Strategic compensation is a part of the district's strategic plan
Contact: Laurie Hogan (336) 370-8307
Created: 2/26/2010 9:51:58 AM
Guilford County Schools staff presented a recommendation
to the Board of Education Thursday on a strategic compensation plan. A
project team reviewed current salary incentive programs and surveyed
employees and the community to develop the plan, which the board will
vote on at an upcoming meeting.
The district's strategic plan calls for evaluating and
refining a pay structure that recognizes the need to differentiate
compensation for hard to fill positions. Since the district's federal
funding for its current incentive program, Mission Possible, is expiring
in 2010-11, a project team has reviewed ways to continue to provide
salary incentives in the district.
The new strategic compensation plan would go into
effect in August 2011 if approved by the board. Like the district's
current salary incentive programs, the new plan would provide placement
incentives to recruit and retain teachers in difficult to staff
positions. It also would provide individual performance incentives for
faculty who teach in tested subjects.
In addition, the plan would allow for school-wide
performance incentives to recognize the efforts of all staff and faculty
who contribute to building a positive learning environment for
students. Incentives would be available to all staff at qualifying
schools based on how well the school performs and the position a staff
Schools would be selected based on an index, with
schools that are historically difficult to staff or have historically
underperformed compared to district averages ranking highest. Schools
that raise their performance would exit the program on a graduated
In developing the plan, the project team received
input from school employees, community members and national experts. If
implemented with the 30 schools that participate in the district's
current incentive programs, it would cost about $4.4 million each year.
"Our goal through strategic compensation is to
recruit and retain teachers in hard to staff positions and see increases
in student growth in these areas," said Dr. Shirley Morrison, chief
human resources officer. "The recommended plan puts greater emphasis on
performance and recognizes some of the hard to staff positions that are
not included in our current incentive programs."