Retaining Effective Teachers Policy
The state should support differential pay for effective teaching in shortage and high-needs areas.
North Carolina does not support differential pay by which a teacher can earn compensation by teaching certain subjects. However, the state has no regulatory language preventing districts from providing such differential pay.
North Carolina does support differential pay for those working in high-needs schools, which are defined as either low performing or Title I. The state does not address the amount of the incentive.
Teachers who are National Board Certified are eligible to receive a 12-percent salary differential. However, this is not tied to high-needs schools or subject-area shortages.
Regional Specific Incentives for Teacher Recruitment and Retention www.ncpublicschools.org/docs/intern-research/reports/incentives-trr.pdf 2011 Budget Highlights NC Public Schools http://www.ncpublicschools.org/fbs/
Support differential pay initiatives for effective teachers in subject shortage areas.
North Carolina should encourage districts to link compensation to district needs. Such policies can help districts achieve a more equitable distribution of teachers.
Consider tying National Board supplements to teaching in high-needs schools.
This differential pay could be an incentive to attract some of the state's most effective teachers to its low-performing schools.
North Carolina recognized the factual accuracy of this analysis. North Carolina also noted that the Race to the Top program provided vouchers for teachers who relocate to teach in high-needs schools. North Carolina's Race to the Top proposal and budget provide references to this program.