Three years ago, this district established a 100% merit based career compensation plan for teachers. Each year, teachers are assigned to "Tiers" on the basis of subjective ratings by their building administrators. Teachers at the highest tier (Tier 4) receive the largest pay increase, while teachers at the lowest tier (Tier 2) receive a minimal increase. The highly subjective nature of this system has resulted in a pattern of discrimination based on school assignment and gender in both tier assignment and salary increases.
In the three years that this 100% merit based compensation system has been in effect, male teachers have consistently been rated at lower tier levels than female teachers throughout the district, though the disparity in ratings has been most extreme at the high school.
More Information About the Oak Creek-Franklin School District:
- This district has established a system for career salary advancement, but the system does not include a visible salary path so that a teacher will know what they will make in future years. Salary increases in this school district are based on uncertain and subjective factors such that a teacher cannot be assured of actually receiving future salary increases or achieving the salary maximums established by the district.
- This district's administration has a track record of pursuing non-renewal of teachers' contracts based on performance, with little prior warning and no chance for the teacher to improve. However, the school board did on one recent occasion override the administration's decision to nonrenew an exemplery teacher with nearly 20 years of distinguished service on the basis of one allegation of unprofessional conduct.
|Starting Salary||Career Maximum Salary||Years to Reach Maximum Salary||Pre Act 10 Career Maximum Salary|
|$43,500||$90,000||30-40 years (est)||$79,500|
|1. This district has a written system for career salary advancement that is objective, predictable, and attainable by all teachers.|| |
|2. This district's system for career salary advancement is clear and objective, rather than based on periodic subjective judgments.|| |
|3. This district's system of career salary advancement includes merit pay or performance pay.|| |
|4. This District's system of career salary advancement includes student test scores|| |
|5. This district's system of career salary advancement is predictable.|| |
|6. All teachers are able to attain the highest career salaries in the district.|| |
|7. This district's system of career salary advancement is based on experience and educational level attained|| |
|1. Before deciding to non-renew or terminate a teacher, this district always gives significant advance notice of any deficiencies and the opportunity and support to improve their performance|| |
|2. This district has a seniority based layoff procedure, rather than unpredictable subjective judgment.|| |
|3. This district has recall rights for teachers to return to their jobs after being laid off.|| |
|4. This district has "just cause" language for teacher discipline, non-renewal, and termination|| |
|5. This district allows teachers to appeal discipline, non-renewal, and termination decisions to an impartial arbitrator or judge.|| |
|1. This district provides time and resources on scheduled in-service days to help teachers meet state and district educator accountability requirements, including SLO's and PPG's.|| |
|2. This district has reduced or eliminated teacher preparation time.|| |
|3. This district has increased the length of the teacher work day without additional compensation.|| |
|4. This district has increased the number of required work days in the contracted year without additional compensation.|| |
|5. This district has made significant changes to health insurance benefits that have negatively impacted teachers by requiring either higher co-pays and premiums and/or reductions in scope and level of coverage.|| |
|6. This district has reduced or eliminated teacher retirement benefits promised to teachers as an incentive for remaining in this district for their career.|| |
|7. This district has reduced or eliminated sick leave benefits and/or accumulated sick leave.|| |
District Required Educator Effectiveness Worklload
|Number of SLO's per Year||Number of PPG's per Year||Length of Summative Evaluation Cycle|
The information on this district page comes from a variety of publicly available information sources. We thank all who have contributed information towards the development of this page. Addtional information is always appreciated. Send information to [email protected].
Accuracy of Information: Every attempt was made to ensure that the information on this District page was accurate at the time of publishing. If a district has made changes to employment policies, practices, compensation or benefits, we would appreciate an email letting us know of the changes so that we can update the information for the district as soon as possible. Send updated or new information to [email protected].
Thanks from the Teaching in Wisconsin Research Team.