In June 2013, the State Board of Education passed a revised set of guidelines pursuant to Tenn. Code Ann. §49-3-306(h), which requires districts to create and implement differentiated pay plans. The intent of the differentiated pay plans is to give local control to districts in regard to salary schedule, and to create another lever for districts to attract and retain teachers based on a flexible set of potential criteria. A complete copy of the policy can be found here.
2014-15 District Plans
- An overview of the types of plans created for the 2014-15 school year can be found in the Differentiated Pay Summary Report.
- Individual district differentiated pay plans and local salary schedules can be accessed via the drop down menu below.
District Planning Resources
To watch a webinar, follow the link below to install the free AT&T Connect software and play the recording.
Session #1: Compensation Design as Part of an Overall Human Capital Strategy
Whole Group Session: September 5, 2013
Session 1 Resources
- Presentation: Rethinking Teacher Compensation to Drive Student Performance, Session 1
- Homework: How to Differentiate Pay in a Cost Neutral Way
Session #2: Human Capital System Costs, Impacts, and Trade-offs
Regional Sessions: October 16-18, 2013
Session 2 Resources
- Presentation: Rethinking Teacher Compensation to Drive Student Performance, Session 2
- Differentiated Pay Submission Template
- Resource Guide
- Cards Inventory
- Compensation Cards
Session #3: Overcoming Fiscal considerations Problems of Practice
Regional Sessions: November 20-22, 2013
Session 3 Resources
The Tennessee Online Compensation Design Tool is an optional resource to assist districts in designing their differentiated pay plans. Each district has a unique access code which can be requested by emailing Compensation.Questions@tn.gov.
Frequently Asked Questions
State law [T.C.A § 49-3-306(h)], adopted by the General Assembly in 2007, already requires school districts to adopt and implement differentiated pay plans to aid in staffing hard to staff subject areas and schools and attracting and retaining highly qualified teachers. However, this law has never been enforced. Beginning in the 2014-15 school year, the department will begin to enforce this law, and the increased flexibility provided by the new salary schedule will assist districts in meeting this requirement.
The differentiated pay plan policy does not mandate pay for performance. However, the revised differentiated pay plan policy prevents districts from basing across-the-board pay increases solely on years of experience or advanced degrees. Districts must differentiate teacher compensation based on at least one additional criterion. Differentiated pay criteria can include any of the following: additional roles or responsibilities, hard-to-staff schools or subject areas, and performance based on State Board approved teacher evaluation criteria.
Do base pay changes and bonuses awarded through a district’s differentiated compensation plan count toward retirement benefits through TCRS?
The department reached out to the Tennessee Consolidated Retirement System (TCRS) to get further guidance on this issue. TCRS stated that TCA § 8-34-101(14)(B)(i)(b) dealing with “Earnable Compensation” governs this issue. If the bonus is available to all teachers (even though it may be up to the teacher to qualify for the actual funds) or if the bonus is offered to a broad class of employees (such as math teachers), then the bonus should be reported to TCRS and employee/employer contributions withheld. The bonus will be included in the calculation of retirement benefits if within the average final compensation (AFC).
According to T.C.A § 49-3-306(h), the Tennessee Department of Education has approval authority of the differentiated pay plans.
The department approves differentiated pay plans based on the criteria listed in the State Board policy.