File:† GCBAA

Performance Pay for Instructional Staff


The Board of Educationís primary mission is to ensure that all students in the district reach their academic potential by meeting or exceeding state and district academic standards.† To that end, the Board believes that basing teacher compensation on student performance growth, through a performance pay plan, will improve student achievement and enable the district to attract and retain top quality teachers.


The superintendent is directed to develop and institute a performance pay plan that ties teacher compensation directly to achievement growth of a teacherís students.† The plan shall be designed to encourage continued professional growth of teachers by providing significant financial incentives for obtaining and demonstrating skills that translate into higher student achievement.† The plan shall be multi-faceted and shall not rely solely on standardized test scores.† Student classwork, teacher and district devised test scores, standardized test scores and other evidence of student achievement shall measure student achievement growth.


In addition to direct compensation, the plan shall provide bonuses for outstanding teachers and for grade-level, group or school improvement and shall compensate teachers for duties and responsibilities that are not presently compensated, but that contribute to increased student achievement.


In developing the plan, the superintendent shall ensure that the plan rewards systematic progress toward achieving district goals; that the measurement components of the plan assure as much equity, objectivity and fairness as possible; and that existing staff salaries are protected.


The superintendent shall involve administrators, teachers, students and community members in developing, implementing and monitoring the performance pay plan.† At the end of each academic year, the plan shall be formally reviewed and revised as necessary.


The superintendent shall ensure that teacher evaluation and staff development programs are aligned with the performance pay plan.


Adoption date: Sept. 22, 2014


LEGAL REFS.:††††††††† C.R.S. 22-32-110 (5) (agreement with employee group cannot exceed one year term, unless subject to reopener on salaries & benefits)

††††††††††††††††††††††††††††††††††† C.R.S. 22-44-115.5 (2) (reductions in salary or alteration of work year due to fiscal emergency)

††††††††††††††††††††††††††††††††††††††††††††††† C.R.S. 22-60.5-110 (renewal of teacher license)

††††††††††††††††††††††††††††††††††† C.R.S. 22-63-401 through 403 (teacher compensation laws)

††††††††††††††††††††††††††††††††††† C.R.S. 22-69-101 et seq. (grant program for alternative teacher compensation plans)


CROSS REF.:†††††††††††† DBK*, Fiscal Emergencies