2. Improved = Teacher Effectiveness & Student Outcome LCPS TIF Teacher/Principal Evaluation Prescriptive PROFESSIONAL DEVELOPMENT PROFESSIONAL LEARNING COMMUNITIES Standards Based Instruction & Assessments DATA Warehouse SCHOOL-WIDE PLANNING

3. SunMonTuesWedThuFriSat 1 2345678 “TIF” OPEN ENROLLMENT 9101112131415 16171819202122 23242526272829 “TIF” OPEN ENROLLMENT CLOSES 30 SEPTEMBER 2012 TIF OPEN ENROLLMENT PERIOD

4. Background of LCPS TIF Grant Process September 2010 U.S. Dept of Education Awards LCPS a $ 10,000,000.00 Teacher Incentive Fund grant for a five year period. November 2010 LCPS submits amendment to U.S. Dept of Education Teacher Incentive Fund grant requesting approval to include other categories of employees January 2011 U.S. Dept of Education approves LCPS amended grant proposal to include campus level classified employees August 2012 LCPS requests amendment to include the inclusion of last category of other personnel: maintenance, bus shop and Central Office U.S Dept of Education denied inclusion of other personnel

5. Goals of the TIF Performance Based Compensation System Improving student achievement by increasing teacher and principal effectiveness; Reforming teacher and principal compensation systems so that teachers and principals are rewarded for increases in student achievement; Increasing the number of effective teachers teaching poor, minority, and disadvantaged students in hard-to-staff subjects; and schools Creating sustainable performance-based compensation systems

6. Elementary Teacher Mr. Michael Taylor High School Teacher Mrs. Lisa Riley Middle School Principal Mr. Archie Curtis LCPS CurriculumMr. Bernard Mitchell LCPS Human Resource Ms. Kimberly Washington Technology Dr. Benitha Mathews LCPS Para Professional Ms. Julia Hyde AEA Representative Ms. Julie Swann AL Senate Senator Hank Sanders Mayor of Mosses Mayor Walter Hill SABIC Mr. Les Butler ASU In-service Center Dr. Evelyn Hodge WCCS President Dr. James Mitchell Parent Ms. S. Rudolph TIF Coordinator Ms. Mary Phelan-Jackson LCPS Superintendent Dr. Daniel Boyd Council Members TIF Advisory Council Members

7. Weighted Impact Responsibility Factor Pupil Contact Hours Average Number of Pupils Instructional Impact

8. LCPS “TIF” Category Quality Points Employee Category & Average Award Amount Employment Category Pupil Contact Hours Avg # of Pupils Pupil Contact Hours Weight Impact #Employee w/I Category #Employee w/I Category Participating Quality Points Proportion of Incentive Total Incentive Available by Category $ 941,400.00 Teachers8.525212.520135 2700.8491901$ 799,427.56 Principals9.52577175.0550401$ 51,814.75 IAsst/AP9.52288176.0553546$ 52,110.82 Para86482.08816.0050322$ 4,737.31 Bus/CNP33001501.534/26 90.0283063$ 26,647.55 Secretary/Nurse/ Custodial.521.0 7/4/13.57/4/11.522.5.0070766$ 6,661.91 TOTALS245.5212.52708.9999999$ 941,399.90

9. LCPS “TIF” Employee Average Category Payouts 2013 Employee Categories for payouts Proportion of Incentives applied to 90% of Award $941,400.00 $$Amount Available for Payout by Category Amount Available for Payout for each employee w/i Category Carry-over Teachers.8491901$ 799,427.56 $ 5,921.6856TBD Principals.0550401$ 51,814.75 $ 7,402.1071TBD AP/IA/PSuccD ir.0553546$ 52,110.82 $ 6,513.8525TBD Para.0050322$ 4,737.31 $ 592.1637TBD Bus/CNP.0283063$ 26,647.55 $ 444.1258TBD Sec/Nurs/Cust.0070766$ 6,661.91 $ 296.084TBD TOTAL.9999999$ 941,399.90 TBD

