Delegates
oppose compensation based on student test scores
Delegates to the WEAC Representative Assembly went on record over the
weekend (May 6, 2000) in opposition to compensation systems based on student
achievement test scores.
According to a motion overwhelmingly approved by WEAC's major policy-setting
body:
"Such awards are founded upon false premises that are not educationally
sound, misallocate resources, and mislead the communities our members
serve."
The motion – which was presented to the RA by the WEAC Board of
Directors – cited these false premises:
- Teachers are not currently doing everything they can to positively
impact student achievement.
- Bonuses will alter instructional practices and teacher performance
in ways that will result in higher student achievement scores.
- A comprehensive education requires instruction exclusively in the
core areas of reading, writing, mathematics, science, and social studies.
- Bonuses will make an ineffective teacher effective.
- Educational Support Personnel do not impact student achievement.
The new policy adopted by the delegates states that WEAC supports and
endorses performance-based compensation systems defined as those based
on employee skills and knowledge and not student achievement or test scores,
and such compensation systems shall be based on the following guiding
principles:
- A highly trained staff produces higher achieving students.
- Compensation systems should be designed to attract and retain staff,
encourage and reward the acquisition of additional skills and knowledge,
and broaden the scope of negotiations by providing improved wages, hours,
and conditions of employment (including individual and group professional
growth opportunities) that are not subject to the current restrictions
of revenue controls and/or the Qualified Economic Offer.
- Professional educators and educational support personnel are under-compensated
when compared to workers with similar education, training, experience,
responsibility, and relative societal importance.
- Compensation systems are not evaluation systems.
- Professional educators and educational support personnel presently
perform at high levels. Such performance, however, is subject to the
impact of local cultural conditions and limited by state and local mandated
policy.
- All compensation systems are, by law, mandatory subjects of negotiation,
and therefore are prohibited if imposed by the state, any other governmental
agency, or the association.
- All compensation systems shall be locally bargained.
The motion states that WEAC goes on record in support of compensation
systems that encompass the following standards:
- Compensation systems shall be negotiated to provide additional compensation
for the acquisition and implementation of new skills and knowledge.
- Compensation systems shall be crafted as an expansion of current compensation
structures without negatively impacting the expected growth of said
compensation structures.
- Compensation systems that are negotiated to provide additional compensation
for the acquisition and implementation of new skills and knowledge shall
be supported with new and additional forms of state funding that shall
not be restricted by the Qualified Economic Offer and/or revenue controls.
- Student testing and other assessment mechanisms shall not determine
compensation rewards. Multiple and varied forms of assessment mechanisms
can be useful in determining where to focus tailored, intensive, and
sustained staff development that allows staff to acquire the necessary
skills and knowledge that meet the needs of the staff and the students
they serve.
- Compensation systems shall support and encourage the expansion of
collegial opportunities and shall not foster or encourage competition
for resources or standing among colleagues.
- Compensation systems will provide the opportunity for wage enhancement
to every local educational support personnel and teacher member.
The approved motion also put WEAC on record in support of the following
additional negotiation objectives:
- Educational support personnel with PDA Certification shall earn an
additional hourly premium. Said premium shall constitute a permanent
addition to the individual's annual salary.
- Professional staff with a "Master Teacher" license shall receive an
additional annual premium. Said premium shall constitute a permanent
addition to the individual's annual salary.
- Professional staff with National Board Certification shall receive
an additional and permanent annual salary increase.
- Contracts shall be negotiated to provide non-evaluative, comprehensive,
and substantively and procedurally effective mentoring systems that
include additional compensation, time, and training for the individuals
involved.
- All staff shall be granted shared preparation time or other such opportunities
for collaboration and collegiality.
Posted May 9, 2000
