The Partnership for Innovation in Compensation for Charter Schools for New Jersey (PICCS4NJ) is a school improvement model that makes rigorous educator and school leader evaluations the driving force in determining a range of human capital management decisions, including performance-based compensation, professional development, and promotion. Each participating school developed its own salary increase amounts for Effective and Highly Effective teachers, as well as salary ranges for each of five teacher career levels. Teachers who perform well on evaluations are eligible for leadership positions.
The Center for Education Innovation -Public Education Association (CEI-PEA) aims to improve student achievement in each participating school through a comprehensive human capital management system (HCMS) that centers on educator performance evaluations. The program's key goals are to establish an HCMS that includes an educator evaluation performance-based compensation system (PBCS) to improve teacher and leader effectiveness and to improve student performance and growth outcomes. CEI-PEA will establish performance targets in each of these areas.
CEI-PEA contracted with an independent third- party organization to design and conduct a project evaluation with formative and summative components. The formative evaluation furnished objective and systematic data to project staff on planning, developing, and implementing the project. The summative evaluation will examine the impact of the project on educator practices and student outcome, using both a linkage study and a balanced scorecard of indicators. A blend of qualitative and quantitative data informs each evaluation component.
- Worked toward establishing a comprehensive HCMS emphasizing effective evaluation at each consortium school
- Provided professional development and technical assistance to teachers and principals to increase access and use of student data to inform instruction
- Established a Project Advisory Team with members from each charter school to engage in project progress monitoring
- Installed the PICCS Warehouse to house live school-specific data. All schools have received training in tracking student performance and building assessments, working with live school-specific data
- Introduced the National SAM Innovation Project (NSIP) to school leaders to help them map their time in schools in order to increase time dedicated to instructional leadership
- Successfully rolled out Eduplanet, a social learning tool, to PICCS schools
- Fully implemented educator evaluation system
- Held monthly Project Advisory Team meetings with members from each charter school to engage in project progress monitoring
- Refined PBCS salary structure
- Developed capacity at school level in Professional Learning Communities through monthly meetings and training sessions
- Implemented all components of a comprehensive HCMS, including a performance-based salary schedule, induction, and career leaders
- Continued targeted professional development based on teacher and principal needs
- Held monthly Project Advisory Team meetings with participating schools
- Continued implementation of all HCMS components, from induction to career ladders and performance-based pay
- Exceptionally valued Instructional Rounds initiative to address school improvement at scale
- Provided targeted, onsite professional development based on educator evaluations
- Improved teacher and principal retention
- Focus on Year 5 theme: sustainability, working with each school to determine which aspects of PICCS schools will continue to implement or adapt
- Create opportunities for continued school collaboration across a network of schools through targeted Professional Learning Communities
- Participating schools will establish salary ranges for the following positions: Aspiring Teacher, Novice Teacher, Associate Teacher, Master Teacher, or Teacher Leader.
- Teachers must be rated at least Effective to earn performance-based salary increases.
- Highly Effective teachers must be compensated at least $3,000, and compensation cannot exceed $4,000. Local funds must support any salary increase over $4,000.
- Participating schools will pay salary supplements of up to $2,500 for teachers who assume leadership positions as a Mentor Teacher or Master Teacher.
- There was no performance-based compensation in the Year 1-2 planning period.