Common use of Career Ladder Clause in Contracts

Career Ladder. The HPS compensation system includes a teacher career ladder containing five tiers- Novice, Developing, Career, Advanced, and Master- that compensates teachers commensurate with their development and impact on students. It is envisioned that student outcomes will improve by creating a professional compensation system that will attract new high-potential teachers and retain our best performers and leaders. Novice teachers are typically first-year teachers entering teaching directly from college or who are new to the profession. Developing teachers are early career educators, typically in their second or third year in the profession. There are two levels within the Developing tier. Career teachers have been recognized as strong educators. Career teachers serve as role models to less-experienced educators, and proactively drive their own professional growth. There are five levels within the Career tier. Advanced teachers are outstanding educators who serve as school-wide models of excellence. Advanced teachers typically have at least five years of experience and possess deep expertise in their craft. Master teachers are exceptional educators who serve as district wide models of excellence. Master teachers have at least five years of experience, possess deep expertise in their craft, and are capable of elevating the practice of teachers who are still developing their craft to those educators who are highly skilled and talented. Master teachers will assume additional roles and responsibilities to support the district’s improvement. PK-8 MODEL (SY2019-2020 to SY2021-2022) - MASTER ------- ADVANCED $85,000 CAREER ---- $76,000 LEVEL V: $69,000 uired LEVEL IV: $66,000 Req LEVEL III: $62,000 cess LEVEL II: $58,000 n Pro DEVELOPING LEVEL I: $54,000 atio LEVEL II: $49,000 pplic NOVICE LEVEL I: $47,500 ---- A $46,000 ------- HIGH SCHOOL MODEL (SY2019-2020 to SY2021-2022) ---- MASTER ------ ADVANCED $85,000 CAREER ed - $76,000 LEVEL V: $67,000 equir LEVEL IV: $64,000 ss R LEVEL III: $60,000 roce LEVEL II: $56,000 ion P DEVELOPING LEVEL I: $52,000 licat LEVEL II: $47,000 - App NOVICE LEVEL I: $45,000 ------ $43,000 ------ A Career V teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. For SY2019-2020, High School Career V teachers who receives the requisite evaluation ratings as described in Advancement on the Career Ladder will receive an additional $500 added to their annual base salary. A Career Legacy teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,500 added to their annual base salary annually. An Advanced teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. The Career Ladder will be reviewed and adjusted periodically to reflect market conditions. If the Receiver/Superintendent determines that it is necessary to adjust the base salaries, he/she will engage in the process outlined in the HPS Turnaround Plan.

Career Ladder. ‌ The HPS SEZP compensation system includes a teacher career ladder containing five tiers- Novicetiers— Provisional, Developing, Career, Advanced, and Master- Master—that compensates teachers commensurate with their development and impact on students. It is envisioned that student outcomes will improve by creating a professional compensation system that will attract new high-potential teachers and retain our best performers and leaders. Novice Provisional teachers are typically first-year teachers entering teaching directly from college or who are new to the professioncollege. Developing teachers are early career educators, typically in their second or third year in the professionoften with one to two years of experience. There are two standard levels within the Developing tier. Career teachers have been recognized as strong effective educators. Career teachers serve as role models to less-experienced educators, and proactively drive their own professional growth. There are five levels within the Career tier. Advanced teachers are outstanding educators who serve as school-wide models of excellence. Advanced teachers typically have at least five years of experience and possess deep expertise in their craft. Master teachers are exceptional educators who serve as district district-wide models of excellence. Master teachers have at least five years of experience, possess deep expertise in their craft, and are capable of elevating the practice of teachers who are still developing their craft to those