Presenters: Tammy Kreuz, Ph.D. Executive Director, Texas TAP Frances McArthur, Ph.D. Associate Superintendent, Bryan IS

1. Presenters:Tammy Kreuz, Ph.D.Executive Director, Texas TAPFrances McArthur, Ph.D.Associate Superintendent, Bryan ISD Tamara W. Schiff, Ph.D.Senior Vice President, NIET Rationale: Cost of turnover Lost performance Components Our success Using data Rationale: Cost of turnover Lost performance Components Our success Using data

2. Since its inception in the early 1980s, the Milken Family Foundation has focused on improving education Milken Educator Awards program to recognize outstanding educators Focus on school reform, standards, accountability Several years working on issues of  school technology TSTS

3. Without a talented teacher in the classroom, no piece of technology, no instructional tool, no curriculum will have a positive impact on improving student achievement. TSTS

4. Teacher Advancement Program GOAL OF TAP: Increase student achievement METHOD FOR GETTING THERE: Maximize teacher quality HOW TO DO THAT: Comprehensive reform to attract, develop, motivate and retain high quality teachers TSTS

5. TSTS

6. TS So how does TAP work? TAP is not business as usual. It requires a change in culture. TAP is a revolutionary, systemic change in how teachers are trained, supported, evaluated and compensated. TAP is based on four interrelated elements. They are multiple career paths, ongoing applied professional growth, instructionally focused accountability, and performance-based compensation. Let�s see how they work to improve teacher effectiveness, and as a result, increase student achievement. TS So how does TAP work? TAP is not business as usual. It requires a change in culture. TAP is a revolutionary, systemic change in how teachers are trained, supported, evaluated and compensated. TAP is based on four interrelated elements. They are multiple career paths, ongoing applied professional growth, instructionally focused accountability, and performance-based compensation. Let�s see how they work to improve teacher effectiveness, and as a result, increase student achievement.

7. TS Multiple Career Paths Typically, the only way teachers can advance is to go into administration�or leave teaching altogether. In TAP, teachers can become career, mentor or master teachers, with new roles and responsibilities and levels of pay. Great teachers continue to have a direct impact on students -- as well as their fellow educators. TS Multiple Career Paths Typically, the only way teachers can advance is to go into administration�or leave teaching altogether. In TAP, teachers can become career, mentor or master teachers, with new roles and responsibilities and levels of pay. Great teachers continue to have a direct impact on students -- as well as their fellow educators.

8. TS Ongoing Applied Professional Growth The teaching profession can be very lonely. Many educators teach behind closed doors with little input on how to be more effective. Traditional staff development days are held off-campus. Topics don�t apply to their own students� needs�and there is no follow-up once they�re back in the classroom. TAP is different. TAP builds professional development right into the school day. Cluster groups allow teachers to collaborate on data-driven strategies that specifically target their students� areas of improvement. Led by mentor and/or master teachers, clusters take place for at least 60 to 90 minutes each week. Best of all, teachers have the opportunity to try out the new strategies�then get constructive feedback on what works and what doesn�t. This coaching is a win-win for teachers and students alike! TS Ongoing Applied Professional Growth The teaching profession can be very lonely. Many educators teach behind closed doors with little input on how to be more effective. Traditional staff development days are held off-campus. Topics don�t apply to their own students� needs�and there is no follow-up once they�re back in the classroom. TAP is different. TAP builds professional development right into the school day. Cluster groups allow teachers to collaborate on data-driven strategies that specifically target their students� areas of improvement. Led by mentor and/or master teachers, clusters take place for at least 60 to 90 minutes each week. Best of all, teachers have the opportunity to try out the new strategies�then get constructive feedback on what works and what doesn�t. This coaching is a win-win for teachers and students alike!

