"The reason for that structural increase would be to allow us to make very specific investments in instructional quality [bonus pay for test scores to the tune of $27,000,000 over 5 years] and in the education of our children, and to make some specific that we know will make an impact--a very positive impact--on student academic achievement in the future. I'm not asking for a whole lot of money and just saying, 'really, just trust me, I am going to do good things with it'--what we are asking are some dollars [35 million of them] for some very specific investments that we know from research and from experience will impact positively on classroom instruction . . . . "
McIntyre says, “There’s not a lot of research that says these step raises make a lot of difference in terms of student instruction and outcome. So you want to find a compensation structure that will incent and support great instruction.” Which is to say that step raises could become a thing of the past.
Beyond that, he suggests that, “If we had the resources to give a 3 percent raise, rather than doing it all across the board, you might do 1 percent across the board and put the other 2 percent into additional strategic comp. So over time you still have base pay and it’s still increasing at a relatively modest rate, but strategic comp becomes a much larger proportion of the total. That’s where I would like to get to.”