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Student achievement is our focus. The quality of the teacher has the greatest impact on student achievement. Eagle County Schools. Serves the Vail and Eagle River Valleys in the Central Rockies Including ski resorts of Vail and Beaver Creek 6,344 students in Fall 2011 Hispanic: 49.9\%

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slide1
Student achievement is our focus.

The quality of the teacher has the greatest impact on student achievement.

eagle county schools
Eagle County Schools

Serves the Vail and Eagle River Valleys in the Central Rockies

  • Including ski resorts of Vail and Beaver Creek

6,344 students in Fall 2011

    • Hispanic: 49.9%
    • English Language Learners: 37.3%
    • Percent Free/Reduced Lunch: 42.5%

18 Schools/Campuses

  • 1 Preschool Center
  • 9 Elementary Schools
  • 3 Middle Schools
  • 2 Traditional High Schools, 1 Alternative High School, 1 ESL High School
  • 1 Ski & Snowboard Academy (5-12)
  • 1 K-8 Public School
  • 1 K-8 Charter School

890 employees

497 certified teachers

ecs demographic csap trends 2002 2011
ECS Demographic & CSAP Trends2002-2011

* CSAP Data Reflect % Proficient or Advanced Across All Grades

elements of reform effort
Elements of Reform Effort

Multiple Career Paths

Ongoing, Applied Professional Growth

Instructionally-Focused Accountability

Performance-Based Compensation

multiple career paths
Multiple Career Paths

30% release

30% teaching

100% teaching

70% teaching

70% release

Master teachers – 1:14-16

Mentor teachers – 1:4-6

  • Strengths & Opportunities
  • Leadership opportunities for teachers
  • Those practicing the craft (well) are leading others who are learning
  • Challenges & Barriers
  • Supply of quality candidates
  • “Us” vs “them” attitude (non-participating teachers)
ongoing applied professional growth
Ongoing, Applied Professional Growth

Cluster Groups (aka Professional Learning Communities)

  • Focus on individual student, teacher and school achievement
  • Account for grade-level, subject or departmental differences
  • Leadership is provided by both the Mentor and Master teachers
  • Function most effectively with 4-6 teachers participating
  • Meet a minimum of 60 minutes weekly (during contract time)
  • Strengths & Opportunities
  • Teacher collaboration – intense learning about practice
  • Creates team culture in building and across district
  • Challenges & Barriers
  • Cost
  • Effective processes for effective collaboration (“show and tell” vs deep learning)
instructionally focused accountability performance compensation
Instructionally-Focused Accountability & Performance Compensation
  • Individual Teacher Evaluation Scores
    • Weighted, final score (master and principal evaluations)
    • Annual salary increase
  • Student Achievement Index
    • TCAP, ACT, NWEA-MAP
    • Annual bonus
  • Strengths & Opportunities
  • Evaluation and reflection typically lead to professional growth – better teaching
  • Financial incentives in an industry atypical in terms of salary structure
  • Challenges & Barriers
  • Cost
  • Qualified evaluators
  • Student-to-teacher linkages
our advice
Our advice . . .
  • Relationships and collaboration are key
    • Understand the motivations of all stakeholder groups
    • Just start
  • Anticipate roadblocks
    • Think and plan for all that you can, and you’ll be forgiven for most of what’s unanticipated
    • Obvious issues that appear unanticipated cause doubt and mistrust
  • Commit to continual evolution
    • You’re never done

Discussion

contact information
Contact Information

Dr. Sandra Smyser

Superintendent

[email protected]

@SandraSmyser

Traci Wodlinger

Director of Professional Development

[email protected]

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