WTU rallies for new contract

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

I will also add only 4 teacher in all of DCPS received 20k because it’s only for the bottom 10 schools. After that around 30-35% of teachers receive a 2k-10k
bonus.

Also our salaries are public info, the average teacher makes 65k.

Where can you find the average? I think that number might be misleading because DCPS have a high turnover and hires a lot of brand new teachers. I would be interested in the median salary to factor that out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

I will also add only 4 teacher in all of DCPS received 20k because it’s only for the bottom 10 schools. After that around 30-35% of teachers receive a 2k-10k
bonus.

Also our salaries are public info, the average teacher makes 65k.

HA I think I know who you are based on the data you’re providing here - really appreciate how strong you’ve been standing up against other teachers on the WTU page. I’m in a semi leadership position so have to stay silent on there but just know you have many of us cheering you on

[Anonymous]

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

Hello, I am also an HE teacher at max pay. We are not a priority because among colleagues we can be hated and viewed as admin a** kissers, regardless if we are or are not.

Also though I have not received a raise I am paid 126k per year due to working at a title 1 school. However that 10k is never guaranteed. It is an interesting model, once you get to the top you are expected to become an admin I guess.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

PP. I should add that the money definitely does it’s job. I love teaching and I love my school, BUT I live in the suburbs and would like a shorter commute. However, I would take a significant pay cut to change districts, so I stay.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

*Sorry for the wording errors, typing on my phone.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

I will also add only 4 teacher in all of DCPS received 20k because it’s only for the bottom 10 schools. After that around 30-35% of teachers receive a 2k-10k
bonus.

Also our salaries are public info, the average teacher makes 65k.

Where can you find the average? I think that number might be misleading because DCPS have a high turnover and hires a lot of brand new teachers. I would be interested in the median salary to factor that out.

Don't kill me...but Glassdoor.

And yes, part of the reason is due to high turnover rates. DCPS also has this data:
Across the district, close to 70 percent of our teachers have six or more years of experience. In School Year 2019-2020, 76 percent of our teachers returned to the same school where they taught the previous school year, a nearly 8 percentage point increase in retention from 10 years ago.

I think that's consistent with a general 20-30% turnover rate. I'd say the percentage of teachers making 116k is like 10%
There is no way it's even close to a majority.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

Looking at the rubric, do you think a better idea is to make standardized testing worth more? It seems like administration could reward anyone they like based on classroom observations.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

Looking at the rubric, do you think a better idea is to make standardized testing worth more? It seems like administration could reward anyone they like based on classroom observations.

In my experience, teachers say that classroom observations are biased against them and also say standardized tests are biased against their students, so there’s really no reasoning possible.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

Looking at the rubric, do you think a better idea is to make standardized testing worth more? It seems like administration could reward anyone they like based on classroom observations.

Standardized testing being worth more would benefit teachers who work in wealthier areas. Attendance is better, kids don’t have to get the bulk of their food from school, if needed parents can pay for tutors, and so on. It would hurt the teachers’ scores in a high poverty school.

Although I’ve received (and accepted) the bonus, I think it should be cut out entirely. It causes too much discord because of all the things that go along with it. No evaluation tool needs to be more than a one page checklist. Either you did it or you didn’t. Time spent outside of my work hours should not hurt or help me. As a teacher, I shouldn’t have to sponsor multiple clubs or coach a sport to earn an effective rating. This hurts educators who are young parents, caregivers, or someone who just needs to go home at the end of their work day like normal people.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yes, I am the PP who discussed maxing out the pay scale. For teachers in Title I schools, our bonus is 10-20k. 2k is for teachers who are not in Title I schools. I was referring to the wage stagnation for the teachers DCPS says they want to keep the most (those who have been rated highly effective for many years in Title I schools). Unfortunately, I don’t think this group is a high priority in the union negotiations because I only ever hear about how terrible IMPACT is from the union, so I don’t believe those of us who are receiving these high evaluations are a priority. I’ve been denigrated by some of the hardcore union members for taking the pay raise and bonus.

I’ve been rated highly effective once and I took the raise and bonus. I know exactly what you’re talking about and I could not care less how others feel about it. However, the tool itself is overly subjective (most evaluation systems have some type of subjectivity) and it should be fixed because some of us could do cartwheels down the length of the hallway and not be rated HE while others barely do the minimum and receive HE. I know first hand that how it is used as a tool to reward favorites. Not in every situation, but in far too many.

