teacher with a Bachelors
  degree to make 40,000.
• In 2008-09, a 5 year teacher had a base pay of
  35,380.
• In 2012-13, a 5 year teacher has a base pay of
  31,220. A decrease of 4,160, (close to a 6,400
  drop in purchasing power).
• Affected the population of the classroom teachers.

11
Change in Classroom Teacher Population State
Funded 2008-09 to 2012-13
Change in FTE
4,644 less FTE of state funded classroom teachers
in 2013 than in 2009
12
What is the Goal of a Pay Structure?

1. Attract high quality individuals into the
   profession
2. To incentivize the individual to excel
3. To retain individuals who are highly effective

13
NC Teacher Compensation Issues

1. Level of Pay
2. The Structure of the Pay

14
NC Average Teacher Compensation vs. National
Average
Source NEA Ranking and Estimates December NC
2011-12 updated for final, 2012-13 estimate
15
NC Average CompensationSoutheast States
16
Percentage Change in Average Salary
NC is ranked last in the 10 year percent change
in average salary from 2001-02 to 2011-12 at only
7.7. This is -15.7 in constant dollars. If
NC had increased average salary at the national
average (24) the average salary would be
52,923, which is 7,000 more than the current
average salary and within 2,500 of the national
average
Source NEA Rankings and Estimates December 2012
17
Materiality

• There are approx. 82,000 state funded teachers
  and an additional 13,000 paid from other sources.
• A step increase is 1.76 or 83.4m for licensed
  personnel.
• It would take approximately 420m to place all
  teachers Instructional support on the step they
  would have been on.

18
Pay for ExcellenceSession Law 2011-142

• Allows LEAs to develop a plan of performance pay
  for all licensed personnel. Criteria for award
  of bonuses or adjustments to base pay should
  include, but are not limited to, the following
  factors
• Annual growth of a students assigned to a teacher
• Annual growth of students assigned to a school
• Assignment of additional instructional
  responsibilities
• Assignment to a hard to staff school
• Assignment to a hard to staff subject area.

19
Alternate Salary Structures
20
Dollar allotment

• The General Assembly appropriates funds for
  teacher pay and an allocation is made to the
  LEAs.
• The LEAs determine how to pay their teachers.

21
Dollar allotment

• Advantages

• Disadvantages

• Local control to meet the local needs

• Eliminates position allotments
• Discourages LEAs to employ experienced teachers
  due to the higher cost
• Penalizes LEAs with low turnover

22
Shortened Schedule

• Reduce the State Salary schedules, thereby
  providing an accelerated route for teachers to
  reach the maximum compensation.
• A 15 to 20 year salary schedule with or without
  differentiation for Masters, NBPTS

23
Shortened Salary Schedule

• Advantages

• Disadvantages

• Reduces the time to reach the maximum
  compensation
• Doubles the percentage increase for each step for
  experience
• Relatively easy to transition
• Position Allotments remain

• Still pays teachers based on experience and
  education
• Compensation does not help recruit and retain at
  the hardest schools and subject areas

24
Promotional

• Teacher positions are classified in to different
  levels depending on criteria.
• Each level has a range. The LEA determines the
  pay for each teacher within the appropriate
  range.
• For instance
• Beginning 31,000 to 35,000
• Developing 35,000 to 45,000
• Advanced 45,000 to 60,000
• Master 60,000 to 68,000

25
Promotional

• Advantages

• Disadvantages

• Provides some flexibility to LEAs
• Provides a career path for teachers, earning
  promotion for performance accomplishments,
  additional instructional responsibilities

• If position allotments were used, complexity in
  budgeting.

26
Hybrid

• One State Salary Schedule serves as a minimum
  base pay for all teachers in the state based on
  their years of experience.
• The LEAs receive an allotment to differentiate
  pay based on criteria in the Pay for Excellence
  provision.

27
Hybrid

• Advantages

• Disadvantages

• Mixes state and local control
• All teachers are paid at a minimum
• LEAs use the additional allocation to
  differentiate to meet their local challenges

• Without additional funding it would difficult to
  implement
• Monitoring labor intensive

28
Restructure the PayThings to Consider

• Funding
• State vs Local Control
• Support from Stakeholders
• Other support

29
Appendix
Minimum Maximum Salary for Classroom
Teachers Fiscal Year 2012-13
(1) Amount included for maximum is 15 of
certified salary. Local Supplements range
from 0 to 25 depending on the LEA and the years
of experience (2) 16th teaching year 15 years
experience