9. Instructionally Focused Accountability Traditionally, when it comes to being reviewed, teachers might get a one-shot observation from their principal. But how does that really help someone improve or strengthen what they�re doing right? That�s why TAP�s accountability system works hand-in-hand with its ongoing professional development. TAP�s fair and transparent system of evaluation is based on clearly defined instructional standards and rubrics. Fairness is further insured by multiple evaluations by more than one trained, certified evaluator. Teachers are well-prepared for these evaluations, thanks to the ongoing cluster training and classroom support from master and mentor teachers.Instructionally Focused Accountability Traditionally, when it comes to being reviewed, teachers might get a one-shot observation from their principal. But how does that really help someone improve or strengthen what they�re doing right? That�s why TAP�s accountability system works hand-in-hand with its ongoing professional development. TAP�s fair and transparent system of evaluation is based on clearly defined instructional standards and rubrics. Fairness is further insured by multiple evaluations by more than one trained, certified evaluator. Teachers are well-prepared for these evaluations, thanks to the ongoing cluster training and classroom support from master and mentor teachers.

10. Rounding out the TAP system is Performance-Based Compensation. TAP provides opportunities for every teacher. Yes, every teacher � including specialists and principals � is eligible to earn bonuses based on three factors: ? The teacher�s instructional performance ? Student achievement growth a teacher makes in the classroom and ? Student achievement growth the school makes as a whole Rounding out the TAP system is Performance-Based Compensation. TAP provides opportunities for every teacher. Yes, every teacher � including specialists and principals � is eligible to earn bonuses based on three factors: ? The teacher�s instructional performance ? Student achievement growth a teacher makes in the classroom and ? Student achievement growth the school makes as a whole

11. TS Multiple Career Paths Typically, the only way teachers can advance is to go into administration�or leave teaching altogether. In TAP, teachers can become career, mentor or master teachers, with new roles and responsibilities and levels of pay. Great teachers continue to have a direct impact on students -- as well as their fellow educators. TS Multiple Career Paths Typically, the only way teachers can advance is to go into administration�or leave teaching altogether. In TAP, teachers can become career, mentor or master teachers, with new roles and responsibilities and levels of pay. Great teachers continue to have a direct impact on students -- as well as their fellow educators.

12. TS Ongoing Applied Professional Growth The teaching profession can be very lonely. Many educators teach behind closed doors with little input on how to be more effective. Traditional staff development days are held off-campus. Topics don�t apply to their own students� needs�and there is no follow-up once they�re back in the classroom. TAP is different. TAP builds professional development right into the school day. Cluster groups allow teachers to collaborate on data-driven strategies that specifically target their students� areas of improvement. Led by mentor and/or master teachers, clusters take place for at least 60 to 90 minutes each week. Best of all, teachers have the opportunity to try out the new strategies�then get constructive feedback on what works and what doesn�t. This coaching is a win-win for teachers and students alike! TS Ongoing Applied Professional Growth The teaching profession can be very lonely. Many educators teach behind closed doors with little input on how to be more effective. Traditional staff development days are held off-campus. Topics don�t apply to their own students� needs�and there is no follow-up once they�re back in the classroom. TAP is different. TAP builds professional development right into the school day. Cluster groups allow teachers to collaborate on data-driven strategies that specifically target their students� areas of improvement. Led by mentor and/or master teachers, clusters take place for at least 60 to 90 minutes each week. Best of all, teachers have the opportunity to try out the new strategies�then get constructive feedback on what works and what doesn�t. This coaching is a win-win for teachers and students alike!

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16. Instructionally Focused Accountability Traditionally, when it comes to being reviewed, teachers might get a one-shot observation from their principal. But how does that really help someone improve or strengthen what they�re doing right? That�s why TAP�s accountability system works hand-in-hand with its ongoing professional development. TAP�s fair and transparent system of evaluation is based on clearly defined instructional standards and rubrics. Fairness is further insured by multiple evaluations by more than one trained, certified evaluator. Teachers are well-prepared for these evaluations, thanks to the ongoing cluster training and classroom support from master and mentor teachers.Instructionally Focused Accountability Traditionally, when it comes to being reviewed, teachers might get a one-shot observation from their principal. But how does that really help someone improve or strengthen what they�re doing right? That�s why TAP�s accountability system works hand-in-hand with its ongoing professional development. TAP�s fair and transparent system of evaluation is based on clearly defined instructional standards and rubrics. Fairness is further insured by multiple evaluations by more than one trained, certified evaluator. Teachers are well-prepared for these evaluations, thanks to the ongoing cluster training and classroom support from master and mentor teachers.

