Albuquerque Public Schools |
NM |
Evaluation ratings are one factor of many that determine whether or not a teacher can advance to Level 2 or Level 3 in the three-tiered licensure system with corresponding salary schedules (see footnote)
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More information
New Mexico has a three-tier licensure system, which includes annual evaluations. Teachers must complete and submit a Professional Development Dossier to advance to each level, and some of the strands in that dossier are based, in part, on evaluation ratings. Each Level has a corresponding salary schedule, with Level 3 having the highest base salary. A teacher may advance to Level 3 after three years on Level 2 if they hold a MA or National Board Certification, and Level 1 teachers may advance to Level 2 after the third year of experience, but must advance to Level 2 by the end of the fifth year of experience at Level 1. Advancing to Level 3 is optional.
-
Citation
Valid: 2020-2021 to 2020-2021
State website, FAQS: Three-Tiered Licensure Systems: https://webnew.ped.state.nm.us/bureaus/licensure/10967-2/
State website, Educator Resources for Completing the Dossier or OPAL: https://webnew.ped.state.nm.us/bureaus/licensure/dossier-and-opal/educator-resources-for-completing-the-dossier-or-opal/
|
89,788 |
69% |
Aldine Independent School District |
TX |
No salary increase for the lowest evaluation rating Other Or a step freeze for two consecutive years of a "Needs Improvement" rating
-
Citation
Last approved/revised: 2019Board Policy DEA (local), pp. 1 & 2: http://pol.tasb.org/Home/Index/583 Salary Schedulep. 17 (pdf), Sec. 2..K
|
66,854 |
87% |
Alpine School District |
UT |
No salary increase for the lowest evaluation rating
|
81,715 |
16% |
Anchorage School District |
AK |
No salary increase for the lowest evaluation rating Members on a plan of improvement are not eligible for step movement and educational attainment.
|
46,115 |
19% |
Anne Arundel County Public Schools |
MD |
No salary increase for the lowest evaluation rating
-
More information
Longevity and a general wage increase are also withheld for an Unsatisfactory rating.
-
Citation
Last approved/revised: 2006
Board Regulation GCI-RA, p. 4, F.3: http://aacpsschools.org/boardpolicies/
|
83,300 |
32% |
Anoka-Hennepin School District |
MN |
No salary increase for the lowest evaluation rating
|
38,802 |
32% |
Arlington Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
59,900 |
73% |
Atlanta Public Schools |
GA |
Issue not addressed in scope of NCTQ reviewed documents see footnote for state law
|
52,377 |
75% |
Austin Independent School District |
TX |
Evaluation rating determines salary increase Other Distinguished, Highly Effective and Effective evaluation ratings earn teachers professional points under the Professional Pathways for Teachers (PPfT). The number of points earned determines if teachers receive base salary increases (see footnote).
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More information
Distinguished evaluation ratings for teachers in "standard" schools earn 10 points and those in "enhanced campuses" earn 20 points; Highly Effective raings for teachers in "standard" schools earn 7 points and those in "enhanced campuses" earn 12 points and Effective ratings for teachers in "standard" schools earn 4 points and those in "enhanced campuses" earn 6 points (note that based on the use of "enhanced" in regards to evaluations NCTQ is making the assumption that it's in reference to enhanced campuses). The first 5 points earned increase a teacher's base salary by $500, a total of 10 points and every 10 points thereafter (to a maximum of 300) increase a teacher's base salary by $750. Teachers are also able to earn 1 point for their current year of service, 2 points for professional development and 15 points every two years for participating in leadership pathways.
-
Citation
Valid: 2020-2021 to 2020-2021
District website: https://www.austinisd.org/tad/employee-effectivenes/ppft/compensation
-
Past Policies
Issue not addressed in scope of NCTQ reviewed documents
(12/29/2020)
Issue not addressed in scope of NCTQ reviewed documents
(06/18/2019)
Issue not addressed in scope of NCTQ reviewed documents
(04/11/2018)
|
80,032 |
53% |
Baltimore City Public School System |
MD |
Within a career pathway, teachers advance an interval upon earning 12 Achievement Units (AUs). AUs are earned in various ways, including evaluation ratings (see footnote).
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More information
Interval movement within a Pathway requires 12 Achievement Units. There are a number of ways to earn Achievement Units (AUs); including, 12 AUs for receiving the highest evaluation rating (Proficient or Highly Effective); 9 AUs for receiving the second highest or middle rating (Satisfactory or Effective) and 3 AUs for any rating above Unsatisfactory or lowest rating (Developing) that requires support or intervention.
