Form A
Form A Directions
Form B
Form B Directions
Form C
Form C Directions
Form D
Form D Directions

Directions for completing form (If you need this form, email Laura Kile)
How to Amend
Sample Activities
Terminology
Timeline

Dates:

October 1- Career Ladder Plans Due

April 1- Amendments Due

May 1- Time Logs Due

May 5 Summer Plans Due

 

Form C Examples A-M links below

These are commonly used responsibilities that are easily adaptable to your individual plan.  When you find a form that fits our responsibility you can open in Word from the link and insert your name and number of hours and you are done!! These examples are intentionally short, to the point, and properly coded.  You can change the wording to help make it fit your responsibility, but PLEASE don't get carried away! These are the examples listed in the Yellow Career Ladder booklet. 

Example A- Instructional Materials, Example B- Workshops/In-Service, Example C- Academic Competitions, Example D- Student Achievement, Example E- Clubs and Organizations, Example F- Additional Learning Opportunities, Example G- Parent Contact, Involvement, Example H- Campus/District Committees, Example I- Before/After School Tutoring, Example J- Continuing Education, Example K- Completion of Master's Degree, Example L- Participate in CTA, Example M- CLDC,CLRC

 

 

Philosophy

The purpose of the Central R-III Career Ladder Program is to promote quality education by encouraging teachers to develop creative and innovative approaches to classroom activities and curriculum development, to pursue professional growth activities, and to financially reward teachers for their efforts of effective teaching in order to provide a high quality of learning and excellence in education.

 

I. The District Career Ladder Plan (DCLP) shall contain a statement that the teacher's Career Development Plan directly and obviously relate to the District Comprehensive School Improvement Plan, Curriculum Development Plan, Professional Development Plan, or Missouri School Improvement Program. The Central R-III School District is committed to providing a successful educational experience for all students. Educational excellence is dependent largely on the skill, talent, and dedication of educators. The Central R-III School District has developed a Comprehensive School Improvement Plan, a Curriculum Development Plan, a Professional Development Plan, and participates in the Missouri School Improvement Program in order to facilitate and improve the educational experience for all students. All Career Ladder responsibilities shall directly relate to the Central R-III Comprehensive School Improvement Plan, Curriculum Development Plan, Professional Development Plan, the Missouri School Improvement Program, or other instructional improvement in the Central R-III School District and the teacher's Career Development Plan (CDP) will associate each Career Ladder responsibility to a designated plan.

II.. The DCLP shall contain three stages and the qualifications for each stage. The annual supplemental pay shall not exceed $1,500 for Stage 1, $3,000 for Stage II, or $5,000 for Stage III. This supplemental pay shall be in addition to the salary normally accorded the teacher by the district's salary schedule.

III & IV. Each career ladder stage shall contain specific qualifications to be completed prior to application responsibilities commensurate and adjustable to the compensation offered for that stage that will be completed by the teacher while on the Career Ladder. These responsibilities shall be directly and obviously related to Responsibilities shall be detailed in the teacher's CDP. Responsibilities on Stages II and III shall demonstrate increasing levels of sophistication.

In order to participate, a Central R-III educator shall meet the following qualifications prior to participation:

Stage I

A. Five (5) years teaching experience in the Missouri public schools.

B. On the Performance Based Teacher Evaluation - the educator shall have performed at the expected level or above on all criteria on the most recent final evaluation instrument of the PBTE.

C. Be serving on not less than a regular length full time contract.

D. Have appropriate certification except upon good cause shown.

E. Have developed a Career Development Plan (CDP) that contains responsibilities that the educator will assume in order to receive his/her Career Ladder supplemental pay. The educator will complete a minimum of 2 responsibilities. These 2 responsibilities shall meet the minimum standard of 60 hours combined. If the dollar amount for any stage decreases the hours will be decreased proportionately. Only a letter from the participant explaining the request and petitioning the Career Ladder Committee and the committee's approval of that request may decrease the minimum number of responsibilities. The educator shall relate each responsibility to an identified plan or other instructional improvement on Form C.

Stage II

A. Successful completion of the Stage I CDP. To qualify for Stage II, a teacher shall have completed a CDP and two (2) years of service on Stage I of the Career Ladder. One year of service on the previous stage may be waived by the local Board of Education based upon a total of seven (7) years teaching in public schools.

B. On the Performance Based Teacher Evaluation - the educator shall have performed at the expected level or above on all criteria and above the expected level on at least 10% of the criteria on the most recent final evaluation instrument of the PBTE. One of the criteria that is above the expected level shall be in the instructional process area for teachers and librarians, guidance counseling process area for counselors, and the process area most closely related to specific job performance as it relates to students for school psychological examiners, parents as teachers educators, school psychologists, special education diagnosticians, and speech pathologists. In order to identify such performance, the following process may be employed:

1. At the beginning of the year preceding movement to Stage II, the Career Ladder educator will identify, in collaboration with that educator's evaluator, those criteria on which the teacher feels she/he is performing and will continue to perform above the level of expectation.

2. The process for documenting these criteria will clearly specify the behaviors to be evaluated, the manner in which they will be evaluated, and the evaluation criteria to be employed.

3. During the school year, the educator will be evaluated through the summative evaluation process with respect to the identified criteria.

4. At the conclusion of the school year, the teacher will be evaluated through the final evaluation instrument with respect to the identified criteria. This will occur prior to the administrator signing Form A certifying that the educator meets all requirements for participation in the Career Ladder on Stage II. NOTE: Unless the teacher's performance is being evaluated through the district's regular cycle, evaluation shall be conducted only on the specific criteria.

