It would not only attract and retain effective individuals as classroom teachers and administrators, but go beyond these goals to increase the instructional capacity of the schools themselves. With a focus on increasing the all-around success of students, it encourages and rewards teachers for effective instruction, ongoing learning, successful leadership, and sustained commitment. Johnson and Papay's proposed system has at its core a tiered pay and career structure designed to improve the instructional capacity and performance of all teachers. This central core is supplemented by a novel Learning and Development Fund, created through the diversion of resources from the lanes of the existing single salary schedule. The Learning and Development Fund ensures that funds are available to finance learning opportunities and new roles for teacher leaders. Districts can also use the Learning and Development Fund to address immediate needs by offering stipends for special staffing assignments, or they can initiate specific programs to capitalize on outside funding opportunities, such as performance awards for schools. Districts that implement the Tiered Pay-and-Career Structure and Learning and Development Fund will fundamentally change how they recruit, compensate, assess, and develop teachers. As a result, their schools should attract better and more motivated teachers, achieve greater stability in its workforce, and witness improved student performance. Importantly, the plan avoids isolated bonuses for one-time successes and instead builds an integrated strategy for advancing a wide range of human capital goals. These goals include recruiting skilled teachers as well as teachers in hard-to-staff fields; ensuring that all