Client Services: Teacher Compensation and Incentives
An effective compensation system should directly support district recruitment, hiring, and retention goals by recognizing and rewarding effective teachers and teacher candidates. Increasingly, performance-based compensation systems also support career advancement and teacher leadership by establishing differentiated roles and responsibilities that drive additional compensation.
AIR understands that any adjustments to the structure of educator compensation must be closely tied to robust evaluation, hiring practices, opportunities for ongoing professional development, and opportunities for career advancement.
AIR’s approach to compensation and incentives includes short- and long-term considerations:
- In the short term, compensation may affect the pool of individuals who even are willing to contemplate a career in education.
- In the long term, compensation may affect the decisions of those already invested in the profession to enter, remain in, or leave.