11. What goes in a PBCS (performance based compensation system) for Teachers? 50% of Incentive School specific incentives e.g. attendanceAttendanceCriteri ateachers.docxAttendanceCriteri ateachers.docx Evaluations & Observations (PEPE)PEPECriter iateachers.docxPEPECriter iateachers.docx Professional Development TIF EndorsedPDPCriter iateachers.docxPDPCriter iateachers.docx Classroom Goal (SAT10) Average NCEAssessmen tCriteriaTeache rs.docxAssessmen tCriteriaTeache rs.docx School-wide Goal(ARMT/AHSGE) 3 Highest PIs ( proficiency Index)SchoolwideCriteria.docxSchoolwideCriteria.docx LCPS TIF

12. LCPS “TIF” Administrator Category Quality Points (Principals, Instructional Assistants, Assistant Principals) Employment Category Weight Impact #Employees w/I Category Quality Points Proportion of Incentive Total Incentive Available by category Principals257175.0511396$ 69,806.42 AP/Instructional Assistant 228176.0514319$ 70,205.42

14. Employment Category Weighted Impact #Employee W/I Category Quality Points Proportion of Incentive Total Incentive Available by category Para/Interpreter2.01020.0058445 $ 7,977.84 Sec/Nurse/Cust1.026.0075978 $ 10,371.13 LCPS “TIF” Classified Category Quality Points

15. What goes in a PBCS (performance based compensation system) for Administrators? LCPS TIF AYP w/o Level II Assistance Evaluations & Observations (PEPE) Professional Development TIF ENDORSED Classroom Goal (SAT 10) Average NCE School-wide Goal (ARMT/AHSGE) 3 Highest PIs (proficiency Index )

16. LCPS TIF Performance Based Compensation System Other Personnel (Support Employees)

17. Attendance (75%) Professional Development (25%) Quality Pts Total Amt Individual Award 0=75 pts100%=25 ptsA=.0058445A=$797.78 1-2=70 pts90%=22.5 ptsB=.0306838B=$598.34 3-4=65 pts80%=20 ptsC=.0075978C=$398.89 5-6=60 pts75%=17.5 pts 7-8=55 pts70%=15 pts LCPS “TIF” Classified Category Quality Points

18. 1. When will the new program begin? Year 1 is designated as a planning year, therefore no incentives can be distributed; however, the professional learning activities have begun. We will begin full implementation of LCPS “TIF” program to include incentives for the 2012 fiscal year in April 2011 with the voluntary 10 day open enrollment period. 2. Are teachers and principals the only ones who will get an incentive? No, although this is a teacher incentive program, The LCPS system requested an amendment to the grant to include classified employees. 3. Will instructional staff of non-tested subjects be eligible to receive the incentive? Yes, however the amount for the classroom level award will be determined by the average NCE score on the SAT 10 for all students tested on the campus they are assigned. 4. How many opportunities exist to receive an incentive? Classified employees who meet the criteria established are eligible for 1 opportunity to receive an incentive. Certified employees have two opportunities to receive an incentive: classroom level award and school-wide award. 5. How will pay be distributed? The disbursement schedule will be during the LCPS beginning of year Institute day.

19. 6. Will there exist leadership opportunities for teachers? Yes, there is a component of the grant that addresses teachers taking on additional duties as mentor/model teachers. 7. How long is the grant? The grant period is for five years, but year one has been established as a planning year. Since the first year is a planning year we are unable to pay any incentives during that time. The actual incentives will begin in year two and extend through year five. At this time we have only been awarded money to cover our budget for years one, two and part of year three. Based on our progress toward our objectives and proof we are following our program as it was presented in the grant, we will be awarded the remainder of year three. The last two years will be determined by congressional action. We will, however, be working to secure funding to not only support and expand the program during the life of the grant, but also to continue the program once the grant period is over. 8. Can this grant be renewed? We can reapply for this grant, but preference is given to first time applicants. The TIF organization stresses that grant recipients should be able to secure funding to continue their programs once the grant period ends. 9. If teachers assigned to your school choose to opt-out of participation in the LCPS TIF program will it impact the opportunity for my school receiving the School-wide award? No. Those individuals who choose to opt-out just will not be computed in the divisor when the award is divided equally amongst all instructional staff at your site

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