alliance teacher effectiveness 2012
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ALLIANCE TEACHER EFFECTIVENESS 2012
July 2012Derrick Chau, VP TCRPDiane Fiello, TCRP CoachHarris Luu, TCRP Coachhttp://TCRPalliance.wordpress.com/
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• To review the teacher evaluation process• To learn about the proposed teacher
compensation plan• To explore potential teacher career path options• To review the timeline for implementing teacher
performance compensation• To learn about planned data system
implementation
Objectives
• This presentation provides draft information about the current Alliance teacher effectiveness process
• All contents are subject to change
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IMPORTANT NOTE
TCRP Theoretical Framework
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Effective Principals• Support• Evaluate
Effective Teachers• Recruit• Support• Evaluate• Compensate
Increase Student Achievement
Data Systems
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Multiple Measures of Teacher Effectiveness
Observation of Teacher Prac-
tice; 40%
Parent and Family Feedback; 10%
Student Feedback ; 10%
Individual Teacher SGP;
30%
School-Wide Subject SGP; 10%
Observation of Teacher Practice;
50%
Parent and Family Feedback; 10%
Stu-dent Feedback ; 10%
School-Wide ELA SGP; 25%
School-Wide Math SGP; 5%
CST-Tested Subjects Non-CST-Tested Subjects
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• The objective of the new teacher evaluation process is to promote and compensate based on high teacher performance and/or teacher growth with student results.
• Teachers should be retained if they demonstrate sufficient growth in their practice during the year.
Overall Teacher Evaluation
38 Indicators, 4 levels of
performance
Framework for Effective Teaching
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Domain 1 Data-Driven Planning and Preparation
Standard 1.1 Establish standards-based learning objectives for instructional plans
IndicatorsA) Selection of objectivesB) Measurability of objectives
4 Domains
17 Standards
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Standards-Based Determination • Overall teacher FET ratings are based on a
running record throughout the school year. • Ratings from formal observations overwrite prior
scores. • Unannounced observations increase or
decrease scores by at most .5 points. • Domain 4 evidence (nonobservational) ratings
overwrite prior scores during the year
Overall Teacher Evaluation Rating
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• Revisions to the Teacher Effectiveness Framework will:– Clarify language in rubrics– Reduce ambiguity in rubric language– NOT change standards/indicators
• Timelines will shift earlier due to earlier school start date
• Online evidence collection for observation process will be utilized
• Considering appeals process for teacher evaluations
Observation Process Improvement
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Overall Teacher Effectiveness Determination
CST-Tested Teachers Non-CST Tested Teachers
30% Teacher SGP 25% School-Wide ELA SGP
10% School-Wide SGP for Subject
5% School-Wide Math SGP
40% Average of Teacher Effectiveness Ratings
50% Average of Teacher Effectiveness Ratings
10% Student Survey 10% Student Survey10% School-Wide Parent
Survey10% School-Wide Parent
Survey
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Student Growth Percentile Levels
Rating Percentile Range4 70%-100%3 50%-69%2 35%-49%1 <35%
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Teacher Effectiveness Levels
Effectiveness Level
Performance Band
Highly Effective 3.6-4.0Effective 3.0-3.59Achieving 2.5-2.9Emerging 2.0-2.49
Entry <2.0
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Example Math Teacher Scorecard Calculation
Example Earned WeightingOverall
(Earned x Weight)
Individual SGP 60% = 3 30% .9School-Wide Math SGP 52% = 3 10% .3Teacher Effectiveness Rating Avg
= 240% .8
Student Survey Avg = 3 10% .3Parent Survey Avg = 3 10% .3
SUM: 2.6Teacher Effectiveness Level = Achieving
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2009-10
• Design
2010-11
• Pilot Evaluation• 2 teachers per school
2011-12
• Full Evaluation and Year 1 Roll-Out• All teachers evaluated using new evidence-based process• Effectiveness rating counts toward career path and compensation• Bonus compensation based on school-wide targets
2012-13
• Year 2 Roll-Out• Effectiveness rating counts toward career path and compensation• Bonus compensation based on teacher effectiveness targets
2013-14
• Launch of New Career Path and Compensation• Teachers placed on career path and receive salary compensation based on
teacher effectiveness ratings from prior year
Teacher Performance Compensation Timeline
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• The purpose of the teacher effectiveness initiative is to shift from step/column compensation to performance compensation
• 2012-13 school year will shift from school-wide performance bonus to teacher effectiveness-aligned bonus
• Fall 2013 will mark the shift to performance salary compensation
Teacher Compensation
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Current Teacher Compensation
Years of Experience BA BA+30
1 $47,630 $48,1062 $48,203 $48,6853 $48,491 $48,9764 $48,777 $49,2655 $49,065 $49,555
Performance Bonus Available = $2,750
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Planned Fall 2012 Teacher Bonus
Performance Bonus Available = $2,750
Effectiveness Level
Performance Bonus
Entry NoneEmerging $750Achieving $1,250Effective $2,250
Highly Effective $2,750
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Planned 2013-14 Teacher Compensation
Assumptions: Each pay band = 8%Gap between bands = 3%
Effectiveness Level
Humanities Teachers
Math/Science Teachers
Entry $47,000-$50,760 $50,000-$54,000Emerging $52,283-$56,465 $55,620-$60,070Achieving $58,159-$62,812 $61,872-$66,821Effective $64,697-$69,872 $68,826-$74,332
Highly Effective $71,968-$77,726 $76,562-$82,687
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• Performance for two consecutive years is required to move up/down in bands
• Increase for one year results in 2% increase• Decrease or same result for one year results in
no increase/decrease
Teacher Compensation Rules
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• Purpose of performance evaluation is to also identify and retain highly effective teachers
• Highly effective teachers may seek other opportunities for professional growth
Teacher Career Pathways
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Planned Career Pathways
Career Pathway
Description
Mentor Teacher Mentor and develop a new teacher for the entire year in your classroom
Curriculum/Instruction Coach
Provide coaching and professional development to other content-alike teachers
Assistant Principal Residency Program
Shadow and learn skills and strategies to become an assistant principal
TCRP Theoretical Framework
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Effective Principals• Support• Evaluate
Effective Teachers• Recruit• Support• Evaluate• Compensate
Increase Student Achievement
Data Systems
Data System Overview
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Global Scholar Pinnacle
Evaluate Instruction
Portal
Curriculum
Assessment
Gradebook
Instructional Systems Overview
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2011-12
•13 Schools utilizing Pinnacle Gradebook•Pilot Pinnacle Evaluate•All schools utilize Datadirector
2012-13
• All schools utilize Datadirector• Migrate all benchmarks to Pinnacle Instruction (Assessment)• All schools implement:• Pinnacle Gradebook• Pinnacle Instruction (Curriculum)• Pinnacle Evaluate
2013-14
• All schools implement Pinnacle Instruction (Assessment)
• Schools will no longer use Datadirector
Data Systems Timeline
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