1. Alliance Teacher effectiveness 2012
July 2012
Derrick Chau, VP TCRP
Diane Fiello, TCRP Coach
Harris Luu, TCRP Coach

2. Objectives 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
Do introductions now

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

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

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

6. Overall Teacher Evaluation
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.

7. Framework for Effective Teaching
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
38 Indicators, 4 levels of performance
D34_Tenured Pilot 2010 7

8. Overall Teacher Evaluation Rating
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

9. Observation Process Improvement
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

10. Overall Teacher Effectiveness Determination
CST-Tested Teachers
Non-CST Tested Teachers
30%
Teacher SGP
25%
School-Wide ELA SGP
10%
School-Wide SGP for Subject 5%
School-Wide Math SGP
40%
Average of Teacher Effectiveness Ratings
50%
Student Survey
School-Wide Parent Survey

11. Student Growth Percentile Levels
Rating
Percentile Range 4
70%-100% 3
50%-69% 2
35%-49% 1
<35%

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

13. Example Math Teacher Scorecard Calculation
Example Earned
Weighting
Overall
(Earned x Weight)
Individual SGP 60% = 3
30% .9
School-Wide Math SGP 52% = 3
10% .3
Teacher Effectiveness Rating Avg = 2
40% .8
Student Survey Avg = 3
Parent Survey Avg = 3
SUM:
2.6
Teacher Effectiveness Level = Achieving

14. Teacher Performance Compensation Timeline
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
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

15. Teacher Compensation
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

16. Current Teacher Compensation
Years of Experience BA
BA+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
Effectiveness Level
Performance Bonus
Entry
None
Emerging
$750
Achieving
$1,250
Effective
$2,250
Highly Effective
$2,750
Performance Bonus Available = $2,750

18. Planned 2013-14 Teacher Compensation
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
Assumptions: Each pay band = 8%
Gap between bands = 3%

19. Teacher Compensation Rules
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

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

21. Planned Career Pathways
Description
Mentor Teacher
Mentor 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

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

23. Data System Overview

24. Instructional Systems Overview
Global Scholar Pinnacle
Evaluate
Instruction
Portal
Curriculum
Assessment
Gradebook

25. Data Systems Timeline 2011-12 2012-13 2013-14
13 Schools utilizing Pinnacle Gradebook
Pilot Pinnacle Evaluate
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