-
Citation
Valid: 2019-2020 to 2020-2021Contractpp. 20 & 21, Article 5.2.C. District website: https://www.baltimorecityschools.org/career-pathways
|
79,297 |
100% |
Baltimore County Public Schools |
MD |
No salary increase for the lowest evaluation rating The assistant superintendent will recommend to the superintendent that teachers with an ineffective rating be rated "Second Class", which results in a salary freeze at the teacher's current step
|
113,814 |
50% |
Billings Public Schools |
MT |
Issue not addressed in scope of NCTQ reviewed documents
|
16,958 |
36% |
Bismarck Public Schools |
ND |
Issue not addressed in scope of NCTQ reviewed documents
|
13,197 |
23% |
Boston Public Schools |
MA |
No salary increase for the lowest evaluation rating
|
51,433 |
68% |
Brevard Public Schools |
FL |
Evaluation rating determines salary increase Other Annual increases for Highly Effective ($2,001 if on performance schedule; $2,000 if on grandfathered schedule) and Effective ($1,500) ratings; No salary increase for Unsatisfactory rating or after two consecutive years of a Needs to Improve rating.
-
More information
After initial placement on the salary schedule, teachers receive annual salary increases based on their evaluation rating in the prior year. In 2019-2020, teachers rated Effective in the year prior receive $1,500 and those on the grandfathered schedule who were rated Highly Effective receive $2,000 and those on the performance-based schedule who were rated Highly Effective receive $2,001. Teachers with two consecutive Needs to Improve ratings or teachers with an Unsatisfactory rating will have their salary frozen until an Effective rating.
-
Citation
Valid: 2020-2021 to 2020-2021ContractContractp. 68, Art. XVII.A & p. 73, Art. XVII.N.
|
73,734 |
49% |
Broward County Public Schools |
FL |
Evaluation rating determines salary increase Other On the performance-based schedule, only highly effective & effective teachers receive salary increases (highly effective teachers receive the largest increase). On the grandfathered schedule, teachers rated Unsatsifactory will have their salary frozen.
-
More information
All new hires are placed on the performance-based schedule (veteran district teachers could opt-into the performance schedule). After initial placement, salary increases - which are negotiated - are based on evaluation rating. In 2019-2020, teachers who were rated Highly Effective in 2018-2019 receive a 2.38% salary increase and those rated Effective receive a 1.78% increase.
-
Citation
Valid: 2019-2020 to 2022-2023Contractpp. E-2 - E-4, App. E.
|
270,978 |
60% |
Burlington School District |
VT |
Step freeze for a teacher who does not meet the Competencies of Professional Practice.
|
3,834 |
46% |
Capistrano Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
47,135 |
25% |
Charleston County School District |
SC |
Issue not addressed in scope of NCTQ reviewed documents
|
49,769 |
57% |
Charlotte-Mecklenburg Schools |
NC |
Issue not addressed in scope of NCTQ reviewed documents
|
147,638 |
58% |
Cherry Creek School District |
CO |
Issue not addressed in scope of NCTQ reviewed documents
-
More information
Although the board policy specifies that step advancement is "awarded on the basis of successful experience only for each school year as interpreted, evaluated, and administered by the Office of the Superintendent", it is not clear if evaluation rating is a determining factor.
-
Citation
Last approved/revised: 2019Valid: 2020-2021 to 2020-2021Contractp. 99, Board Policy 4141.2.E.1.
|
55,839 |
29% |
Chesterfield County Public Schools |
VA |
Issue not addressed in scope of NCTQ reviewed documents
|
61,552 |
36% |
Chicago Public Schools |
IL |
Issue not addressed in scope of NCTQ reviewed documents
|
358,453 |
78% |
Clark County School District |
NV |
Issue not addressed in scope of NCTQ reviewed documents
|
330,225 |
69% |
Clayton County Public Schools |
GA |
No salary increase for the lowest evaluation rating Certified personnel shall not earn a creditable year of experience for any year the employee received an unsatisfactory performance evaluation as determined by the evaluation system approved by GA DOE.
|
54,840 |
93% |
Cobb County School District |
GA |
No salary increase for the lowest evaluation rating
|
111,854 |
41% |
Columbus City Schools |
OH |
Issue not addressed in scope of NCTQ reviewed documents
|
48,925 |
81% |
Conroe Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
62,837 |
40% |
Corona-Norco Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
52,877 |
45% |
Cumberland County Schools |
NC |
Issue not addressed in scope of NCTQ reviewed documents
|
50,879 |
76% |
Cypress-Fairbanks Independent School District |
TX |
A step freeze for evaluation rating of 'unsatisfactory' in two or more domains or in the same domain for two consecutive years.
|
116,512 |
54% |
Dallas Independent School District |
TX |
Evaluation rating determines salary increase Other After the first year in the district, a teacher's annual compensation is based soley on effectivenss level.
