When students succeed, we all win

2. Working together for meaningful change 2010-2011 2011-2012 2012-2013 2013-2014 Superintendent Union School Board When students succeed, we all win

3. Helping students achieve byhelping teachers excel

4. Goals of the Initiative • Empowering Effective Teachers initiative aims to: • Improve student achievement by focusing on excellence in teaching • Ensure every classroom has a highly effective teacher • Especially high-needs students • Increase the percentage of students who graduate ready for college/career Helping students achieve by helping teachers excel

5. Elevating the teaching profession by supporting teacher development

6. Induction for New Teachers • Provide more mentoring support to new teachers • Goal: keep promising new teachers in the district and help them accelerate their professional development. 86% of last year’s first year teachers returned compared to 72% the year before! • Mentors are being selected from among the district’s most effective teachers • More than 600 teachers applied • Selected mentors will receive intensive training • Mentors will work with and guide new teachers on a weekly basis for theirfirst two years • Focus on building teachers’ instructional skills Supporting teachers as professionals

7. Empowering Effective Teachers: Overview Expanded Renaissance Schools Program to include additional middle schools and three high schools Will launch Lawson Talent Acquisition Module in Late 2011 Expanded Recruitment More Pre-Contract binders, especially ESE • Define postsecondary readiness • Set bold yet attainable 7-year goals Communication of change in many ways partnering with Hill and Knowlton Greatteachers Teacher Forums Pop-ups Podcasts Website To ensure that communication is two way: Surveys Focus Groups Biweekly meetings New Teacher Center Mentor Evaluators for first year teachers Principal Peer VAM Trained Peer Evaluators Over 30,000 observations Adjusted timelines New Principal Evaluation Val-Ed Aligned Catalog with Danielson Rubric Video training in rubric Summer PD aligned with observation data Extensive PD for evaluators in the form of PLCs “Next Steps” as a part of the post conference process IBM has begun the creation of a data dashboard scorecord Performance Management System Expanded Assessment Department to improve our processes Student Outcome Goals Leadership and working conditions • Principal evaluation and compensation tied to student gains • Realign strategy around high-quality applicant pools • Tailor strategies to key shortage areas (eg, early hiring in math) Recruitment and placement • Intensive 2-year induction program • Fully released mentor / evaluators • Significant hurdles to tenure Induction Talent management Career ladder & compensation • Performance-based career ladder and salary supplements • Incentives to teach high-needs students • Redesigned evaluation instrument • 40% determined by student gains • Roving, fully released expert evaluators Evaluation Professional Development • Close link to evaluation and identified developmental needs Foundational infrastructure • Performance management system • Human resource capabilities • Priority: Employee communications • Instructional supports & assessments • School scorecards • Performance dashboards for principals and teachers • Bolster recruiting personnel • Provide high-quality staffing support to principals • Curricula tied to state standards • Aligned pacing guides, lesson plans, and formative assessments • Robust pre- and post-tests Supporting teachers as professionals

8. Teacher Evaluations: More Input, More Balance Mentor/Peer Evaluator's Written Evaluation Based Upon Charlotte Danielson’s Frameworks Principal's Written Evaluation Based Upon Charlotte Danielson’s Frameworks Principal’s Written Evaluation 30% 30% 30% 100% 40% Gains in Student Achievement Based Upon the Calculation of an Experienced Consultant Before0% After Teacher evaluations more balanced, meaningful

9. A Look at the Rubric Helping students achieve by helping teachers excel

11. An observation cycle…. • Teacher completes a short questionnaire on his/her lesson, then conferences with the observer • Full lesson observation (usually including conversations with students) • Post-conference between teacher and observer to review things that went well, things that could have gone better, and next steps to greater success 2010-2011 2011-2012 2012-2013 2013-2014 When students succeed, we all win

12. How observations become an evaluation score 2010-2011 2011-2012 2012-2013 2013-2014 When students succeed, we all win

13. Assessing student learning: Value-added measures For each student we ask…… What score was made on the pretest(s)? What is the previous level of reading/math achievement? Is the student an ESE student? If so, what category? Is the student an ELL student? Is the home language English? Is the student younger/older than the grade level cohort? How often did the student change schools? What did last year’s attendance look like? What are the characteristics of the student’s neighborhood? 2010-2011 2011-2012 2012-2013 2013-2014 When students succeed, we all win

14. Multiple measures increase validity Pre-measures can include a variety of scores: • Final exams from a previous course • Stand alone pretest • PSAT • Previous Achievement in reading and math • Post-measures are a combination of: • FCAT • Final district course exams • AP and IB exams • ESE specific measures • Stanford 10 or similar standardized achievement tests 2010-2011 2011-2012 2012-2013 2013-2014 When students succeed, we all win

15. For Principals, Too – a New Evaluation Approach Gains in Schoolwide Student Achievement Based on the Calculation of an Experienced Consultant Evaluation from Area Director Gains by Level 1 & 2 Students 100% 30% 10% 30% 30% Other Factors Attendance & Discipline Facilities & Audits Retention of Effective Teachers Evaluation of Teachers Input from Teachers and Area Director in 360-degree Val-Ed Principal Effectiveness Survey After Before Principal evaluations also more balanced

16. Professional Development is at the Heart of EET • No district can fire its way to excellence. HCPS believes that it is a district responsibility to support struggling teachers and help them achieve. • The new evaluation system provides rich data that allow schools and individuals to plan a professional development calendar to address the indicated needs. • Trainings in Higher Order Thinking Skills, Differentiated Instruction, and a new series based on the book Teach Like a Champion, are examples of programs designed to help teachers achieve. • Teacher evaluators undergo the most extensive training to ensure accurate, consistent, fair evaluations. Supporting teachers as professionals

17. ALIGNING THE PERCEIVED NEEDS WITH PROFESSIONAL DEVELOPMENT Supporting effective teaching with information technology

18. Teacher Survey:Feedback regarding peer evaluators Respect: Did the peer evaluator treat you with respect? Professionalism: Was the observation cycle conducted in a professional manner? Relevance: Did you receive feedback? Relevance: Did you receive it in a timely manner? Reliability: Was the peer evaluator on time? Communication: Did the peer evaluator contact you at least a week prior to schedule your observation? Feedback from peers

19. Teacher Survey Regarding Peer Observations 98% 99% 96% 97% 2% 98% Survey respondents: 6,079 teachers

20. Email us at:greatteachers@sdhc.k12.fl.us Or visit us on the website: empoweringteachers.mysdhc.org When students succeed, we all win