Policy 3.302

Performance Pay for School Administrators and Instructional Personnel

1. Purpose.-- Pursuant to Fla. Stat. § 1012.22(1)(c)4 (effective May 16, 2002), which requires the School Board to adopt a performance-pay policy for outstanding performance of school administrators and instructional personnel, the Board establishes this Policy to furnish incentives for improvement in training and continued effective service, with the goal of promoting learning gains of students in such employees' classrooms or schools.

2. Salary Schedule and Budget.-- The fiscal aspects of the performance-pay program are implemented as follows:

1. Salary schedules recommended by the Superintendent, for the 2002-2003 fiscal year and thereafter, for school administrators and instructional personnel shall allow such employees to earn a five-percent (5%) supplement in addition to their individual, negotiated salary if they have demonstrated outstanding performance as measured under the assessment procedure of Fla. Stat. § 1012.34, and the provisions of this Policy.

2. The School Board budget for the 2002-2003 fiscal year and thereafter will include a performance-pay reserve to fund the performance supplements adopted in the salary schedule, as required by Fla. Stat. § 1012.22(1)(c)4.

3. The five-percent performance supplement shall be calculated on the employee's base fiscal-year salary for the year in which the employee demonstrated outstanding performance as defined in Section (3) herein.

4. Any supplement paid to an individual under this Policy will be treated as set forth in applicable Florida Statutes and State Board of Education Rules. The employee shall have to qualify annually to receive the supplement.

3. Rating Performance.-- As required by Fla. Stat. § 1012.22(1)(c)4, outstanding performance shall be identified under the performance assessment procedures of § 1012.34(3), which mandates that "the assessment procedure for instructional personnel and school administrators must be primarily based on the performance of students assigned to their classrooms or schools, as appropriate." More specifically, outstanding performance shall include the following:

1. School Administrators.-- Outstanding performance of principals and assistant principals will be determined through the District's Leadership Performance Appraisal System, as approved by the Department of Education, which includes criteria for: ratings on the appropriate evaluation instrument (the Competency Assessment Instrument or the Accomplished Educator's Instrument); exceeding the improvement objective for student achievement; and achieving or exceeding another priority improvement objective. Such outstanding performance will be based in part on a determination of schools with the highest rate of student improvement for each year.

2. Instructional Personnel.-- For purposes of § 1012.22(1)(c)4, outstanding performance of teachers, media specialists, guidance counselors, school psychologists, and other members of the Teacher bargaining unit who are eligible to participate under this plan, will be determined under Fla. Stat. §§ 1012.28(3) and 1012.34(3), through the following:

1. No Concerns in Evaluation.-- For both the prior and current school year, the employee must have received an evaluation with no areas of concern listed; and

2. Portfolio Requirements.-- The employee must have demonstrated outstanding performance in their subject area by receiving an outstanding rating on a portfolio. Instructional employees, other than school psychologists and guidance counselors, may fulfill the portfolio requirement by obtaining National Board Certification ("NBC"). If NBC is not available for the employee's primary area of responsibility, the employee will need to comply with the portfolio requirements set forth by a committee of CTA-selected representatives and District-selected representatives; and

3. Student Performance.-- The employee must have demonstrated highly-successful educational methods through positive student performance. The performance gains will be determined annually consistent with Fla. Stat. § 1012.34 (3), (3)(a). More specifically, only the instructional personnel in the following categories will be deemed to have demonstrated sufficient student performance (as long as they also have no areas of concern on their evaluations for the prior and current school year and have fulfilled the portfolio requirement):

1. Learning Gains: After Meeting the Initial Qualifications

1. Those whose school achieves sufficient school-wide learning gains (at a level to be determined pursuant to subparagraph (3)(b)(iii)(B) below) and meet the requirements set forth in either (a) or (b) below:

1. Those (non-FCAT) who have demonstrated their contribution to the improved schoolwide learning gains by doing the following:

1. set an objective in a subject area tested by the FCAT;

2. apply an intervention/strategy to meet that objective; and

3. accomplish an outcome which results in contribution to improved schoolwide learning gains; or

2. Those who have demonstrated their success in achieving gains in their primary area of responsibility by doing the following:

1. set an objective in their primary subject area;

2. apply an intervention/strategy to meet that objective;

3. accomplish an outcome that demonstrates performance in their primary subject area.

2. Alternatively, those whose

1. school may not have achieved sufficient schoolwide learning gains; and

2. classroom did achieve sufficient learning gains; and

3. primary responsibilities are in areas assessed on the FCAT.

2. Definition: "Sufficient learning gains."-- The sufficiency levels for the schoolwide and classroom student learning gains mentioned in sub-subparagraphs (3)(b)(iii)(A)(1-2) shall be determined by the Department of Research and Evaluation annually after the FCAT results are available.

4. Implementation.-- The provisions of this Policy are to be applied consistent with the CTA Agreement and shall sunset should Fla. Stat. § 1012.22(1)(c)4 be repealed.