Bearcat Wrap-up Podcast - Week 30: Clarity, Confidence, and Compensation

Episode Date: April 4, 2025

Happy Friday!Welcome back! I hope spring break provided you with time to rest, recharge, and reconnect with the people and things that matter most. As we return, we do so with renewed focus and purpose, knowing that the final weeks of the school year hold both opportunity and impact.As we enter the final stretch of the school year, I want to begin by expressing my gratitude for your daily commitment to instruction, student relationships, and professional growth. All of this continues to affirm that our district's strength is found in the hearts and minds of those who serve. You have carried the load this year, and I am deeply proud of the work we are doing together for the performance targets we are striving to reach.This week, I want to take time to explain something that is both relevant and important: the method used by the Arkansas Department of Elementary and Secondary Education (DESE) to determine merit pay, and how our local end-of-year evaluations factor into that process. Clarity on this topic ensures everyone understands both the opportunity and the path forward.Understanding Merit Pay: Who and What QualifiesAs part of the Arkansas Merit Incentive Fund Program, eligible teachers may receive additional compensation based on specific, measurable criteria set by the Division of Elementary and Secondary Education (DESE). There are three primary pathways through which a teacher may qualify for merit pay:* Classroom Teachers with a Value-Added Measure ScoreTeachers with a three-year average growth score of 80 or higher, based on state assessment data, may be eligible for merit pay under the category of demonstrating outstanding student growth. These growth scores reflect whether students assigned to a teacher made expected—or greater than expected—academic progress. A score above 80 indicates student performance exceeded typical growth expectations. In the coming days, your principal will provide this data for teachers in grades 3 through 10. To be considered a “teacher” for merit pay purposes, an individual must spend at least 70% of their time directly teaching students. This category also includes librarians and counselors, who must be rated “Highly Effective” and submit supporting artifacts. Additionally, teachers must have at least 10 non-highly mobile students in a single tested subject and possess three years of value-added model (VAM) data, ranking in the top 25% statewide, to fully qualify. We are happy to report that five of our teachers hit that mark for last year’s growth!* Teachers in High-Need AreasTeachers employed in critical shortage areas, including certain subjects, geographic regions, or other high-need designations, are also eligible for merit incentives. These assignments address ongoing workforce shortages across the state. Teachers serving in these roles not only fill essential gaps but also demonstrate a willingness to lead in areas that are often underserved or difficult to staff. The final rating of these teachers in EES would have to be “Effective or Highly Effective”.* Mentors for Yearlong Residency CandidatesEducators who serve as mentors to aspiring teachers participating in yearlong teacher residency programs may also qualify. These mentors play a vital role in shaping the next generation of educators by providing guidance, modeling effective practices, and helping new teachers build confidence and skill before entering the profession independently. There are many ways to gain the credentials needed to qualify for this category, but the no-cost method is through the Arkansas Leadership Academy, which is taking applications now.Kindergarten through 2nd grade teachers are not eligible for merit pay based on student growth scores because state assessments used to calculate growth begin in 3rd grade, leaving K–2 without the standardized data required for that category. However, K–2 teachers may still qualify for merit pay if they teach in a designated critical shortage area or serve as mentors to aspiring teachers in yearlong residency programs. We value the foundational work our early elementary teachers do, and these alternative pathways ensure their impact can still be recognized.There are additional details within each merit pay category that impact eligibility, many of which are too specific to cover fully in this Wrap-up. However, one key point applies to everyone: no teacher will qualify for merit pay without a completed end-of-year or summative rating in the Educator Effectiveness System (EES). This is why your principals are actively scheduling evaluation meetings and collecting artifacts with you. If you would like to explore the requirements further, please refer to the links provided in this section, including the Teacher Merit Pay link. As administrators, we will continue to share what we know and provide specific guidance upon request. While this program is still in its early stages and continues to evolve, we are committed to helping you navigate it as clearly and accurately as possible.Another important factor in the merit pay system is Roster Verification. Roster Verification is a critical process that ensures teachers are accurately linked to the students they have taught, which directly impacts eligibility for merit pay based on student growth. This process begins next week, and it is essential for teachers who may qualify through growth scores. Your building principals will be in training next week to provide support and guidance throughout the process. Accurate rosters help ensure your impact is recognized and properly reflected in state data.DMEC User SurveyIt is time once again for the DMESC User Satisfaction Survey. This survey is an important tool for our co-op to gather feedback from all who use their services. If you have interacted with DMESC in any capacity this year, please take a few minutes to complete the survey and share your experience. The deadline is May 31st, and your input helps ensure continued improvement and support for our district and others in the region.ClosingToday is School Librarian Appreciation Day, and we are proud to recognize the outstanding librarians who serve our students and staff each day: Tiffany Williams at Louise Durham Elementary, Paula Cox at Holly Harshman Elementary, Sheli Chaney at Mena Middle School, and Holly Plunkett at Mena High School. These four professionals do more than manage books—they open doors to curiosity, discovery, and lifelong learning. This year, they have also led the charge on our #MenaReads initiative, a collaborative effort that has helped foster a love for reading across all grade levels. We are grateful for their innovation, encouragement, and unwavering belief in the power of a good story.Yesterday was Paraprofessional Appreciation Day, and I want to take a moment to express our sincere gratitude to the many individuals who serve in these vital roles across our district. Paraprofessionals are often the quiet strength behind student success—providing academic support, offering patience and care, assisting with behavior interventions, and helping classrooms run smoothly. Their work is hands-on, heart-first, and mission-driven. Whether they are working one-on-one, assisting in small groups, or helping to maintain a positive learning environment, our paraprofessionals make a lasting impact every single day. We thank you for your dedication, your compassion, and your role in building the kind of schools we are proud of.This week, 100 Mena High School seniors participated in the Career Connect Event at UA Rich Mountain’s Ouachita Center, joining with students from Acorn, Cossatot River, and Oden to engage with 30 area businesses and 55 business representatives. Our Bearcats delivered professional elevator pitches and resumes, showcasing their readiness and confidence while practicing vital skills like interviewing and communication. We are grateful to our counselors and career coaches for organizing this event and to the many district and community volunteers who helped make it a success. Thank you to all staff who played a role in preparing, transporting, supporting, and encouraging our students as they take bold steps toward their NEXT.This week marked a milestone for Mena High School as we participated in the Technology Student Association (TSA) State Competition for the very first time. Three teams and two non-competing members represented MHS with excellence, showcasing innovation, creativity, and professionalism. We are proud that two of our teams placed in the top three—an outstanding achievement for our first year in the program. Congratulations to all who competed, and thank you to Mrs. Titsworth and the MHS staff and supporters who helped make this opportunity possible.Thank you to all of the Mena science teachers and staff for a week filled with meaningful science experiences. From hosting a successful Family Fun Science Night on Tuesday to taking students to the UA Rich Mountain Science Fair today, you have created powerful opportunities for students to explore, apply, and present scientific thinking. The hands-on activities at Family Night sparked curiosity and brought families together around learning, while today’s Science Fair allowed students to showcase their skills and knowledge in front of a larger audience. We appreciate your time, creativity, and dedication to making science engaging and relevant for our Bearcats.Despite the wet and stormy weather, it was a good week at Mena Public Schools.At Mena Public Schools, our students are prepared, our staff is supported, and our community is confident.Keep the #menareads posts and videos coming, stay safe, and have a nice weekend! This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bearcatwrap.substack.com

