NCTQ: Teacher Contract Database: Custom Report

Relationship between evaluation rating and annual salary increases

Many of the districts that fall into the "other" category have unique salary schedules where evaluation rating is only one factor in eligibility for an annual salary increase.

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Methodology for Relationship between evaluation rating and annual salary increases

Graph of all districts Summary

District Name	State	Relationship between evaluation rating and annual salary increases	Student Enrollment	Free/Reduced Lunch
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) 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: 2019 Board Policy DEA (local), pp. 1 & 2: http://pol.tasb.org/Home/Index/583 Salary Schedule p. 17 (pdf), Sec. 2..K	66,854	87%
Alpine School District	UT	No salary increase for the lowest evaluation rating Citation Last approved/revised: 2017 Board Policy 4130, p. 4, 2.5: https://policy.alpineschools.org/ Salary Schedule	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. Citation Valid: 2018-2019 to 2020-2021 Contract p. 10, 110.B.	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 More information NCTQ is assuming that "satisfactory service" implies that only those with the lowest evaluation rating will not receive a salary increase. Citation Valid: 2019-2020 to 2020-2021 Contract p. 11 (pdf), Art. X, Sec. 2. Evaluation Handbook pp. 5 & 6 (pdf).	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 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.	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). 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). 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 2020-2021 Contract pp. 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 Citation Last approved/revised: 2015 Board Rule 4303, pp. 3 & 4, IV.C.2.a & IV.D.3.a & b: https://www.bcps.org/system/policies_rules/	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 Citation Valid: 2018-2019 to 2021-2022 Contract p. 99, Art. VIII.A.5.(d).	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 2020-2021 Contract Contract p. 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 2022-2023 Contract pp. 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. Citation Valid: 2017-2018 to 2019-2020 Contract p. 12, Sec. II, Art. 5.7. Evaluation Handbook p. 2.	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: 2019 Valid: 2020-2021 to 2020-2021 Contract p. 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. 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 Valid: 2019-2020 to 2019-2020 Salary Schedule p. 7. Past Policies Issue not addressed in scope of NCTQ reviewed documents (03/18/2020) Issue not addressed in scope of NCTQ reviewed documents (04/11/2018) Issue not addressed in scope of NCTQ reviewed documents (03/21/2016)	54,840	93%
Cobb County School District	GA	No salary increase for the lowest evaluation rating 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: 2016 District Administrative Rule GBA-R, p. 4, G.9: http://www.cobbk12.org/centraloffice/adminrules/ Salary Schedule	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. Citation Last approved/revised: 2018 Board Policy DEA (local): http://pol.tasb.org/Home/Index/587/ Substitute Teacher Handbook p. 155.	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 2018-2019 Salary Schedule p. 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 §53F-2-405. In addition, the district may freeze a teacher's salary if his/her work is not satisfactory. More information NCTQ is assuming that "satisfactory or higher evaluation rating" implies that only those with the lowest evaluation rating will not receive a salary increase. Citation Valid: 2020-2021 to 2020-2021 Contract p. 7, Art. 3.2.5. Salary Schedule	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 Citation Valid: 2018-2019 to 2018-2019 Salary Schedule p. 9 (pdf). Contract p. 2 & 3.	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. More information NCTQ is assuming that meeting "performance standards" implies that only those with the lowest evaluation rating will not receive a salary increase. Citation Valid: 2019-2020 to 2021-2022 Contract p. 21, Art. XII.	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 2019-2020 Contract p. 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 2019-2020 Contract pp. 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 2020-2021 Contract p. 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. More information See also the 2018-2019 Employee Handbook, p. 25. NCTQ is assuming that "satisfactory or better evaluation" implies that only those with the lowest evaluation rating will not receive a salary increase. Citation Valid: 2018-2019 to 2018-2019 Salary Schedule p. 15, Sec. I. Board Policy DEA (local), p. 1: http://pol.tasb.org/Home/Index/1101	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 Citation Last approved/revised: 2019 Board Policy GBI: http://www.boarddocs.com/ga/fcss/Board.nsf/Public#	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 (§ 53A-8a-601). Citation Valid: 2020-2021 to 2020-2021 State law § 53A-8a-601: https://codes.findlaw.com/ut/title-53a-state-system-of-public-education/ut-code-sect-53a-8a-601.html	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 2020-2021 Contract p. 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 2021-2022 Contract p. 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 2021-2022 Contract p. 