-
More information
See also: Board Policy DNA (local): http://pol.tasb.org/Home/Index/361
The salary schedule contains a salary amount for each effectiveness level - after the first year in the district, education and experience are not a factor in determining annual salary. All effectiveness levels are determined by evaluation ratings, which are based on numerous factors, including teacher performance and student achievement, as well as the application of relevant rules. To reach the Proficient II effectiveness level or higher - and corresponding compensation amounts - teachers must go through the Distinguished Teacher Review process, which includes a review of quality of instruction, leadership, lifelong learning, and contributions to the profession.
-
Citation
Valid: 2018-2019 to 2018-2019Salary Schedulep. 11 & 12. District website: http://tei.dallasisd.org/home/rewarding-excellence/
|
155,119 |
86% |
Davis School District |
UT |
No salary increase for the lowest evaluation rating $4,200 is built into each step - teachers must receive a satisfactory or higher evaluation rating to qualify, in accordance with Utah Code ยง53F-2-405. In addition, the district may freeze a teacher's salary if his/her work is not satisfactory.
|
74,289 |
19% |
DeKalb County School District |
GA |
Step freeze for two consecutive unsatisfactory annual evaluations
-
More information
In accordance with state law (O.C.G.A. 20-2-212(A)), a teacher who receives an Unsatisfactory performance evaluation rating, may have his/her pay step frozen for the following school year.
-
Citation
Last approved/revised: 2000
Board Policy GBA: https://simbli.eboardsolutions.com/SB_ePolicy/SB_PolicyOverview.aspx?S=4054
|
99,166 |
73% |
Denver Public Schools |
CO |
No salary increase for the lowest evaluation rating
|
92,039 |
65% |
Des Moines Public Schools |
IA |
No salary increase for the lowest evaluation rating Teachers receive a salary increase if performance standards have been met.
|
33,167 |
78% |
Desoto County School District |
MS |
Issue not addressed in scope of NCTQ reviewed documents
|
34,392 |
52% |
Detroit Public Schools Community District |
MI |
Issue not addressed in scope of NCTQ reviewed documents
|
49,534 |
86% |
District of Columbia Public Schools |
DC |
Evaluation rating determines salary increase Other Teachers rated Minimally Effective or below will not advance a step & those working in high poverty schools who are on the Advanced, Distinguished and Expert LIFT stages are eligible for additional service credit (accelerated step & lane advancement).
-
Citation
Valid: 2017-2018 to 2019-2020Contractp. 95, Art. 36.6. District website: https://dcps.dc.gov/page/compensation-lift-and-impactplus
|
48,568 |
77% |
Douglas County School District |
CO |
No salary increase for the lowest evaluation rating
-
More information
Per the district's email: "Douglas County School District does not differentiate teacher increases by evaluation rating. While it was our practice prior to the 2017-18 school year to differentiate, all of our teachers (excluding those rated Ineffective) received identical increases based on their 2017-18 evaluation ratings, whether they were rated Highly Effective, Effective, or Partially Effective."
-
Citation
Valid: 2018-2019 to 2018-2019
January 9, 2020 email from Douglas County School District Director of Compensation.
-
Past Policies
Evaluation rating determines salary increase Other Teachers rated highly-effective, effective or partially effective receive pay increases; size of increase is also dependent on market rate.
(04/09/2019)
teachers rated highly-effective, effective or partially effective receive pay increases; size of increase is also dependent on market rate
(01/17/2018)
teachers rated effective, highly-effective or partially effective receive pay increases based on their prior year's evaluation rating
(05/11/2017)
|
67,591 |
12% |
Duval County Public Schools |
FL |
Evaluation rating determines salary increase Evaluation rating determines annual increase: Highly Effective teachers receive $2,001; Effective teachers receive $1,000.50; and teachers rated less than Effective will not receive a salary increase.
