2017 Teacher Compensation Policy
The state should support differential pay for effective teaching in shortage and high-need areas. This goal was consistent between 2015 and 2017.
Shortage-subject areas: Wisconsin does not support differential pay by which a teacher can earn additional compensation by teaching certain subjects.
High-need schools: Wisconsin teachers can earn additional pay by working in schools classified as high need. Teachers who are National Board Certified are eligible to receive $2,000 in the first year of certification and a $2,500 annual supplement for the remaining nine years of certification. Teachers who are teaching in schools where at least 60 percent of the students are eligible for free or reduced-price lunches may receive an additional $2,500 per year.
Wisconsin Statute 115.42
differential pay initiatives for effective teachers in shortage-subject areas.
Wisconsin should encourage districts to link compensation to district needs. Such policies can help districts achieve a more equitable distribution of teachers.
Wisconsin recognized the factual accuracy of this analysis.
8B: High-Need Schools and Subjects
States should help address chronic shortages and needs. States should ensure that state-level policies (such as a uniform salary schedule) do not interfere with districts' flexibility in compensating teachers in ways that best meet their individual needs and resources. However, when it comes to addressing chronic shortages, states should do more than simply get out of the way. They should provide direct support for differential pay for effective teaching in shortage subject areas and high-need schools. Attracting effective and qualified teachers to high-need schools or filling vacancies in hard-to-staff subjects are problems that are frequently beyond a district's ability to solve. States that provide direct support for differential pay in these areas are taking an important step in promoting the equitable distribution of quality teachers. Short of providing direct support, states can also use policy levers to indicate to districts that differential pay is not only permissible but necessary.