Differentiated Compensation

  • Bjork, Lars (PI)
  • Anderman, Eric (CoI)
  • Guskey, Thomas (CoI)
  • Kifer, Edward (CoI)

Grants and Contracts Details


Kentucky House Bill 402 provides for a request for proposal (RFP) to be issued to local school districts to plan and pilot a differentiated compensation program. Subsequently $I ,000,000 was allocated to and districts were invited to apply for up to $200,000 each fiscal year for two years. Second year support is dependent on evaluation (et aI.) of first year's plan and availability of funds. The Kentucky State Legislature specified five areas of differentiated compensation that may have policy implications including: I. 2. 3. 4. 5. Recruiting and retaining teachers in critical shortage areas; Reducing the number of emergency certified teachers; Providing incentives form teachers to serve in difficult assignments and hard-to-fill positions; Providing voluntary career advancement opportunities; or Rewarding teachers who increase their knowledge and skills. These five areas of interest framed the RFP released by the Kentucky Department of Education (KDE) in early 2003. As a consequence, school districts will were asked to submit proposals as to how they would plan and implement a differentiated compensation program that provides additional compensation above the single salary scale for such purposes as listed previously. The Kentucky Department of Education requested that the College of Education conduct convene an evaluation team to study of how districts implemented differentiated compensation projects over a two-year period (2003-2005) and ascertaining the effectiveness of each of these 5 strategies. The College of Education at the University of Kentucky negotiated with the Kentucky Department of Education's Office of District Support Services to conduct an evaluation of the Differentiated Compensation Pilot Site program. A MOA was executed with effective dates of April I, 2003 -June 30, 2005 in the amount of $200,000. The College proposed to provide the services identified below: . Conduct a review of state and national differentiated compensation models. Synthesize findings to share with the Kentucky Department of Education. Coordinate with KDE in developing evaluation criteria to determine the success of each pilot site. Coordinate with KDE in developing evaluation criteria to determine the overall success of the pilot project. Develop a design methodology to determine 0 Which models were successful in retaining teachers; 0 Whether differentiated compensation systems can help to successfully recruit and retain teachers; 0 Whether differentiated compensation systems can assist in recruiting and retaining quality staff in teachers with more challenging students; and 0 Whether differentiated compensation systems help attract and support teachers who improvestudentlearning. . Collect and analyze data from the pilot sites. Prepare a report that describes the characteristics and impact of the differentiated compensation pilot sites. Participate in meetings associated with the National Governor's Association State Policy Grant. Collaborate with the National Governor's Association State Policy Institute to provide recommendations to the Interim Joint Committee on education for presentation (estimated October 2004).
Effective start/end date5/1/036/30/04


  • KY Department of Education: $85,910.00


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