Alliance Teacher Effectiveness Review Presentation

1. Alliance Teacher effectiveness 2012 July 2012 Derrick Chau, VP TCRP Diane Fiello, TCRP Coach Harris Luu, TCRP Coach http://TCRPalliance.wordpress.com/

2. Objectives • To review the teacher evaluation process • To learn about the proposed teacher compensation plan • To explore potential teacher career path options • To review the timeline for implementing teacher performance compensation • To learn about planned data system implementation

3. IMPORTANT NOTE • This presentation provides draft information about the current Alliance teacher effectiveness process • All contents are subject to change

4. TCRP Theoretical Framework • Effective Principals • Support • Evaluate • Effective Teachers • Recruit • Support • Evaluate • Compensate • Increase Student Achievement • Data Systems

5. Multiple Measures of Teacher Effectiveness CST-Tested Subjects Non-CST-Tested Subjects

6. Overall Teacher Evaluation • The objective of the new teacher evaluation process is to promote and compensate based on high teacher performance and/or teacher growth with student results. • Teachers should be retained if they demonstrate sufficient growth in their practice during the year.

7. Framework for Effective Teaching Domain 1 Data-Driven Planning and Preparation Standard 1.1 Establish standards-based learning objectives for instructional plans Indicators A) Selection of objectives B) Measurability of objectives 4 Domains 17 Standards 38 Indicators, 4 levels of performance

8. Overall Teacher Evaluation Rating Standards-Based Determination • Overall teacher FET ratings are based on a running record throughout the school year. • Ratings from formal observations overwrite prior scores. • Unannounced observations increase or decrease scores by at most .5 points. • Domain 4 evidence (nonobservational) ratings overwrite prior scores during the year

9. Observation Process Improvement • Revisions to the Teacher Effectiveness Framework will: • Clarify language in rubrics • Reduce ambiguity in rubric language • NOT change standards/indicators • Timelines will shift earlier due to earlier school start date • Online evidence collection for observation process will be utilized • Considering appeals process for teacher evaluations

10. Overall Teacher Effectiveness Determination

11. Student Growth Percentile Levels

12. Teacher Effectiveness Levels

13. Example Math Teacher Scorecard Calculation Teacher Effectiveness Level = Achieving

14. Teacher Performance Compensation Timeline

15. Teacher Compensation • The purpose of the teacher effectiveness initiative is to shift from step/column compensation to performance compensation • 2012-13 school year will shift from school-wide performance bonus to teacher effectiveness-aligned bonus • Fall 2013 will mark the shift to performance salary compensation

16. Current Teacher Compensation Performance Bonus Available = $2,750

17. Planned Fall 2012 Teacher Bonus Performance Bonus Available = $2,750

18. Planned 2013-14 Teacher Compensation Assumptions: Each pay band = 8% Gap between bands = 3%

19. Teacher Compensation Rules • Performance for two consecutive years is required to move up/down in bands • Increase for one year results in 2% increase • Decrease or same result for one year results in no increase/decrease

20. Teacher Career Pathways • Purpose of performance evaluation is to also identify and retain highly effective teachers • Highly effective teachers may seek other opportunities for professional growth

21. Planned Career Pathways

22. TCRP Theoretical Framework • Effective Principals • Support • Evaluate • Effective Teachers • Recruit • Support • Evaluate • Compensate • Increase Student Achievement • Data Systems

23. Data System Overview

24. Instructional Systems Overview

25. Data Systems Timeline