attracting, developing & retaining high performing educators presented by: diane tavenner ceo,...
TRANSCRIPT
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Attracting, Developing & Retaining High Performing
Educators
Presented By:Diane Tavenner
CEO, Summit Public Schools
Brian JohnsonExecutive Director, Summit Prep Charter HS
Diego ArambulaExecutive Director, Summit Public Schools: Rainier
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McKinsey Report
• What matters most in the top schools systems in the world?– Getting the right people to become
teachers– Ensuring the system is able to deliver the
best possible instruction to every child– Developing them into effective instructors
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Summit Non-Negotiables1. High-performing teacher in
every classroom, every day
2. Every student can be
successful in a 4-year college
3. Emotionally and physically safe
4. Develop core characteristics
5. Every student is truly known
6. Research-based, best-practice
organization
7. Heterogeneous and
untracked; no closed doors
for any student
8. Do more with less
9. Values-based decision making
10. Leave no student behind
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Attract
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School Model
• Teachers are set up for success– 1 prep– 4 classes at no more than 30:1– 40 days of Professional Development– Extended semester– Two hours daily prep with colleagues– Teacher-leaders
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Hiring Process
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Think - Pair - Share• What are your top two non-
negotiables?• What aspects or elements of your
school model support them?• Are there any elements or structures
that block or do not support them?• How could you improve alignment
and what would be some tradeoffs?
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Develop
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Continuum of Teaching Practice
Assessment
Content
Curriculum
Instruction Knowing Learners &
LearningLeadership
Mentoring
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ContinuumStandards Basic Proficient Highly
ProficientExpert
IA. Content Knowledge Understand the subject matter, as well as the history, structure, and real-world applications of the subject.
I know and understand the information and skills encapsulated in the standards of my course.
I am knowledgeable in my content and familiar with the content of other courses in my discipline, and am able to build on skills and content taught previously, and teach skills and content that needed for future courses.
I am knowledgeable enough in my content to spiral within my content and knowledgeable enough in the other courses in my discipline to design intra-disciplinary lessons or units designed to create a meta-conceptual bonus for students.
I am knowledgeable enough in my content to spiral within my content, and knowledgeable enough in the other courses in my discipline to design and teach intra-disciplinary lessons and units that intentionally lead to a meta-conceptual bonus.
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Personalized Educator Plan (PEP)
1. Continuum Development Goals – Determines Base Salary
2. Data-driven Bonus Goals– School Level Goal– Grade-level Team Goal– Individual Goal
3. Resiliency Goals4. Core Characteristics Goals
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Teacher Development Cycle
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Skill-Based Step and Ladder
Levels for Base Salary:
Level 1: Basic in all 7 strandsLevel 2: Proficient in all 7 strandsLevel 3: HP in 4 of 7 strands (incl Instruction)
Level 4: HP in all 7 strands (incl National Boards)
Level 5: Expert in 4 of 7 strands
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Shared Decision Making
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Think - Pair - Share• What strategies does your school
use to develop teachers?• How do you know if your teachers
are improving in mission critical areas?
• How can you continue to improve alignment?
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Retain
•Get Results
•Pay for Performance
•Career Lattice
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Thank You• Please complete the evaluation
form.• For further information:
– Diane Tavenner [email protected]
– Brian Johnson: [email protected]
– Diego Arambula: [email protected]