ALLIANCE TEACHER EFFECTIVENESS 2012

July 2012Derrick Chau, VP TCRPDiane Fiello, TCRP CoachHarris Luu, TCRP Coachhttp://TCRPalliance.wordpress.com/

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• 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

Objectives

• This presentation provides draft information about the current Alliance teacher effectiveness process

• All contents are subject to change

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IMPORTANT NOTE

TCRP Theoretical Framework

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Effective Principals• Support• Evaluate

Effective Teachers• Recruit• Support• Evaluate• Compensate

Increase Student Achievement

Data Systems

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Multiple Measures of Teacher Effectiveness

Observation of Teacher Prac-

tice; 40%

Parent and Family Feedback; 10%

Student Feedback ; 10%

Individual Teacher SGP;

30%

School-Wide Subject SGP; 10%

Observation of Teacher Practice;

50%

Parent and Family Feedback; 10%

Stu-dent Feedback ; 10%

School-Wide ELA SGP; 25%

School-Wide Math SGP; 5%

CST-Tested Subjects Non-CST-Tested Subjects

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• 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.

Overall Teacher Evaluation

38 Indicators, 4 levels of

performance

Framework for Effective Teaching

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Domain 1 Data-Driven Planning and Preparation

Standard 1.1 Establish standards-based learning objectives for instructional plans

IndicatorsA) Selection of objectivesB) Measurability of objectives

4 Domains

17 Standards

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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

Overall Teacher Evaluation Rating

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• 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

Observation Process Improvement

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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% Average of Teacher Effectiveness Ratings

10% Student Survey 10% Student Survey10% School-Wide Parent

Survey10% School-Wide Parent

Survey

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Student Growth Percentile Levels

Rating Percentile Range4 70%-100%3 50%-69%2 35%-49%1 <35%

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Teacher Effectiveness Levels

Effectiveness Level

Performance Band

Highly Effective 3.6-4.0Effective 3.0-3.59Achieving 2.5-2.9Emerging 2.0-2.49

Entry <2.0

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Example Math Teacher Scorecard Calculation

Example Earned WeightingOverall

(Earned x Weight)

Individual SGP 60% = 3 30% .9School-Wide Math SGP 52% = 3 10% .3Teacher Effectiveness Rating Avg

= 240% .8

Student Survey Avg = 3 10% .3Parent Survey Avg = 3 10% .3

SUM: 2.6Teacher Effectiveness Level = Achieving

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2009-10

• Design

2010-11

• Pilot Evaluation• 2 teachers per school

2011-12

• 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

2012-13

• Year 2 Roll-Out• Effectiveness rating counts toward career path and compensation• Bonus compensation based on teacher effectiveness targets

2013-14

• Launch of New Career Path and Compensation• Teachers placed on career path and receive salary compensation based on

teacher effectiveness ratings from prior year

Teacher Performance Compensation Timeline

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• The purpose of the teacher effectiveness initiative is to shift from step/column compensation to performance compensation

• 2012-13 school year will shift from school-wide performance bonus to teacher effectiveness-aligned bonus

• Fall 2013 will mark the shift to performance salary compensation

Teacher Compensation

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Current Teacher Compensation

Years of Experience BA BA+30

1 $47,630 $48,1062 $48,203 $48,6853 $48,491 $48,9764 $48,777 $49,2655 $49,065 $49,555

Performance Bonus Available = $2,750

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Planned Fall 2012 Teacher Bonus

Performance Bonus Available = $2,750

Effectiveness Level

Performance Bonus

Entry NoneEmerging $750Achieving $1,250Effective $2,250

Highly Effective $2,750

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Planned 2013-14 Teacher Compensation

Assumptions: Each pay band = 8%Gap between bands = 3%

Effectiveness Level

Humanities Teachers

Math/Science Teachers

Entry $47,000-$50,760 $50,000-$54,000Emerging $52,283-$56,465 $55,620-$60,070Achieving $58,159-$62,812 $61,872-$66,821Effective $64,697-$69,872 $68,826-$74,332

Highly Effective $71,968-$77,726 $76,562-$82,687

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• 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

Teacher Compensation Rules

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• Purpose of performance evaluation is to also identify and retain highly effective teachers

• Highly effective teachers may seek other opportunities for professional growth

Teacher Career Pathways

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Planned Career Pathways

Career Pathway

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

TCRP Theoretical Framework

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Effective Principals• Support• Evaluate

Effective Teachers• Recruit• Support• Evaluate• Compensate

Increase Student Achievement

Data Systems

Data System Overview

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Global Scholar Pinnacle

Evaluate Instruction

Portal

Curriculum

Assessment

Gradebook

Instructional Systems Overview

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2011-12

•13 Schools utilizing Pinnacle Gradebook•Pilot Pinnacle Evaluate•All schools utilize Datadirector

2012-13

• All schools utilize Datadirector• Migrate all benchmarks to Pinnacle Instruction (Assessment)• All schools implement:• Pinnacle Gradebook• Pinnacle Instruction (Curriculum)• Pinnacle Evaluate

2013-14

• All schools implement Pinnacle Instruction (Assessment)

• Schools will no longer use Datadirector

Data Systems Timeline