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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.