Recruiting and Retaining the Best Teachers: Improve Teacher Compensation to Help Attract and Maintain the Best Teaching Corps

Encourage districts to tie compensation to teacher effectiveness, not just advanced degrees and number of years of teaching experience.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
Existing statute is currently rewarding teachers based on advanced degrees, additional coursework and number of years teaching experience. Current research does not necessarily demonstrate that teacher effectiveness is increased by these factors.
The new teacher evaluation system is a data source that gives a read of professional teaching goals with an output of student growth that may provide accurate measures of teacher effectiveness.
WVBOE response
The WVBOE agrees with the recommendation to compensate teachers based upon teacher effectiveness measures, as defined by WVTEM and based on indicators other than advanced degrees and number of years of teaching experience, such as hard-to serve areas or content fields. The board would support differentiating salary only if valid measures of effectiveness were utilized.

Support retention pay, such as significant boosts in salary after tenure is awarded, for effective teachers.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with this recommendation based upon teacher effectiveness measures, which will be defined by WVTEM.

Encourage districts to provide compensation for related prior subject-area work experiences.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
CTE is currently providing compensation, for example, teachers can be paid at a master's level without the degree based on work experience.
WVBOE response
The WVBOE agrees with the recommendation and encourages the Legislature to provide such compensation based upon teacher effectiveness measures, which will be defined by WVTEM.

Support differential pay.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE supports differential compensation in shortage subject areas and high-needs schools to obtain a more equitable distribution of effective teachers.

Ensure that pension systems are neutral, such as align retirement age with Social Security and not years of service.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE does not agree with this recommendation.

Create career ladders for teachers.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
Presently, some districts pay teachers as leaders of Professional Learning Communities in a school; this is county specific as defined by the job description posting.
WVBOE response
The WVBOE agrees with the recommendation that teachers may earn additional salary by taking on additional roles and responsibilities, such as National Board Certified teachers, teacher leaders, mentors, etc.

Create a rural homesteading program for new teachers who live and work in rural communities for five years.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation of providing teachers and teacher education student loans, provided they meet borrowing criteria and sign a contract to teach in rural West Virginia, the Eastern Panhandle, or other severe teacher shortage areas for at least five years.

Initiate a substantial loan forgiveness program for students majoring in designated shortage areas.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
Underwood-Smith currently provides forgivable loans to teacher preparation students and gives priority to teachers in designated shortage areas.
WVBOE response
The WVBOE agrees with the recommendation of substantial loan forgiveness programs that pay one year's stipend for every successful year of teaching service in designated shortage areas. The Board recommends building upon existing state and federal programs that encourage students to enter the teaching profession in designated shortage areas in a cost-efficient manner. The Board also recommends providing alternative incentives for students without any current debt.

Offer higher salaries to teachers who choose to be judged on merit.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with this recommendation based upon teacher effectiveness measures, which will be defined by WVTEM.