Act 10 Leading to More Competitive Pay for Teachers

Excellent.

Whereas nearly all teachers were once paid based on experience and education level, some Wisconsin school districts are experimenting with new ways to pay teachers.

In the Oregon School District, for example, technology education teachers receive $10,000 in supplemental pay annually for four years and a $2,500 annual retention bonus after that to remain in the district for four years.

School boards are also developing new compensation plans that take teachers’ evaluations or leadership qualities into consideration when figuring raises. Those new pay plans can cost a district more in salaries in some cases.

It’s great that school districts have the latitude to adjust their compensation plans to their needs instead of having a blanket tiered structure that doesn’t reflect the reality of the labor market.

But of course, here is the real reason that there was so much consternation over Act 10.

Meanwhile, the influence of teachers at the state Capitol has diminished. The state’s largest teachers union, the Wisconsin Education Association Council, spent $2.5 million and $2.3 million in the two legislative sessions leading up to the passage of Act 10. But by 2013-14 the union spent just $175,540, and so far has spent $93,481 in 2015-16.

Follow the money… so teachers with skills that school districts need are benefiting from the flexibility afforded in Act 10, but the union (read: special interest group) doesn’t have as much money to lobby. Why are we supposed to be upset?