-
More information
Once initial pay is established in the first year of teaching, future salary increases are based on earned performance incentives. For 2017-2018 and 2018-2019, Highly Effective teachers received $2,001 and Effective teachers received $1,000.50. In addition, under the Florida Best and Brightest Scholarship Program, teachers who are rated Highly Effective receive $1,200 and those rated Effective receive $800 (Florida State Law 1012.731 (http://bit.ly/2Hpd792). See also https://dcps.duvalschools.org/Page/22595.
-
Citation
Valid: 2017-2018 to 2019-2020Contractpp. 91 & 106, App. A,.
|
130,229 |
51% |
El Paso Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
57,315 |
75% |
Elk Grove Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
62,865 |
54% |
Fairfax County Public Schools |
VA |
Evaluation rating determines salary increase Other One step shall be granted to teachers who demonstrate the required level of competence as determined by formal evaluation; an evaluation rating that indicates conditional reappointment shall result in a step freeze. (see footnote)
-
More information
In addition to the summative rating (Highly Effective, Effective, Developing/Needs Improvement, Ineffective), a teacher is either: recommended for reappointment; conditionally recommended for reappointment; or, not recommended for reappointment. Teachers who receive a reappointment recommendation meet the Effective or Highly Effective performance expectation on the overall summative evaluation; thus, those with Developing/Needs Improvement or Ineffective ratings may be recommended for conditional reappointment and the resulting salary freeze. (TCD Evaluation Handbook - Teacher Performance Program Evaluation Handbook, rev. Aug. 2015, pp. 14 & 17).
-
Citation
Last approved/revised: 2012 (Board Regulation 4440.13); 2017 (Board Regulation 4611.10)
Board Regulation 4611.10, p. 6, VI.A & C: http://www.boarddocs.com/vsba/fairfax/Board.nsf/Public
Board Regulation 4440.13, p. 2, III.C.2 & p. 10, VIII.D.6.b. http://www.boarddocs.com/vsba/fairfax/Board.nsf/Public
|
187,797 |
29% |
Fort Bend Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
76,122 |
43% |
Fort Wayne Community Schools |
IN |
Evaluation rating determines salary increase Teachers rated highly effective or effective are eligible for an annual salary increase.
-
Citation
Valid: 2019-2020 to 2020-2021Contractp. 22, Art. 6.A.a; p. 24, Art. 6.D.b.1 & p. 25, Art. 6.D.d.1.
|
29,404 |
61% |
Fort Worth Independent School District |
TX |
No salary increase for the lowest evaluation rating To be eligible for the annual salary increase, a teacher must have a satisfactory or better evaluation in the prior year.
|
84,510 |
86% |
Fresno Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
71,126 |
87% |
Frisco Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
60,182 |
13% |
Fulton County Schools |
GA |
No salary increase for the lowest evaluation rating
|
94,491 |
44% |
Garland Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
55,987 |
65% |
Granite School District |
UT |
Evaluation rating determines salary increase Other Any advancement on the salary schedule shall be based on performance and a teacher may not advance on the schedule if the evaluation rating is at the lowest level, in accordance with state law (ยง 53A-8a-601).
|
66,767 |
|
Greenville County Schools |
SC |
Issue not addressed in scope of NCTQ reviewed documents
|
76,158 |
48% |
Guilford County Schools |
NC |
Issue not addressed in scope of NCTQ reviewed documents
|
72,950 |
65% |
Gwinnett County Public Schools |
GA |
Evaluation rating determines salary increase Teachers receive a salary increase if rated Proficient or higher.
-
More information
Teachers will advance a step on the salary schedule if rated Proficient or higher; those with ratings of Needs Development or Ineffective will remain on their current step for the next contract year.
-
Citation
Valid: 2019-2020 to 2019-2020
District website: http://publish.gwinnett.k12.ga.us/gcps/home/public/employment/content/compensation/revise-compensation
|
179,758 |
53% |
Hawaii Department of Education |
HI |
Evaluation rating determines salary increase
-
Citation
Valid: 2017-2018 to 2020-2021Contractp. 42, Art. VIII.M; pp. 67 & 69, Art. XX.G, M & N; p. 100, App. IV.6.b.ii. Board Policy 204-5: http://boe.hawaii.gov/policies/Pages/Board-Policies.aspx
|
181,278 |
46% |
Henrico County Public Schools |
VA |
Issue not addressed in scope of NCTQ reviewed documents
|
51,523 |
46% |
Hillsborough County Public Schools |
FL |
Evaluation rating determines salary increase Other Teachers rated Unsatisfactory or those who received two consecutive years of a Needs Improvement rating are not eligible for salary increases. Teachers rated Highly Effective are eligible for performance-based bonuses.
