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Board debates tightening goals and attendance rules in teacher performance award plan
Summary
On a first reading, staff proposed requiring collaborative inquiry teams to set measurable academic goals, adding an attendance floor that would bar employees with 70+ missed work days from prorated awards, and allowing probationary teachers rated "developing" to remain eligible for the full award; board members asked staff for clearer wording and administrator feedback before a second reading.
At a first reading of proposed revisions to the district's performance award plan, Associate Superintendent Mindy Westover asked the Catalina Foothills Unified School District governing board to adopt three main changes for 2026-27: require Collaborative Inquiry Teams (CITs) to set academically focused, rigorous and measurable goals; establish an attendance threshold that would bar employees who miss more than 70 work days in a school year from receiving prorated awards; and adjust the individual-teacher component so probationary teachers (first three years in district) who receive a developing rating on the TAP evaluation remain eligible for 100% of the award.
Westover said the CIT change moves the plan beyond attendance-only participation toward measurable student-outcome goals and that the collaborative inquiry cycle itself serves as the action plan for teams to pursue those goals. Board members supported the direction but expressed concern that requiring only "setting" goals may not provide enough incentive or accountability; several asked staff to clarify whether and how progress toward goals will be measured in future iterations.
On attendance, staff said the proposed 70-day cutoff accounts for 60 allowable FMLA work days plus 10 annual leave days; administrators had suggested a 60-day initial benchmark, and staff said no employees in the current year exceeded the proposed 70-day threshold. Board members requested additional feedback from site administrators on whether the plan's existing 90% attendance proration point should be reconsidered or whether the added floor is sufficient.
Regarding probationary teachers, Westover said making teachers within their first three years eligible at a developing rating gives administrators room to evaluate and coach new hires without immediately withholding performance pay; staff noted TAP (teacher assessment program) constitutes 33% of the award and school achievement outcomes the remainder. Westover also said the state's projection for next year is $883 per weighted student; local payouts vary with headcount and eligibility, and staff estimated current year district-level payouts for illustration.
Board members offered suggestions on clearer language and stronger evidence requirements and asked that the revisions be returned for a second reading after staff incorporate administrator feedback and refine the drafting.