Good afternoon and welcome to the week 30 wrap up entitled, Clarity, Confidence, and Compensation. Understanding NSEA's Teacher Merit Pay System and how our end of year rating relates to it. Happy Friday. Welcome back. I hope Spring Break provided you with time to rest, recharge, and reconnect with the people and things that matter most. As we return, we do so with renewed focus and purpose, knowing that the final weeks of the school year hold both opportunity and impact. As we enter into the final stretch of the school year, I want to begin by expressing my gratitude for your daily commitment to instruction,

student relationships, and professional growth. All of this continues to affirm that our district's strength is found in the hearts and minds of those who serve. You've carried the load this year and I'm deeply proud of the work we are doing together for the performance targets we are striving to reach. This week I want to take time to explain something that is both relevant and important. The method used by the Arkansas Department of Elementary and Secondary Education to determine merit pay and how our local end-of-year evaluations factor into that process. Clarity on this topic ensures everyone understands both the opportunity and the path forward.

Understanding merit pay, who and what qualifies? As part of the Arkansas Merit Incentive Fund program, eligible teachers may receive additional compensation based on specific measurable criteria set by the Division of Elementary and Secondary Education, or DESI. There are three primary pathways through which a teacher may qualify for merit pay. Number one, classroom teachers with a value-added measure score. Teachers with a three-year average growth score of 80 or higher based on state assessment data may be eligible for merit pay under the category of demonstrating outstanding student growth. These growth scores reflect whether students assigned

to a teacher made expected or greater than expected academic progress. A score above 80 indicates student performance exceeded typical growth expectations. In the coming days, your principal will provide you with, will provide this data for teachers in grades three through 10. To be considered a teacher for merit pay purposes,

an individual must spend at least 70% of their time directly teaching students. This category also includes librarians and counselors who must be rated highly effective and submit supporting artifacts. Additionally, teachers must have at least 10 non-highly mobile students in a single tested subject and possess three years of Value Added Model, or VAM, data, ranking in the top 25% statewide to fully qualify. We are happy

to report that five of our teachers hit that mark for last year's growth. Number two, teachers in high-need areas. Teachers employed in critical shortage areas including certain subjects, geographic regions, or other high need designations are also eligible for merit incentives. These assignments address ongoing workforce shortages across the state. Teachers serving in these roles not only fill essential gaps but also demonstrate a willingness to lead in areas that are often underserved or difficult to staff. The final rating of these teachers in EES would have to be effective or highly effective. There are links to the lists of qualifications in those categories embedded in the text.

