- This district has no system for career salary advancement for its professional educators other than salary advancement for obtaining additional education credits. Salary advancement is NOT granted for years of service. The district plans to establish a compensation plan in the near future.
- This district has a track record of occasionally pursuing the non-renewal of teachers' contracts, based on performance, with little prior warning and no chance for the teacher to improve.
|Starting Salary||Career Maximum Salary||Years to Reach Maximum Salary||Pre Act 10 Career Maximum Salary|
|1. This district has a written system for career salary advancement that is objective, predictable, and attainable by all teachers.|| |
|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.