Retaining Effective Teachers Policy
The state should support differential pay for effective teaching in shortage and high-needs areas.
Wyoming no longer supports differential pay in which a teacher can earn additional compensation by teaching certain subjects.
Wyoming does support differential pay for those teaching in high-needs schools, by allowing districts to offer additional compensation "to a teacher as necessary to employee teachers for providing education programs at locations that because of their unique circumstances require additional pay."
In addition, teachers who are National Board Certified are eligible to receive a $4,000 annual salary supplement. However, this type of differential pay is not tied to high-needs schools or subject-area shortages.
Wyoming Statutes W.S. 21-13-324; 21-7-501(f) Wyoming National Board Certification http://ptsb.state.wy.us/EducationResources/NationalBoardCertification/tabid/119/Default.aspx
Support differential pay initiatives for effective teachers in subject shortage areas.
Wyoming 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.
Wyoming recognized the factual accuracy of this analysis. However, this analysis was updated subsequent to the state's review.