-
Citation
Valid: 2019-2020 to 2021-2022Contractp. 82, Sec. 21.4.1 - 3 & pp. 83 & 84, Sec. 21.4.9.
|
220,252 |
59% |
Houston Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
209,772 |
80% |
Howard County Public School System |
MD |
Issue not addressed in scope of NCTQ reviewed documents
|
57,907 |
19% |
Jeffco Public Schools |
CO |
Evaluation rating determines salary increase Other Teachers rated Highly Effective or Effective will advance on the salary schedule; Probationary teachers in their first two years with the District who are rated Partially Effective or better will advance on the salary schedule.
-
Citation
Valid: 2019-2020 to 2021-2022Contractp. 45, Art. 17-3. District website: https://www.jeffcopublicschools.org/employment/salaries
|
84,631 |
31% |
Jefferson County Public Schools |
KY |
Issue not addressed in scope of NCTQ reviewed documents
|
97,936 |
56% |
Jefferson Parish Public School System |
LA |
Evaluation rating determines salary increase In accordance with state law (see footnote)
-
More information
State law requires that pay be based performance, experience and demand. Aside from teachers with the lowest evaluation rating not receiving a pay increase, it is unclear how the district is weighing experience and demand in teachers' salaries. In addition, Jefferson Parish citizens will vote on the "Competitive and Fair Compensation" plan during the May 4, 2019 elections. If the compensation plan passes, teachers would be eligible for up to $2,000 in performance pay; however, "performance pay" is not defined in the available district materials so it's not clear what performance entails and whether or not the additional pay would be tied to evaluation ratings (District website: http://jpschools.org/employeecompensation/).
-
Citation
Last approved/revised: 2017
Board Policy GBA, p. 2: http://jpschools.org/school-board/policies/
|
48,254 |
61% |
Jordan School District |
UT |
Evaluation rating determines salary increase Other Advancement on the salary schedule is dependent on the educator effectiveness rating, in accordance with state law (Utah Statute 53G-11-518) and no advancement on the schedule for a "Not Effective" rating.
|
56,176 |
21% |
Kanawha County Schools |
WV |
Issue not addressed in scope of NCTQ reviewed documents
|
25,764 |
51% |
Katy Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
79,913 |
31% |
Klein Independent School District |
TX |
No salary increase for the lowest evaluation rating A teacher's performance must be satisfactory to receive a pay increase.
|
53,328 |
45% |
Knox County Schools |
TN |
Not specified; evaluations shall inform compensation but no additional details are provided
-
More information
Teachers are evaluated, in part, to inform human resources decisions on compensation, but it is not specified how compensation and evaluation ratings relate.
-
Citation
Last approved/revised: 2012
Board Policy G-350: http://www.knoxschools.org/Page/2107
|
60,854 |
46% |
Laramie County School District 1 |
WY |
No salary increase for the lowest evaluation rating Other Any teacher on a plan of improvement shall not receive a salary increase.
|
1,051 |
37% |
Lewisville Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
52,218 |
35% |
Little Rock School District |
AR |
Issue not addressed in scope of NCTQ reviewed documents
|
23,368 |
72% |
Long Beach Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
72,661 |
68% |
Los Angeles Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
492,842 |
79% |
Loudoun County Public Schools |
VA |
No salary increase for the lowest evaluation rating Teachers rated Unsatisfactory will not receive a step increase.
-
More information
While the Evaluation Handbook uses the term "Unacceptable" for the lowest evaluation rating, NCTQ is assuming that an "Unsatisfactory" rating, as noted in the Board Policy, is the same and that the district is using the terminology interchangeably.
-
Citation
Last approved/revised: 2017Board Policy 7652: https://www.lcps.org/page/70 Contractp. 23.
|
81,906 |
18% |
Manchester School District |
NH |
Issue not addressed in scope of NCTQ reviewed documents
|
13,452 |
58% |
Mesa Public Schools |
AZ |
Issue not addressed in scope of NCTQ reviewed documents
-
More information
It's unclear, but likely that under the compensation plan introduced in 2014-15, raises for veteran teachers will be based in part on evaluation rating. Furthermore, per funding availability, teachers are eligible for performance pay awarded on the basis of meeting student academic and other goals at a school or department. While the student academic and other goals are likely those identified during the evaluation process, there is no evidence in the documentation available to NCTQ if the performance pay directly impacts annual salary increases or if it comes in the form of bonus or stipend pay.
