Clinton Township School District ___________________________________________________  

Summary of Discussion •  •  •  •  •  • 

State initiation of merit pay State Guidelines for merit pay Importance of merit pay Components of merit pay structure Process for developing Dr. Clark’s merit goals Review merit goals and sliding scales for merit payout Clinton Township School District ___________________________________________________  

•  In 2010, Governor Christie put into effect a salary cap for all school superintendents •  “Raises will no longer be automatic, but will be earned (with merit pay) based on how students are performing,” said former Acting Commissioner of Education Rochelle Hendricks

Clinton Township School District ___________________________________________________  

•  In education, merit pay, is a one time payment (not pensionable) based on goals set by the Board of Education (BOE) and approved by the County Superintendent •  Governor Christie promised that the merit pay structure would be based on those factors most important at the local level –  The purpose of merit goals is to ensure quality school leadership that focuses on - student achievement - fiscal responsibility Clinton Township School District ___________________________________________________  

•  Guidelines for Merit Pay –  Any proposed merit goal increases must be based on successfully achieving key educational and financial objectives –  Defined merit pay goals expire after one year –  A new set of merit pay goals can be redefined the following year

Clinton Township School District ___________________________________________________  

•  Guidelines for Merit Pay –  The State has determined that the maximum amount that can be rewarded per year is 14.99% –  The BOE determines how much of the 14.99% the superintendent should be awarded based on the superintendent’s performance towards the goal –  Merit pay goals must be approved by the Executive County Superintendent (ECS) –  The ECS must also approve the amount of merit pay awarded and if the goals were met –  Merit pay IS NOT pensionable Clinton Township School District ___________________________________________________  

•  Merit Pay Includes: –  Two “qualitative” goals •  Qualitative goals can be compensated up to 2.5% of annual salary

–  Three “quantitative” goals •  Quantitative goals can be compensated up to 3.33% of annual salary

Clinton Township School District ___________________________________________________  

•  Merit pay rewards exceptional results in two very important areas of education – student achievement and fiscal management •  Merit pay rewards dynamic, exceptionally high performing superintendents, who exceed the expectations set by the BOE for their performance •  Helps to retain high-performing superintendents Clinton Township School District ___________________________________________________  

•  Following NJ guidelines for merit pay, Clinton Township School District (CTSD) BOE: –  Identified and listed challenges across the District based on district surveys and the BOE self-evaluation with NJ School Boards, anecdotal evidence and NJASK scores –  Weaknesses were then prioritized based on their impact on student achievement or financial impact to the District Clinton Township School District ___________________________________________________  

•  The BOE tied the highest priority needs to qualitative or quantitative merit goal categories –  A district challenge statement was written for each goal, followed by the merit goal –  The percentage increase was determined as per County direction –  Dr. Clark then worked with BOE committees on wording of specific goals and with administrators on actions tied to the goals Clinton Township School District ___________________________________________________  

•  The progress of the goals will be reviewed by the BOE four times this academic year (2012-13) –  November 2012 –  January 2013 –  March 2013 –  30 days after the receipt of the NJASK scores in the District

Clinton Township School District ___________________________________________________  

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Challenge Statement: Improve effective communications between the superintendent, school and community

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Merit Goal: To rebuild community trust in the superintendent and BOE communication and decision- making process as measured by frequency, appropriateness and effectiveness of activities as listed. This will be achieved during the 2012-13 school year and if achieved will represent a maximum of 2.5% of the base salary

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It is not pensionable

•  Challenge Statement: To improve the standardization of district staff evaluation and hiring process • 

Merit Goal: To implement the improved standardized hiring process by June 2013 and complete the pilot of the teacher evaluation by July 2013 in readiness for full implementation by September of 2013 to ensure a consistent and open process for the purpose of instructional improvement, professional development and the evaluation of all staff. This will be achieved during the 2012-13 school year and if achieved will represent a maximum of 2.5% of the base salary

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It is not pensionable

•  Challenge Statement: To improve academic excellence and student achievement •  Merit Goal: To demonstrate a 5 percentage point increase in the combined proficient and advanced proficient NJASK Mathematics scores for the Grade 7 cohort in 2012 to Grade 8 students in 2013. The average increase in this category over the last 3 years was 3 percentage points, so this will be the baseline of the sliding scale. This will be achieved during the 2012-13 school year and if achieved will represent a maximum of 3.33 % of the base salary. •  It is not pensionable

•  Challenge Statement: To improve academic excellence and student achievement •  Merit Goal: To demonstrate an 8 percentage point increase in total number of proficient combined with advanced proficient NJASK Language Arts scores for Grade 3 cohort from 2012 to Grade 4 in 2013. The average increase over the past 3 years in this category was 2.5 percentage points, so this will be used as the baseline for the sliding scale. This will be achieved during the 2012-13 school year and if achieved will represent a maximum of 3.33 % of the base salary. It is not pensionable. •  It is not pensionable

•  Challenge Statement: To support fiscal responsibility •  Merit Goal: To generate increased district grant revenue

in the 2012-2013 school year above the 2011-2012 benchmark of approximately $27,000 from sources other than Federal and State aid and local taxation. This will be coupled with cost savings from the 2012-2013 budgeted expenditures in a realized, net amount exceeding one hundred thousand dollars ($100,000). This will be achieved during the 2012-2013 school year and if achieved will represent a maximum of 3.33% of the base salary.

•  It is not pensionable.

•  The BOE will evaluate Dr. Clark’s performance based on a predetermined sliding scale •  After evaluating her performance the BOE may determine that Dr. Clark receives a smaller percentage then the potential maximum payout. •  If each of the merit pay goals are reached, Dr. Clark will receive a maximum of $23,234.50 one time bonus Clinton Township School District ___________________________________________________  

Qualitative Goal #1 Improve Effective Communication •  Effective communication by the superintendent will be evaluated by her: –  Visibility in the schools and at public events –  Written communications –  Public presentations

Qualitative Goal #1 Improve Effective Communication •  Deliverables to be evaluated –  10 monthly newsletters –  No less than 5 public presentations on School Choice, Budget timelines, How a School Budget is put together, Multiple budget information meetings/Dec-March BOE meetings. All presentations posted on website; PTA, community and town budget presentations (April), NJASK & LRFP. Clinton Township School District ___________________________________________________  

Qualitative Goal #1 Improve Effective Communication •  These three items will be measured by the frequency, appropriateness and effectiveness of the activity, by the BOE –  A formalized survey will be administered after informative, scheduled meetings, allowing a review of that event –  A formalized survey will be administered to evaluate the superintendents visibility and written communication

Qualitative Goal #1 Improve Effective Communication

Qualitative Goal #2 Improve Evaluation and Hiring Process 0% Payout

25% Total Payout Standardize hiring process by January 2013

0% Payout

25% Total Payout Implements hiring process by June 2013

0% Payout

50% Total Payout Complete pilot and have teacher evaluation working by July 2013

Quantitative Goal #1 Improve Student Achievement 7th to 8th Grade Math

Quantitative Goal #2 Improve Student Achievement 3rd to 4th Grade LA

Quantitative Goal #3 Increase District Grant Revenue and Cost Savings $100K