Guilford County Schools (Guilford County, North Carolina):
Mission Possible is a five year plan designed to to retain and recruit a highly qualified staff who work together to increase student achievement. It began in November 2006 when only one of the schools made AYP in 2004-2005. To measure the schools participating in the program, Mission Possible will use value-added data to measure student achievement.
Prior to Mission Possible, Guilford County schools implemented funding for 20 schools to differentiate the salaries of technical teachers, beginning teachers, and special education teachers. In addition, North Carolina awards principals and teachers a $750 bonus if students show one year's growth and $1500 if they achieve higher than that. This, along with the Teacher Incentive Fund grant for more than $1.5 million will allow the participating schools money for teacher and administrative incentives.
Does this plan meet the design elements from our last meeting?
Design #1: Ongoing, Job-Embedded Professional Development--yes
Design #2: Performance-Based Compensation--yes and no(YES, through value-added data, AYP, and state ABC standards; NO, not all teachers are eligible for these incentives.)
Design Element #3: Evaluation Based on Professional Standards--yes (360 degree feedback and skill-based training, SERVE Center in NC will conduct the evaluation, providing both formative and summative evaluations.)
Design Element #4: Career Advancement Options--unsure (Program states that it will support "significant professional development opportunities".)
Monday, January 26, 2009
Friday, December 12, 2008
Mare Island Technology Academy
MARE ISLAND TECHNOLOGY ACADEMY: (Not much information to be found)
Mare Island Technology Academy: 5 yr. $1.6 million grant for charter middle/high school to expand a program that rewards teachers who are instrumental in improving student achievement and who take the lead in implementing Strategic Plan and Professional Learning Communities initiatives.
Mare Island Technology Academy’s and administration received a $1.6 million federal grant as a for helping raise student achievement. MIT received the money as part of a federal program rewarding successful and principals in schools with at least a 30 percent economically disadvantaged student population.
Mare Island Technology based on the Design Elements from the NIET article from last meeting#1 On going, Job- Embedded PD: Unsure
#2 Multiple measures of teacher performance: YES
Objective measurement of student achievement: Unsure
Incentives available to all teachers at a school: Unsure
Consider all perspectives on finances: Grant funding over a 5 year time frame
#3 credible, agreed-upon standards of practice: Unsure
ResearchEvaluation system facilitates support and feedback: Unsure
Multiple evaluators, multiple evaluations: Eval based on California standards
System must ensure inter-rater reliability: Unsure
Mare Island Technology Academy: 5 yr. $1.6 million grant for charter middle/high school to expand a program that rewards teachers who are instrumental in improving student achievement and who take the lead in implementing Strategic Plan and Professional Learning Communities initiatives.
Mare Island Technology Academy’s and administration received a $1.6 million federal grant as a for helping raise student achievement. MIT received the money as part of a federal program rewarding successful and principals in schools with at least a 30 percent economically disadvantaged student population.
Mare Island Technology based on the Design Elements from the NIET article from last meeting#1 On going, Job- Embedded PD: Unsure
#2 Multiple measures of teacher performance: YES
Objective measurement of student achievement: Unsure
Incentives available to all teachers at a school: Unsure
Consider all perspectives on finances: Grant funding over a 5 year time frame
#3 credible, agreed-upon standards of practice: Unsure
ResearchEvaluation system facilitates support and feedback: Unsure
Multiple evaluators, multiple evaluations: Eval based on California standards
System must ensure inter-rater reliability: Unsure
Memphis City Schools, TN
MEMPHIS CITY SCHOOLS:
In the 2008-09 school year, EPIC will award educators in 13 to 16 MCS schools, thus likely impacting up to 16 principals, 16 assistant principals, 620 teachers, and 8,500 students. Schools participating in EPIC will have at least 50 percent of students eligible for free or reduced lunch.
Like other award models, the EPIC model of differentiated compensation recognizes the paramount importance of student achievement performance in evaluating educators. What makes EPIC unique, however, is that awards are provided to educators in exchange for sharing their effective practices with other educators in their school, district, and nationwide. EPIC provides the leadership opportunity for spotlighted educators to make available to their colleagues those practices that contributed to the achievement gains made by their students. Led by SchoolWorks, Effective Practice Teams visit award-winning schools to identify practices for documentation and sharing based on protocols developed with MCS. Such practices cover a broad spectrum of topics and may include curricular and instructional strategies, allocation of resources within a school, and professional development approaches. Through this practice-sharing focus, EPIC aspires to improve student achievement both in our partner districts and charter schools and in other districts and charter schools throughout the country
Memphis City Schools based on the Design Elements from the NIET article from last meeting
#1 On going, Job- Embedded PD: YES
#2 Multiple measures of teacher performance: YES
Objective measurement of student achievement: YES
Incentives available to all teachers at a school: YES- 2 levels of award to schools
Consider all perspectives on finances: Grant funding overall
#3 credible, agreed-upon standards of practice: Working with Mathematic Policy Research
Evaluation system facilitates support and feedback: YES
Multiple evaluators, multiple evaluations: Unsure
System must ensure inter-rater reliability: Unsure
#4 Models should include career path opportunities: YES (from PD website)
In the 2008-09 school year, EPIC will award educators in 13 to 16 MCS schools, thus likely impacting up to 16 principals, 16 assistant principals, 620 teachers, and 8,500 students. Schools participating in EPIC will have at least 50 percent of students eligible for free or reduced lunch.
