The 2015 - 2017 Teacher Collective Bargaining Agreement can be viewed at:
Why is our teacher compensation here in Cape Elizabeth completely independent from teacher evaluation? It seems from our teachers’ contract that their pay depends only on years of employment and credentials (i.e. what level of degree they hold). Yet every study I know of says that the most important factor (swamping the effect of all other factors) influencing the quality of our children’s education is how effective our teachers are in the classroom.
from a recent TNTP blog
But when we look at how evaluation has fared from an implementation standpoint—what’s changed on the ground—the picture isn’t as rosy. Ratings inflation, inadequate training and norming, and low quality feedback are still major issues for many states. In most districts, nearly all teachers are still rated in the top two effectiveness categories—even in schools where outcomes for kids are still not nearly where they need to be.
Let's do a thought experiment.
Suppose we have five 2nd grade teachers, all of whom have worked for our school system for 10 years and all of whom have masters degrees.
Now also suppose we have a total of $10 to allocate to the five teachers for their annual raise.
According to our current teacher contract we must give each teacher the same $2 raise
But of the five teachers, 1 is an outstanding teacher, 1 is above average, 2 are average teachers , and 1 teacher is performing poorly.
Why not allocate the $10 for raises according to teacher performance. Give a $5 raise to the outstanding teacher, a $3 raise to the above average teacher, a $1 raise to each of the average teachers, and no raise at all to the poorly performing teacher?