Revising the compensation system for GCPS employees...
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 Teacher Compensation System Framework
- CEO/Superintendent’s Video Message (November 2016)
Performance-Based Salary ScheduleIn August of 2017, GCPS transitioned all teachers and certified staff compensated on the district’s teacher salary schedule to a Performance-Based Salary Schedule. This salary schedule acknowledges performance— not time on the job— as the impetus for movement on the salary schedule. Under the Performance-Based Salary 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.
Performance-based awards are being implemented as Phase 2 of the overall Performance-Based Teacher Compensation System in 2018-19, with the first awards being distributed in the fall of 2019. GCPS created two paths to the awards to ensure more teachers have the opportunity to be eligible for the performance-based award. The Four-Metric Path is for eligible teachers who have scores on the four metrics (Professional Growth, TAPS Evaluation, Student Growth, and Weighted School Assessment). Eligible teachers with scores on all performance metrics except Student Growth will be included in the Three-Metric Path. It's one system with two paths to the awards, providing a great way for GCPS to recognize that there are great teachers in every school in the district who deserve to be celebrated. We also believe that rewarding outstanding teachers will help us with teacher recruitment, retention, and morale, all of which impact student achievement. Additionally, incentivizing top performance in every school will help us improve the education we provide across the district.
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