Award Winning Teacher Looking for Transition Advice

[Anonymous]

Anonymous wrote:Maryland is trying to put a career ladder in place for excellent teachers, to keep them in the classroom but yet advance their careers in a way that is more sustainable. It's called the "Blueprint for Education" and it has many components, but one of them is this career ladder. Ideally, teachers can move up the ranks, still teaching classes but maybe only 20-40% of the time, while providing mentoring to other teachers or working on district initiatives. It's a way to keep excellent teachers who don't wish to move into administration, and the salary increases are supposed to be commensurate with becoming a principal. I'm a little skeptical of what it is going to look like, but it might be something for you to consider. However, no school in Maryland would be likely to match your current salary, with all the DC IMPACT bonuses, and you would lose your retirement credits.

Thanks, I looked into the MD Blueprint for Education after you mentioned it and it looks like an impressive plan. I found a 182 final draft plan which lays everything out. It includes initiatives such as universal preK, better teacher recruitment/training, increasing starting and overall salaries for teachers, implementing a teacher/admin career ladder, etc. It will roll-out in phases, with the plan set to conclude by 2032. The teacher ladder is discussed and there seems to be 3 levels: lead, distinguished, and professor distinguished. Advancing through these levels comes with salary bumps and a reduced workload of classroom instruction (50%-80% reduction). I must mention that most of this seems to be focused on NBCT (National Board Certified Teachers) which I wouldn't be opposed to.

However in my situation, it appears the full roll-out won't occur until 2032 (close to my retirement date). Also, my career credits won't transfer over, which would delay my retirement. I appreciate your recommendation, as it seems like a robust plan for Maryland that has the potential to greatly benefit MD educators in the future.

[Anonymous]

Anonymous wrote:OP, I'm a teacher in PGCPS and I understand your comments that this work you are doing doesn't feel sustainable. Your high salary right now is a result of IMPACT, right? How does that work exactly? You need to keep performing at a certain level every year, I think (meaning, your students need to get certain test scores I think?) and if you perform at that level two years in a row, you get an extra bonus. But miss a year and the bonus goes away and miss two years in a row, what would your salary be? What exactly do you have to do to keep these bonuses? Like, say you have a major health crisis and need to take time off, or just take it easy and you underperform for a year. How much salary would you lose?

And what is the pension system for DCPS teachers?

I'll do my best to explain my understanding but I'm no expert. The pension system involves an 8% deduction from our paychecks and you need 30 years of service to qualify (although the required service years decrease as the retirement age increases). The pension payout is calculated based on the formula: Years of Service x Average Salary of the Last 3 Years x 2%. For example, if your average salary over the last 3 years is $150,000 and you have 30 years of service, your estimated annual benefit would be around $90,000. Additionally, the pension system includes a cost-of-living adjustment.

Regarding the Impact system, it is a little confusing but there are 5 levels (teacher, established, advanced, distinguished and expert). You need 1 highly effective rating to get to established and advanced. Once at advanced you need 2 highly effective evaluations in subsequent years to get to distinguished and expert. If you are in a title 1 or at-risk school this is also tied with substantial salary raises and bonuses up to $25k. While it is theoretically possible to face removal from the system due to poor evaluations, I personally haven't come across any instances of this occurring. I have included a link to an Impact guidebook that you can review further.

https://dcps.dc.gov/sites/default/files/dc/sites/dcps/publication/attachments/1a.%20Teacher%20LEAP%20Leaders%20Grades%204%2B%20with%20Individual%20Value-Added%20Student%20Achievement%20and%20Student%20Survey%20Data%20.pdf

[Anonymous]

Anonymous wrote:Would you be less stressed if you worked with fewer students? Perhaps you could be a Title I math teacher, a school librarian or transition to special ed.

There is some work in nonprofits but I don't know that your salary expectation is realistic.

Another option might be to create a private business: teach teachers, sell your materials, teach higher level math or SAT math prep.

Thanks a transition to special education, ESL, instructional coach, etc may be an option to keep the salary, benefits, pension, etc. but have less instructional time.

[Anonymous]

Anonymous wrote:The grass is not always greener...
I was a teacher for 16 years (not DC area). Finally had enough post-Covid and started volunteering at a large non-profit. I learned CRMs and event planning software. After 1 year of sending out resumes and a few interviews, I finally got a job in development at a larger non-profit (museum). Took a massive pay cut and I now have to pay for after school and summer childcare. My salary is almost a wash (DH makes more $, so I am very lucky).
Besides the financial difference, I miss school culture more than I thought I would. Every day was different. Teacher colleagues have a "we are in this together" mindset--even pre-Covid. I miss having my classroom and being (mostly) in charge of my day. Kids are hilarious and thoughtful and challenging. The days go by so fast.
I find myself now sitting in my quiet cubicle, staring at a spreadsheet, and the clock, wishing I could go out to recess duty.
This is just my story OP. But, I am telling it so that you understand the reality of making the transition.
Do not expect your (very high) teaching salary will magically be replaced once you transition out. Be prepared for a culture shock in work environment. Good luck.