-
Citation
Valid: 2020-2021 to 2020-2021Contractp. 17, Art. 7 & p. 33, Art. 21, Sec. A. District website: http://www.mpsaz.org/compensation/faq
|
62,981 |
55% |
Metropolitan Nashville Public Schools |
TN |
Issue not addressed in scope of NCTQ reviewed documents
|
84,667 |
71% |
Miami-Dade County Public Schools |
FL |
Evaluation rating determines salary increase Only teachers rated highly effective or effective receive an annual salary increase, in accordance with state law (Florida Statute 1012.22).
-
More information
In 2020-2021 only those rated Effective or higher will receive the Referendum Retirement Accruing Supplement. Those teachers with a rating of less than Effective will have their Referendum Retirement Accruing Supplement frozen until fulfilling the terms of the performance improvement plan has been rated acceptable. The district only publishes the minimum and maximum annual salaries and does not utilize a salary schedule. While the contract only references state law (Florida Statute 1012.22: https://bit.ly/3ePYNXU), the law requires that annual salary increases are based on evaluation rating and only those rated Highly Effective or Effective are eligible for an annual increase.
-
Citation
Valid: 2020-2021 to 2022-2023Contractp. 12 (pdf). Contractpp. 214 & 215, App. E, Sec. I.B.9 & p. 219, App. E, Sec. 3.
-
Past Policies
Evaluation rating determines salary increase Only teachers rated highly effective or effective receive an annual salary increase, in accordance with state law (Florida Statute 1012.22).
(11/16/2020)
Evaluation rating determines salary increase Only teachers rated highly effective or effective receive an annual salary increase, in accordance with state law (Florida Statute 1012.22).
(04/22/2020)
Evaluation rating determines salary increase Only teachers rated highly effective or effective receive an annual salary increase, in accordance with state law (Florida Statute 1012.22).
(05/07/2019)
|
350,434 |
69% |
Milwaukee Public Schools |
WI |
Issue not addressed in scope of NCTQ reviewed documents
|
75,431 |
77% |
Mobile County Public Schools |
AL |
No salary increase for the lowest evaluation rating Other Teachers whose annual, summative evaluation is less than satisfactory shall not advance to the next step.
-
More information
NCTQ is assuming that a "less than satisfactory" evaluation implies that only those with the lowest evaluation rating will not receive a salary increase.
-
Citation
Valid: 2018-2019 to 2018-2019
District website: https://www.mcpss.com/salaryschedule
|
53,967 |
70% |
Montgomery County Public Schools |
MD |
Issue not addressed in scope of NCTQ reviewed documents
|
162,680 |
33% |
New Haven Public Schools |
CT |
Evaluation rating determines salary increase Other Step freeze for teachers rated Developing or Needs Improvement who fail to successfully complete up to five sessions of individually designed professional development.
|
20,180 |
71% |
New York City Department of Education |
NY |
Issue not addressed in scope of NCTQ reviewed documents
|
922,935 |
72% |
Newark Public Schools |
NJ |
No salary increase for the lowest evaluation rating Other Step advancement on the salary guide is not automatic and is contingent upon effective performance; salary adjustment increments may be withheld for performance in accordance with N.J.S.A. 18A:29-14.
|
35,665 |
74% |
North East Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
65,186 |
48% |
Northside Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
106,501 |
49% |
Oakland Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
36,373 |
73% |
Oklahoma City Public Schools |
OK |
Issue not addressed in scope of NCTQ reviewed documents
|
37,530 |
85% |
Omaha Public Schools |
NE |
Issue not addressed in scope of NCTQ reviewed documents
|
53,194 |
72% |
Orange County Public Schools |
FL |
Evaluation rating determines salary increase Other Teachers rated Effective will receive an additional $1,400 and those rated Highly Effective will receive an additional $2,100. Salary can also be frozen for PSC/CC teachers (see footnote).
|
209,089 |
52% |
Osceola County School District |
FL |
Evaluation rating determines salary increase Teachers with a highly effective rating receive a larger salary adjustment than those with an effective rating (salary adjustments are not provided to teachers who do not earn a highly effective or effective rating), in accordance with state law.
-
More information
Evaluation rating determines level advancement on the performance pay and grandfathered schedules. Highly Effective teachers receive a $1,500 salary increase and Effective teachers earn a $1,000 salary increase. Teachers who remain on the grandfathered schedule and are rated Highly Effective or Effective receive a $1,450 increase. Teachers will advance the number of levels (each level represents a $50 increase) that provide for the amount of their salary increase.
