-We heard about it having to do with the school you are at, but are there more variables to this or should I assume that because I teach at an ACE campus that my compensation would be in the highest margin of that level? 

-And are there any levels below “recognized” that were not mentioned that could potentially rescind or lessen a teacher’s former salary (i.e. could it potentially change from year to year?)

 

2- Since TIA is budgeted, will the district be required to sustain a “quota” and therefore adopt a ‘bell curve’ where only X amount of teachers/support staff can receive a certain recognized level? If so, how do we avoid the harmful implications of this? (i.e. the politics of it all where appraisers are forced to pick and choose who they want in the certain levels of recognition giving less validity to the appraisal system itself).  

 

3- I understand that the logistics as far as the verbiage in the teacher evaluation rubric, student survey as well as what qualifies as “micro-credentialing/badging”, and other details have yet to be decided. However, the district said it was taking teacher input in several systemic and exclusive ways (i.e. central office staff and through an equity committee) but if a teacher is not a member of any of these, will there be accessible opportunities for educators to provide input? If so, how can they get involved?