Retaining Effective Teachers Policy
The state should support differential pay for effective teaching in shortage and high-needs areas.
New York supports differential pay by which a teacher can earn additional compensation by teaching certain subjects or working in a high-needs school. According to the state's Teachers of Tomorrow Teacher Recruitment and Retention Program, those serving in a "teacher-shortage area" are eligible or an annual award of $3,400, renewable each year for three additional years. The state defines teacher-shortage areas as a public school or subject that had a shortage of certified teachers in the previous school year.
New York Education Law 3612
New York recognized the factual accuracy of this analysis. New York pointed out that in addition to Teachers of Tomorrow, the state will be using a portion of its discretionary Race to the Top award to establish an Innovative Compensation Fund for LEAs. These funds are committed to recognizing (through development or leadership opportunities) and rewarding highly effective and effective teachers and principals with supplemental compensation based on the new performance evaluation systems. For example, LEAs could use such funding to provide highly effective and effective teachers with supplemental compensation to serve as mentors and coaches for other teachers and student teachers and to lead professional development programs within the LEA. The state will give priority funding to those highly outstanding teachers and school leaders who are employed in high-needs schools to help retention and ensure the equitable distribution of outstanding educators. New York will also establish a Transfer Fund through which LEAs can provide monetary incentives for highly effective teachers to transfer to high-needs schools within their LEA.