Looking at the rubric, do you think a better idea is to make standardized testing worth more? It seems like administration could reward anyone they like based on classroom observations.

Standardized testing being worth more would benefit teachers who work in wealthier areas. Attendance is better, kids don’t have to get the bulk of their food from school, if needed parents can pay for tutors, and so on. It would hurt the teachers’ scores in a high poverty school.

Although I’ve received (and accepted) the bonus, I think it should be cut out entirely. It causes too much discord because of all the things that go along with it. No evaluation tool needs to be more than a one page checklist. Either you did it or you didn’t. Time spent outside of my work hours should not hurt or help me. As a teacher, I shouldn’t have to sponsor multiple clubs or coach a sport to earn an effective rating. This hurts educators who are young parents, caregivers, or someone who just needs to go home at the end of their work day like normal people.

You don’t think DCPS could add a clause of 79% attendance to count instead of what is it now? 55% or something.
You can still get a year of growth in 79% of the school year.

I’m sure they’ll be something else for other teachers to be upset at each other about.
And CSC is only worth 10%, can we stop with the dramatics. You can bomb CSC and still get highly effective and definitely effective.


And to the parent pp. I was the poster who asked about standardized testing, I’m a teacher too.
We already have those tests as part of our score. And they have been proven to be bias not just racially but towards those with disabilities as well.
However iReady is better than nothing. (I don’t think we should use parcc)

[Anonymous]

I’m curious about the “blood money” comment. Does the union advocate you not take your bonus? (I understand the complaint that impact is unfair.) also curious whether a principal has a limit to the number of teachers s/he can rate highly effective?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:IMO, DCUM represents a very small percentage of DC parents. The majority of parents I talk too have have no idea what it is and don't care. Taking surveys at a supermarket is probably more representative. Still the WTU needs to do a better job of communicating what it wants.

I get a ton of mail for the DC primaries. Is the WTU sending out mailers, updates on Twitter, Facebook, etc. to gain support? Maybe I just missed it.

I’m a teacher. The colleagues I’ve spoken to want smaller class sizes, a raise (do you know other DC employees are receiving a 12% increase over the next four years), I would love cola but maybe that’s a dream, substitutes, real planning periods that aren’t taken up by covering classes or LEAP meetings that aren’t meaningful, true sped resources, and a fair evaluation tool. I teach high school, I image ECE teachers need paraprofessionals and probably other things I’m not aware of.

Let me point out here that the rank and file teachers have no idea what’s being negotiated because we don’t have a seat at the table and the negotiations are supposedly confidential. I get really tired of being accused of things that the vast majority of DCPS teachers have nothing to do with. The finger pointing and outrage aimed at educators on this board is disgusting.

Thanks for sharing! It sounds like you have a leadership issue. Doesn't the body vote on request before they go forward? It all sounds very weird and disjointed.

OP here and LOL. If the greater public saw how absurd our most recent election was they would never think we were this strong and nefarious body ever again.

The WTU doesn't have to be strong and nefarious to mess things up. Aimless and blundering can be just as harmful too.

[Anonymous]

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

Welcome to being a GS-15.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is my 10th year as a teacher in a DCPS Title I school. I have been rated highly effective each year, so I have been eligible for salary raises and bonuses. For those who are unfamiliar, if you get a lot of high scores on the evaluation, you can skip along the pay scale, so I am paid as if I have 25+ years of experience and a PhD. This program is an effort to retain the teachers DCPS has identified as really, really good. However, because I have maxed out on the pay scale and the contract has expired, I have not had any wage increase for several years. I am paid exactly the same amount as I was three years ago. I don’t know how many teachers are in my position but it is a poorly thought out policy that the “best” teachers get wage stagnation. I would be fine if the new contract was everything the same from the old contract (which it probably will be) and an automatic 3% or whatever COLA on the pay scale.

What's your salary? Just curious.

The teachers at the highest end of the pay scale make $116k plus 10-20k bonus per year depending on school and subject.

That bonus is only for highly effective teachers and it’s actually $2k-$20k.

Yeah....a teacher with 10 years of experience and no Ph.D. maxing out around $118k-$136k? You're doing just fine. There has to be a salary cap somewhere. That teacher is complaining that they got to the cap quickly.