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Incentives for Hard-to-Staff Schools
Virginia : Incentives for Hard-to-Staff Schools -State Level
Program Statistics
Name and Level Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools is a state level pilot program.

Status Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

The two year pilot program began in 2004-2005 and continued through the 2005-2006 school year. The 2006-2007 school year was added, wherein one school division was funded with the stipulation that the state funds would be matched by the division. It is unclear whether the legislature will fund again for the 2007-2008 school year or if there are plans to implement the program across the state.

Program Description Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

The purpose of the program is to improve student achievement in hard-to-staff schools by piloting a model program to attract and retain licensed, highly qualified and experienced teachers in hard-to-staff middle and high schools.

The pilot program began in the fall of 2004 in Caroline County and Franklin City. During the pilot phase of the program, the commonwealth will provide a one-time hiring incentive of $15,000 to teachers who meet the eligibility criteria and who agree to move to a hard-to-staff middle or high school in one of the two participating school divisions. The relocating teachers must agree to teach in the hard-to-staff school for at least three years and participate in training during the first year of the pilot program in a formal support network during year two. The state will provide $500 stipends during both years of the pilot to cover expenses related to training and professional development to meet the challenges of working in a hard-to-staff school.

Highly qualified teachers already teaching in the participating schools will receive annual $3,000 bonuses and $500 stipends for training and professional development as incentives to stay. All other teachers in the schools receive a $500 stipend for participating in training and benefit from the finding provided to the school by the state. Teachers also receive first priority to receive finds from the state to assist in earning national recognition.

In year one of the pilot, the entire faculty and administration receive training to help them meet the challenges of working in a hard-to-staff school Participating schools receive base funding of $150 per student and may be used at the discretion of the school for various projects.

In year two of the pilot, the entire faculty and administration benefit from a support program to help them meet the challenges of working in a hard-to-staff school. Schools that demonstrate increased student achievement as evidenced by at least a ten percent reduction in the failure rate from the previous year on Standard of Learning tests will receive base funding of $200 per student. These funds may be used at the discretion of the school in ways similar to those described above. However, at least 50 percent of the funds must be used as salary incentives for all faulty members of the school.

Other Programs No information found.
Hard-to-Staff, High Needs, At-Risk Component
Program Target Components
  • Hard to staff school
  • Description of Component Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    The pilot program began in the fall of 2004 in Caroline County and Franklin City. During the pilot phase of the program, the commonwealth will provide a one-time hiring incentive of $15,000 to teachers who meet the eligibility criteria and who agree to move to a hard-to-staff middle or high school in one of the two participating school divisions. The relocating teachers must agree to teach in the hard-to-staff school for at least three years and participate in training during the first year of the pilot program in a formal support network during year two.

    Incentive Structure
    Compensation Structure Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    For the first year, a one time hiring incentive, an additional annual bonus and a stipend for training are available to teachers. Participating schools receive base finding per student.

    For the second year, an annual bonus and a stipend for participating in the support network are available to teachers. Schools that demonstrate increased student achievement receive funds based on the number of students in the school and are paid out per student.

    Incentives Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    For the first year, a one time hiring incentive of $15,000 for new teachers. An additional annual bonus of $3,000 and a $500 stipend are available to new teachers and eligible teachers who already teach at the school. Participating schools receive base funding of $150 per student.

    For the second year, an annual bonus of $3,000 and a $500 stipend are available to teachers and participating schools receive base funding of $200 per student.

    Incentive Recipients Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    Recipients include new and existing eligible teachers and participating schools.

    Methods of Evaluation
    Method of Evaluation Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    Candidates must satisfy three criteria, including documented evidence of average or better student performance in the teaching area consistent with significant improvement in student achievement, above average or better performance evaluations supported by outstanding classroom observation reports for the last three consecutive years, and letters of outstanding recommendations. The documented evidence of average or better student performance is demonstrated by, but not limited to the following:

    • Performance data for their students that meet or exceed adequate yearly progress measures, accreditation benchmarks or statewide averages on other student achievement measures, or that demonstrate student performance growth on such measures
    • Student performance on division wide assessments developed or selected by the school division
    • Student performance on pre- and post-tests approved by the school division
    • Student performance on standardized or other nationally administered tests
    • Student competency records in Career and Technical Education (CTE)
    • Numbers/percentages of students earning licenses in a content area
    • Evidence of how instruction in the content area contributed to success on SOL tests
    • Number/percentages of students taking and passing Advanced Placement exams, dual enrollment courses, International Baccalaureate exams, etc.
    • Evidence of student performance and success in increasingly complex visual arts, performing arts or practical arts skills
    • Number/percentages of students eligible for national honor society for specific content areas
    • Presidential physical fitness results and awards
    • Other performance-based measures as approved by the school division.
    Stakeholder Involvement
    Teachers and Teacher's Unions Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    No information found.

    Other Stakeholders Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    No information found.

    Program Funding
    Cost Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    No information found.

    Funding Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    The pilot was funded with Title II federal funds for the first two years. In the third year, the general assembly provided partial funding with the stipulation that the local division match the state funds. Only one of the two school divisions opted to participate in this the third year.

    Results and Outcomes
    Results and Outcomes Model Incentive Program to Attract and Retain Teachers in Virginia’s Hard-to-Staff Schools

    After the first year of the pilot, the program was modified and expanded to include three additional school divisions. The general assembly funded only one of these divisions and these funds were cut. Only enough funds were allocated for the remaining division to provide the hiring incentives and the bonus for existing teachers.

    The pilot program was expanded to include a third year wherein the general assembly provided partial funds with the stipulation that the local division match the state funds. One of the two original schools opted to participate.

    It is unknown whether the program will be funded for an additional year and unknown whether it will be implemented across the state.




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