mission possible expansion project mpiii district launch january 7, 2011
TRANSCRIPT
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MISSION POSSIBLE EXPANSION PROJECT
MPIII District Launch January 7, 2011
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Desired Outcomes
Understand the Purpose of Mission Possible and Dispel Misconceptions
Understand the Teacher Incentive Fund Grant
Justification for the Pay for Performance Model
Chosen
Logistics
Discuss Alignment of GCS Departments
Identify Next Steps
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Anticipation-Reaction Guide
Mission Possible Expansion Program
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Program Overview- History
Year ProgramNumber of
Schools
2005 Mission Possible 20
2006 Cumulative Effect 2
2006 Teacher Incentive Fund I 8
2010 Teacher Incentive Fund III 20
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EQ: What are the factors that should be considered when designing an effective pay-for-performance program?
Designing a Pay-For-Performance Model
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Carousel Brainstormingthe Tough Design Questions
Who should be incented? What should be incented? Where should incentives come from? Why should incentives be offered? When should incentives be offered? How should incentives be offered?
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Who?
All teachers? All employees? Teachers of tested subjects? Teachers of hard-to-staff subjects? Administrators? Teams? Grade Levels?
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What?
AYP?Attendance?
Contract signing?Contract renewal?
Test scores? Achievement or growth?Professional Development attendance?
Degree attainment?Years of experience?
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Where?
Redirect from current salary schedule? Title I funds? Title II funds? IDEA? Grants? Philanthropic?
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Why?
To increase student achievement? To recruit effective teachers? To retain effective teachers? To improve working conditions and
morale? To incent professional growth?
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When?
After completion of workshops?
Upon hire as a spot bonus? Monthly as a part of the
regular paycheck? Upon receipt of test scores? End of the year in one lump
sum?
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How?
Monetary? Release time? Smaller class sizes? Preferred staffing? Professional growth opportunities? Provision of additional
equipment/supplies?
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The Final Answer
It Depends!
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Program Overview- Purpose
Recruit, retain and reward effective teachers in hard to staff schools for the purpose of increasing student achievement.
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Teacher Incentive Fund III (TIF III)
2010 funding for new TIF grants: $437,000,000
Range of awards: $5,000,000-$10,000,000 Average size of awards: $7,500,000 TIF Evaluation awards: $1,000,000-
$2,000,000 Number of awards: 40-80 Project period: 60 months Final application deadline: July 6, 2010 Award date: September 30, 2010
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Program Overview- School Selection
Low percentages of teachers with high VAD
High teacher turnover
High percentage of students living in poverty
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TIF III Recommended Schools
1. Allen Jay Elementary
2. Archer Elementary
3. Bluford Elementary
4. Brightwood Elementary
5. Frazier Elementary
6. Hunter Elementary
7. McLeansville Elementary
8. Montlieu Elementary
9. Murphy Traditional Academy
10. Peck Elementary
11. Rankin Elementary
12. Sedgefield Elementary
13. Sumner Elementary
14. Vandalia Elementary
1. Eastern Middle School2. Guilford Middle School3. Jamestown Middle School4. Kiser Middle School5. Northeast Middle School6. Southern Middle School
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Program Overview- Funding Sources
Program200
5200
6200
7200
8200
9201
0201
1201
2201
3201
4
Mission Possible
20 20 20 20 20 20
30Cumulative Effect
2 2 2 2 2
Teacher Incentive Fund I
8 8 8 8 8
Teacher Incentive Fund III
20 20 20 20 20
Local Foundation
Federal
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TIF III National Research Questions
What is the effect on student achievement of a performance based bonus compared to an across the board 1% annual bonus?
Are there differences in the composition and effectiveness of teachers and principals between these two types of bonuses?
Are there any differential effects on recruitment and retention of teachers and principals?
