1. SCENARIO 1 Teacher Performance Incentive Objective 1 Student Success Objective 2 Effective Instruction Objective 3 Teacher Leadership Objective 4 High-Needs Schools 35% Responsibilities and Contributions Measured by quality and impact. Value and priority for additional duties that support learning (student growth), instructional practice (professional development) and/or whole-child development. Above Expectations (55) Significantly Above Expectations (70) Maximum = 70 Planner (10) Promoter (15) Sustainer (20) Maximum = 20 At Expectations (40) Supporter (5) % Free/Reduced Lunch and Years of Continuous Service at School Recognition of effective teaching in high-needs schools, with an emphasis on teacher stability. Add index across all metrics to determine teacher award. 75%+ FRL and at least 3 years (10) 75%+ FRL and less than 3 years (5) Exemplary Performance Model Performance ≥ 80 ≥ 65$1,500 $2,000 (Maximum = 100) Award (Maximum = $2,000 ) Maximum = 10 Summative Evaluation Based on new state evaluation framework. Student Growth + Instruction (Quantitative-50%) (Qualitative-50%) (35% TVAAS® + 15% Other Student Achievement) (TAP Rubric and Professionalism) 50%+ FRL and at least 3 years (5) Metric 35% 20% 10% Performance Level (Index) Teacher Performance Incentive

2. SCENARIO 2 Teacher Performance Incentive Objective 1 Student Success Objective 2 Effective Instruction Objective 3 Teacher Leadership Objective 4 High-Needs Schools 35% Responsibilities and Contributions Measured by quality and impact. Value and priority for additional duties that support learning (student growth), instructional practice (professional development) and/or whole-child development. Above Expectations (55) Significantly Above Expectations (70) Maximum = 70 Planner (10) Promoter (15) Sustainer (20) Maximum = 20 At Expectations (40) Supporter (5) % Free/Reduced Lunch and Years of Continuous Service at School Recognition of effective teaching in high-needs schools, with an emphasis on teacher stability. Add index across all metrics to determine teacher award. 75%+ FRL and at least 3 years (10) 75%+ FRL and less than 3 years (5) Exemplary Performance Model Performance ≥ 80 ≥ 65$1,500 $2,000 (Maximum = 100) Award (Maximum = $2,000 ) Maximum = 10 Summative Evaluation Based on new state evaluation framework. Student Growth + Instruction (Quantitative-50%) (Qualitative-50%) (35% TVAAS® + 15% Other Student Achievement) (TAP Rubric and Professionalism) 50%+ FRL and at least 3 years (5) Metric 35% 20% 10% Performance Level (Index) Teacher Performance Incentive

3. SCENARIO 3 Teacher Performance Incentive Objective 1 Student Success Objective 2 Effective Instruction Objective 3 Teacher Leadership Objective 4 High-Needs Schools 35% Responsibilities and Contributions Measured by quality and impact. Value and priority for additional duties that support learning (student growth), instructional practice (professional development) and/or whole-child development. Above Expectations (55) Significantly Above Expectations (70) Maximum = 70 Planner (10) Promoter (15) Sustainer (20) Maximum = 20 At Expectations (40) Supporter (5) % Free/Reduced Lunch and Years of Continuous Service at School Recognition of effective teaching in high-needs schools, with an emphasis on teacher stability. Add index across all metrics to determine teacher award. 75%+ FRL and at least 3 years (10) 75%+ FRL and less than 3 years (5) Exemplary Performance Model Performance ≥ 80 ≥ 65$1,500 $2,000 (Maximum = 100) Award (Maximum = $2,000 ) Maximum = 10 Summative Evaluation Based on new state evaluation framework. Student Growth + Instruction (Quantitative-50%) (Qualitative-50%) (35% TVAAS® + 15% Other Student Achievement) (TAP Rubric and Professionalism) 50%+ FRL and at least 3 years (5) Metric 35% 20% 10% Performance Level (Index) Teacher Performance Incentive