In the fall of 2012, Dr. Andres Alonso had a lot to celebrate about in his five-year tenure as CEO of Baltimore City Public Schools, including the approval and implementation of an innovative teacher contract with a ruled together four-stage career that teachers tied pay and promotion to performance and peer review. Nevertheless, Alonso was concerned about the future of the contract and the reforms introduced it. It took two votes before the teachers ratified the treaty in November 201 … Read more »

In the fall of 2012, Dr. Andres Alonso had a lot to celebrate about in his five-year tenure as CEO of Baltimore City Public Schools, including the approval and implementation of an innovative teacher contract with a ruled together four-stage career that teachers tied pay and promotion to performance and peer review. Nevertheless, Alonso was concerned about the future of the contract and the reforms introduced it. It took two votes before the teachers ratified the treaty in November 2010. Since implementation had been arduous, complicated and uncertain. Many questions need to be answered in the coming months. The district was to transition to a contract that rewards rather than “engagement” in a career-way passive dependence of steps and lanes? Were severe enough so that the contract is not in the past, where each standard practice moves on and makes more money? Processes for collecting units Achievement and progress through the path The common governance structures were established to direct and manage career paths, pay system, and peer-review process to work effectively to? How the new system supports the district’s underlying theory of change?
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from
Susan Moore Johnson,
John J Kim H,
Geoff Marietta,
Elizabeth S. Faller,
James Noonan
Source: Public Education Leadership Project
28 pages.
Release Date: 18, March 2013. Prod #: PEL071-PDF-ENG
Career paths, performance pay, and peer-review PhD in Baltimore City Public Schools HBR case solution