- This district has established a system for career salary advancement, but the system does not include a visible salary pathway so that a teacher will know what he or she will earn in future years. In this new salary system, we believe almost all incoming teachers in the Franklin school district can likely expect to earn a maximum career salary of about $50,000 in today's dollars. Based on our analysis of the Franklin Professional Compensation System as adopted by the Franklin School Board, we believe only a very few teachers, selected by school district administrators, will have the opportunity to earn more than $50,000 per year (plus cost of living adjustments) as their highest salary of their career.
- This district has given true cost of living salary increases each year since the advent of Act 10.
- This district has a track record of only non-renewing teachers' contracts after first giving the teachers detailed notification of alleged performance issues, the time and opportunity to address the alleged problems, and the support necessary to improve their performance and succeed in their position. However, we believe the district has recently dealt unfairly with employees who have significant health issues.
|Starting Salary||Career Maximum Salary||Years to Reach Maximum Salary||Pre Act 10 Career Maximum Salary|
|1. This district has a written system for career salary advancement that is objective, predictable, and attainable by all teachers.|| |
|2. This district's system for career salary advancement is clear and objective, rather than based on periodic subjective judgments.|| |
|3. This district's system of career salary advancement includes merit pay or performance pay.|| |
|4. This District's system of career salary advancement includes student test scores|| |
|5. This district's system of career salary advancement is predictable.|| |
|6. All teachers are able to attain the highest career salaries in the district.|| |
|7. This district's system of career salary advancement is based on experience and educational level attained|| |
|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|| |
|2. This district has a seniority based layoff procedure, rather than unpredictable subjective judgment.|| |
|3. This district has recall rights for teachers to return to their jobs after being laid off.|| |
|4. This district has "just cause" language for teacher discipline, non-renewal, and termination|| |
|5. This district allows teachers to appeal discipline, non-renewal, and termination decisions to an impartial arbitrator or judge.|| |
|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.|| |
|2. This district has reduced or eliminated teacher preparation time.|| |
|3. This district has increased the length of the teacher work day without additional compensation.|| |
|4. This district has increased the number of required work days in the contracted year without additional compensation.|| |
|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.|| |
|6. This district has reduced or eliminated teacher retirement benefits promised to teachers as an incentive for remaining in this district for their career.|| |
|7. This district has reduced or eliminated sick leave benefits and/or accumulated sick leave.|| |
Additional Information Regarding This School District:
This district has agreed to cost of living salary increases for the three years following Act 10 so that the value of current salaries are maintained.
The school board for this district increased out of pocket costs on health insurance despite already having achieved cost savings from a change in health insurance carriers. This action by the school board was against the advice of the school district administration and consultant.
This district significantly reduced district paid post retirement benefits for most teachers.
District Required Educator Effectiveness Worklload
|Number of SLO's per Year||Number of PPG's per Year||Length of Summative Evaluation Cycle|
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.