Strategic Compensation. To reward and retain highly effective teachers while improving student achievement.

Transcription

1 Strategic Compensation To reward and retain highly effective teachers while improving student achievement.

2 Purpose of Grant As part of our Race to the Top initiative, we have received a Teacher Incentive Fund (TIF) grant to align student achievement goals with teacher compensation. Development of a plan for 13 of our hard-tostaff and high need schools using a performance-based strategic compensation system to advance student learning.

3 Plan Development A team of teachers and administrators from the target schools, as well as district leadership helped develop the plan. A survey was disseminated to all HCDE teachers. Lessons learned from prior differentiated pay plans were reviewed and necessary adjustments have been made along the way.

4 Goals Recruit, reward, and retain highly effective teachers in our hard-to-staff and high need schools Drive improved student achievement and growth Focus on literacy and math improvements Increase college readiness and student success

5 Participating Schools Elementary Schools Calvin Donaldson Elementary Clifton Hills Elementary East Lake Elementary East Side Elementary Hardy Elementary Hillcrest Elementary Orchard Knob Elementary Woodmore Elementary Middle Schools Dalewood Middle School East Lake Academy Orchard Knob Middle School High Schools Brainerd High School Howard School

6 Elementary School Model School Award KG-3rd Grade Teachers* 4th-5th Grade Teachers School Value-Added Gains School in the 75th percentile in Math and Reading $500 Local Growth Scores Based on HCDE benchmark assessment (math component) and MAP Universal Screener (literacy component) Rank in the Top 20% in Literacy AND Math $5,000 Departmentalized teachers who teach either Reading or Math all day are eligible for $5000 Individual Value Added Gains Self Contained Teachers Teach Reading AND Math: To receive individual award, you must score a 3, 4 or 5 for value added in Reading AND Mathematics (only 4s and 5s will earn potential payout) Level 4 -- $1,250 Level 5 -- $2,500 Departmentalized Teachers Teach Reading OR Math (not both) If you only receive value added scores for one subject area (reading OR mathematics), you must score a 4 or 5 in order to earn individual award Level 4 -- $2,500 Level 5 -- $5,000

7 Middle School Model School Award Departmental Success Rate School success rate above 5th percentile (statewide) $500 Student Attendance Increase 2 percentage points from previous year or maintain threshold of 95% attendance rate. Schools below 95% must reach the 95th percentile or increase at least two percentage points. $100 Departmental Value-Added Gain Literacy Mathematics Receive an A on single-year value added by department (math/rla only) Individual $500 Individual Value-Added Gain Reading Mathematics Level 4 -- $2,500 Level 4 -- $2,500 Level 5 -- $5,000 Level 5 -- $5,000 Must receive a 4 or 5 on single-year individual TCAP gains for math/rla/algebra EOC only *Max individual award $10k

8 High School Model School Award Department Individual School Graduation Rate School Graduation Rate Achieved $500 Student Attendance Increase 2 percentage points from previous year or maintain threshold of 95% attendance rate. Schools below 95% must reach the 95th percentile or increase at least two percentage points. $100 Departmental Value-Added School-wide Literacy/Numeracy Gains School-wide Literacy School-wide Numeracy Level 4 -- $250 Level 4 -- $250 Level 5 -- $500 Level 5 -- $500 Individual Value-Added Gains on EOC Exams English 1, 2, or 3 Algebra 1 or 2 Level 4 -- $2,500 Level 4 -- $2,500 Level 5 -- $5,000 Level 5 -- $5,000 *Max individual award $10k

9 Eligibility Be a certified employee in one of the 13 Strategic Compensation/TIF schools. Be employed in a position on or before the 20 th student day of school. Maintain a 95% attendance rate. Receive an overall state LOE (level of effectiveness) evaluation score of a 3, 4, or 5. Remain in the same position at the same school the following school year to receive a 100% payout. Transferring teachers may receive 50% of their individual payout only. For a complete list of eligibility rules, please review the General Eligibility Requirements and Award Program Participation Groupings documents.

10 Overall Level of Effectiveness (LOE) Tested Grades and Subjects: This is your TVAAS Evaluation Composite This is your Project Coach score School Year

11 Overall Level of Effectiveness (LOE) Non-tested Grades and Subjects: This is your school s TVAAS Composite score This is your Project Coach score School Year

12 Payout Date The Strategic Compensation payouts will occur within 30 days of receipt of scores and payout approval.

13 Questions? Visit our website at: Please direct all questions to: HR Operations Coordinator - Penny Murray Phone: murray_p@hcde.org