This page contains links to financial analyses of the most common Opportunity Culture models and a detailed guide to establishing Opportunity Culture pay and career paths structures. Savings and cost calculations of the common models—Elementary Subject Specialization, Multi-Classroom Leadership, and Time-Technology Swap Rotation—illustrate that schools could increase excellent teachers’ pay up to approximately 130 percent, without increasing class sizes and within available budgets. In some variations, schools may pay all teachers more, sustainably. Most pilot schools are combining these models to extend the reach of excellent teachers and promote excellence and on-the-job learning by all. Pilot sites are already paying excellent teachers sustainable supplements of 10 to 50 percent of average pay, and some schools are paying smaller supplements to effective teachers who join these teams.
Step-by-step design assistance:
Teacher Pay and Career Paths in an Opportunity Culture: A Practical Policy Guide—full guide; summary: Walks a district through the steps of designing Opportunity Culture pay and career paths, with an overview of key Opportunity Culture concepts, and assistance for evaluating the impact of different compensation design choices. The summary provides a brief overview and graphics that show how pay and career paths work at a glance.
Financial analyses to show how higher pay is funded sustainably:
Financial Planning Summary: Describes the expected savings and costs of implementing reach models. This summary covers all model categories and includes a summary table.
Financial Planning for Elementary Subject Specialization: Describes how teachers in this school model may earn more, sustainably, with calculations of savings and costs showing how schools could increase teacher pay up to 43%, without increasing class sizes and within existing budgets. See more about this model here.
Financial Planning for Multi-Classroom Leadership: Describes how teacher-leaders in this school model may earn more, sustainably, with calculations of savings and costs showing how schools could increase teacher-leader pay between 67% and 134%, without increasing class sizes and within existing budgets. See more about this model here
Financial Planning for Time-Technology Swap—Rotation: Describes how teachers in this school model may earn more, sustainably, with calculations of savings and costs showing how schools could increase teacher pay up to 41%, without increasing class sizes and within existing budgets. See more about this model here.
Financial Planning for Secondary-Level Time-Technology Swap + Multi-Classroom Leadership: Describes the expected savings and costs associated with a Secondary Time-Technology Swap alone and in combination with Multi-Classroom Leadership.
Multi-Classroom Leader Team Staffing and Pay Example: Explains potential pay increases for a multi-classroom leader and team teachers on multi-classroom leader teams.
Six Ways to Pay All Teachers More Within Budget: Explains the Opportunity Culture approach to paying teachers more by using redesigned jobs and age-appropriate technology to reallocate spending toward what matters most—great teaching
Comparing Pay Increases in Extended-Reach Models: Short tables (like those below) show the pay increases possible with the various Opportunity Culture models.
How Digital Instruction Enables Higher Pay: Provides a one-page overview of the savings that these blended-learning models can make available for higher teacher pay, more planning, and enhanced collaboration at the elementary and secondary levels.
Teacher Pay & Career Advancement—A Leader’s Guide: Explains in general terms how states and districts that are overhauling their pay and career paths can give top teachers the opportunity to take on new roles and advance in their careers with sustainably funded higher pay, while reaching more students with excellent instruction.
Projected Statewide Impact of “Opportunity Culture” School Models: Estimates the impact of a statewide implementation of Opportunity Culture models, using North Carolina as an example. Impacts estimated include student learning outcomes, gross state product, teacher pay, and other career characteristics, and state income tax revenue.
Note 1. Figures expressed as “percentage more than average pay.” Schools save more when starting with higher percentages of non-classroom specialists, because savings are higher per class as these teachers’ positions are shifted back into classroom roles.
Note 2. In some districts, non-classroom positions may be paid for out of the district budget rather than school-level budgets. The district should work with schools designing Opportunity Culture models to allow them to reallocate those positions.
Note 3. Some portion of savings may be reallocated to all teaching staff or other priorities, not just excellent teachers. We present two example figures in the Multi-Classroom Leadership column when paying team teachers 10% and 25% more than average, which are modeled in the companion brief.
Note 4. See the following briefs for detailed calculations and multiple scenarios of net savings and pay increase potential, including data sources: Financial Planning for Elementary Subject Specialization, Financial Planning for Multi-Classroom Leadership, and Financial Planning for Time-Technology Swap— Rotation Model.
Note 1. These assume a reduction in 2 to 4 non-classroom specialists, depending on the scenario.
Note 2. Some portion of savings may be reallocated to all teaching staff or other priorities, not just teachers who extend their reach.
Note 3. The number of class periods teachers teach affects both the pay increases and number of new free periods that reach models provide to teachers. See Financial Planning for Secondary-Level Time-Technology Swap + Multi-Classroom Leadership for detailed calculations and multiple scenarios of net savings and pay increase potential, including data sources.
Other Financial Planning Resources:
Additional resources for reallocating spending to support better student learning include the following:
Education Resource Strategies (ERS) is a nonprofit organization dedicated to helping urban school systems organize talent, time, and money to create great schools at scale. Learn more about how to reallocate resources to support strategic school designs that extend teacher reach on their website: http://www.erstrategies.org/strategies/school_design
The Center on Reinventing Public Education has published numerous reports about public school spending and has a web page devoted to finance, spending, and productivity: http://www.crpe.org/finance-and-productivity