ALLIANCE TEACHER EFFECTIVENESS 2012 July 2012 Derrick Chau, VP TCRP Diane Fiello, TCRP Coach Harris Luu, TCRP Coach

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 2 Objectives

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

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

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

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. 6 Overall Teacher Evaluation

38 Indicators, 4 levels of performance Framework for Effective Teaching 7 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 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

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 8 Overall Teacher Evaluation Rating

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 9 Observation Process Improvement

10 Overall Teacher Effectiveness Determination CST-Tested TeachersNon-CST Tested Teachers 30%Teacher SGP25%School-Wide ELA SGP 10%School-Wide SGP for Subject 5%School-Wide Math SGP 40%Average of Teacher Effectiveness Ratings 50%Average of Teacher Effectiveness Ratings 10%Student Survey10%Student Survey 10%School-Wide Parent Survey 10%School-Wide Parent Survey

11 Student Growth Percentile Levels RatingPercentile Range 470%-100% 350%-69% 235%-49% 1<35%

12 Teacher Effectiveness Levels Effectiveness LevelPerformance Band Highly Effective Effective Achieving Emerging Entry<2.0

13 Example Math Teacher Scorecard Calculation Example EarnedWeighting Overall (Earned x Weight) Individual SGP 60% = 330%.9 School-Wide Math SGP 52% = 310%.3 Teacher Effectiveness Rating Avg = 240%.8 Student Survey Avg = 310%.3 Parent Survey Avg = 310%.3 SUM:2.6 Teacher Effectiveness Level = Achieving

Design Pilot Evaluation 2 teachers per school Full Evaluation and Year 1 Roll-Out All teachers evaluated using new evidence-based process Effectiveness rating counts toward career path and compensation Bonus compensation based on school-wide targets Year 2 Roll-Out Effectiveness rating counts toward career path and compensation Bonus compensation based on teacher effectiveness targets Launch of New Career Path and Compensation Teachers placed on career path and receive salary compensation based on teacher effectiveness ratings from prior year Teacher Performance Compensation Timeline 14

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

16 Current Teacher Compensation Years of Experience BABA+30 1$47,630$48,106 2$48,203$48,685 3$48,491$48,976 4$48,777$49,265 5$49,065$49,555 Performance Bonus Available = $2,750

17 Planned Fall 2012 Teacher Bonus Performance Bonus Available = $2,750 Effectiveness Level Performance Bonus EntryNone Emerging$750 Achieving$1,250 Effective$2,250 Highly Effective$2,750

18 Planned Teacher Compensation Assumptions: Each pay band = 8% Gap between bands = 3% Effectiveness Level Humanities Teachers Math/Science Teachers Entry$47,000-$50,760$50,000-$54,000 Emerging$52,283-$56,465$55,620-$60,070 Achieving$58,159-$62,812$61,872-$66,821 Effective$64,697-$69,872$68,826-$74,332 Highly Effective$71,968-$77,726$76,562-$82,687

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 19 Teacher Compensation Rules

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

21 Planned Career Pathways Career PathwayDescription Mentor TeacherMentor and develop a new teacher for the entire year in your classroom Curriculum/Instruction Coach Provide coaching and professional development to other content-alike teachers Assistant Principal Residency Program Shadow and learn skills and strategies to become an assistant principal

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

Data System Overview 23

Global Scholar Pinnacle EvaluateInstruction Portal Curriculum Assessment Gradebook 24 Instructional Systems Overview

Schools utilizing Pinnacle Gradebook Pilot Pinnacle Evaluate All schools utilize Datadirector All schools utilize Datadirector Migrate all benchmarks to Pinnacle Instruction (Assessment) All schools implement: Pinnacle Gradebook Pinnacle Instruction (Curriculum) Pinnacle Evaluate All schools implement Pinnacle Instruction (Assessment) Schools will no longer use Datadirector Data Systems Timeline 25