Greenfield School District

Region: 

Survey Highlights: 

  • This district implemented a new system for career salary advancement in 2013-2014. Salary increases in the Greenfield system are based mostly on fair and objective factors like years of service and professional development. The system lacks pay levels for each year of service, but a teacher can predict that they will get to at least $70,000 per year after being with the district for 15 years (assuming starting at the lowest salary). After reaching this level, it is entirely unclear what increases a teacher will get going forward. Since establishing the system, the district has refused to give cost of living increases to people in the highest pay range and the district has refused to adjust the rates on the schedule so that they keep up with inflation. Unless these issues are addressed, the salary system will lose much of its value over time.
  • This district's administration has a track record of pursuing nonrenewal of experienced teachers' contracts, with little prior warning and no chance for the teacher to improve.

 

Salary Comparison

Starting SalaryCareer Maximum SalaryYears to Reach Maximum SalaryPre Act 10 Career Maximum Salary
$42,000UnknownUnknown$73,447
1. This district has a written system for career salary advancement that is objective, predictable, and attainable by all teachers.
Yes
2. This district's system for career salary advancement is clear and objective, rather than based on periodic subjective judgments.
Yes
3. This district's system of career salary advancement includes merit pay or performance pay.
No
4. This District's system of career salary advancement includes student test scores
No
5. This district's system of career salary advancement is predictable.
Yes
6. All teachers are able to attain the highest career salaries in the district.
Yes
7. This district's system of career salary advancement is based on experience and educational level attained
Yes
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.
Yes
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.
Yes
7. This district has reduced or eliminated sick leave benefits and/or accumulated sick leave.
Yes

Additional Information Regarding This School District: 

After initially abolishing post retirement health insurance benefits for the vast majority of professional educators, the administration and board revisited the issue and created a system in which everyone will receive at least some benefit. The post retirement benefit is still among the lowest in the area.

Recently, over 83% of teachers in the district signed a petition stating: We the undersigned professional educators hereby request that the Board provide cost of living salary increases to all professional educators in Greenfield.  We further request that the Board adjust rates on the district Compensation Model so that they keep up with the cost of living. We appreciate that the District worked with the GEA to create a salary system that values our experience and dedication to the district’s students.  However even with increases granted through the Compensation Model, 79 of our colleagues received less than an inflationary increase, meaning their salaries lost value. It would be very affordable to provide these increases – significantly less than the individually negotiated increases the district has already provided to certain people. Similarly, there has been no inflationary adjustment to the rates in the Compensation System since it was created. If the district does not make such adjustments, in ten years the top rate of $70,000 will be worth less than $57,000 in today’s dollars. The system will have little value to us without inflationary adjustments. Thank you for considering our request. The school board has not yet responded to the request.

 

 

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.