I appreciate your perspective and the one from the above "golden handcuffs" poster. I'm not necessarily looking for greener pastures, just something less draining on a day-to-day basis. There are aspects that make it a hard decision to leave. I plan to talk to a career specialist for more perspective.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Maryland is trying to put a career ladder in place for excellent teachers, to keep them in the classroom but yet advance their careers in a way that is more sustainable. It's called the "Blueprint for Education" and it has many components, but one of them is this career ladder. Ideally, teachers can move up the ranks, still teaching classes but maybe only 20-40% of the time, while providing mentoring to other teachers or working on district initiatives. It's a way to keep excellent teachers who don't wish to move into administration, and the salary increases are supposed to be commensurate with becoming a principal. I'm a little skeptical of what it is going to look like, but it might be something for you to consider. However, no school in Maryland would be likely to match your current salary, with all the DC IMPACT bonuses, and you would lose your retirement credits.

Thanks, I looked into the MD Blueprint for Education after you mentioned it and it looks like an impressive plan. I found a 182 final draft plan which lays everything out. It includes initiatives such as universal preK, better teacher recruitment/training, increasing starting and overall salaries for teachers, implementing a teacher/admin career ladder, etc. It will roll-out in phases, with the plan set to conclude by 2032. The teacher ladder is discussed and there seems to be 3 levels: lead, distinguished, and professor distinguished. Advancing through these levels comes with salary bumps and a reduced workload of classroom instruction (50%-80% reduction). I must mention that most of this seems to be focused on NBCT (National Board Certified Teachers) which I wouldn't be opposed to.

However in my situation, it appears the full roll-out won't occur until 2032 (close to my retirement date). Also, my career credits won't transfer over, which would delay my retirement. I appreciate your recommendation, as it seems like a robust plan for Maryland that has the potential to greatly benefit MD educators in the future.

THIS ‘Blueprint’ is largely why Maryland legislators legalized pot over the weekend. This crazy plan when fully implemented is like 10 billion in school spending! As if they learned nothing from Thornton Commission spending. Hope to be in PA by 2032 which will still have higher NAEP scores by then than MD - and likely still have a cheaper public school system. Parents make better students not union workers…and legal pot certainly doesn’t help parents…

Just taking math, 4th grade results 2022 as a common predictor of college graduation rates

https://www.nationsreportcard.gov/profiles/stateprofile?chort=1&sub=MAT&sj=&sfj=NP&st=MN&year=2022R3

And don’t give me any pandemic excuses!

[Anonymous]

Having a pension in retirement (early) is huge. You will not replicate that in the private sector. Also, your SO likely works less bc they have been at their job for awhile and can do things efficiently (as you do with teaching). Or your SO generates enough revenue or is senior enough to be judged not on hours but on performance. If you transition to a new career, there will be a learning curve (despite all of your impressive skills) and you will have to work more than 2-3 hours a day. Especially if you convince an entity to start you at $130K. I do not think your starting salary will be anywhere near that in the non-profit world and if it is, you will be trading the stress you have now for other stresses. You have a good situation that many people envy.

If you can’t sustain it, you can’t but I’m not sure the grass will be greener in a new field. Have you looked into asking a professional for ways to help you manage the stress?

[Anonymous]

I was in education for 10 yrs. Hugh school, several subjects, 9-12. I was in another southern state that paid dismally low. The summer we relocated to dc area I told my DH I was done with teaching and dismal pay. When o mean dismal I mean dismal. I was a certified AP teacher making 38k in 2015. I took a year off and transitioned into medical Education in 2017 . Today, I earn over double my teacher salary. But for you coming from an already well paid state, you will take a significant payout.

[Anonymous]

Meant to say you'll take a big pay cut.

[Anonymous]

I'm the ex teacher who posted above. No one in corporate will care about your teacher awards.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Maryland is trying to put a career ladder in place for excellent teachers, to keep them in the classroom but yet advance their careers in a way that is more sustainable. It's called the "Blueprint for Education" and it has many components, but one of them is this career ladder. Ideally, teachers can move up the ranks, still teaching classes but maybe only 20-40% of the time, while providing mentoring to other teachers or working on district initiatives. It's a way to keep excellent teachers who don't wish to move into administration, and the salary increases are supposed to be commensurate with becoming a principal. I'm a little skeptical of what it is going to look like, but it might be something for you to consider. However, no school in Maryland would be likely to match your current salary, with all the DC IMPACT bonuses, and you would lose your retirement credits.

