ProComp - This is an incentive system that does not work. Teachers are given bonuses based on their school's SPF rating. In a large school, this doesn't incentive a teacher to put in more effort, because they make up only 1% or less of classroom teachers, and have little voice in implementing school-level changes. The step system was replaced, and now PD and SLOs are required to increase compensation. There's nothing inherently wrong with that, but PD is superficial and has been proven ineffective. Additionally, an advanced degree is required to increase base salary, rather than hurdles based on number of graduate credits. Teachers are not incentivized to pursue an advanced degree, because it would take at least 10 years to recoup the costs, given the $3,500 increase in salary. In addition, teachers are not able to pick classes that would help them grow, instead they are forced to get a degree which may be mostly irrelevant.
Some of the SPF rating metrics are based on factors outside of a teacher's control. For example, attendance is factored in, even though a teacher cannot do much to improve that at the school level. And the metrics are lowered or changed every year to ensure that the district shows "growth," but these numbers are effectively fabricated, because the district isn't comparing the same things.
Lastly, the ProComp system is failing. The SPF rating was based on 2 areas before, at about $2,500 a piece. Those were consolidated to 1 metric. Since then, bonuses have been reduced from $5,100 to $4,200 to $2,500. Teacher salaries keep decreasing, but I believe administrators still received large bonuses that were not significantly affected.
Payroll - At least 50% of the teachers in my school have experienced egregious pay errors where they were overpaid over a period of a year or more and were told that they owe $4-5,000 or more and will now face a decrease in compensation. Several other teachers were not given credit for their advanced degrees due to payroll entry errors and were not paid what they were owed retroactively. Instead, they were told that it was their fault for not double checking their paychecks. The system needs to be fixed or ProComp should be eliminated if the accounting department doesn't have the expertise to develop an internal control system that would eliminate these errors.
LEAP - Supposedly a tool for growth, but I have never seen it used that way. Instead, it's too complicated with 7 different indicators and multiple metrics for each. The systems is also subjective, I've heard administrators say that "no one can achieve a 7 (highest score)." Then why is that the maximum score? This system appears to only be used to penalize teachers.
Top-Heavy - We have too much "leadership." I've sat in meetings where there are at least 3 layers of people observing other people, but I have yet to see any change come down that positively affected students. Some instructional superintendents flat out believe that the purpose of tracking data is to ensure teachers are collecting and using it, because they are "lazy and manipulative." As such, structures are in place that create more work for teachers and don't benefit students. Teachers are not trusted to do their jobs in this district.
