Education Commission of the States Reports

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Incentives for Teacher Recruitment and Retention in High-Priority Districts

Arkansas : Incentives for Teacher Recruitment and Retention in High Priority Districts -State Level

Program Statistics

Name and Level State level incentives for teacher recruitment and retention in high-priority districts.
Enabling policy: §6-17-811

Status Appears to be ongoing.
Enabling policy: §6-17-811

Program Description Incentives for teacher recruitment and retention in high-priority districts:
Beginning in the 2004-2005 school year, a teacher licensed by the state board who teaches in a school in a high priority district shall receive in addition to all other salary and benefits:
For new teachers, a one time signing bonus to work in any high-priority district and a bonus for the following two years if the teacher continues to work in the same high-priority district. If a teacher receives the bonus pay and leaves prior to the three year bonus pay period, they shall pay back the amount of the bonus received in the previous year. If the teacher leaves during the school year, they shall pay back the previous year’s and the current year’s bonuses.
For all teachers not newly signed to work in the district, a retention bonus is paid at the beginning of the 2004-2005 school year and each of the next two years if they continue to work in the high-priority district. If the teacher voluntarily leaves prior to the end of the three year bonus pay period, they shall pay back on a pro-rata basis the amount of the bonus received in the previous years and if they leave during the school year, they must pay back the previous year’s and the current year’s bonuses. If the teacher is reassigned involuntarily to a position that is not eligible for bonus pay or dismissed by a school district, they are not required to repay the bonus pay.

Enabling policy: §6-17-811

Other Programs The Arkansas Comprehensive Testing and Accountability Program for schools.

Hard-to-Staff, High Needs, At-Risk Component

Program Target Components
Hard to staff school

Description of Component Incentives for teacher recruitment and retention in high-priority districts:
Beginning in the 2004-2005 school year, a teacher licensed by the state board who teaches in a school in a high priority district shall receive in addition to all other salary and benefits:
For new teachers, a one time signing bonus to work in any high-priority district and a bonus for the following two years if the teacher continues to work in the same high-priority district. If a teacher receives the bonus pay and leaves prior to the three year bonus pay period, they shall pay back the amount of the bonus received in the previous year. If the teacher leaves during the school year, they shall pay back the previous year’s and the current year’s bonuses.
For all teachers not newly signed to work in the district, a retention bonus is paid at the beginning of the 2004-2005 school year and each of the next two years if they continue to work in the high-priority district. If the teacher voluntarily leaves prior to the end of the three year bonus pay period, they shall pay back on a pro-rata basis the amount of the bonus received in the previous years and if they leave during the school year, they must pay back the previous year’s and the current year’s bonuses. If the teacher is reassigned involuntarily to a position that is not eligible for bonus pay or dismissed by a school district, they are not required to repay the bonus pay.

Enabling policy: §6-17-811

Incentive Structure

Compensation Structure In addition to all other salary and benefits, a one time signing bonus and a bonus for the following two years are available for a total of a three-year period.
Enabling policy: §6-17-811

Incentives For new teachers, the one-time signing bonus of $4,000 with an additional $3,000 paid for the next two subsequent years.
For existing teachers, a retention bonus of $2,000 shall be paid for the three year bonus pay period.
Enabling policy: §6-17-811

Incentive Recipients For new teachers, the one-time signing bonus of $4,000 with an additional $3,000 paid for the next two subsequent years.
For existing teachers, a retention bonus of $2,000 shall be paid for the three year bonus pay period.
Enabling policy: §6-17-811

Methods of Evaluation

Method of Evaluation No information found.
Enabling policy: §6-17-811

Stakeholder Involvement

Teachers and Teacher's Unions No information found.
Enabling policy: §6-17-811

Other Stakeholders No information found.
Enabling policy: §6-17-811

Program Funding

Cost No information found.
Enabling policy: §6-17-811

Funding No information found.
Enabling policy: §6-17-811

Results and Outcomes

Results and Outcomes The department of education shall monitor the implementation of the incentive program and collect data to be used to evaluate the incentive program’s effectiveness.
Enabling policy: §6-17-811

