Market Incentives Details
Hard to Serve
Eligible Educators: Qualified teachers /specialists who fill eligible assignments
Decision Maker: DPS and DCTA
Year Implemented: 2005-2006
Purpose
Attract and retain teachers with track records of demonstrated accomplishment
Rationale
- Increase source of teachers to schools designated by DPS as "hard-to-serve"
- Retain teachers in hard-to-serve schools - to close the "revolving door" that turns on specific assignments
- Encourage career decisions - at both the entry level and in mid-career - to fill positions at hard to serve schools
Management Specifications
- Aligned marketing campaign to attract prospective candidates from DPS and entry level markets
- DPS HR, DPS Instruction, and DCTA agree upon a quantifiable method for identifying hard to staff assignments
- Teacher must meet posted requirements for the assignment developed by DPS HR, DPS Instruction, and DCTA
- DPS and DCTA annually evaluate the effectiveness of market incentives
Economic Specifications
- 3% bonus to teachers with satisfactory performance ratings
- The bonus is maintained for one year if teachers are transferred because of changes in enrollment on the condition that the teacher consents to be transferred to a similar situation in another school during that same school year. The bonus does not continue after that year unless the teacher successfully transfers into a similar situation.