Did you get the stipend or extra pay you were promised? Were you pleasantly or unpleasantly surprised? Email me at ms.sedgwick@gmail.com if you want to talk about it.
Tucson, Arizona
POLICY REGULATION
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REGULATION TITLE: Recruitment,
Retention and Transfer Stipends
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CODE: GCBC-R
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The
Tucson Unified School District is a Local Education Agency (LEA). As such, the School District may utilize
appropriate federal funds to offer incentives for the recruitment, retention
and transfer of highly qualified care academic teachers pursuant to the
Elementary & Secondary Education Act § 2123. The main purpose of these incentives is to
provide the School District with the means to hire “Highly Qualified” and
“Effective” staff, to improve instruction, increase student achievement, and
ensure the equitable distribution of effective teachers across the district and
within schools.
Teachers
that meet the following requirements may be eligible to receive recruitment,
retention or transfer incentives. To be
eligible for these incentives, teachers must be:
- A “Highly Qualified Core Academic Teacher”, and
- Be appropriately certified for the core content
area they are hired to teach, and
- Have a record of success in helping
low-achieving students improve their academic achievement. In other words, teacher must be
“Effective.”
Recruitment Incentives:
LEAs
may utilize federally appropriate funds to offer recruitment stipend for
initial hires and/or district transfers who are assigned to teach core academic
subjects in which there exists a documented shortage of highly qualified
teachers within a school or LEA, or to achieve the “equitable distribution of
effective teachers.”
Recruitment
stipends must be tied to a documented need based on the LEAs Needs
Assessment. If the LEA chooses to pay
recruitment incentives, they must be listed as a strategy or action step in
Goal 2 of the LEA’s Continuous Improvement Plan on ALEAT.
The
following is the defined criterion indicating eligibility for the recruitment
incentives as applied to Initial Hires and Transfers:
Initial
Hires New to the Profession:
To
qualify for a one-time recruitment incentive an initial hire new to the
profession must:
- Be “Highly Qualified” for all core academic
positions he/she is assigned to teach and
- Be appropriately certified for all core academic
positions assigned to teach.
Initial
Hires with Experience:
To
qualify for a one-time recruitment incentive an initial hire with experience
must:
- Be “Highly Qualified” for all core academic
positions he/she is assigned to teach,
- Be appropriately certified for all core academic
positions assigned to teach, and
- Have a record of success in helping
low-achieving students improve their academic achievement. Perspective
eligible initial hires will provide copies of past performance
evaluations. An equivalent rating
of “Effective” will be required.
Transfers:
Transfers
between schools within the District are eligible to receive a recruitment
incentive if they meet the following criteria:
- Are “Highly Qualified” to teach all core
academic positions they are assigned to teach,
- Are appropriately certified for all core
academic positions assigned to teach, and
- Have a record of success in helping
low-achieving students improve their academic achievement. Record of success will be demonstrated
by three-years of verifiable achievement data showing increase in
achievement (AIMS) and three-years of performance rating of “Effective” or
“Highly Effective.”
Retention Incentives:
LEAs
may utilize federally appropriate funds to offer incentives to promote
retention of highly qualified, appropriately certified and effective teachers
who are assigned to teach core academic subjects where there exists a
documented shortage or to promote the equitable distribution of effective
teachers. Teachers identified for a retention stipend will have a record of
success in helping low-achieving students improve their academic achievement,
particularly students from economically disadvantaged families, students from
racial/ethnic minority groups and students with disabilities.
If
the LEA chooses to pay retention incentives, they must be listed as a strategy
or action step in Goal 2 of the LEA’s Continuous Improvement Plan on ALEAT and
tied to student Reading/Language Arts/English proficiency, Mathematics
proficiency or focused on Highly Qualified Effective Teachers and Principals.
Record
of success will be demonstrated by three-years of verifiable achievement data
showing increase in achievement (AIMS) and three-years of performance rating of
“Effective” or “Highly Effective.”
Payment
Schedule and Amount for Qualifying Teachers:
The
amount of the incentive will be approved annually by the Governing Board. The incentive will only be paid to eligible
core teachers whose eligibility has been validated by Human Resources,
Professional Development and Accountability and Research.
Incentive
|
Payment
Schedule
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Initial Hires New to the
Profession
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50% in December of hiring
year and 50% in May of hiring year
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Initial Hires with
Experience
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50% in December of hiring
year and 50% in May of hiring year
|
Transfers
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20% in December of the
transfer year; 30% in May of the transfer year and 50% in December of the
following year based on student achievement and teacher performance
evaluation
|
Retention
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100% in September of the
following year based on student achievement and teacher performance
evaluation
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Adopted: May 17, 2013 [Friday Report]
Revised:
Reviewed:
Legal Ref:
Cross Ref:
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