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

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mpiii district launch january 7 2011
Mission Possible Expansion Project

MPIII District Launch January 7, 2011

desired outcomes
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
mission possible expansion program
Mission Possible Expansion Program

Anticipation-Reaction Guide

designing a pay for performance model
Designing a Pay-For-Performance Model

EQ: What are the factors that should be

considered when designing an effective

pay-for-performance program?

carousel brainstorming the tough design questions
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?
slide8
Who?
  • All teachers?
  • All employees?
  • Teachers of tested subjects?
  • Teachers of hard-to-staff subjects?
  • Administrators?
  • Teams?
  • Grade Levels?
slide9
What?

AYP?

Attendance?

Contract signing?

Contract renewal?

Test scores? Achievement or growth?

Professional Development attendance?

Degree attainment?

Years of experience?

where
Where?
  • Redirect from current salary schedule?
  • Title I funds?
  • Title II funds?
  • IDEA?
  • Grants?
  • Philanthropic?
slide11
Why?
  • To increase student achievement?
  • To recruit effective teachers?
  • To retain effective teachers?
  • To improve working conditions and morale?
  • To incent professional growth?
slide12
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?
slide13
How?
  • Monetary?
  • Release time?
  • Smaller class sizes?
  • Preferred staffing?
  • Professional growth opportunities?
  • Provision of additional equipment/supplies?
the final answer
The Final Answer

It Depends!

program overview purpose
Program Overview- Purpose

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

teacher incentive fund iii tif iii
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
program overview school selection
Program Overview- School Selection
  • Low percentages of teachers with high VAD
  • High teacher turnover
  • High percentage of students living in poverty
tif iii recommended schools
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

tif iii national research questions
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?
government performance and results act gpra goals
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
professional development all schools
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
bonus schools
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.

evaluation responsibilities
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.
principal s toolkit
Principal’s Toolkit

Includes:

  • Letter to parents
  • E-mail to staff
  • FAQs
  • Talking Points
  • District Launch PowerPoint

Sherry Wyche

Program Administrator

[email protected]

we ve all got a piece of the pie
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

government performance and results act gpra goals1
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
mission possible program specialists
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
mission possible program specialists1
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
alignment of services1
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.
advisory committee
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

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