Compensation: LIFT and IMPACTplus
We believe that teaching is the most important job in the world.
And while we recognize that teachers do not enter the field of education for monetary reasons, we think that they deserve to be compensated as true professionals.
This is why DCPS collaborated with the Washington Teachers’ Union to develop IMPACTplus, a groundbreaking performance-based pay system that was introduced during the 2009–2010 school year. Through IMPACTplus, outstanding DCPS educators are now being paid what they deserve. In fact, thanks to annual bonuses of up to $25,000 and base salary increases of up to $27,000, some educators have seen their compensation more than double.
This year, we are excited to introduce several enhancements to IMPACTplus. Just as in years past, all Highly Effective teachers will be eligible for annual bonuses. However, through LIFT, we are
expanding the base salary component of IMPACTplus to reward more teachers in new ways.
■ For the first time, teachers who earn consistent Effective* ratings will be eligible for base salary increases of up to $9,000 at the Advanced Teacher stage.
■ Base salary increases will now be tied to LIFT stages with increases at the Advanced, Distinguished, and Expert Teacher stages for teachers in high-poverty schools.
We know that teachers are driven by the difference that they make in students’ lives — not by annual bonuses or impressive salaries. But we hope that these changes not only demonstrate just how much DCPS teachers are valued, but also help us to continue attracting and retaining the outstanding teachers that our students deserve.
* Note: Beginning in the 2012–2013 school year, an Effective IMPACT rating will be defined as a score between 300 and 349.
How will my compensation increase over time through LIFT?
All Effective and Highly Effective teachers will continue to earn the annual step increases outlined in the Washington Teachers’ Union contract. However, at the Advanced, Distinguished, and Expert Teacher stages, teachers will earn significantly larger base salary increases. The graph below represents compensation over time for four hypothetical teachers with master’s degrees:
How are DCPS teachers compensated compared to teachers in other districts?
Outstanding DCPS teachers are compensated at unprecedented levels. As shown in the following figures, DCPS teachers earn significantly more than teachers in other districts in the DC metro area, as well as teachers in similar urban school districts across the country. In fact, teachers’ salaries in DCPS exceed those in other districts even without including the annual bonuses and base salary increases that are available to high performers.
* Note: The compensation figures for DCPS reflect the maximum salaries for Highly Effective teachers who earn the maximum annual bonus amount of $25,000 because they are in IMPACT Group 1 and work in one of the 40 lowest-performing schools. In cases in which teachers in high poverty schools earn Highly Effective IMPACT ratings but are not in IMPACT Group 1 and/or in one of the 40 lowest-performing schools, they will be eligible for a bonus that is between $10,000 and $20,000. See page 17 for more information about IMPACTplus bonuses.
How does it work?
For teachers, IMPACTplus has two parts: an annual bonus and an increase in base salary.
PART 1: ANNUAL BONUS
How does the annual bonus work?
As noted in the introduction, to qualify for IMPACTplus, you must have an IMPACT rating of Highly Effective. With this rating, you will be eligible for an annual bonus according to the chart below.
How do I know what my school’s free and reduced-price lunch rate is?
Each school’s rate is listed on the LIFT website at dcps.dc.gov/LIFT. If you work at more than one school, we will use the average of your schools’ rates
Why do teachers in schools with high free and reduced-price lunch rates receive higher bonuses?
Again, one of the goals of IMPACTplus is to help our highest-poverty schools attract and retain outstanding teachers. This is why we are offering higher bonuses to the teachers who serve in these schools.
Why do teachers in Group 1 receive a special add-on?
Teachers in Group 1 are unique in that 50% of their IMPACT assessment comes from student growth data. Given the challenges associated with such a rigorous measure, we felt it was appropriate to recognize the most effective Group 1 teachers with higher bonuses.
How do I know if I am in IMPACT Group 1?
If you are not sure, please log into the IMPACT database at impactdcps.dc.gov. If you need assistance logging in, please contact the IMPACT team at 202-719-6553 or email@example.com.
Why do teachers who work in the 40 lowest-performing schools receive a special add-on?
One of the goals outlined in DCPS’s five year strategic plan, A Capital Commitment, is that by 2017, our 40 lowest-performing schools will increase proficiency rates by 40 percentage points. Given the additional challenges associated with working in these 40 schools, we felt it was appropriate to recognize the most effective teachers in these schools with higher bonuses.
How do I know if I work in one of the 40 lowest-performing schools?
If you are not sure, please ask your administrator. You may also contact the IMPACT team at 202-719-6553 or firstname.lastname@example.org.
PART 2: INCREASE IN BASE SALARY
How does the increase in base salary work?
Upon entering the Advanced, Distinguished, and Expert Teacher stages, teachers in high-poverty schools will be eligible for an increase in their base salary in the form of a service credit, meaning that they will be paid as if they had additional years in the system. The size of the base salary increase depends on a teacher’s LIFT stage and education level, as indicated in the chart below.
* In addition to the five-year service credit, teachers entering the Distinguished Teacher stage will move to the master’s degree salary band if not already there, and teachers entering the Expert Teacher stage will move to the PhD salary band if not already there.
Why are base salary increases only available to teachers at high-poverty schools?
One of the goals of LIFT and IMPACTplus is to help our highest-poverty schools attract and retain excellent teachers. These schools serve large populations of students who need extra support and who face additional challenges outside of the classroom; teachers who are successful in accelerating these students’ achievement deserve the greatest compensation. More than 75% of DCPS teachers work in high-poverty schools and will be eligible for base salary increases through LIFT.
Teachers in all schools will be eligible for the leadership opportunities and reduced IMPACT observations available through LIFT, and Highly Effective teachers in all schools will be eligible for annual bonuses.