19. Rounding out the TAP system is Performance-Based Compensation. TAP provides opportunities for every teacher. Yes, every teacher � including specialists and principals � is eligible to earn bonuses based on three factors: ? The teacher�s instructional performance ? Student achievement growth a teacher makes in the classroom and ? Student achievement growth the school makes as a whole Rounding out the TAP system is Performance-Based Compensation. TAP provides opportunities for every teacher. Yes, every teacher � including specialists and principals � is eligible to earn bonuses based on three factors: ? The teacher�s instructional performance ? Student achievement growth a teacher makes in the classroom and ? Student achievement growth the school makes as a whole

21. National Institute for Excellence in Teaching Pool Amount

22. National Institute for Excellence in Teaching Based on $2,000 per teacher

23. Texas TAP History

24. 36 Texas TAP schools TIF schools share similar challenges such as low student achievement, low socioeconomic status (on average, more than 67 percent of the students are eligible for free and reduced price lunch), high minority populations (on average, over 62 percent Hispanic with high concentrations of LEP students), and high teacher and principal turnover (several as high as 40 percent annual teacher turnover). TIF schools share similar challenges such as low student achievement, low socioeconomic status (on average, more than 67 percent of the students are eligible for free and reduced price lunch), high minority populations (on average, over 62 percent Hispanic with high concentrations of LEP students), and high teacher and principal turnover (several as high as 40 percent annual teacher turnover).

25. All of the Texas Staff spends a percentage of their time supporting the TIF program.All of the Texas Staff spends a percentage of their time supporting the TIF program.

26. Proven Success of TAPin Texas TK The UT System has successfully managed TAP over the past two years and chooses to continue the management, given the program�s proven success in our state. While the program is only in its second year of implementation in Texas, we have already seen evidence of how effective this program can be. These gains are significantly higher than the state average. TK The UT System has successfully managed TAP over the past two years and chooses to continue the management, given the program�s proven success in our state. While the program is only in its second year of implementation in Texas, we have already seen evidence of how effective this program can be. These gains are significantly higher than the state average.

27. Support for Texas TAP schools Training and implementation support Evaluation Certification Annual Program Review Research/Evaluation

28. TAP: The Local Perspective

29. TAP: The Local Perspective

30. Review the TAP Implementation Manual Decide which campuses will implement TAP TAP campus principals attend TAP Implementation workshop Complete the TAP planning document and budget for each TAP campus and submit for review and approval

31. Salary Augmentations Minimum of $4,000 for mentor teachers Minimum of $8,000 for master teachers Bonus Award Pool Minimum of $2,000 per certified teacher per year

32. Proven Success of TAP in Texas TK TAP principals report that the program has a positive impact on teacher recruitment including attracting more and better qualified applicants. TAP is also credited with decreases in teacher turnover and with more effective teachers remaining or being drawn to TAP schools. TAP pilot sites in Texas mirror the program�s stellar track record on a national scale. national surveys of TAP teacher attitudes, 70 percent of teachers in TAP schools report high levels of collegiality and job satisfaction. Time and time again, TAP rewards and career opportunities provided the incentives needed to draw the most effective teachers from other areas into TAP schools, even those that are traditionally hard-to-staff. At many of the TAP sites in Texas, highly qualified, effective teachers from high SES schools transferred to lower SES schools participating in the TAP program. To illustrate, after the first year of TAP implementation, Richardson ISD saw a shift in the quality of teachers applying in its hard-to-staff TAP schools. Teachers from affluent campuses transferred to the TAP schools because they wanted to be part of the TAP program.TK TAP principals report that the program has a positive impact on teacher recruitment including attracting more and better qualified applicants. TAP is also credited with decreases in teacher turnover and with more effective teachers remaining or being drawn to TAP schools. TAP pilot sites in Texas mirror the program�s stellar track record on a national scale. national surveys of TAP teacher attitudes, 70 percent of teachers in TAP schools report high levels of collegiality and job satisfaction. Time and time again, TAP rewards and career opportunities provided the incentives needed to draw the most effective teachers from other areas into TAP schools, even those that are traditionally hard-to-staff. At many of the TAP sites in Texas, highly qualified, effective teachers from high SES schools transferred to lower SES schools participating in the TAP program. To illustrate, after the first year of TAP implementation, Richardson ISD saw a shift in the quality of teachers applying in its hard-to-staff TAP schools. Teachers from affluent campuses transferred to the TAP schools because they wanted to be part of the TAP program.