-
Citation
Valid: 2019-2020 to 2019-2020Contractpp. 86-96, App. A.
|
68,554 |
44% |
Pasadena Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
53,291 |
86% |
Pasco County Schools |
FL |
Evaluation rating determines salary increase Other Teachers on the performance pay plan who earn less than an Effective rating will not receive a salary increase. Teachers with a highly effective rating receive a larger salary adjustment than those with an effective rating. (See footnote)
|
75,048 |
54% |
Pinellas County Schools |
FL |
Evaluation rating determines salary increase Other Teachers on the performance salary schedule who are rated highly effective and effective will receive salary adjustments. Teachers on the grandfathered salary schedule will not receive a salary adjustment if rated unsatisfactory. (see footnote).
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More information
In 2018-2019, teachers on the performance-based salary schedule who are rated Highly Effective receive an annual salary increase of $1,251 and teachers rated Effective will receive an increase of $938.
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Citation
Valid: 2018-2019 to 2020-2021Contractp. 76, App. A. Salary Schedule
|
100,948 |
50% |
Plano Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
53,057 |
32% |
Polk County Public Schools |
FL |
Evaluation rating determines salary increase Evaluation rating determines level movement on the performance-based schedule.
|
105,648 |
52% |
Portland Public Schools, ME |
ME |
Issue not addressed in scope of NCTQ reviewed documents
|
6,764 |
52% |
Portland Public Schools, OR |
OR |
Issue not addressed in scope of NCTQ reviewed documents
|
46,924 |
36% |
Prince George's County Public Schools |
MD |
Issue not addressed in scope of NCTQ reviewed documents
|
132,657 |
66% |
Prince William County Public Schools |
VA |
No salary increase for the lowest evaluation rating
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Citation
Last approved/revised: 2018 (Regulation 571-1); 2019 (Regulation 524-3)
Board Regulation 571-1, p. 1, III: https://pwcs.edu/cms/One.aspx?portalId=340225&pageId=906802
Board Regulation 524-3, p. 3, X: https://pwcs.edu/cms/One.aspx?portalId=340225&pageId=906802
|
90,843 |
42% |
Providence Public School District |
RI |
Issue not addressed in scope of NCTQ reviewed documents
|
23,699 |
85% |
Red Clay Consolidated School District |
DE |
Issue not addressed in scope of NCTQ reviewed documents
|
15,414 |
43% |
San Antonio Independent School District |
TX |
Issue not addressed in scope of NCTQ reviewed documents
|
48,745 |
90% |
San Bernardino City Unified School District |
CA |
Evaluation rating determines salary increase Other Step and column advancement will be withheld for an Unsatisfactory rating or a Partially Meets Standards rating followed by a Partially Meets Standards or Unsatisfactory rating the following year.
|
48,769 |
89% |
San Diego Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
102,884 |
58% |
San Francisco Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
52,417 |
53% |
Santa Ana Unified School District |
CA |
Issue not addressed in scope of NCTQ reviewed documents
|
46,923 |
84% |
School District of Lee County |
FL |
Evaluation rating determines salary increase Other Those rated Highly Effective or Effective receive salary increases and those on the career ladder (performance) schedule receive larger increases (see footnote).
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More information
For FY18 and FY 19, teachers on the career ladder (performance) schedule who are rated Highly Effective receive a $2,400 base salary increase while those rated Effective receive a base salary increase of $1,800. Teachers on the grandfathered schedule who are rated Highly Effective receive a base salary increase of $1,400 and those rated Effective receive a $800 base salary increase.
-
Citation
Valid: 2018-2019 to 2020-2021Contractpp. 39 & 40, Art. 10.06.(1).
|
94,410 |
49% |
School District of Manatee County |
FL |
Evaluation rating determines salary increase Other Only those teachers rated highly effective or effective are eligible for an annual salary increase on the performance schedule and teachers on the grandfathered schedule with a rating of Unsatisfactory will not advance on the schedule.
|
49,301 |
52% |
School District of Palm Beach County |
FL |
Evaluation rating determines salary increase Only teachers rated highly effective or effective receive an annual salary increase.
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More information
In 2019-2020, teachers on the performance schedule who were rated Highly Effective in 2018-2019 receive a 3.25% salary adjustment and those rated Effective receive a 2.5% adjustment. Those on the grandfathered schedule who were rated Highly Effective receive a 3.25% salary adjustment minus $1 and those rated Effective receive a 2.5% adjustment minus $1.
