Alexandria City Public Schools

Total Compensation Review (TCR) Initiative, 2011-2014

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Total Compensation Review (TCR) Initiative, 2011-2014

A human capital strategy to build educator capacity.

"Increasingly, experts echo the imperative of shaping a human capital strategy to build educator capacity.... This success rests on building the collective capacity of leaders and teachers to move schools from the traditional conveyor-belt, teaching-driven model (what is taught) to a student-centered, learning-driven model (what is learned). These schools take into account not only outcomes but also the root causes within the sphere of influence of teachers and school leaders."
—Mariana Haynes, PhD, a senior policy fellow at the Alliance for Excellent Education, January 18, 2011.

TCR is a complete review of our human capital model (how we recruit, place, develop, evaluate and compensate employees) to better align our employee performance to support student achievement. The TCR combines an examination of compensation and benefit programs with personal growth opportunities inside a motivated work environment to support Goal 3 of our Division strategic performance plan: Create an exceptional learning environment.

More specifically, this project is a complete review of the policies, programs and processes in five areas: 1) time for professional development, 2) promotion/career-ladder, 3) salary, 4) benefits, and 5) time for student and teacher learning. The grand goal of this effort is improve the total rewards of our human capital system to world-class status. As such, the project provides a complete relook that cuts across the entire division and impacts all employees (teachers, administrators and support-staff). The TCR helps provide an answer to the question: Do we have the best possible human capital system to support 21st century teaching and learning?

In November 2010, the superintendent presented this transformation concept to the entire Alexandria community. In his proposal, the superintendent outlined the justification for this initiative, and set a process to assess and recommend decisions to update the compensation and benefits package for all employees - teachers, administrators and support-staff. To learn more, read the superintendent's proposal.

The project uses volunteer-member work-groups which will assess our current system, to include monetary and non-monetary supports, and create recommendations for review. These recommendations will be presented to the superintendent for final decision. The decisions will be implemented as needed, but as a minimum as part of the budget process and planning cycle.

Project oversight is provided by Stephen Wilkins, who is also Lead Partner for High School Transformation. He will coordinate the discussions, and work to inform the dialogue with current best practice and technical insights from the respective staff experts and consultant(s). The project is expected to run for approximately three years, 2011-2014.

For questions or comments, please e-mail Denise Brownlee, Interim Project Director at .

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