Retaining Effective Teachers Policy
The state should give local districts authority over pay scales.
To determine teachers' salaries, North Carolina provides local districts with a Minimum Salary Schedule. Because the salary schedule provided by the state is based on teachers' years of experience and earned advanced degrees, the state in effect mandates how districts will pay teachers.
North Carolina 2010-2011 Salary Schedule http://www.ncpublicschools.org/docs/fbs/finance/salary/schedules/2010-11schedules.pdf
Give districts flexibility to determine their own pay structure and scales.
While North Carolina may find it appropriate to articulate the starting salary that a teacher should be paid, it should not require districts to adhere to a state-dictated salary schedule.
Discourage districts from tying compensation to advanced degrees.
The inclusion of advanced degrees in the state schedule is particularly problematic, as this sends a clear message to both districts and teachers that attaining such degrees is desirable and should be rewarded; exhaustive research has shown unequivocally that advanced degrees do not have an impact on teacher effectiveness. Further, by establishing a guideline for teacher salaries that includes advanced degrees, the state limits the ability of districts to structure their pay scale in ways that do emphasize teacher effectiveness.
Discourage salary schedules that imply that teachers with the most experience are the most effective.
Similarly, North Carolina's salary schedule sends a message to districts that the highest step on the pay scale should be determined solely by seniority.
North Carolina agreed with the factual accuracy of this analysis. North Carolina also pointed out that school districts have the flexibility to use local funds to supplement the teacher salary schedule.