Skip to main content

Gwinnett County Public Schools

Revising the compensation system for GCPS employees...

Revising the compensation system for GCPS employees...


Teacher talking to students in a classroom.

In the fall of 2015, Gwinnett County Public Schools kicked off a three-year process to implement a fair, flexible compensation system that will provide opportunities for employees to be rewarded and recognized for exceptional performance rather than solely years of service.

The initial work on the system will focus on compensation for certified staff members. The new Performance-Based Compensation System for Teachers will reward individual teachers who meet expectations on their performance evaluations and will reward top performers with additional financial awards. There are two parts to the new system— a Performance-Based Salary Schedule and a Performance-Based Award. 

.


Performance-Based Salary Schedule

In August of 2017, GCPS will transition all teachers and certified staff compensated on the district’s teacher salary schedule to a Performance-Based Salary Schedule. This new salary schedule acknowledges performance— not time on the job— as the impetus for movement on the salary schedule. Under the new schedule, a teacher advances one “performance step” for the next contract year upon achieving a rating of “Proficient” or higher on the annual Teacher Assessment on Performance Standards (TAPS) or equivalent annual evaluation tool. Employees earning TAPS ratings of “Needs Development” or “Ineffective” will not move a performance step, but remain on their current step for the next contract year.
teacher and students looking at a laptop

 


teacher and students outdoors looking at a jar

Performance-Based Awards

In 2018-19, the district will implement Performance-Based Awards for teachers as part of its Performance-Based Teacher Compensation System. Recipients of the awards will be determined using four metrics—professional growth, a teacher’s rating on the state’s Teacher Assessment on Performance Standards (TAPS) evaluation, student growth, and the local school Weighted School Assessment (WSA). The methodology for calculating the points earned for each metric will be finalized in late fall of 2017. The district’s Performance-Based Awards recognize that GCPS has great teachers in every school and rewards the best teachers, not just at the district level but at the school level as well.

District-Level Awards (Category 1)
The 10% of eligible teachers who earn the highest scores systemwide as determined by the metrics, will receive a district-level award. The award for teachers in Category 1 will equal 10% of the average GCPS Teacher salary. (Teachers receiving the district award in Category 1 are not eligible for awards in Categories 2 and 3.)

School-Level Awards (Categories 2 and 3)
Category 2 will recognize eligible teachers who score in the highest 10% at each school (excluding those in Category 1). The teachers in Category 2 will receive an award equal to 6% of the average GCPS teacher salary. 
Category 3 will recognize eligible teachers with the second highest 10% of scores at each school. The monetary award for teachers in Category 3 will equal 3% of the average GCPS teacher salary. 


 

Complementary Content