educators who are highly skilled and talentedalready-gifted educators. Master teachers will assume additional roles and responsibilities to support the district’s improvement. PK-8 MODEL (SY2019-2020 to SY2021-2022) - MASTER ------- ADVANCED Xxxxx 0 Xxxxx 0 Provisional $49,000 Developing I $50,500 Developing II $52,000 Career I $56,000 Career II $59,500 Career III $63,000 Career IV $66,500 Career V $70,000 Advanced $76,000 Master $85,000 CAREER ---- Effective July 1, 2015, all current teachers will be assigned to one of the tiers based on the teacher’s salary placement on the Springfield Public Schools standard teacher salary schedule as of July 1, 2015, without regard to the teacher’s rating on the end-of-year evaluation, as follows: 2015-2016 Step Career Ladder Placement 2015-2016 Salary 1 Provisional 49,000 2 Developing I 50,500 3 Developing II 52,000 4 Career I 56,000 5 Career I 56,000 6 Career II 59,500 7 Career II 59,500 8 Career III 63,000 9 Career III 63,000 10 Career IV 66,500 11 Career V* 70,000 12 Career V* 70,000 * Also includes Career Legacy teacher, defined as a teacher whose expected compensation for the 2015-2016 school year exceeds $76,000 LEVEL 70,000. Each teacher on the Springfield Public Schools salary schedule will be placed on the career ladder based on the 2015-16 step placement he or she would have had under the Standard contract. If the career ladder level to which he is assigned has a salary less than the expected 2015-16 compensation including base salary, longevity and ELT stipend, the teacher will receive the compensation amount set by the 2015-16 Standard contract. If a teacher on the Springfield Public Schools salary schedule has an expected 2015-16 salary plus longevity plus ELT stipend that exceeds the salary for the assigned career ladder level, though below the salary for Career Level V: $69,000 uired LEVEL IV: $66,000 Req LEVEL III: $62,000 cess LEVEL II: $58,000 n Pro DEVELOPING LEVEL I: $54,000 atio LEVEL II: $49,000 pplic NOVICE LEVEL I: $47,500 ---- A $46,000 ------- HIGH SCHOOL MODEL , he will be considered “red circled” and receive the expected 2015-16 compensation. In the following years, a “red-circled” teacher will transfer to the career ladder when his career ladder salary equals or exceeds his expected FY16 compensation under the Standard contract. If a teacher on the Springfield Public Schools salary schedule has a 2015-16 salary plus longevity plus ELT stipend that exceeds the salary for Career Level V on the career ladder, he will be placed in “Career Legacy” and receive his expected 2015-16 compensation under the Standard contract. (SY2019Career Legacy is similar to “red-2020 to SY2021-2022circled” in the Standard contract.) ---- MASTER ------ ADVANCED $85,000 CAREER ed - $76,000 LEVEL V: $67,000 equir LEVEL IV: $64,000 ss R LEVEL III: $60,000 roce LEVEL II: $56,000 ion P DEVELOPING LEVEL I: $52,000 licat LEVEL II: $47,000 - App NOVICE LEVEL I: $45,000 ------ $43,000 ------ A Career V Legacy teacher’s new annual base salary will be the sum of the following components: 2015-2016 annual “step and lane” salary, ELT stipend, and longevity payments. If a teacher’s placement on the career ladder will increase his salary by more than $3,300 and less than $5,300, the teacher who will receive 50% of the increase from the FY16 expected compensation in Year 1 and the balance in Year 2. (The minimum salary will be $49,000.) This teacher will not be eligible to advance on the career ladder until Year 3 unless the teacher receives an overall evaluation rating of “exemplary” (then movement is at the requisite discretion of the principal.) If a teacher’s placement on the career ladder will increase his salary from expected FY 16 compensation by more than $5,300, the teacher will receive 33% of the increase in Year 1, 66% in Year 2, and 100% in Year 3. Such a teacher will not be eligible to advance on the career ladder until Year 4 unless he receives an overall evaluation ratings of “exemplary” (then movement is at the discretion of the principal.) The annual base salary for an “Advanced” teacher will be $76,000. Advanced teachers must possess an initial or professional license. The annual base salary for a “Master” teacher will be $85,000. Master teachers must possess an initial or professional license. An appointment to a Master Teacher level is of limited duration. A teacher whose appointment is shortened or whose appointment expires will be placed