Like other award models, the EPIC model of differentiated compensation recognizes the paramount importance of student achievement performance in evaluating educators. What makes EPIC unique, however, is that awards are provided to educators in exchange for sharing their effective practices with other educators in their school, district, and nationwide. EPIC provides the leadership opportunity for spotlighted educators to make available to their colleagues those practices that contributed to the achievement gains made by their students. Led by SchoolWorks, Effective Practice Teams visit award-winning schools to identify practices for documentation and sharing based on protocols developed with MCS. Such practices cover a broad spectrum of topics and may include curricular and instructional strategies, allocation of resources within a school, and professional development approaches. Through this practice-sharing focus, EPIC aspires to improve student achievement both in our partner districts and charter schools and in other districts and charter schools throughout the country
Memphis City Schools based on the Design Elements from the NIET article from last meeting
#1 On going, Job- Embedded PD: YES
#2 Multiple measures of teacher performance: YES
Objective measurement of student achievement: YES
Incentives available to all teachers at a school: YES- 2 levels of award to schools
Consider all perspectives on finances: Grant funding overall
#3 credible, agreed-upon standards of practice: Working with Mathematic Policy Research
Evaluation system facilitates support and feedback: YES
Multiple evaluators, multiple evaluations: Unsure
System must ensure inter-rater reliability: Unsure
#4 Models should include career path opportunities: YES (from PD website)
Friday, November 21, 2008
ProComp Denver Public Schools Current System
This link has current information, FAQ's, research site, and more regarding Denver's Pay for Performance system.
From the site: ProComp is a groundbreaking compensation system that links teacher pay to the school district's instructional mission. Designed in a partnership between the Denver Classroom Teachers Association and Denver Public Schools, ProComp has received national attention because it rewards teachers for their professional accomplishments while linking pay to student achievement.
From the site: ProComp is a groundbreaking compensation system that links teacher pay to the school district's instructional mission. Designed in a partnership between the Denver Classroom Teachers Association and Denver Public Schools, ProComp has received national attention because it rewards teachers for their professional accomplishments while linking pay to student achievement.
Tuesday, November 18, 2008
Group Reading List
A new feature that has been added is the "Group Reading List" running vertically down the right hand column. I have posted two items there for now, both deal intimately with the concept of design parameters regarding a pay-for-performance system.
Todd Fane submitted an article from a web site sponsored by the National Institute for Excellence in Teaching regarding essential factors to consider when designing and implementing a performance-based compensation system.
Alan Abramovitz submitted an article from a web site sponsored by The Joint Commission on design parameters for a successful performance-pay system.
Links to both websites are available on the "Group Reading List".
Todd Fane submitted an article from a web site sponsored by the National Institute for Excellence in Teaching regarding essential factors to consider when designing and implementing a performance-based compensation system.
Alan Abramovitz submitted an article from a web site sponsored by The Joint Commission on design parameters for a successful performance-pay system.
Links to both websites are available on the "Group Reading List".
Tuesday, November 4, 2008
Informative Websites
Please post your informative web-links with short summary
1) http://www.talentedteachers.org/center.taf?page=project1
This site is the home of the National Institute for Excellence in Teaching. The link will take you to a 14 page report that details design considerations for "Creating a Successful Performance Compensation System for Educators" It was published July 2007 and includes 7 short case studies.
1) http://www.talentedteachers.org/center.taf?page=project1
This site is the home of the National Institute for Excellence in Teaching. The link will take you to a 14 page report that details design considerations for "Creating a Successful Performance Compensation System for Educators" It was published July 2007 and includes 7 short case studies.
"Updated News" on the Web
You may notice that along the right hand side of this blog there is a column entitled "Updated News" devoted to new articles/information on the web regarding the subject.
The articles in this list are refreshed by the blog on the fly as Google goes out and finds new articles on performance pay in education. It should update over time as new information is posted on the Internet.
The articles in this list are refreshed by the blog on the fly as Google goes out and finds new articles on performance pay in education. It should update over time as new information is posted on the Internet.
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