33-1004B. CAREER LADDER. School districts shall receive an allocation for instructional staff and pupil service staff based on their staffs’ position on the career ladder as follows:
(1) Instructional staff and pupil service staff who are in their first year of holding a certificate shall be placed in the first cell of the residency compensation rung and shall move one (1) cell on the residency compensation rung for each year they hold a certificate thereafter for up to three (3) years, at which point they will remain in the third cell of the residency rung until they earn a professional endorsement.
(2) Instructional staff and pupil service staff in their first year of holding a professional endorsement shall be placed in the first cell of the professional compensation rung.
(3) Instructional staff and pupil service staff on the professional compensation rung with four (4) years of experience shall move one (1) cell on the professional compensation rung unless they have failed to meet the professional compensation rung performance criteria for three (3) of the previous four (4) years. Instructional staff and pupil service staff on the professional compensation rung who meet the performance criteria for three (3) of the previous five (5) years, one (1) of which must be during the fourth or fifth year, shall move one (1) cell. Allocations for instructional staff and pupil service staff who do not meet the professional compensation rung performance criteria for three (3) of the previous five (5) years, one (1) of which must be during the fourth or fifth year, shall remain at the previous fiscal year allocation level. This also applies to the educational allocation.
(4) Instructional staff and pupil service staff in their first year of holding an advanced professional endorsement shall be placed in the first cell of the advanced professional compensation rung.
(5) Instructional staff and pupil service staff on the advanced professional compensation rung who met the performance criteria for the advanced professional rung in the previous year shall move one (1) cell on the advanced professional compensation rung. Allocations for instructional staff and pupil service staff who do not meet the advanced professional compensation rung performance criteria shall remain at the previous fiscal year allocation level. This also applies to the additional education allocation.
(6) Career technical education instructional staff holding an occupational specialist certificate shall be placed on the career ladder as follows:
(a) Instructional staff new to working in an Idaho public school:
(i) With two (2) or three (3) years of industry experience in a field closely related to the subjects they seek to teach shall be placed in an equivalent cell to instructional staff who have been on the career ladder and met the movement requirements for one (1) year;
(ii) With four (4) or five (5) years of industry experience in a field closely related to the subjects they seek to teach shall be placed in an equivalent cell to instructional staff who have been on the career ladder and met the movement requirements for two (2) years;
(iii) With six (6) or seven (7) years of industry experience in a field closely related to the subjects they seek to teach shall be placed in an equivalent cell to instructional staff who have been on the career ladder and met the movement requirements for three (3) years; and
(iv) With eight (8) or more years of industry experience in a field closely related to the subjects they seek to teach shall be placed in an equivalent cell to instructional staff who have been on the career ladder and met the movement requirements for four (4) years; and
(b) Existing career technical education instructional staff on the residency compensation rung shall have their placement updated consistent with the provisions of paragraph (a) of this subsection if the update would result in a rung higher than their current placement.
(7) In addition to the allocation amount specified for the applicable cell on the career ladder, school districts shall receive an additional allocation amount for career technical education instructional staff holding an occupational specialist certificate in the area for which they are teaching in the amount of three thousand dollars ($3,000), which shall be designated for career technical education staff and included as part of their salary.
(8) In addition to the allocation amount specified for the applicable cell on the career ladder, school districts shall receive an additional allocation amount for instructional staff and pupil service staff holding a professional or an advanced professional endorsement who have acquired additional education and meet the professional or advanced professional compensation rung performance criteria. In determining the additional education allocation amount, only transcripted credits and degrees on file with the teacher certification office of the state department of education, earned at an institution of higher education accredited by a body recognized by the state board of education or credits earned through an internship or work experience approved by the state board of education, shall be allowed. All credits and degrees earned must be in a relevant pedagogy or content area as determined by the state department of education. Additional education allocation amounts are not cumulative. Instructional staff whose initial certificate is an occupational specialist certificate shall be treated as BA degree-prepared instructional staff. Credits earned by such occupational specialist instructional staff after initial certification shall be credited toward the education allocation. Additional education allocations are:
(a) For instructional staff and pupil service staff holding a professional or an advanced professional endorsement, a baccalaureate degree and twenty-four (24) or more credits, two thousand dollars ($2,000) per fiscal year.
(b) For instructional staff and pupil service staff holding a professional or an advanced professional endorsement and a master’s degree, three thousand five hundred dollars ($3,500) per fiscal year.