Number three, mentors for year-Long Residency Candidates. Educators who serve as mentors to aspiring teachers participating in year-long teacher residency programs may also qualify. These mentors play a vital role in shaping the next generation of educators by providing guidance, modeling effective practices, and helping new teachers build confidence and skill before entering into the profession independently. There are many ways to gain the credentials needed to qualify for this category, but the no cost method is through the Arkansas Leadership Academy, which is taking applications now. There are links embedded with that information as well. Kindergarten through second grade teachers are not eligible for merit pay

based on student growth scores because state assessments used to calculate growth begin in third grade, leaving K-2 without the standardized data required for that category. However, K-2 teachers may still qualify for merit pay if they teach in a designated critical shortage area or serve as mentors to aspiring teachers in year-long residency programs. We value the foundational work of our early that our early elementary teachers do and these alternative pathways ensure their impact can still be recognized. There are additional details within each merit pay category that impact eligibility, many of which are too specific to

cover fully in this wrap-up. However, one key point applies to everyone. No teacher will qualify for merit pay without a completed end of year or summative rating in the Educator Effectiveness System, or EES. This is why your principals are actively scheduling evaluation meetings and collecting artifacts with you. If you would like to explore the requirements further, please refer to the links provided in this section, including an additional link to teacher merit pay that's embedded that goes directly to the department's information. As administrators, we will continue to share what we know and provide specific guidance upon request. While this program is still in its early stages and continues to evolve, we are committed to

helping you navigate it as clearly and accurately as possible. Another important factor in the merit pay system is roster verification. Roster verification is a critical process that ensures teachers are accurately linked to the students they have taught, which directly impacts eligibility for merit pay

based on student growth. This process begins next week and it is essential for teachers who may qualify through growth scores. Your building principals will be in training next week to provide support and guidance throughout the process. Accurate rosters help ensure your impact is recognized and properly reflected in state data. DMESC User Survey. It's time once again for the Dekwemene Educational Service Cooperative User Satisfaction Survey that's linked in the text. This survey is an important tool for our co-op to gather feedback from all who use their services. If you have interacted with DMESC in any capacity this year,

please take a few minutes to complete the survey and share your experience. The deadline is May 31st. Your input helps ensure continued improvement and support for our district and others in the region. Closing. Today is school librarian appreciation day and we are proud to recognize the outstanding librarians who serve our students and staff each day. Tiffany Williams at Louise Durham, Paula Cox and Holly Harshman, Shelley Chaney at Mena Middle, and Holly Plunkett at Mena High. These four professionals do more than manage books.

They open doors to curiosity, discovery, and lifelong learning. This year, they have also led the charge on our hashtag Mena Reads initiative, a collaborative effort that has helped foster a love for reading across all grade levels. We are grateful for their innovation, encouragement, and unwavering belief in the power of a good story.

Yesterday was Paraprofessional Appreciation Day and I want to take a moment to express our sincere gratitude to the many individuals who serve in these vital roles across our district. Paraprofessionals are often the quiet strength behind student success, providing academic support, offering patients and care, assisting with behavior interventions, and helping classrooms run smoothly. Their work is hands-on, heart-first, and mission-driven. Whether they are working one-on-one, assisting in small groups, or helping to maintain a positive learning environment, our professionals make a lasting impact every single day.

We thank you for your dedication, your compassion, and your role in building the kind of schools we are proud of. This week, 100 Mena High School seniors participated in the Career Connect event at U of A Rich Mountains Wachita Center, joining students from Akron, Kostop River, and Odin to engage with 30 area businesses and 55 business representatives. Our Bearcats delivered professional elevator pitches and resumes, showcasing their readiness and confidence

while practicing vital skills like interviewing and communication. We are grateful to our counselors and career coaches for organizing this event and to the many district and community volunteers who helped make it a success. Thank you to all the staff who played a role in preparing, transporting, supporting, and encouraging our students as they take bold steps towards their next. This week marked a milestone for MENA High Schools. We participated in the Technology Student Association, TSA state competition for the very first time.

Three teams and two non-competing members represented MENA High School with excellence, showcasing innovation, creativity, and professionalism. We are proud that two of our teams placed in the top three, an outstanding achievement for the first year in the program. Congratulations to all who competed. Thank you to Ms. Titsworth and MHS staff and supporters who helped make this opportunity possible.

Thank you to all the MENA science teachers and staff for a week filled with meaningful science experiences. From hosting a successful Family Fund Science Night on Tuesday, to taking students to the U of A Rich Mountain Science Fair today, you've created powerful opportunities for students to explore, apply, and present scientific thinking. The hands-on activities at Family Night sparked curiosity and brought families together around learning while today's Science Fair allowed students to showcase their skills and knowledge in front of a larger audience. We appreciate your time, creativity, and dedication to making science engaging and relevant for our Bearcats. Despite the wet and stormy

weather, it was a good week in Mena Public Schools. At Mena Public Schools, our students are prepared, our staff is supported, and our community is confident. Keep the Mena Reads posts and videos coming. Stay safe and have a nice weekend.