Cudahy School District

Region: 

Survey Highlights: 

  • This district has established a system for career salary advancement, but the system does not include a visible salary path so that a teacher will know what his/her salary will be in future years. Salary increases in this system are based on uncertain and subjective factors such that a teacher cannot be assured of receiving future increases. Teachers seeking annual salary increases are also required to take on significant additional work. To date, the district has insisted that salary increases can only be achieved through this system and many teachers have not received at least cost of living increases to maintain the value of their salaries.
  • This district's administration has a track record of occasionally pursuing nonrenewal of teachers' contracts, based on performance, with little prior warning and no opportunity for the teacher to improve.
  • This district has had multiple grievances filed for unfairly disciplining experienced teachers.

 

Salary Comparison

Starting SalaryCareer Maximum SalaryYears to Reach Maximum SalaryPre Act 10 Career Maximum Salary
$40,000unknownunknown$77,333
1. This district has a written system for career salary advancement that is objective, predictable, and attainable by all teachers.
No
2. This district's system for career salary advancement is clear and objective, rather than based on periodic subjective judgments.
No
3. This district's system of career salary advancement includes merit pay or performance pay.
Yes
4. This District's system of career salary advancement includes student test scores
Unknown
5. This district's system of career salary advancement is predictable.
No
6. All teachers are able to attain the highest career salaries in the district.
No
7. This district's system of career salary advancement is based on experience and educational level attained
No
1. Before deciding to non-renew or terminate a teacher, this district always gives significant advance notice of any deficiencies and the opportunity and support to improve their performance
No
2. This district has a seniority based layoff procedure, rather than unpredictable subjective judgment.
No
3. This district has recall rights for teachers to return to their jobs after being laid off.
No
4. This district has "just cause" language for teacher discipline, non-renewal, and termination
No
5. This district allows teachers to appeal discipline, non-renewal, and termination decisions to an impartial arbitrator or judge.
No
1. This district provides time and resources on scheduled in-service days to help teachers meet state and district educator accountability requirements, including SLO's and PPG's.
Unknown
2. This district has reduced or eliminated teacher preparation time.
Yes
3. This district has increased the length of the teacher work day without additional compensation.
Yes
4. This district has increased the number of required work days in the contracted year without additional compensation.
No
5. This district has made significant changes to health insurance benefits that have negatively impacted teachers by requiring either higher co-pays and premiums and/or reductions in scope and level of coverage.
Yes
6. This district has reduced or eliminated teacher retirement benefits promised to teachers as an incentive for remaining in this district for their career.
No
7. This district has reduced or eliminated sick leave benefits and/or accumulated sick leave.
Yes

Additional Information Regarding This School District: 

This district worked with the local association to develop a new career compensation model, but ultimately adopted the STAR compensation model which is a 100% merit pay model despite the lack of support from a majority of teachers in the district.

In a recent survey of Cudahy teachers, 95% of respondents stated that they do not have confidence in this system.

This district has changed district provided post-retirement benefits, but retained a substantial part of their previous value.

 

District Required Educator Effectiveness Worklload

Number of SLO's per YearNumber of PPG's per YearLength of Summative Evaluation Cycle
113 years

 

The information on this district page comes from a variety of publicly available information sources.  We thank all who have contributed information towards the development of this page. Addtional information is always appreciated. Send information to [email protected].

 

Accuracy of Information: Every attempt was made to ensure that the information on this District page was accurate at the time of publishing. If a district has made changes to employment policies, practices, compensation or benefits, we would appreciate an email letting us know of the changes so that we can update the information for the district as soon as possible.  Send updated or new information to [email protected]

 

Thanks from the Teaching in Wisconsin Research Team.