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Programs
Programs > Race to the Top
Performance Compensation


Maryland is a recognized leader in education innovation. The Maryland State Department of Education (MSDE) and the twenty-four local school systems continue to work collaboratively on issues at the forefront of education reform. Maryland’s winning Race to the Top (RTTT) application and the Education Reform Act of 2010 created another opportunity for Maryland educators to come together, through the establishment of a Performance Compensation Workgroup, to investigate differentiated compensation models and to share lessons learned, ideas, and best practices on compensation for teachers and principals.

Five local Maryland school systems (Anne Arundel County, Montgomery County, Prince George’s County, Queen Anne’s County, and Washington County) have had experience in piloting or implementing new, differentiated compensation systems for teachers and principals. Taking advantage of this expertise, MSDE invited superintendents or designees, human resource officers, Maryland State Education Association (MSEA) representatives, and local employee representatives from the identified local jurisdictions to serve as Maryland’s Performance Compensation Workgroup. The Workgroup was tasked to present different models to compensate teachers and principals based on performance/evaluation results, career points and leadership roles and subject-area content. The charge to the Workgroup was to identify ways to provide guidance and technical support to Maryland’s local school systems interested in beginning conversations with their employee bargaining units around differentiated compensation models.

Links to materials provide the following:

  • A copy of Maryland’s Performance Compensation Resource materials;
  • Information on various local and national models in a common format to allow for ease of review and comparison;
  • A brief summary of the national research;
  • Planning tools to support districts in the early phases of compensation reform through the implementation process;
  • A listing of resources available through the Center for Educator Compensation Reform;
  • A comprehensive implementation checklist;
  • A Performance-based Compensation Plan matrix that provides a step-by-step approach to creating a local model by identifying those employees who will be included in the model and the local factors that will “drive” the changes to the current compensation system; and
  • Considerations from the Teacher/Principal Association perspective on Performance Compensation as a model.

Planning Compensation Resources

Local District Performance Compensation Models

Maryland State Education Association Perspective


Contact Information
Mary L. Gable
Assistant State Superintendent
Division of Academic Policy
Maryland State Department of Education
200 West Baltimore Street
Baltimore, MD 21201
 Race to the Top
Race to the Top
 Performance Compensation
Performance Compensation
Listing of Planning Resources – Center for Educator Compensation Reform
Research Summary
Implementation Checklist – Center for Educator Compensation Reform
Planning Matrix – National Comprehensive Center for Teacher Quality
Local District Performance Compensation Models
Maryland State Education Association Perspective
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