(c) Effective July 1, 2020, the allocation shall be:
| Base | |||||
| Allocation | 1 | 2 | 3 | 4 | 5 |
| Residency | $40,000 | $40,500 | $41,000 | ||
| Professional | $42,500 | $44,375 | $46,250 | $48,125 | $50,000 |
| Advanced Professional | $52,000 |
(d) Effective July 1, 2021, the allocation shall be:
| Base | |||||
| Allocation | 1 | 2 | 3 | 4 | 5 |
| Residency | $40,369 | $40,990 | $41,611 | ||
| Professional | $42,991 | $44,836 | $46,681 | $48,526 | $50,370 |
| Advanced Professional | $52,734 | $53,207 |
(e) Effective July 1, 2022, the allocation shall be:
| Base | |||||
| Allocation | 1 | 2 | 3 | 4 | 5 |
| Residency | $40,742 | $41,486 | $42,231 | ||
| Professional | $43,488 | $45,302 | $47,116 | $48,930 | $50,743 |
| Advanced Professional | $53,478 | $54,442 | $55,389 |
(f) Effective July 1, 2023, the allocation shall be:
| Base | |||||
| Allocation | 1 | 2 | 3 | 4 | 5 |
| Residency | $41,118 | $41,988 | $42,860 | ||
| Professional | $43,990 | $45,773 | $47,555 | $49,337 | $51,119 |
| Advanced Professional | $54,233 | $55,705 | $57,165 | $58,613 |
(g) Effective July 1, 2024, the allocation shall be:
| Base | |||||
| Allocation | 1 | 2 | 3 | 4 | 5 |
| Residency | $41,500 | $42,500 | $43,500 | ||
| Professional | $44,500 | $46,250 | $48,000 | $49,750 | $51,500 |
| Advanced Professional | $55,000 | $57,000 | $59,000 | $61,000 | $63,000 |
(9) Effective July 1, 2025, the educator salary-based apportionment program compensation rung cell amounts shall be adjusted by an amount equivalent to the salary-based apportionment adjustment for administrative and classified staff positions.
(10) A review of a sample of evaluations completed by administrators shall be conducted annually to verify such evaluations are being conducted with fidelity to the state framework for teaching evaluation, including each domain and identification of which domain or domains the administrator is focusing on for the instructional staff or pupil service staff member being evaluated, as outlined in administrative rule. The review shall be completed prior to November 1 of each year. The state board of education shall randomly select a sample of administrators throughout the state. A portion of such administrators’ instructional staff and pupil service staff employee evaluations shall be independently reviewed. The ratio of instructional staff evaluations to pupil service staff evaluations shall be equal to the ratio of the statewide instructional staff salary allowance to pupil service staff salary allowance. The state board of education, with input from the Idaho-approved teacher preparation programs and the state department of education, shall identify individuals and a process to conduct the reviews. Administrator certificate holders shall be required to participate in ongoing evaluation training pursuant to section 33-1204, Idaho Code. School districts and public charter schools found to have not conducted the evaluations with fidelity to the state framework for teaching evaluation shall not be eligible to receive the leadership premium distribution pursuant to section 33-1002(2), Idaho Code. The state board of education shall report annually the findings of such reviews to the senate education committee, the house of representatives education committee, the state board of education and the deans of Idaho’s approved teacher preparation programs. The state board of education shall promulgate rules implementing the provisions of this subsection.
(11) School districts shall submit annually to the state the data necessary to determine if an instructional staff or pupil service staff member has met the performance criteria for movement on the applicable compensation rung. Such data shall include the individuals’ performance on each of the performance criteria as defined in section 33-1001, Idaho Code, including the percentage of students meeting their measurable student achievement and student success indicator targets. The department of education shall calculate whether or not instructional staff and pupil service staff have met the compensation rung performance criteria based on the data submitted during the previous five (5) years. Individually identifiable performance evaluation ratings submitted to the state remain part of the employee’s personnel record and are exempt from public disclosure pursuant to section 74-106, Idaho Code.
History:
[33-1004B, added 2015, ch. 229, sec. 5, p. 710; added 2015, ch. 229, sec. 6, p. 713; am. 2016, ch. 245, sec. 3, p. 646; am. 2016, ch. 245, sec. 4, p. 649; am. 2016, ch. 352, sec. 1, p. 1038; am. 2016, ch. 352, sec. 2, p. 1041; am. 2018, ch. 169, sec. 4, p. 350; am. 2018, ch. 169, sec. 5, p. 354; am. 2018, ch. 185, sec. 1, p. 405; am. 2019, ch. 132, sec. 1, p. 467; am. 2019, ch. 132, sec. 2, p. 472; am. 2020, ch. 151, sec. 1, p. 450; am. 2020, ch. 270, sec. 2, p. 786; am. 2020, ch. 272, sec. 2, p. 799; am. 2021, ch. 321, sec. 16, p. 959.]