Teacher Evaluation System Cincinnati Public Schools & Cincinnati Federation of Teachers

What Cincinnati Had in Place Peer Assistance & Evaluation Program Career in Teaching Program School Incentive Award School Accountability Plan Salary Increments based on Evaluations 6 yr commitment for new system

Structure of The Work Committee of Whole met monthly oCPRE Consultants helped facilitate meetings Subcommittees worked in between meetings on assignments

Task of the Committee “What is Good Teaching” How do we measure teachers against these standards How do we provide opportunities for teachers to improve practice against these standards How do we provide financial incentives for teachers to “match” the standards

What Cincinnati Did Identified 16 standards across 4 domains Domains are: –Preparation –Classroom Environment –Teaching –Professionalism

Teaching Levels Apprentice Novice Career Advanced Accomplished

Apprentice Teacher Beginning Teachers Must exit level in two years Need only score 2’s in each domain Conforms to current practice

Novice Teacher Teacher “learning” the profession Must exit level in 5 years, although the expectation is in 3rd year Must get 3’s in all domains First two years are focused on professional development

Career Teacher Teacher is good, solid performer Can remain at this level for the rest of career Once they “top out” in salary, continue to get across-the-board increases Expectation that teachers will get training to move up to higher levels

Advanced Teacher Teacher must have a 4 in”teaching” domain and a 4 in one other domain Expectation that this is level of most veteran teachers Eligible for lead teacher credentials

Accomplished Teacher Teacher is at highest levels of practice Must have 4’s in all domains Eligible for lead teacher credentials Compensation is higher than currently available

Money 229, , , , , , , , , , , , , ,230 Apprentice30,000 Novice32,000 33,250 34,500 35,750 Career (40%)38,750 42,250 45,750 49,250 Advanced (25%)52,500 53,750 55,000 56,250 Accomplished (15%)60,000 61,250 62,500

More Money Additions to Base oBA oMasters oMasters oPhD Skill Blocks o1-3 years o per year Pay for Roles ($5,500) oLead Teacher oCoach oMentor oProgram Facilitator oConsulting Teacher oTeam Leader

Consequences of a Poor Evaluation If loss of pay would result - another comp. evaluation the following year to verify the result. Then loss of pay occurs. If 2’s on any domain - teacher placed on intervention and assigned mentor If 1’s on any domain - teacher could be non- renewed

Issues We Faced - Design Who Evaluates Role of Student Test Scores Money Simplicity v. Completeness in standards & rubrics

Issues We Faced - Ratification Separating evaluation and pay Protection from administrators Cynicism Why do this? Money - is it really there?

Issues We Face - Implementation Teacher Evaluator Caseloads Teacher Anxiety Training of Evaluators “Boo-boo’s”

Why Do This? It focuses on what is important - teaching and student achievement Contractual Obligation Current system is indefensible Take control of the issue Teachers controlled the process Completes vision of professionalism Changes accountability discussion