Market Incentives Details
Hard to Staff
Eligible Educators: Qualified teachers/specialists who fill eligible assignmentsDecision Maker: DPS and DCTA
Year Implemented: 2005-2006
Purpose
Attract and retain teachers with track records of demonstrated accomplishment in hard to staff assignments
Rationale
- To ensure source of competent teachers to fill vacant hard-to-staff assignments
- To retain teachers in hard-to-staff assignments – to close the "revolving door"
- To encourage career decisions – at both the entry level and in mid-career – to fill hard-to-staff assignments
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% index bonus to teachers serving in identifed assignments
- The 3% Index 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.