May NCAE State Board of Education Review

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NCAE SBE Review SPECIAL POINTS OF INTEREST: Discussed several bills that have either passed the House or the Senate and the impact some of the anti –public school legislation will have on communities. Major concerns over SB 361, HB 831 and HB 944.

Approved the Race to the Top Career Readiness and College Course Completion Performance Measures. The tracking data for these measures will be an Unique Identifier Number for students that is NOT their social security number. This is data will be collected for students attending public institutions only.

J A N U A R Y

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R E C E I V E D A S I N F O R M AT I O N R E C O M M E N D AT I O N S F O R S A L A RY SCHEDULE CHANGES The information for salary reform was presented by Duke Terry Sanford Policy Graduate Students, with the goal to help policy makers revise the NC teacher salary schedule to promote a high-quality teacher workforce, especially in low-performing schools. This presentation can be found at: http://goo.gl/1oudQ and the full report can be downloaded from http://goo.gl/fmBLy The group worked with the Department of Public Instruction to define the policy question and scope of the research. The team selected this topic to address the current dialogue in the state around unfreezing the teacher salary schedule and compensating North Carolina’s teachers fairly. Resources used to assist in the preparation of the report and recommendations included a teacher survey conducted in March 2013 with responses from over 15,000 teachers. Over 12 stakeholder groups were interviewed; including representatives from Civitas, John Locke Foundation, North Carolina Association of Educators (NCAE), NC Fiscal Research Division, NCDPI Fiscal Research Division, Teach for America, Public School Forum and NC Teaching Fellows, along with Philip Price, JB Buxton, Bill Harrison, and Duke University faculty. Overview of the recommendations: 

New minimum starting salary should be $34,000 and in better budget times $42,500

Reduce the steps to 15 with at least a 5% increase between steps

Create a “real” incentive plan for statewide use in hard to staff schools

Change the salary incentive for Master’s and National Board Certification - suggestion was 4% and 6% respectfully. If one works in a hard-to-staff school, it should be 8% and 12% respectfully

Hold harmless teachers that might be impacted negatively

Create a LEA supplemental alternative salary compensation package that would meet their needs so the LEA could invest in quality teachers and retain teachers

This is only a recommendation and would cost the state at least $200 million to implement.

NCAE Center for Instructional Advocacy, Membership Organizing & Communication

May 2013


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