Teacher Compensation Policy
Shortage-Subject Areas: Nevada does not support differential pay by which a teacher can earn additional compensation by teaching certain subjects.
High-Need Schools: School districts in Nevada with "turnaround schools" are required to create financial incentives to teach at these schools. Financial incentives can include salary increases.
Teachers who are National Board Certified must receive
an annual 5% salary increase. However, this differential pay is not tied
to teaching at high-need schools.
Prioritize funding for teaching in shortage-subject areas and high-need schools.
Nevada has articulated policy to support differential pay and should therefore prioritize funding for teachers who teach in shortage-subject areas and high-need schools.
Consider
tying National Board supplements to teaching in high-need schools.
This differential pay could be an incentive to attract some
of Nevada's most accomplished teachers to low-performing schools.
Nevada recognized the factual accuracy of this analysis. However, this analysis was updated subsequent to the state's review.
8B: High-Need Schools and Subjects
States should help address chronic shortages and needs. States should ensure that state-level policies (such as a uniform salary schedule) do not interfere with districts' flexibility in compensating teachers in ways that best meet their individual needs and resources. However, when it comes to addressing chronic shortages, states should do more than simply get out of the way. They should provide direct support for differential pay for effective teaching in shortage subject areas and high-need schools.[1] Attracting effective and qualified teachers to high-need schools or filling vacancies in hard-to-staff subjects are problems that are frequently beyond a district's ability to solve. States that provide direct support for differential pay in these areas are taking an important step in promoting the equitable distribution of quality teachers.[2] Short of providing direct support, states can also use policy levers to indicate to districts that differential pay is not only permissible but necessary.