Kansas City Public Schools (KCPS) is seeking input from parents, school staff, and the community about how it might regain and sustain full accreditation and retain and attract students. To that end, it is forming a School Improvement Advisory Committee (SIAC) and has been seeking applicants to serve in that capacity. Previously, we shared some ideas for strengthening administration and staff. Today, we’d like to suggest at least one change to Kansas City’s teacher pay schedule: pay teachers more sooner.
As it stands, the pay schedule for Kansas City teachers starts low and provides only modest increases in the initial years. Largest pay increases come at the end of a career, in a manner to maximize pension value. As my colleague James Shuls has argued in previous posts, this is a disincentive for new and effective teachers to stay on. Dane Stangler and Aaron North of the Kauffman Foundation wrote in a March 2014 op-ed in the St. Louis Post-Dispatch:
Because most of the pension value accrues in the final years of an educator’s career, the typical new teacher in Kansas City or St. Louis does not benefit from the current system. Based on our research, we estimate the likelihood that a traditional public school teacher in St. Louis stays in the profession long enough to earn the maximum pension benefit to be about 4 percent. In other words, 96 percent of teachers in St. Louis will leave prior to reaching the full benefit and the percentage is comparable in Kansas City (approximately 3 percent).
As a result, new teachers are less likely to stay on. According to the Show-Me Institute’s Michael Podgursky, “After eight years, roughly 70 percent of teachers remain on the job. The eight-year survival rates in STL and KC are far lower, ranging from 10 percent to 30 percent.”
Podgursky’s paper urges more transparency and,
Given the relatively small share of new teachers in Kansas City or Saint Louis who can expect to complete an entire career in either district, as a strategic recruiting tool it makes more sense to raise front-end salaries,
rather than “generous end-of-career retirement benefits.”
Certainly, there are many reasons why teachers in Kansas City and Saint Louis are much more likely to leave, and creating a more fair pension system will not solve all of them. But one thing we can do in Kansas City is to let new teachers know they are valued early on in their careers and that we want them to stay on.