educator pay

In Public Impact’s Opportunity Culture school models, schools use job redesign and technology to reach more students with excellent teachers, for more pay, within budget. As districts and schools around the country consider implementing their own Opportunity Cultures, they want real-life examples of just how others have already done so.

Today, we begin a series of case studies that provide in-depth looks at how districts, charter schools, and other programs have begun using Opportunity Culture models or experimented with similar means of expanding teachers’ impact on students and peer teachers. In the studies, we will describe new programs, including personal descriptions of teachers involved. We will also analyze how well the programs stack up to the five Reach Extension Principles, which call for reaching more students with excellent teaching, higher pay, sustainable funding, job-embedded development opportunity, and enhanced authority and clear accountability for great teachers.

In our first study, Leading Educators: Empowering Teacher-Leaders to Extend Their Reach by Leading Teams, we profile Anna Lavely of Kansas, who participates in Leading Educators’ two-year fellowship aimed at developing the leadership of already-excellent teachers.

Meet Romain Bertrand: middle school math teacher and Opportunity Culture enthusiast. As this school year winds down, he’s already thoroughly looking forward to the next—when he will become a Multi-Classroom Leader at Ranson IB Middle School, taking accountability for the learning results of 700 students. At Ranson, a Project L.I.F.T. school in Charlotte, N.C., Bertrand sees the opportunities of its new Opportunity Culture—to extend the reach of excellent teachers to more students, for more pay, and develop other teachers—giving him and others exactly the sort of recognition and respect he says teachers now sorely lack.

Bertrand grew up in Avignon, in the south of France, the son of teachers who both went on to become principals. After teaching middle school math in France for five years, he came to the U.S. through the Chapel Hill, N.C.-based VIF International Education, which placed him in Charlotte, teaching seventh- and eighth-grade math for five years. “It became obvious after 10 years of teaching that I finally found my groove, and I saw that I could consistently get my students to enjoy math and become passionate about it, and to grow,” says Bertrand (relaxing at right with his children).

Bertrand began working with Teach Charlotte, a six-week summer teaching academy, where he coached teachers, which prepared him for his current job at Ranson IB Middle School as a facilitator. That led to his role on the school design team at Ranson, tasked with redesigning the school to implement an Opportunity Culture in the 2013-14 year. Put a charming French accent in your head, and read what he said to Public Impact’s Grace Han in a May 28 interview:

In Public Impact’s Opportunity Culture school models, we envision roles for a variety of support staff who help excellent teachers and teams extend their reach to more students. Examples include learning coaches, digital lab monitors, assistant teachers, and tutors. These staff members don’t work in isolation, but as critical parts of their teams.

These positions typically have shorter workweeks than teachers (40 hours or less versus teachers’ actual average of 50 to 55) and are narrower in scope, making pay lower. The pay differential allows a district to provide substantially higher pay for teacher-leaders—proven excellent teachers who take full responsibility for leading their teams. Under the leadership of these excellent teachers, other teachers and support staff can learn and succeed.

If you think that sounds like a great environment for student teachers to learn great teaching from the start, the iZone initiative of Metro Nashville Public Schools (MNPS) agrees. Beginning in 2013–14, MNPS is creating a paid one-year “aspiring teacher” role targeting student teachers, available at three schools in the iZone.