1. Denver Public Schools 2010-2011 School Year Labor Management Conference-Tom Boasberg 1

2. 2 2010 Denver Plan

3. 3 Ensure every student is taught by an excellent teacher and every school is led by an excellent principal. Provide teachers and principals with a clear understanding of the characteristics of effectiveness and provide regular feedback about how they are doing against those standards. Provide teachers and principals with the tools, resources, and support they need to develop in pursuit of perfecting their craft. Reward our excellent educators, provide them with leadership opportunities to expand their impact on students, and share their expertise across the district. Empowering Excellent Educators Goals

4. Class of 2010: Biggest in Recent Years Abraham Lincoln alone had 80 more graduates; Bruce Randolph and Martin Luther King graduated their first classes and nearly 100% of graduates are college bound!! 4 3252 2893 2857 2796 2642

5. Preliminary data show significant increases in the number of AP tests taken and college credit earned 5 *preliminary data from College Board

6. 5-Year Growth in Proficiency Outpaces State 6

7. For 3 rd Consecutive Year, Enrollment has Increased 7

8. Gap analysis – Ethnicity Reading – all grades 8

9. Getting the Work Done: Collaboration Structures Denver Classroom Teachers Association (DCTA)  Engaging DCTA in the planning, solution design, and delivery  DCTA liaison within DPS project team – working together daily towards delivery  DCTA President and Executive Director on project Steering Committee (alongside Superintendent, CAO, CHRO) Focus Groups  Engaged over 250 school leaders, teachers, parents and students thus far to provide input and on-going feedback throughout the lifecycle of the project to inform the design of DPS’ teacher performance assessment system Design Teams  Engaged 45 school leaders and teachers to sit on design teams focused on different content areas such as the observation rubric, peer observers, student assessments, professional development, and principal effectiveness  Competitive application process and collaborative selection process  Received additional feedback from the Center for Teacher Quality Pilot with 16 schools  Application process to ensure readiness, faculty buy-in and cross-section of school types  Feedback structures in place throughout pilot process 9

10. DPS Human Capital Strategies for Effective Teachers Recruiting Induction and Licensure / Tenure Career Pathing Compensation Strategies DPS Framework for Effective Teaching Leading Effective Academic Practice (LEAP) / Differentiated Professional Development 10