Teacher Incentives

Today's class discussion led to some interesting questions regarding teacher bonuses and incentives that currently exist in BCPSS. As we discussed, the current incentives are uniquely targeted at new hires. For example, certified teachers who commit to teach in a Title I school by June 1 get a $5000 bonus; teachers of "high needs subjects" who commit by October 1 get a $3000; etc. This system raises the question-- what could be done to encourage teachers to stay? As Amy pointed out, a few things are being done; they are just poorly advertised. The Teacher Next Door program, for example, gives teachers a fifty percent discount on homes in "Revitalization Areas" if they agree to live there for three years (http://www.md-re.com/teacher_next_door.php). Additionally, the tuition reimbursement policy offers incentive for teachers to spend either one or two more years beond their graduate degree in order to receive reimbursement. Although currently very loosely enforced, if properly administrated this program has tremendous pull to aid in teacher retention, particularly in losing teachers to neighboring school systems.

While these financial incentives are certainly significant, class discussion pointed to non-financial incentives as key to boosting teacher retention. For example, guaranteeing subject selection or number of classes taught per day to teachers after a certain number of years in the system. These seem to be the kind of advantages that may come automatically and without mandate with tenure at other school systems. Is it possible to mandate such a thing? Would this be part of district policy or in the BTU contract? Is this enough? It seems that stability and structure take precedence over monetary bonuses. It seems BCPSS should look into it!