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You are here: Home / Policy Manual / Pubilc School Employee Salary Schedule / Race to the Top Bonus Payments to Certified Personnel in Persistently Low-Performing Schools

Race to the Top Bonus Payments to Certified Personnel in Persistently Low-Performing Schools


ItemDescription
Policy TitleRace to the Top Bonus Payments to Certified Personnel in Persistently Low-Performing Schools
Policy CategoryPublic School Employee Salary Schedule (SLRY)
Policy IDSLRY-001
Policy Date2013-04-04

Formerly TCS-T-001


In accordance with North Carolina’s approved Race to the Top plan, the State will award bonuses to certified personnel in persistently low-achieving schools.  These bonuses will be based on student growth data.

 

Eligible Schools

There are 118 persistently low-achieving schools, as defined in North Carolina’s approved Race to the Top plan.

Eligible Person

An eligible person is a certified employee who is paid from the North Carolina certified salary schedule and coded to a persistently low-achieving school.  An eligible person may only include principal, assistant principal, teacher, and student services personnel, for example school counselors.

The eligible person must be in pay status for 45 consecutive days during the school year to be eligible for all or part of the bonus payment.  Days on short-term or long-term disability, workers compensation, or leave without pay may not be included in the 45 consecutive days.

Certified personnel who work more than 45 consecutive days and less than the full 10-month school year shall be eligible for a pro-rata portion of the incentive.

Part-time certified personnel are eligible for a pro-rata portion of the bonus payment. Part-time employees must work at least 20 hours per week at the school to be eligible for a pro-rata portion.

Substitutes are not eligible.  Interim teachers who meet the other eligibility requirements are eligible.

School-Level Awards

The Education Value-Added Assessment System (EVAAS) produces a school composite for any school in North Carolina in which End-of-Grade assessments and End-of-Course assessments in grade four and higher are administered.  The value-added school composite combines data from any of these assessments administered in a school.

Eligible certified staff members receive a Race to the Top bonus payment of no more than $1,500 if their school receives a value-added school composite in the “Exceeds Expected Growth” range according to EVAAS.  Certified staff members do not receive a Race to the Top bonus payment if their school receives a value-added school composite of “Meets Expected Growth” or “Does Not Meet Expected Growth.”

 

Teacher-Level Awards

Most teachers in North Carolina who administer an End-of-Grade assessment, End-of-Course assessment, Common Exam, or Career and Technical Education Post-Assessment in grades four and higher will receive a value-added teacher composite from the Education Value-Added Assessment System (EVAAS).  The value-added teacher composite combines data from any of the above assessments administered by a teacher.   Exceptions will include teachers who administer these assessments but teach very few students or whose students do not have the necessary set of prior test scores to measure growth.

Eligible teachers who receive a value-added teacher composite in the “Exceeds Expected Growth” range according to EVAAS receive an additional bonus payment of no more than $500 above the $1,500 payment made on the basis of the school value-added composite.  Eligible teachers who receive a value-added teacher composite in the “Meets Expected Growth” or “Does Not Meet Expected Growth” range do not receive an additional Race to the Top bonus payment.

In schools where eligible staff members did not receive a bonus payment, eligible teachers who receive a value-added teacher composite in the "Exceeds Expected Growth" range receive a bonus payment of no more than $2,000.

Retention Requirement

A bonus recipient who returns to the same persistently low-achieving school in 2013-2014 shall receive 100% of the bonus payment (as determined in accordance with above policy on eligibility).

A bonus recipient who does not return shall receive 50% of the bonus payment (as determined in accordance with above policy on eligibility).

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