Renaissance Schools Bonus Plan
Signing bonus
- Staff members new to the school will receive the bonus, provided they are selected by way of the interview process. Furthermore, the interview process will include the use of a highly-defined interview rubric/profile. Individuals “placed” at the school by the school system will not receive the bonus. This plan also allows individuals on the schools’ 2010-2011 staff rosters to receive the bonus if retained for the 2011-2012 school year after being selected as a result of the interview process.
- This payment will be given to eligible employees in ½ installments at the end of December and June. An eligible staff member simply needs to be a member of the staff at those times of the school year to get the bonus.
- The bonus also will be given to staff members new to the school for the 2012-2013 and 2013-2014 school years in an amount to be determined at a later date based on the availability of funds for this initiative.
- No individual can receive more than one signing bonus from WCPSS under this plan. In other words, if a person moves from one Renaissance School to another one, he/she can not get the bonus at the new site as well.
- CNS staff members, bus drivers, and custodians are not eligible for a signing bonus. This decision is due to the fact that these groups will not be a component of the reconstruction process of each school’s staff.
Bonus structure per position type:
| Principal | $7000 |
| Assistant Principal | $5000 |
| Teacher/Certified Staff | $2900 |
| Non-Certified/Support Staff | $1000 |
Performance Bonus
The following six categories per position type will be established for this bonus:
- Principal
- Assistant Principal
- Grades 4-5 Teacher
- Grade 3 Teacher
- Grades PreK-2 Teacher/Certified Staff/All Grades Teacher (Specialists)
- Non-Certified/Support Staff.
Bonus Breakdown Charts (PDF) define the weighting of the evaluation criteria for each position type.
Explanations of action needed to satisfy the evaluation criteria
Whole School Growth = The school’s “performance composite” on the ABC’s Accountability Model is 75% or greater and the school’s performance satisfies at least one of the following two criteria:
- The school attains “High growth” on the ABC’s Accountability Model.
- The school has all “green” ratings on EVAAS on 4th Grade Reading, 5th Grade Reading, 4th Grade Math, 5th Grade Math, and 5th Grade Science.
Individual Growth (Grades 4-5 Teacher) = The teacher’s performance leads to at least one of the following outcomes:
- The teacher is rated “above average” on EVAAS in all tested areas based on his/her students’ performance.
- 75% of the teacher’s students meet expected growth targets on their Reading and Math End-of-Grade tests on the ABC’s Accountability Model.
Note: “Individual Growth” only applies to teachers in grade 3, grade 4, and grade 5.
Note: The teacher has to be the “teacher of record” to qualify for this part of the bonus.
Individual Growth (Grade 3 Teacher) = 75% of the teacher’s students must score “at or above Level III” on their Reading and Math End-of-Grade tests on the ABC’s Accountability Model. (This standard is the only one applicable to the Grade 3 Teacher “individual growth” measure.)
Note: “Individual Growth” only applies to teachers in grade 3, grade 4, and grade 5.
Note: The teacher has to be the “teacher of record” to qualify for this part of the bonus.
Evaluation Growth = The staff member achieves an average of at least a “Level 2” rating on the different standards included in his/her year-end evaluation. The “Level 2” rating coincides with the following per position type: Accomplished (Principal), Accomplished (Assistant Principal), Accomplished (Teacher), Above Standard (Certified Staff), and Exceeds Expectations (Non-Certified/Support Staff).Note: An exception to this rule will be applied to the Wilburn Elementary staff members. Wilburn Elementary, as a part of the TIF grant, will use the TAP model for the calculation of “evaluation growth.”
Note: A staff member will not satisfy this requirement if a single rating on any standard on his/her year-end evaluation does not reflect “proficient” or “at standard” performance.
Note: When computing the average rating, rounding of results will not be permitted.
Bus drivers are not eligible for a performance bonus due to their lack of involvement in the daily operations inside of the school.
Bonus structure per position type
| Principal | $7000 |
| Assistant Principal | $5000 |
| Grades 4-5 Teacher | $3400 |
| Grade 3 Teacher | $3400 |
| Grades PreK-2 Teacher/Certified Staff/All Grades Teacher (Specialists) | $2400 |
| Non-Certified/Support Staff | $1000 |
Special Notes/Issues to Resolve
- Every staff member who is eligible for a signing bonus is eligible for a performance bonus. However, some staff members are eligible for a performance bonus but not a signing bonus.
- The performance bonus will be paid at the start of the 2012-2013 school year for each school’s performance during the 2011-2012 school year. Likewise, the performance bonus will be paid at the start of the 2013-2014 school year for each school’s performance during the 2012-2013 school year. If carryover of unused funds to the start of the 2014-2015 school year is permitted, the performance bonus will be paid at the start of the 2014-2015 school year for each school’s performance during the 2013-2014 school year using unused funds from the previous years. However, the 2013-2014 performance bonuses per position type may not be as large due to the availability of funds at that time.
- At Wilburn Elementary, money from the TIF grant can be used for a teacher’s performance bonus and a teacher assistant’s performance bonus under this plan. However, TIF grant money can not be used for a signing bonus for any staff member at the school or a performance bonus for any clerical/non-teacher assistant support positions at the school.
- A staff member who is not 100% employed at a Renaissance School will receive a percentage of any bonus, signing or performance, for which he/she is eligible that matches his/her employment percentage at that particular school.
- This entire plan is contingent on the school system’s receipt of the “Race to the Top” funds in the expected amounts.
- Payments to employees under this plan are considered “special duty” pay for service at a Renaissance School. Such payments are not considered part of an employee’s base pay. Furthermore, the elimination or reduction of this pay for an employee does not constitute a “demotion.” In addition, no expectation for this pay to extend beyond the years outlined in this plan exists.
- If a Renaissance School staff member leaves the school prior to the end of a school year, he/she will not be eligible for a performance bonus. This standard applies to staff members who leave WCPSS and ones transferring to a new school in WCPSS.