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. More information Per Utah Statute 53G-11-518, advancement on the salary schedule may be held back depending on the annual educator effectiveness rating. Citation Valid: 2020-2021 to 2020-2021 Salary Schedule Board Policy DP311.II.I: http://policy.jordandistrict.org/	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. More information NCTQ is assuming that "satisfactory performance" implies that only those with the lowest evaluation rating will not receive a salary increase. Citation Valid: 2018-2019 to 2018-2019 Salary Schedule p. 73 (pdf).	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. Citation Valid: 2020-2021 to 2020-2021 Contract p. 21, Sec. III, Art. 15.4.	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: 2017 Board Policy 7652: https://www.lcps.org/page/70 Contract p. 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 2020-2021 Contract p. 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 2022-2023 Contract p. 12 (pdf). Contract pp. 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 Citation Valid: 2017-2018 to 2019-2020 Contract p. 75 (pdf), Art. 19.A.2 & 3.	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. Citation Valid: 2020-2021 to 2022-2023 Contract Contract p. 24, Art. XII, Sec. 1.	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. More information While neither the contract nor state law (N.J.S.A. 18A:29-14) explicitly state that a step increment is withheld for the lowest rating, NCTQ is assuming that the language used in both the contract and state law implies that only those with the lowest evaluation rating will not advance a step. Citation Valid: 2019-2020 to 2023-2024 Contract p. 47, Art. XIV, Sec. 1.A & B.4.	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). More information If less than effective performance is identified for a PSC (Professional Service Contract)/CC (Continuing Contract) teacher, his/her salary may be frozen. Citation Valid: 2019-2020 to 2020-2021 Contract p. 69, Art. XVI.A.2 & 3 & p. 78, Art. XVI.K.	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 2019-2020 Contract pp. 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) More information Teachers who are on the grandfathered pay plan who received less than a Needs Improvement summative evaluation for will not be eligible for an increase in salary under the performance pay plan Citation Valid: 2020-2021 to 2021-2022 Contract p. 56, Instructional Economic Proposal 2017-2018, 1.A.3.b & 4.	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). 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. Citation Valid: 2018-2019 to 2020-2021 Contract p. 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. Citation Last approved/revised: 2016 Board Policy 3410: https://go.boarddocs.com/fl/polk/Board.nsf/Public?open&id=policies	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 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 More information The district website (Top 5 Reasons: http://www.saisd.net/main/index.php?option=com_content&view=article&id=4111&Itemid=338) specifies "performance pay" as benefit of working in the district; however, in the documentation available to NCTQ it is unclear what performance pay entails.	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. Citation Valid: 2019-2020 to 2020-2021 Contract Contract p. 3 (pdf), App. B, Sec. 3.A & B.	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 Citation Valid: 2016-2017 to 2018-2019 Contract p. 24, Art. 7.2.	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). 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 2020-2021 Contract pp. 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. More information The annual salary adjustment under the performance salary schedule for an instructional staff member rated as "highly effective" must be greater than the highest annual salary adjustment available to an instructional staff member of the same classification on the grandfathered schedule. Citation Valid: 2017-2018 to 2019-2020 Contract p. 72, App. A. Board Policy 3410: https://www.boarddocs.com/fl/mancofl/Board.nsf/Public	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. 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. Citation Valid: 2017-2018 to 2019-2020 Contract pp. 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. Citation Valid: 2013-2014 to 2020-2021 Contract p. 32, Art. XII.M.	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. Citation Valid: 2019-2020 to 2020-2021 Contract p. 44, Art. XX.D & p. 65, App. C.	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 More information See also, the 2015-2018 MOU, p. 16, Art. 19, Sec. F.2. Citation Valid: 2017-2018 to 2018-2019 Salary Schedule Board Policy 4046, p. 2, IV.: http://www.scsk12.org/policy/?PID=659	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 Citation Valid: 2017-2018 to 2021-2022 Contract p. 16, Art. IV, Sec. C.3.A.3. Evaluation Handbook p. 12, 5.A.	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) 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. 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) 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). Citation Valid: 2018-2019 to 2020-2021 Contract pp. 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. More information Per state law (Idaho State Statutes 33-1001 and 33-1004B), evaluation rating is a factor in "performance criteria", as noted in the CBA. Citation Valid: 2019-2020 to 2019-2020 Contract p. 5, Art. 1.A.	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. More information 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. Citation Valid: 2019-2020 to 2019-2020 Contract p. 12, Art. V, Sec. A, Para. 3.(b).	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". Citation Last approved/revised: 2020 Administrative Regulation 4140, I.C: http://bit.ly/1MFki8F	54,707	61%

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