14/15 301Plan for Governing Board December 2, 2014 Dr. Heather Cruz

Objectives  Explanation of 301 Funds  Statutory Requirements  301 Plan  Proposed Plan for 14/15  Teacher Vote  Next Steps

Explanation of 301 Funds  Also referred to as the Classroom Site Fund  Statute requires all funds to go to teachers  Has three different funds  Fund 11 (20%)  Fund 12 (40%)  Fund 13 (40%)

 Where do each one of those funds go?  Fund 11 (20%) – Base Pay  Fund 12 (40%) – Performance Pay  Fund 13 (40%) – Base Pay This used to be used for what is called the Menu Money Used to be used for Tutoring AIMS Intervention Professional Development Has been on the base pay since 2009 Explanation of 301 Funds

New Statutory Requirement  ARS  B. A school district governing board must adopt a performance based compensation system at a public hearing to allocate funding from the classroom site fund pursuant to subsection A of this section. Beginning in school year , individual teacher performance as measured by the teacher's performance classification pursuant to section , subsection A, paragraph 38 shall be a component of the school district's portion of the forty per cent allocation for teacher compensation based on performance and employment related expenses.

ADE Interpretation  33% of Fund 12 must be tied to the teacher’s Performance Classification on their evaluation  PUSD Definition of Performance Classification  The levels assigned to the overall evaluation score for a teacher that includes: self-assessment, the Student Learning Objective, reflection on the SLO, Domains 1-4, Professional Expectations, and the Student Achievement Data component. These levels align to ADE’s State Adopted Framework and are required by law. The levels are Ineffective, Developing, Effective, and Highly Effective.

301 Plan All employees who qualify as “teachers” under Proposition 301 (ARS Section Classroom Site fund) are eligible to participate in the Certificated Pay for Performance Plan. Performance pay will be awarded to those teachers who successfully: Submit an approved plan to the school administrator no later than October 3 rd. Teachers hired prior to the second semester must submit a plan no later than the first student progress report of the second semester in order to receive one-half compensation. Meet the criteria established in the teacher’s 301 Performance Pay Plan. Professional development will be included in the plan.* Meet the criteria specified in the areas of classroom evaluation. (See Appendix C) *First year teachers may use the mentoring plan to fulfill the professional development component for eligibility. (See Appendix D)

301 Plan  The individual Performance Pay Plan will include:  Student Learning-Goal statement  Data Driven Decision Making-Rationale for goal selection  Measurement of Student Achievement- Indicators  An Action Plan  Capacity Development-Plan for professional development  Self-analysis

301 Plan  Teacher Evaluation Process  The teacher must meet the criteria identified in the current teacher evaluation process to qualify for performance pay compensation. A teacher who has one or more marks of Unsatisfactory (U) will not be eligible for performance pay compensation (See appendix for teacher evaluation instrument).  This will also stay for the proposed plan for 14/15

 This plan was developed by Peoria Unified teachers and administrators  Two committees were merged to accomplish this:  Certified Teacher Evaluation Committee  Certified Compensation Committee  This group met on November 5 th Proposed 301 Plan for 14/15

301 Plan Development Committee Tricia SullivanJennifer Silva Monique MolinaJim Hawk Chris HowardJohn Wallander Robert BensonChristina Vargus Mary SchuettAnne Babina Laurie LittleBetty Young Adam WestDawn Kennedy Renee CrawfordMarla Hobbs Shauna HatfieldTed Cavallo Brenda LoPrestoBarbara Barcus Cathy WallaceAshley Vasconcellos Louanne GolecJoyce Staehle CJ Smith

Reasoning for Proposed Plan for 14/15  There are many unknowns right now  School and District Labels  Accountability Formula  Move On When Reading  New Assessment  Safe Place to Land for Now  Benefits Teachers

Proposed 301 Plan for 14/15  The proposed plan will only affect Fund 12 – Performance Pay  This will NOT affect Funds 11 & 13  These funds will remain on the base salary

 Fund 12 – Performance Pay  Break this fund into three buckets  33% - Performance Classification – required by law  50% - District Graduation Rate  17% - Teacher Student Learning Objective Proposed 301 Plan for 14/15

Breakdown of Proposed 301 Plan  33% Performance Classification  Highly Effective/Effective – 100%  Developing – 75%  Ineffective - 0%  50% District Graduation Rate (one year in lag)  90% and above = 100%  76% - 89% = 85%  75% and below = 0%

 Student Learning Objective – 17%  3 or 4 = 100%  2 = 75% Will move to 50% in 15/16  1 = 0%  Rubric for Teacher SLO can be found on the next slide as well as in the Peoria Unified Teacher Evaluation System Breakdown of Proposed 301 Plan

Rubric for Teacher SLO Rating Rubric for teachers with 5 or more students Overall SLO Quality Rating: Achievement of expected Student Learning Objective 4321 Students have surpassed the teacher’s expectations of growth detailed in the SLO. Evidence indicates exceptional student learning gain across SLO, including special populations; % of students met the learning goal. Students have met the teacher’s expectations of growth detailed in the SLO. Evidence indicates significant student learning gain has occurred, including for special populations; 75-89% of students met the learning goal. Some students have not fully met the teacher’s expectations for growth detailed in the SLO; evidence indicates some student learning gain % of students met the learning goal. Students did not meet the teacher’s expectations of growth detailed in the SLO; evidence indicates little student learning gain in SLO. Fewer than 60% of students met the learning goal. Rating Rubric for teachers with 4 or fewer students Overall SLO Quality Rating: Achievement of expected Student Learning Objective 4321 Based on individual growth outcomes, all students met expected learning goals; some students exceeded the learning goals. Based on individual growth outcomes, all students met expected learning goals. Based on individual growth outcomes, some students met expected learning goals. Based on individual growth outcomes, no students met expected learning goals.

Example: Highly Effective Teacher  Using $1,750 from the 13/14 school year  Performance Classification Bucket (33%)  $ available  Teacher is Highly Effective 100% = $  District Graduation Rate (50%)  $875available  Grad Rate = 95% 100% = $875  Teacher Student Learning Objective (17%)  $ available  Teacher scores a 3 on the SLO Rubric 100% = $  Teacher would receive $1,750 in performance pay

Example: Developing Teacher  Using $1,750 from the 13/14 school year  Performance Classification Bucket (33%)  $ available  Teacher is Developing 75% = $  District Graduation Rate (50%)  $875available  Grad Rate = 95% 100% = $875  Teacher Student Learning Objective (17%)  $ available  Teacher scores a 2 on the SLO Rubric 75% = $  Teacher would receive $1, in performance pay

Teacher Vote  Process  Trained Principals on November 10 th  Principals met with their staff and delivered a presentation to help teachers understand the reason for the change as well as the new plan  Teachers voted on-line  Survey was open from November 10 th to December 1 st

Teacher Vote  70% of teachers must say yes to the proposed plan in order for it to move forward  Results to be brought forward at the Governing Board meeting on December 2 nd

Next Steps  Governing Board Approval  December 2 nd Meeting  Submit Plan to ADE  Due before winter break  Implementation  Work with Human Resources and Payroll to re-align our reporting processes for new plan

Discussion/Questions