InnovativeCompensation Strategies

Dom Summa, Assistant Executive DirectorCalifornia Teachers Association

March 30-31, 2009

Evaluating Compensation Models

Any Model Must Be Consistent with the CTA Mission and Policy

The CTA Mission Statement:

Advance the Cause of Free, Universal, Quality Public Education

Secure a More Just, Equitable and Democratic Society

Improve Conditions of Teaching and Learning

Protect and Promote the Well Being of its Members

Protect Human Dignity and Civil Rights

“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

Educational Change Workgroup Report

Part 2 Approved by State Council – January 2008

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

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

Examples of Collaboration

• Denver’s ProComp Plan

• Minnesota’s “Quality Compensation Plan” (Q-Comp)

• San Francisco Plan

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