Hard-to-Staff Salary Differential - FAQ

The HTS salary differential is designed to target employees in designated teaching licenses and/or other UFT-represented titles within specific schools with a salary differential for the 2019-20 school year of $7,200.  The HTS salary differential is part of the Bronx Plan – a joint initiative between the DOE and the UFT to support historically underserved schools in targeted neighborhoods throughout the city.

• In the 50 Bronx Collaborative Schools Plan Schools (see list below) the following designated teaching licenses and/or other UFT-represented titles are eligible for the HTS salary differential: 
  • Teachers in all bilingual licenses, including bilingual special education and bilingual speech 
  • English as a Second Language (ESL) Teachers 
  • General Science Teachers (Middle School) 
  • Earth Science, Physics, and Chemistry Teachers (High School licenses) 
  • Mathematics Teachers (Secondary)
  • Bilingual Guidance Counselors, Bilingual School Psychologists, Bilingual School Social Workers 
    
     
• In ten District 75 Schools in the Bronx (see list below), the following designated teaching license is eligible for the HTS salary differential: 
  • Bilingual Special Education Teacher 
     

• In Bronx District Itinerant locations, the following designated teaching licenses and/or other UFT-represented titles are eligible for the HTS salary differential: 
  • Bilingual Guidance Counselor 
  • Bilingual School Psychologist 
  • Bilingual Speech Teacher 

All teachers who are in designated teaching licenses and/or other UFT-represented titles, or other UFT-represented employees who are in an applicable title within the school and/or teaching a majority of the program in that license area, will receive the Hard to Staff salary differential for the 2019-20 school year.

All staff who are eligible (designated teaching licenses and/or other UFT-represented titles) – regardless of how long they have been at the eligible school – will receive the HTS salary differential during the 2019-20 school year. Both incumbent staff and new hires/transfers will be eligible.

The Hard to Staff salary differential will be paid out over three equal payments:

• One-third in late October 2019
• One-third in late February 2020
• One-third in late October 2020, conditional upon returning to the same designated school
   

The differential will be pro-rated for eligible staff who are either hired or leave in the middle of the 2019-20 school year.

No, the funding does not come from the school’s regular budget allocation.

It is anticipated that this differential will be available starting with the 2019-20 school year and expand through the 2021-22 school year, with potential changes to include additional schools and/or designated teaching licenses and/or other UFT-represented titles. 

Notice will be provided of any changes in the spring of 2020.  Participants would need to continue to meet eligibility criteria to receive this HTS salary differential.

If a teacher or other pedagogue earning a Hard to Staff salary differential is rated Ineffective or Unsatisfactory after the completion of their first school year (e.g. 2019-20), and they remain in an eligible position, the differential shall be frozen for the following school year (e.g. 2020-21).

If the teacher or other pedagogue then receives an Ineffective or Unsatisfactory the following school year (e.g. 2020-21), they will not receive any part of the Hard to Staff salary differential for the previous school year. If the teacher receives a rating other than Unsatisfactory or Ineffective, they shall receive the full HTS salary differential payment for the previous year the following mid-October.

By special agreement, qualified teachers in schools with the Hard to Staff salary differential may change their license to a designated teaching licenses and/or other UFT-represented title during a limited probationary period.  Note, this license change provision is currently available to all teachers – not limited to teachers in Bronx Plan Schools - to change to a bilingual, English as a Second Language (ESL), or physical education license.  

Staff who are already at a school with designated teaching licenses and/or other UFT-represented titles do not specifically need to apply to receive the differential. 

Current teachers in NYC public schools should use Open Market if they are considering teaching in a school which is eligible for the Hard to Staff salary differential. Prospective employees, those not already teaching at an NYC public district school, should use the New Teacher Application to learn about opportunities in the designated schools and licenses.

• Bronx Collaborative Schools Plan:  Bronx Collaborative Schools are innovating in many ways to engage the full school community in decisions to make a difference for students.  These schools are vibrant communities seeking excellent educators in many license areas.
  • For more information read The Bronx Collaborative Schools Plan press release.
    
     
• Teacher Leadership:  There are opportunities across a number of schools throughout the City for experienced educators to bring their skills and knowledge to advance the work of their colleagues through Teacher Leadership positions.
  • For more information visit the Teacher Leadership application.
    
     
• Open Market Transfer:  Current teachers and other pedagogues are eligible to apply to transfer to schools through the Open Market Transfer plan. 
  • For more information visit the Open Market website.
    
     

• New/ Prospective NYC Public School Teachers:  New great teachers are needed throughout the City, especially in schools and for students who have the most significant challenges. 
  • For more information about applying to teach in NYC including pathways, incentives, and our highest needs visit the TeachNYC website.