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Helping State Leaders Shape Education Policy

Program Statistics
Name and Level	State level incentives for teacher recruitment and retention in high-priority districts. Enabling policy: §6-17-811
Status	Appears to be ongoing. Enabling policy: §6-17-811
Program Description	Incentives for teacher recruitment and retention in high-priority districts: Beginning in the 2004-2005 school year, a teacher licensed by the state board who teaches in a school in a high priority district shall receive in addition to all other salary and benefits: For new teachers, a one time signing bonus to work in any high-priority district and a bonus for the following two years if the teacher continues to work in the same high-priority district. If a teacher receives the bonus pay and leaves prior to the three year bonus pay period, they shall pay back the amount of the bonus received in the previous year. If the teacher leaves during the school year, they shall pay back the previous year’s and the current year’s bonuses. For all teachers not newly signed to work in the district, a retention bonus is paid at the beginning of the 2004-2005 school year and each of the next two years if they continue to work in the high-priority district. If the teacher voluntarily leaves prior to the end of the three year bonus pay period, they shall pay back on a pro-rata basis the amount of the bonus received in the previous years and if they leave during the school year, they must pay back the previous year’s and the current year’s bonuses. If the teacher is reassigned involuntarily to a position that is not eligible for bonus pay or dismissed by a school district, they are not required to repay the bonus pay. Enabling policy: §6-17-811
Other Programs	The Arkansas Comprehensive Testing and Accountability Program for schools.
Hard-to-Staff, High Needs, At-Risk Component
Program Target Components	Hard to staff school
Description of Component	Incentives for teacher recruitment and retention in high-priority districts: Beginning in the 2004-2005 school year, a teacher licensed by the state board who teaches in a school in a high priority district shall receive in addition to all other salary and benefits: For new teachers, a one time signing bonus to work in any high-priority district and a bonus for the following two years if the teacher continues to work in the same high-priority district. If a teacher receives the bonus pay and leaves prior to the three year bonus pay period, they shall pay back the amount of the bonus received in the previous year. If the teacher leaves during the school year, they shall pay back the previous year’s and the current year’s bonuses. For all teachers not newly signed to work in the district, a retention bonus is paid at the beginning of the 2004-2005 school year and each of the next two years if they continue to work in the high-priority district. If the teacher voluntarily leaves prior to the end of the three year bonus pay period, they shall pay back on a pro-rata basis the amount of the bonus received in the previous years and if they leave during the school year, they must pay back the previous year’s and the current year’s bonuses. If the teacher is reassigned involuntarily to a position that is not eligible for bonus pay or dismissed by a school district, they are not required to repay the bonus pay. Enabling policy: §6-17-811
Incentive Structure
Compensation Structure	In addition to all other salary and benefits, a one time signing bonus and a bonus for the following two years are available for a total of a three-year period. Enabling policy: §6-17-811
Incentives	For new teachers, the one-time signing bonus of $4,000 with an additional $3,000 paid for the next two subsequent years. For existing teachers, a retention bonus of $2,000 shall be paid for the three year bonus pay period. Enabling policy: §6-17-811
Incentive Recipients	For new teachers, the one-time signing bonus of $4,000 with an additional $3,000 paid for the next two subsequent years. For existing teachers, a retention bonus of $2,000 shall be paid for the three year bonus pay period. Enabling policy: §6-17-811
Methods of Evaluation
Method of Evaluation	No information found. Enabling policy: §6-17-811
Stakeholder Involvement
Teachers and Teacher's Unions	No information found. Enabling policy: §6-17-811
Other Stakeholders	No information found. Enabling policy: §6-17-811
Program Funding
Cost	No information found. Enabling policy: §6-17-811
Funding	No information found. Enabling policy: §6-17-811
Results and Outcomes
Results and Outcomes	The department of education shall monitor the implementation of the incentive program and collect data to be used to evaluate the incentive program’s effectiveness. Enabling policy: §6-17-811