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Government Performance and Results Act(GPRA Goals)
1. Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness
2. Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals
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Mission Possible Expansion Logic Model
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Recruitment Incentives (All Schools)
IncentivePrincipal
sSecondar
y Math
EC: OCS &
Adaptive;MS
Science
3-5 Classroom; 6-8
ELA
High VAD Spot Bonus (one time only)
$5,000 $5,000
Hard-to-Staff Incentive(annually recurring)
$5,000 $5,000 $5,000 $2,500
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Mission Possible Expansion Logic Model
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Professional Development (All Schools)
Schoolwide (aligned to measures of effectiveness) NC Professional Teaching Standards EVAAS & Value Added Data
Need-targeted (aligned to teaching standards) Leadership Diversity Content Facilitating Learning Reflective Practice
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Mission Possible Expansion Logic Model
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Leadership Incentives (All Schools)
Leadership Role Incentive
Teacher Leader (6 per school)-Provide teacher training in EVAAS/VAD, NC Professional Teaching Standards-Coach teachers in application of training-Aid in EVAAS/VAD analysis on the school level-Aid in prescribing need-targeted professional development-Host peer observations-Participate in feedback sessions based upon observations-Facilitate reciprocal observations
$2,000+ annual
Teacher Leadership
retreat
Mentor Teacher (unlimited per school)-Complete mentor training-Serve as a mentor to two or more beginning teachers-Complete all required mentor logs and paperwork
$500
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National Research Design
Program Component
Incentive Schools Bonus Schools
Recruitment Incentives
Leadership Incentives
Professional Development
MPIII Program Specialists
Performance Incentives
Annual Bonus (1%)
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Mission Possible Expansion Logic Model
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Incentive Schools
Incentive PrincipalsSecondar
y Math
EC: OCS & Adaptive;
MS Science
Grade 5 Classroo
m; 6-8 ELA
All other licensed faculty
All classified
staff
Individual Performance IncentivesLevel 4 VAD
$4,000 $2,000
Level 5 VAD
$12,000 $6,000
School-wide ABC Performance IncentivesExpected Growth
$5,000 $1,000 $1,000 $1,000 $1,000 $500
High Growth
$15,000 $1,500 $1,500 $1,500 $1,500 $750
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Bonus Schools
ALL staff (certified & classified) receive a guaranteed one-time bonus equal to 1% of their total annual salary.
For example:A teacher making $42,000 annually will receive a 1% bonus of $420.
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Evaluation Responsibilities
All teachers and principals must be evaluated two times per school year by a trained observer with all data (e.g., observation and artifacts) being uploaded to McREL.
Teachers “off-cycle” may be evaluated through peer observations.
Training will be provided by the Mission Possible office.
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Principal’s Toolkit
Includes:Letter to parentsE-mail to staffFAQsTalking PointsDistrict Launch PowerPoint
Sherry WycheProgram [email protected]
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Alignment of Services
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We’ve All Got a Piece of the Pie
Improving
Academic
Achievement
Mission Possible
III Curriculum &
Instruction
Lateral Entry
Professional
Development
Formative
Assessment
Federal and
Special Program
s
Principals
Induction &
Success
Regional Executiv
es
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Government Performance and Results Act(GPRA Goals)
1. Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness
2. Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals
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Mission Possible Program Specialists
Help teachers interpret and apply their VAD and benchmark data
Identify and grow teacher leaders
Assist principals in recruiting, recommending and retaining highly effective teachers
Develop and deliver need-based PD on NCPTS
Write or review benchmarks ………………
Train mentors ….……………
Hire or fire ……………………………………………………..…………..
Provide district-wide PD
What we do: What we don’t do:
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Mission Possible Program Specialists
Use our team of MPIII experts to create differentiated plans of support for individual teachers
Work with administrators to influence school climate/culture
Conduct peer-observations and provide feedback
Collaborate with other GCS departments to ensure alignment of services
Provide content-focused, universal support …….…………………………
Dictate ……………………………….
Evaluate teachers ………………………………
Replace the services of any department
What we do: What we don’t do:
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Alignment of Services
On each of your T-Charts, list what you believe each department does and does not do as it relates to services they provide to schools.
Be prepared to share out with the entire group.
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Advisory Committee
WHO? Members from various departments across the
district
WHY? To ensure alignment between the Mission
Possible program and other GCS departments
WHEN? Quarterly
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