as described in Advancement if he or she had been on the Career Ladder Ladder. Where the district commits to paying a teacher (through formal written notification from Human Resources) a certain salary in a given academic year pursuant to this professional compensation system and the teacher claims that s/he has not received the salary indicated by the district and the teacher’s position/assignment/employment status has not changed, the teacher may file a grievance regarding the alleged failure and may pursue this limited claim to arbitration. No other provision of this Article shall receive an additional $1,000 added be subject to their annual base salary annually. For SY2019-2020, High School Career V teachers who receives the requisite evaluation ratings as described in Advancement on the Career Ladder will receive an additional $500 added to their annual base salary. A Career Legacy teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,500 added to their annual base salary annually. An Advanced teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annuallyarbitration. The Career Ladder salary schedule will be reviewed and adjusted periodically to reflect market conditions. If the Receiver/Superintendent SEZP determines that it is necessary to adjust the base salaries, he/she it will engage in the process outlined in Article 4. A Career Legacy teacher, Career Level 5 teacher, or “red-circled” teacher who is not on the HPS Turnaround Plancareer ladder who receives a Proficient evaluation rating or higher will receive a $500 salary increase in FY17. The parties agree to reopen base compensation discussions for Career Legacy teachers and teachers who are Career Xxxxx 0 for FY17 and FY18. A Provisional teacher shall advance to Developing I and a Developing I teacher shall advance to Developing II annually provided that the teacher does not receive an end-of year evaluation rating of “unsatisfactory.” A Developing II teacher shall advance to Career I and all Career level teachers shall advance a level annually provided that an end-of-year evaluation rating of “proficient” or “exemplary” is received, with “proficient” or better ratings on all four evaluation standards defined by the Commonwealth. A teacher with an overall end-of-year rating of “proficient” who has achieved less than “proficient” ratings on all four standards may still advance to the next level with the recommendation of the building principal and the approval of the SEZP. A teacher who does not receive the requisite evaluation rating can appeal for a review of the evaluation to the Evaluation Committee. If no end-of year formative or summative evaluation is completed for a teacher, the teacher shall advance to the next level. A teacher with an Exemplary rating may advance on the salary scale more rapidly than described above with the recommendation of the school principal, subject to the approval of the SEZP. Any such advancement will be limited to two levels above what the performance plan would otherwise provide, provided however that a teacher may not advance to Advanced or Master status without going through the review process that applies district wide. The union shall be notified of all such advancement decisions. A Developing II teacher with less than 3 years of service in the Springfield Public Schools who receives an annual overall evaluation of “Needs Improvement” and who is retained, may at the discretion of the Principal, receive a salary increase of up to $1,000. Provisional, Developing, Career, and Advanced teachers shall not have their salary reduced based on their performance evaluation. Based on past experience and performance, a newly-hired teacher may enter the Springfield Public Schools above the Provisional level based on a principal’s recommendation and SEZP’s approval. Teachers eligible to apply to become Advanced and Master teachers shall be defined as teachers who: 1) have at least 5 years of experience, 2) possess an initial or professional license, and 3) any other criteria established by the SEZP. An eligible teacher can apply to become an Advanced teacher through an application process. An eligible teacher can apply to become a Master teacher through creation of an application that may include a cumulative career portfolio. The portfolio may include 1) student growth data over time; 2) endorsements from peers, parents, students, and administrators; 3) and evidence of effective instruction.

