1. Clark County School District

2. Mike Barton Chief Student Achievement Officer

3. Shifting Talent  AB 483: Pay-for-Performance  Zoom Schools Incentives  Victory Schools Incentives  SB 511 Incentives

4. Pay-For-Performance History  Pay-for-Performance was conformed to law in the 78 th Legislative Session.  The Pay-for-Performance Committee began work in January 2015.  The committee consisted of school administrators, teachers, business partners, and Board of School Trustee members who met for eight sessions and formulated potential business rules.  The Pay-for-Performance work occurred alongside the creation of the Return-on-Investment (ROI) Dashboard to reward schools for performance and efficiency.

5. How Do The Funds Flow? Enhance school academic performance Attract and retain talent in high-need schools

6. Pay-for-Performance Eligibility Free and Reduced Lunch at 75% 97 Schools  Zoom Elementary Schools School Year 2015- 2016 - 26 Schools School Year 2016-2017 - 31 Schools  Zoom Middle Schools School Year 2015 – 2016 - 2 Schools School Year 2016 – 2017 - 6 Schools  Exited Turnaround Schools School Year 2016 – 2017 – 3 Schools Allocated General Funds - $500,000

7. School Performance Dashboard (R.O.I.)

8. Purpose and Meaning  Efficiency  More money devoted to top-performers  Equitable distribution among administrators and licensed personnel  Student achievement improvement  Positive culture and climate  School success  Continuous improvement

9. SB 405: Zoom Recruitment and Retention

11. SB 432: Victory Schools Teacher Recruitment and Retention Plan Victory School Principals met to discuss recruitment and retention pay. Principals should have the autonomy to select a specific amount for their site based on uniformity and consistency between all Victory schools. This flexibility is necessary to accommodate the wide range of budgetary means among Victory Schools and/or each respective schools’ teacher needs. Agreement was reached on three (3) retention and recruitment categories for effective and highly effective teachers.

12. Victory School Teacher Recruitment and Retention Categories Category 1$250.00 - $1,000.00 All effective/highly effective licensed teachers (Pre-K – 12) at all Victory Schools. Category 2$500.00 - $3,000.00 All effective/highly effective licensed teachers (Pre-K – 12) at all Victory Schools in the following categories: Special Education and Gate.

13. Victory School Teacher Recruitment and Retention Categories Category 3$500.00 - $1,000.00 ELL(K – 12) English/ELA(6 – 12) Math(6 – 12) Science(6 – 12) Self-Contained (Pre-K–12) Social Studies(6 – 12) Unique Positions (Pre-K –12) Unique positions may apply to positions for curricular programming that may be difficult to fill due to unusual qualifications e.g. Chinese, Latin, Robotics, and special certifications.

14. Licensed Classroom Voluntary Transfers Type of schoolEvent 2014-15 to 2015-16 as of 5/5/152015-16 to 2016-17 as of 5/3/16 Transfers Transfers 2015-16 New Hires with No Experience Total transfers118396563 PZ 14/Turnaround Transfer out of zone63615 ZoomTransfer out89563 ZoomTo Victory1061 VictoryTransfer out96430 VictoryTo Zoom890 Neither Zoom nor VictoryTo Zoom59546 Neither Zoom nor VictoryTo Victory53581 Title I (Tier 1, 2 and 3)Transfer out23817110 Title I (Tier 1, 2 and 3)Transfer in14814712

15. Victory Schools Talent Recruitment and Retention Plan 2015-2016 Administrator Recruitment and Retention Incentives: $111,000 Principals: $5,000 Assistant Principals: $3,000

16. Victory Schools Talent Recruitment and Retention Plan 2016-2017 Teachers Estimated Total for Recruitment and Retention Incentives: $1,081,700 Administrators Estimated Total for Recruitment and Retention Incentives: $159,500.00 Principals: $5,000 Assistant Principals: $3,000

17. Licensed Teacher Recruitment Status Mike Gentry Co-Interim Chief Human Resources Officer

18. CLASSROOM VACANCIES School Year First Day of School Non-Title I Classroom Vacancies Title I Total Title I Classroom Vacancies Total Classroom Vacancies Title I Title I and Zoom* Title I and Victory** 2015-2016 8/24/2015134503127117747881 2014-2015 8/25/201413548055 535670 2013-2014 8/26/201336135 171 *Zoom designation new 2014-15. **Victory designation new 2015-16.

19. WWW.TEACH.VEGASWWW.TEACH.VEGAS HITS 9/1/15 TO 4/30/16 Recruitment Strategies

20. WWW.TEACH.VEGASWWW.TEACH.VEGAS Overview Hits 9/1/15 TO 4/30/16

21. Recruitment Strategies Online Applications 9/1/15 TO 4/30/16

22. Applicant Status  Licensed classroom openings : 960  Applications  Last 12 months = 8,115  Last 9 months = 5,213  Last 6 months = 4,012  Focus on most recent 2,000 applications first  High needs:  Elementary = 415 (358)  English = 125 (49)  Special Ed = 122 (307)  Science = 70 (59)  Math = 56 (55)

23. Licensed Teacher Recruitment Status Andre Long Co-Interim Chief Human Resources Officer

24. SB 511 Incentives  $5000 total incentive to work in a Title 1, Tier 1 and Tier 2 for those hired new into the District.  School year 2015-2016 - $250 per paycheck.  School year 2016-2017 - $2500 per semester provided professional development is completed. Results  Helps to attract out-of-district candidates to our most at-risk schools.  Assists but does not resolve our lack of a relocation package when paid in a larger amount.

25. Professional Salary Table Focuses on professional development activities for individual growth. Creates ownership for improving instruction. Provides a strong recruitment tool for Out-Of-District candidates. No one takes a salary cut. Establishes a competitive starting salary. Higher starting salary if candidate chooses to work in a Zoom or Victory school due to additional incentives.

26. April 2016: First Transfer Period 147 internal transfers from a Non-Title 1 school to a Title 1 school 565 internal transfers from a Title 1 school to another Title 1 school 120 new hires to Title 1 schools * Primarily teachers with some experience Flexibility Teacher engagement External candidates often comment how they appreciate the ability to choose a school where they believe they will have impact Retention

27. Providing Support

28. Franchise Principal Program Piloted during 2015-2016 Expansion 2016-2017 with a secondary franchise Franchise Schools

29. Peer Assistance Review (P.A.R.) 220 first -year teachers received P.A.R. support 45 recommended for second year of P.A.R. 11 Consulting Teachers coaching at 22 schools

30. Great Teachers and Leaders Grant Achievements  Nevada Educator Performance Framework (NEPF) professional development sessions facilitated by Clark County School District and Southern Nevada Regional Professional Development: 104 Classes  Number of CCSD schools represented at the professional development sessions: 123 Schools  Number of teachers that participated in the NEPF professional development sessions: 2000 Teachers

31. Building Connections