California Educator

December / January 2017

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D H O F A G P N E M C B K Inyo Kern San Bernardino Fresno Siskiyou Riverside Tulare Lassen Trinity Shasta Modoc Imperial Mono San Diego Plumas Humboldt Tehama Monterey Los Angeles Butte Mendocino Lake Kings Madera Merced Placer Yolo Tuolumne Ventura Glenn San Luis Obispo Sonoma El Dorado Sierra Santa Barbara Colusa Stanislaus Mariposa Napa Sol. Yuba Nevada Alpine San Benito San Joaquin Santa Clara Del Norte Sut. Orange Calaveras Marin Sac. Ala. Amador Contra Costa San Mateo Santa Cruz San Francisco I M I H G I O K N L M I J I Los Angeles Ventura Orange Riverside San Bernardino DI RECT ORI A L DI ST RI CT S See Inset Los Angeles Metro Area Copyright © 2013, SpatiaLogic. Q − Statewide, Two At-Large Directors − Statewide CTA Board Expenses Amounts represent a monthly average for fiscal year 2016-17. During the reporting year, the normal and statewide activi- ties include CTA Board meetings, State Council, Service Center Council meetings, Equity and Human Rights Conference, Good Teaching Conferences, various task force meetings, and other business-related functions. Some differences in expen- ditures may be due to the widely varied geographical sizes of directorial districts, distances traveled for Regional, Service Center and other meetings, and the varied number of functions CTA Directors are responsible for attending. Expenses of Board members with partial-year service are averaged based on months served and delineated with an asterisk. Copyright © 2013, SpatiaLogic. Q (Higher Education) – Statewide Two At-Large Directors – Statewide formula that factors in length of employ- ment and salar y histor y, among other things. Research finds that pensions: • Creat e m eanin g ful incentives for effective teachers to stay on the job. e longer a teacher stays on the job, the larger the annual retirement ben- efit they earn each year. • Benefit student performance and the U.S. education system, because expe- rienced teachers are more productive and effective. • Boost retirement incomes among lower -income and middle-income teachers. Automatic participation in a pension means that highly unequal tax incentives for retirement savings have only a limited impact on teach- ers' retirement savings. • Deliver lifetime income benefits more efficiently than defined-contribution retirement accounts, like 4 01(k)s . Each dollar saved in a defined- benefit pension provides nearly twice the a m o u nt of re ti rem ent i n c om e a s money invested in an individual sav- ings plan because of lower costs and sharing key risks. The report can be found on the NIRS website ( NEA has also made three important fact sh eets on pensions available for members. They can be downloaded at • "New Educators: Three Things You Need to Know Now About Retire- ment!" • " Th e Int erse ction of th e Tea ch er P i p e l i n e , Pe n s i o n s , a n d Te a c h e r Retention." • "Pensions Work Best for Our Schools, Communities and Educators." For more about pensions and retire- ment planning, see Continued from page 67 69 D E C E M B E R 2 017 / J A N U A R Y 2 018 C Pension

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