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Citation
Valid: 2017-2018 to 2019-2020Contractpp. 114 & 115, Art. VIII, Sec. A.1 & p. 142, App. A.
|
194,172 |
59% |
School District of Philadelphia |
PA |
No salary increase for the lowest evaluation rating Other Teachers must be rated at least Satisfactory to receive pay raises, incremental increases, value-added compensation or service increments.
|
128,647 |
100% |
Seattle Public Schools |
WA |
Issue not addressed in scope of NCTQ reviewed documents
|
55,271 |
31% |
Seminole County Public Schools |
FL |
Evaluation rating determines salary increase Teachers with a highly effective rating receive a larger salary adjustment than those with an effective rating. Those with an unsatisfactory rating are not eligible for a salary increase.
|
68,269 |
48% |
Shelby County Schools |
TN |
Evaluation rating determines salary increase Other Annual salary increases are solely based on TEM score: TEM 5: $1,500 increase; TEM 4: $1,000 increase; TEM 3: $750 increase; TEM 2 or 1: no increase
|
112,125 |
82% |
Sioux Falls School District |
SD |
No salary increase for the lowest evaluation rating A Teacher placed on a Plan of Assistance shall receive no increase in compensation or step while the Plan is active
|
24,968 |
44% |
Springfield Public School District, MO |
MO |
Issue not addressed in scope of NCTQ reviewed documents
|
25,641 |
55% |
Virginia Beach City Public Schools |
VA |
Teachers on special probationary status (a result of) a poor evaluation) will have a reduction salary by two steps for the duration or the special probationary period. (see footnote)
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More information
Per Board Regulation 4-18.1.A.1 when a teacher is placed on probationary status, effective immediately, a teacher will be reduced in salary by two steps for the duration of the probationary period; however, Board Regulation 4-70.2.A..6 states that when a teacher is placed on a special probationary status, effective immediately the teacher will be reduced in salary placement by 6 percent for the duration of the probationary period. NCTQ's assumption is that the district is using "probationary" and "special probationary status" interchangeable and that a 6% reduction in salary equates to a reduction in two steps. It is; however, unclear if probationary status / special probationary status is the result of a poor evaluation.
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Citation
Last approved/revised: 2002 (Board Regulation 4-18.1); 2013 (Board Regulation 4-62.1); 2017 (Board Regulation 4-70.2)
Board Regulations 4-18.1.A.1; 4-70.2.A..6 & 4-62.1.B.2.e.: https://bit.ly/2StSrCQ
|
68,624 |
39% |
Volusia County Schools |
FL |
Evaluation rating determines salary increase Other Salary adjustments for two highest evaluation ratings and salary freeze for two lowest ratings for annual contract teachers on the performance pay schedule, in accordance with state law (see footnote for grandfathered schedule teachers)
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More information
On the grandfathered schedule, there is a step freeze the for lowest evaluation rating. In addition, under the Florida Best and Brightest Scholarship Program, teachers who are rated Highly Effective receive $1,200 and those rated Effective receive $800 (Florida State Law 1012.731 (http://bit.ly/2Hpd792).
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Citation
Valid: 2018-2019 to 2020-2021Contractpp. 52 & 53, Art. 26.A.4.a & b.
|
63,223 |
64% |
Wake County School District |
NC |
Issue not addressed in scope of NCTQ reviewed documents
|
161,784 |
33% |
Washoe County Public Schools |
NV |
Issue not addressed in scope of NCTQ reviewed documents
|
67,113 |
46% |
West Ada School District |
ID |
Evaluation rating determines salary increase Other Cell advancement in the relevant salary rung is dependent upon meeting applicable performance criteria, in accordance with state law.
|
40,205 |
22% |
Wichita Public Schools |
KS |
No salary increase for the lowest evaluation rating Any teacher who ends the previous year and begins the new one on a plan of assistance will not qualify to advance to a new step. Upon completion of the plan of assistance, the teacher will immediately move to the next step.
|
48,916 |
77% |
Winston-Salem/Forsyth County Schools |
NC |
No salary increase for the lowest evaluation rating Other Teachers rated Unacceptable will not receive a salary increase.
-
More information
The district's evaluation rating terminology of "Unacceptable" varies from the terminology of "Distinguished, Accomplished, Proficient, Developing, Not Demonstrated" used in the Evaluation Handbook; however, NCTQ has made the assumption that "Unacceptable" is synonymous with "Not Demonstrated".
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Citation
Last approved/revised: 2020
Administrative Regulation 4140, I.C: http://bit.ly/1MFki8F
|
54,707 |
61% |