MPIII District Launch January 7, 2011

1. Mission Possible Expansion Project MPIII District Launch January 7, 2011

2. Desired Outcomes • Understand the Purpose of Mission Possible and Dispel Misconceptions • Understand the Teacher Incentive Fund Grant • Justification for the Pay for Performance Model Chosen • Logistics • Discuss Alignment of GCS Departments • Identify Next Steps

3. Mission Possible Expansion Program Anticipation-Reaction Guide

4. Program Overview- History

5. Designing a Pay-For-Performance Model EQ: What are the factors that should be considered when designing an effective pay-for-performance program?

6. Carousel Brainstormingthe Tough Design Questions • Who should be incented? • What should be incented? • Where should incentives come from? • Why should incentives be offered? • When should incentives be offered? • How should incentives be offered?

8. Who? • All teachers? • All employees? • Teachers of tested subjects? • Teachers of hard-to-staff subjects? • Administrators? • Teams? • Grade Levels?

9. What? AYP? Attendance? Contract signing? Contract renewal? Test scores? Achievement or growth? Professional Development attendance? Degree attainment? Years of experience?

10. Where? • Redirect from current salary schedule? • Title I funds? • Title II funds? • IDEA? • Grants? • Philanthropic?

11. Why? • To increase student achievement? • To recruit effective teachers? • To retain effective teachers? • To improve working conditions and morale? • To incent professional growth?

12. When? • After completion of workshops? • Upon hire as a spot bonus? • Monthly as a part of the regular paycheck? • Upon receipt of test scores? • End of the year in one lump sum?

13. How? • Monetary? • Release time? • Smaller class sizes? • Preferred staffing? • Professional growth opportunities? • Provision of additional equipment/supplies?

14. The Final Answer It Depends!

15. Program Overview- Purpose Recruit, retain and reward effective teachers in hard to staff schools for the purpose of increasing student achievement.

16. Teacher Incentive Fund III (TIF III) • 2010 funding for new TIF grants: $437,000,000 • Range of awards: $5,000,000-$10,000,000 • Average size of awards: $7,500,000 • TIF Evaluation awards: $1,000,000-$2,000,000 • Number of awards: 40-80 • Project period: 60 months • Final application deadline: July 6, 2010 • Award date: September 30, 2010

17. Program Overview- School Selection • Low percentages of teachers with high VAD • High teacher turnover • High percentage of students living in poverty

18. TIF III Recommended Schools • Allen Jay Elementary • Archer Elementary • Bluford Elementary • Brightwood Elementary • Frazier Elementary • Hunter Elementary • McLeansville Elementary • Montlieu Elementary • Murphy Traditional Academy • Peck Elementary • Rankin Elementary • Sedgefield Elementary • Sumner Elementary • Vandalia Elementary Eastern Middle School Guilford Middle School Jamestown Middle School Kiser Middle School Northeast Middle School Southern Middle School

19. Program Overview- Funding Sources

20. TIF III National Research Questions • What is the effect on student achievement of a performance based bonus compared to an across the board 1% annual bonus? • Are there differences in the composition and effectiveness of teachers and principals between these two types of bonuses? • Are there any differential effects on recruitment and retention of teachers and principals?

21. Government Performance and Results Act(GPRA Goals) • Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness • Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals

22. Mission Possible Expansion Logic Model

23. Recruitment Incentives (All Schools)

24. Mission Possible Expansion Logic Model

25. Professional Development (All Schools) • Schoolwide (aligned to measures of effectiveness) • NC Professional Teaching Standards • EVAAS & Value Added Data • Need-targeted (aligned to teaching standards) • Leadership • Diversity • Content • Facilitating Learning • Reflective Practice

26. Mission Possible Expansion Logic Model

27. Leadership Incentives (All Schools)

28. National Research Design

29. Mission Possible Expansion Logic Model

30. Incentive Schools

31. Bonus Schools ALL staff (certified & classified) receive a guaranteed one-time bonus equal to 1% of their total annual salary. For example: A teacher making $42,000 annually will receive a 1% bonus of $420.

32. Evaluation Responsibilities • All teachers and principals must be evaluated two times per school year by a trained observer with all data (e.g., observation and artifacts) being uploaded to McREL. • Teachers “off-cycle” may be evaluated through peer observations. • Training will be provided by the Mission Possible office.

33. Principal’s Toolkit Includes: • Letter to parents • E-mail to staff • FAQs • Talking Points • District Launch PowerPoint Sherry Wyche Program Administrator wyches@gcsnc.com

34. Alignment of Services

35. We’ve All Got a Piece of the Pie Mission Possible III Regional Executives Curriculum & Instruction Induction & Success Lateral Entry Improving Academic Achievement Professional Development Principals Formative Assessment Federal and Special Programs

36. Government Performance and Results Act(GPRA Goals) • Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness • Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals

37. Mission Possible Program Specialists What we do: What we don’t do: • Help teachers interpret and apply their VAD and benchmark data • Identify and grow teacher leaders • Assist principals in recruiting, recommending and retaining highly effective teachers • Develop and deliver need-based PD on NCPTS • Write or review benchmarks ……………… • Train mentors ….…………… • Hire or fire ……………………………………………………..………….. • Provide district-wide PD

38. Mission Possible Program Specialists What we do: What we don’t do: • Use our team of MPIII experts to create differentiated plans of support for individual teachers • Work with administrators to influence school climate/culture • Conduct peer-observations and provide feedback • Collaborate with other GCS departments to ensure alignment of services • Provide content-focused, universal support …….………………………… • Dictate ………………………………. • Evaluate teachers ……………………………… • Replace the services of any department

39. Alignment of Services • On each of your T-Charts, list what you believe each department does and does not do as it relates to services they provide to schools. • Be prepared to share out with the entire group.

40. Advisory Committee WHO? Members from various departments across the district WHY? To ensure alignment between the Mission Possible program and other GCS departments WHEN?Quarterly