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CSD reduced the faculty turnover rate from an average of 55 percent during 1975-1994 to an average of 12 percent during 1995-2000. Isolated working conditions contribute to faculty turnover despite high levels of satisfaction that range from 75 to 81 percent on a national satisfaction survey. CSD has a performance-based pay component and provides flexible working conditions, job rotation, job share contracts, and a high degree of empowerment to counter the effects of working in remote isolated areas. 900
Performance Based Compensation 900.2 Team based performance pay will be distributed during the April pay period. Performance pay will be a minimum of the average score of all certified teachers multiplied times $1,000 for year one and two, year three will be multiplied by $1500. (Example: year 1 & 2: Average score = 4.2 4.2 x $1000 = $4,200 per teacher. Year 3 ? Average score = 4.2 x $1500 = $6,300 per teacher.) 900.3 Tenured and non-tenured teachers will receive a minimum of one evaluation per year. The process for improvement (OFI) will be as follows: In the event of a discrepancy or teacher improvement after the first evaluation of the year, the teacher will have the opportunity to provide documentation or demonstration of improvement and be re-evaluated on specific items to improve their score before the district's scores are averaged. Teacher scores on the evaluation tool are continuous from previous scores. (Example: a teacher who is evaluated as a 3 in an area will continue to be scored at 3 on subsequent evaluations unless they demonstrate otherwise.) 900.4 A delegate from the association will verify the amount available for Team Based Performance Pay compensation. Employment
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