33. TS Research demonstrates that: ? TAP teachers consistently produce higher student achievement growth than similar non-TAP teachers. ? TAP helps recruit and retain talented teachers at schools where high teacher turnover threatens student achievement. ? What�s more, TAP recruits excellent veteran teachers to high-need schools. ? More than 90% of TAP teachers report high levels of collegiality. TAP has proven effective in all jurisdictions, even the most challenged high-poverty and rural areas. TS Research demonstrates that: ? TAP teachers consistently produce higher student achievement growth than similar non-TAP teachers. ? TAP helps recruit and retain talented teachers at schools where high teacher turnover threatens student achievement. ? What�s more, TAP recruits excellent veteran teachers to high-need schools. ? More than 90% of TAP teachers report high levels of collegiality. TAP has proven effective in all jurisdictions, even the most challenged high-poverty and rural areas.

34. TAP: The National Perspective TSTS

35. TS TAP schools have been funded by district or school management and operational budgets; state appropriations; federal funds through Title I, Title II and federal grants; as well as foundation grants and local business funds. TS TAP schools have been funded by district or school management and operational budgets; state appropriations; federal funds through Title I, Title II and federal grants; as well as foundation grants and local business funds.

36. Implementing successful comprehensive reform is hard work and doesn�t happen overnight. But TAP is living proof that through the combined efforts of teachers, administrators, districts, unions, governments, foundations and businesses, we can get the job done. Implementing successful comprehensive reform is hard work and doesn�t happen overnight. But TAP is living proof that through the combined efforts of teachers, administrators, districts, unions, governments, foundations and businesses, we can get the job done.

37. This is why, in President Obama�s major address to the nation on education reform, he singled out the �promising work� of the Teacher Advancement Program. The President hailed TAP for �making an unprecedented commitment to ensure that anyone entrusted with educating our children is doing the job as well as it can be done.� TAP already impacts 6,200 teachers and 72,000 students in a diverse set of schools across the country. We�ve seen how TAP�s comprehensive system works to change the culture of schools. Now let�s get down to business and examine how a school, district or state is able to fund such a system. And more importantly, how each is able to sustain it. This is why, in President Obama�s major address to the nation on education reform, he singled out the �promising work� of the Teacher Advancement Program. The President hailed TAP for �making an unprecedented commitment to ensure that anyone entrusted with educating our children is doing the job as well as it can be done.� TAP already impacts 6,200 teachers and 72,000 students in a diverse set of schools across the country. We�ve seen how TAP�s comprehensive system works to change the culture of schools. Now let�s get down to business and examine how a school, district or state is able to fund such a system. And more importantly, how each is able to sustain it.

38. April 17-19, 2009 Los Angeles Bonaventure Hotel Held in conjunction with Milken Family Foundation National Education Conference Over 750 people already registered Registration closed on Friday, but if interested, please contact tapconf@talentedteachers.org

39. For Assistance� For more information: Tamara Schiff tschiff@talentedteachers.org Tammy Kreuz tkreuz@utsystem.edu www.talentedteachers.org

40. Teacher excellence ? Student Achievement ? Opportunities for all! Teacher excellence ? Student Achievement ? Opportunities for all!