Career Ladder. The HPS SEZP compensation system includes a teacher career ladder containing five tiers- Novicetiers - Provisional, Developing, Career, Advanced, and Master- Master - that compensates teachers commensurate with their development and impact on students. It is envisioned that student outcomes will improve by creating a professional compensation system that will attract new high-potential teachers and retain our best performers and leaders. Novice Provisional teachers are typically first-year teachers entering teaching directly from college or who are new to the professioncollege. Developing teachers are early career educators, typically in their second or third year in the professionoften with one to two years of experience. There are two standard levels within the Developing tier. Career teachers have been recognized as strong effective educators. Career teachers serve as role models to less-experienced educators, and proactively drive their own professional growth. There are five levels within the Career tier. Advanced teachers are outstanding educators who serve as school-wide models of excellence. Advanced teachers typically have at least five years of experience and possess deep expertise in their craft. Master teachers are exceptional educators who serve as district district-wide models of excellence. Master teachers have at least five years of experience, possess deep expertise in their craft, and are capable of elevating the practice of teachers who are still developing their craft to those educators who are highly skilled and talentedalready-gifted educators. Master teachers will assume additional roles and responsibilities to support their school’s and the districtSEZP’s improvement. PK-8 MODEL (SY2019-2020 to SY2021-2022) - MASTER ------- ADVANCED Xxxxx 0 Xxxxx 0 Career Ladder Scale effective July 1, 2018 – June 30, 2021 after Market Adjustments Provisional $85,000 CAREER ---- $76,000 LEVEL V: $69,000 uired LEVEL IV: $66,000 Req LEVEL III: $62,000 cess LEVEL II: $58,000 n Pro DEVELOPING LEVEL I: $54,000 atio LEVEL II: $49,000 pplic NOVICE LEVEL I: $47,500 ---- A $46,000 ------- HIGH SCHOOL MODEL (SY2019-2020 to SY2021-2022) ---- MASTER ------ ADVANCED $85,000 CAREER ed - $76,000 LEVEL V: $67,000 equir LEVEL IV: $64,000 ss R LEVEL III: $60,000 roce LEVEL II: $56,000 ion P DEVELOPING LEVEL I: 50,500 Developing I $52,000 licat LEVEL II: Developing II $47,000 - App NOVICE LEVEL I: 53,500 Career I $45,000 ------ 57,000 Career II $43,000 ------ A 61,500 Career III $65,000 Career IV $68,500 Career V teacher $72,000 Advanced $78,000 Master $87,000 For the duration of this agreement only, educators who receives the requisite evaluation ratings as described remain in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. For SY2019-2020V, High School Career V teachers who receives the requisite evaluation ratings as described in Advancement on the Career Ladder Legacy, Advanced, and Master tiers for more than one year will receive an additional $500 1,500 per year added to their annual base salary. A SEZP acknowledges that the Advanced educator initiative, which is designed to provide a career progression for SEZP educators, is still new and SEZP has not yet reached a point where a desired percentage of Career educators have moved into this tier. As more educators progress into the Advanced tier, the additional $1,500 payments for Career V and Legacy educators may not be necessary in future contract agreements. A. Consistent with the language from the original SEZP-SEA bargaining agreement, educators who were employed in the Zone in 2015-2016 at Career V or as a Career Legacy teacher received the $500 increase from 2016-2017, which was added to their base salary. B. To address the wage re-opener language from the original SEZP-SEA bargaining agreement, educators who receives were employed in the requisite evaluation ratings Zone in 2016-2017 at Career V or as described a Career Legacy teacher shall receive $1,000 retroactive to July 1, 2017, which will be added to their base. Educators included in Advancement A and/or B, who were employed in the Springfield Public Schools prior to joining the Zone and who have at least twelve years of experience in the Springfield Public Schools as of July 1, 2018, shall receive a salary of $76,000 or a $3,000 raise on July 1, 2018, whichever is higher. This is a one-time adjustment to the Career Ladder shall base for these educators. These educators will receive an additional $1,500 per year added to their annual base salary annually. An Advanced teacher who receives the requisite evaluation ratings as described in Advancement on the Career Ladder shall receive an additional $1,000 added to their annual base salary annually. The Career Ladder will be reviewed and adjusted periodically to reflect market conditions. If the Receiver/Superintendent determines that it is necessary to adjust the base salaries, he/she will engage in the process outlined in the HPS Turnaround Plan2019-2020 and 2020-2021 school years.