Thanks, I looked into the MD Blueprint for Education after you mentioned it and it looks like an impressive plan. I found a 182 final draft plan which lays everything out. It includes initiatives such as universal preK, better teacher recruitment/training, increasing starting and overall salaries for teachers, implementing a teacher/admin career ladder, etc. It will roll-out in phases, with the plan set to conclude by 2032. The teacher ladder is discussed and there seems to be 3 levels: lead, distinguished, and professor distinguished. Advancing through these levels comes with salary bumps and a reduced workload of classroom instruction (50%-80% reduction). I must mention that most of this seems to be focused on NBCT (National Board Certified Teachers) which I wouldn't be opposed to.

However in my situation, it appears the full roll-out won't occur until 2032 (close to my retirement date). Also, my career credits won't transfer over, which would delay my retirement. I appreciate your recommendation, as it seems like a robust plan for Maryland that has the potential to greatly benefit MD educators in the future.

THIS ‘Blueprint’ is largely why Maryland legislators legalized pot over the weekend. This crazy plan when fully implemented is like 10 billion in school spending! As if they learned nothing from Thornton Commission spending. Hope to be in PA by 2032 which will still have higher NAEP scores by then than MD - and likely still have a cheaper public school system. Parents make better students not union workers…and legal pot certainly doesn’t help parents…

Just taking math, 4th grade results 2022 as a common predictor of college graduation rates

https://www.nationsreportcard.gov/profiles/stateprofile?chort=1&sub=MAT&sj=&sfj=NP&st=MN&year=2022R3

And don’t give me any pandemic excuses!

Pennsylvania has about 3% ELL students; Maryland has 10%. That can explain some of the higher test scores in PA.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Maryland is trying to put a career ladder in place for excellent teachers, to keep them in the classroom but yet advance their careers in a way that is more sustainable. It's called the "Blueprint for Education" and it has many components, but one of them is this career ladder. Ideally, teachers can move up the ranks, still teaching classes but maybe only 20-40% of the time, while providing mentoring to other teachers or working on district initiatives. It's a way to keep excellent teachers who don't wish to move into administration, and the salary increases are supposed to be commensurate with becoming a principal. I'm a little skeptical of what it is going to look like, but it might be something for you to consider. However, no school in Maryland would be likely to match your current salary, with all the DC IMPACT bonuses, and you would lose your retirement credits.

Thanks, I looked into the MD Blueprint for Education after you mentioned it and it looks like an impressive plan. I found a 182 final draft plan which lays everything out. It includes initiatives such as universal preK, better teacher recruitment/training, increasing starting and overall salaries for teachers, implementing a teacher/admin career ladder, etc. It will roll-out in phases, with the plan set to conclude by 2032. The teacher ladder is discussed and there seems to be 3 levels: lead, distinguished, and professor distinguished. Advancing through these levels comes with salary bumps and a reduced workload of classroom instruction (50%-80% reduction). I must mention that most of this seems to be focused on NBCT (National Board Certified Teachers) which I wouldn't be opposed to.

However in my situation, it appears the full roll-out won't occur until 2032 (close to my retirement date). Also, my career credits won't transfer over, which would delay my retirement. I appreciate your recommendation, as it seems like a robust plan for Maryland that has the potential to greatly benefit MD educators in the future.

Yeah, the NBCT certification is the first hurdle to advancing to Lead Teacher status, but it does also come with salary enhancements. But you need to recertify every 5 years. Don't know about the full roll out timeline but the NBCT salary bonuses have already started, and my school district is implementing the lead teacher pathway in the next two years.

Still, for pension purposes it would not make sense to move to MD. You are kind of stuck in DC.

I think your best course of action may be to look critically at your teaching practices, and try to identify a few things that make your day to day life exhausting. And try to find small but sustainable ways to change that. I mean, it sounds like you already have managed to optimize your teaching schedule and work flow so you aren't bringing work home or needing to stay late. A few small tweaks over time could add up.

[Anonymous]

OP, are you sure it's the job and not just... midlife? No snark. I say this as a middle aged woman myself. Perimenopause is no joke. This is the time of life where it's not uncommon to develop thyroid issues, fatigue, achy joints... etc. Before you make any major decisions make sure you have ruled out any other health issues that are causing your fatigue and burnout.

[Anonymous]

It sounds like you have a great job. You don't work full time and get the summers off and make that amount of money? Where on earth do you teach?

[Anonymous]

OP, what about data science?

How much programming experience do you have? You teach math - do you think you would enjoy data science?

It might be something you can transition to through self study for the most part, and then take some classes/get a certificate. And heaven knows, there's all sorts of data analusis in the field of education.

I don't think starting salaries for a data scientist or analyst are higher than what you make now, but I bet the career trajectory is there to make a lot more in ten years.

Just a thought. https://www.springboard.com/blog/data-science/data-science-no-experience/

[Anonymous]

Anonymous wrote:It sounds like you have a great job. You don't work full time and get the summers off and make that amount of money? Where on earth do you teach?

OP already answered: DC.

But OP is now at the top of the pay scale with no room to grow or increase in salary. Too young for that!