From single-schedule step-and-lane through pure merit pay, to strategic compensation—teacher pay is evolving and improving. This presentation outlines a process for implementing and sustaining a strategic compensation system for your school.

2. Strategic Teacher Compensation Doug Hering $$ Guy Peter Hilts ¢¢ Guy

4. Necessity bred... Innovation Desperation Differentiation to • Hire , • Motivate , and • Retain excellent teachers

5. First Steps 100% Pure Merit Pay No Additives No Preservatives

6. Pure Merit Pay Implementation The War Room Rack & Stack Difficult Conversations

7. An Unexpected Flavor Uncertainty • Subjectivity • Special Deals

8. A Phased Transition... 100% Pure Merit Pay ...a facilitated process from merit pay to Strategic Compensation

9. Phase One Scrape the right windshield…with the right tool. (Design Strategically)

10. Wrong Tools Wrong Target

11. Ten Strategic Criteria Well-Defined Recognize Contributions Fair Foster Loyalty Sustainable Improve Retention Ongoing Feedback Reflect Market Realities Varied Incentives Motivate Teachers

12. Phase Two ≠ (Differentiate Purposefully)

13. Strategic Compensation “ There is no greater inequality than the equal treatment of unequals” Felix Frankfurter U.S. Supreme Court Justice

14. Differentiation Model Merit Tiers + Market Premium + Loyalty Base + %

15. Rack and Stack Work in groups of Five—Pay Five Teachers $200 Thousand Subject Performance Degree Leader? # A. P. Physics Excellent Bachelor’s No 5 P. E. Excellent Master’s Yes 13 Elem. Class Average Ph.D. No 20 HS French Low Bachelor’s Yes 3 MS History Excellent Bachelor’s Yes 15

16. Phase Three (Forecast with Foresight) Put down the Magic 8-Ball™

17. Concentrate and ask again

18. Future is unclear

19. It is decidedly so

23. Phase Four Sweat the small stuff (Implement with care and precision)

24. one thing leads to another…

25. … but it’s not that simple…

27. Market Factors 0% Elementary Classroom 9th English JH Social Sciences 9% Chemistry AP Literature Reading Specialist 14% AP Physics Elementary Latin Special Education 20% AP Latin

28. Applied Communications Standalone Communication Tools Embedded Communications Tier Descriptions Defined database for offers Market Factors Added to offer letter Guidelines for movement Linked to the teacher evaluation system

29. Phase Five Keep your hand on the rudder (Maintain course)

31. Strategic Compensation In Practice Certainty Predictability Fair Deals

32. Visual Summary ≠

33. Verbal Summary Scrape the right windshield… … with the right tool Design Strategically Apples are not oranges Differentiate Purposefully Put down the Magic 8-Ball Forecast with Foresight Sweat the small stuff Implement with care and precision Keep your hand on the rudder Maintain Course

34. Strategic Teacher Compensation Doug Hering Ph.D., CMA [email_address] Peter Hilts [email_address]