C. Be serving on not less than a regular length full time contract.

D. Have appropriate certification except upon good cause shown.

E. Have developed a Career Development Plan (CDP) that contains responsibilities that the educator will assume in order to receive his/her Career Ladder supplemental pay. The educator will complete a minimum of 3 responsibilities. These 3 responsibilities shall meet the minimum standard of 90 hours combined. If the dollar amount for any stage decreases the hours will be decreased proportionately. Only a letter from the participant explaining the request and petitioning the Career Ladder Committee and the committee approval of that request may decrease the minimum number of responsibilities. The educator shall relate each responsibility to an identified plan or other instructional improvement on Form C.

Stage III

A. Successful completion of the Stage II CDP. To qualify for Stage III, a teacher shall have completed a CDP and three (3) years of service on Stage II of the Career Ladder. One year of service on the previous stage may be waived by the local Board of Education based upon a total of ten (10) years teaching in public schools.

B. On the Performance Based Teacher Evaluation - the educator shall have performed at the expected level or above on all criteria and above the expected level on at least 15% of the criteria on the most recent final evaluation instrument of the PBTE. One of the criteria that is above the expected level shall be in the instructional process area for teachers and librarians, guidance counseling process area for counselors, and the process area most closely related to specific job performance as it relates to students for school psychological examiners, parents as teachers educators, school psychologists, special education diagnosticians, and speech pathologists.

In order to identify such performance, the following process may be employed:

1. At the beginning of the year preceding movement to Stage III, the Career Ladder educator will identify, in collaboration with that educator's evaluator, those criteria on which the teacher feel she/he is performing and will continue to perform above the level of expectation.

2. The process for documenting these criteria will clearly specify the behaviors to be evaluated, the manner in which they will be evaluated, and the evaluation criteria to be employed.

3. During the school year, the educator will be evaluated through the summative evaluation process With respect to the identified criteria.

4. At the conclusion of the school year, the teacher will be evaluated through the final evaluation instrument with respect to the identified criteria. This will occur prior to the administrator signing Form A certifying that the educator meets all requirements for participation in the Career Ladder on Stage III. NOTE: Unless the teacher's performance is being evaluated through the district's regular cycle, evaluation shall be conducted only on the specific criteria.

C. Be serving on not less than a regular length full time contract.

D. Have appropriate certification except upon good cause shown.

E. Have developed a Career Development Plan (CDP) that contains responsibilities that the educator will assume in order to receive his/her Career Ladder supplemental pay. The educator will complete a minimum of 4 responsibilities. These 4 responsibilities shall meet the minimum standard of 120 hours combined. If the dollar amount for any stage decreases the hours will be decreased proportionately. Only a letter from the participant explaining the request and petitioning the Career Ladder Committee and the committee approval of that request may decrease the minimum number of responsibilities. The educator shall relate each responsibility to an identified plan or other instructional improvement on Form C.

Acceptable responsibilities are non-compensated activities that are not a part of a participant's regular contract and involve extended day activities. Responsibilities shall not be church affiliated. Responsibilities must be directly and obviously related to the improvement of programs and services for students as outlined in the Central R-III School Improvement Plan, Curriculum Development Plan, Professional Development Plan, Missouri School Improvement Program, or other instructional improvement.

V. & VI. The DCLP shall show evidence of teacher, administrator, and patron involvement in the development of the DCLP. A Career Ladder Review Committee, consisting of teachers selected by other teachers In the district and administrators, shall present to the local board a list of Career Ladder participants that have been approved for payment.

 

The Central R-III Career Ladder Development Committee is composed of twelve (12) members. The committee includes the following: two administrator, eight teachers, one board member, and one patron.

 

The CLDC shall be selected in the following manner:

Two administrators appointed by the Superintendent will serve for alternating two-year terms. One board member appointed by the Superintendent will serve for one two year term. Eight teachers selected by vote of the Career Ladder participants will serve for three-year terms. Patron appointed by the committee members will serve for three-year terms.

The function of the CLDC is to devise and develop a CLP for the Central R-III School District and to amend and adapt said Plan. The CLDC will remain active as long as the CLP exists in the R- III District. CLDC members lost through attrition shall be elected/selected within 30 days (Within the school term) to fill the unexpired term. The district CLRC composed of administrators, board members, teachers, and patrons shall consist of twelve members as follows: one secondary Principal, one elementary Principal, eight teachers, one Board of Education member, one patron.

 

The CLRC shall be selected in the following manner:

Administrators are to be appointed by the board of education.

Teachers are to be elected by their respective faculties.

Board of Education member is to be appointed by the board. Patron is to be appointed by the faculty.

Their respective faculties will elect teachers serving on the CLRC by April 1st. Their term of office will begin on May 5th and will run for two consecutive years. Teachers may only serve two consecutive two-year terms, and then they must be off of the CLRC one full year before they will be eligible to serve again.

Should a member resign from the CLRC, a new member W I be elected/selected Within thirty days (within the school term) to fill the unexpired term. The CLRC chairperson shall initiate this process

 

The function of the Career Ladder Review Committee (CLRC) will be to review teachers' submitted career ladder plans in comparison to school established and stated approved criteria. It shall be the duty of the CLRC to meet at periodic times to review teacher applications for career ladder. Teachers who meet qualifications must make commitment by April 15 and application by October 1. Meetings will be called as needed to make CLP recommendations, monitor the progress of on-going plans, and to approve the completion of plans. The CLRC shall present to the local board a list of Career Ladder participants that has been approved for payment.

Go to top