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Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises

Working with a Leader: Reflections of a TA Provider. Tony Milanowski, Westat MCESA Summit December 5, 2013. Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises. Overview. An Outsider’s View of Some Significant Accomplishments

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Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises

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  1. Working with a Leader: Reflections of a TA Provider Tony Milanowski, Westat MCESA Summit December 5, 2013 Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises

  2. Overview • An Outsider’s View of Some Significant Accomplishments • Where might MCESA lead next?

  3. An outsider’s view: Where does MCESA run with the leaders? • REIL observation instrument design • Peer evaluation • Rater training & inter-rater agreement • REIL observation score differentiation • Transition to performance-based salary schedule

  4. Inter-Rater Agreement

  5. Teacher Observation Score Distribution

  6. Transition to Performance-Based Salary Schedule • How do folks get used to performance-based pay after decades of the traditional schedule? • Graduated, meaningful bonuses • Salary augmentation (e.g., Master Educator, Turnaround Teacher & Principal) • Get the performance measures right first! • MCESA’s phase-in transition to a performance-based schedule

  7. TIF 5 may de-emphasize PBCS and support broader efforts to support & improve educator quality. Will probably continue emphasis on human capital management systems. Where might MCESA lead next? • Increasing the coherence of HCMS • Human capital analytics

  8. TIF 4: Using Evaluation Results for HCM Decisions • Target Recruitment to Proven • Sources of Effective Educators • School/District-wide PD Planning • Individual Educator PD Planning Performance- Based Compensation Evaluation Results • Contract Renewal/ • Retention/Tenure Placement/Transfer • Layoff Promotion

  9. HCM Strategic Coherence Framework LEA Goals for Improved Student Learning LEA Strategies for Improving Student Learning Educator Roles in Implementing Strategies • Design & Execution of HCM Policies & Programs at LEA & School Level • Recruitment • Selection • Assignment/Deployment • Induction/Mentoring • Performance Management • Professional Development • Compensation • Tenure/Termination/Layoff What Educators Need to Know & Be Able to Do (Competencies) • HCM Outcomes • Acquisition/Deployment • Development • Motivation • Retention

  10. Human Capital Analytics • HCM metrics: track how well HCM system components are working to attract, develop, motivate, and retain educators with the needed competencies • What is our rate of turnover, by performance level? • Sets the stage for ‘data-driven’ HCM program design • What are the causes of avoidable turnover of high performers? • What PD interventions actually help teachers improve instructional practice & student growth?

  11. More on HCM Systems • Case study: You’ll Never be Better Than Your Teachers: The Garden Grove Approach to Human Capital Development http://www.cacollaborative.org/sites/default/files/CA_Collaborative_Garden_Grove.pdf • Strengthening the Educator Workforce Through Human Resource Alignment (Heneman & Milanowski) http://www.cecr.ed.gov/pdfs/CECR_HRA_Paper.pdf • Strategic Management of Human Capital in Education case studies http://www.smhc-cpre.org/resources/

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