New Teacher Orientation: Alliance Teacher effectiveness 2012

1. New Teacher Orientation:Alliance Teacher effectiveness 2012 July 2012 Diane Fiello, Vice President of TCRP Harris Luu, TCRP Coach http://TCRPalliance.wordpress.com/

2. Objectives • Overview of CMO participation and context • To review the teacher evaluation process • To learn about the Framework for Effective Teaching (the 4 domains) • To learn how teacher effectiveness is measured and review an example • Learn about career paths

3. TCRP Overview • Mission to graduate all students—especially low-income and minority students—college-ready • Original Coalition of four CMOs • Alliance • Aspire Public Schools • Green Dot Public Schools • Partnerships to Uplift Communities • Inner City Education Foundation (ended 2011) • Decision-making is now mostly independent for each CMO DRAFT

4. The College Ready Promise – CMO quick facts *quick averages & estimates – not for public use http://www.thecollegereadypromise.org/about

5. TCRP Initiatives • Funding from the Gates Foundation (through 2014) was received for nine specific initiatives: • Teacher Evaluation • Teacher Supports • Teacher Residency • Principal Leadership • Career Path • Differentiated Compensation • CMO Implementation Team • TCRP Hub • Data Systems DRAFT

6. IMPORTANT NOTE • This presentation provides draft information about the current Alliance teacher effectiveness process • All contents are subject to change

7. TCRP Theoretical Framework • Effective Principals • Support • Evaluate • Effective Teachers • Recruit • Support • Evaluate • Compensate • Increase Student Achievement • Data Systems

8. Overall Teacher Evaluation • 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.

9. Framework for Effective Teaching Domain 1 Data-Driven Planning and Preparation Standard 1.1 Establish standards-based learning objectives for instructional plans Indicators A) Selection of objectives B) Measurability of objectives 4 Domains 17 Standards 38 Indicators, 4 levels of performance

10. Teacher Evaluation 2.0: Design Standards for Teacher Evaluation • Annual process • All teachers should be evaluated at least annually. • Clear, rigorous expectations • Evaluations should be based on clear standards of instructional excellence that prioritize student learning. • Multiple measures • Evaluations should consider multiple measures of performance, primarily the teacher’s impact on student academic growth. • Multiple ratings • Evaluations should employ four to five rating levels to describe differences in teacher effectiveness. • Regular feedback • Evaluations should encourage frequent observations and constructive critical feedback. • Significance • Evaluation outcomes must matter; evaluation data should be a major factor in key employment decisions about teachers.

11. The 4 Domains • Domain 1: Data Driven Planning and Assessment (lesson plan) • Domain 2: The Classroom Learning Environment • Domain 3: Instruction • Domain 4: Professional Responsibilities (reflection, collaboration, norms, communication)

12. Teacher Evaluation Process DRAFT

13. Multiple Measures of Teacher Effectiveness CST-Tested Subjects Non-CST-Tested Subjects

14. Levels of Performance and Student Achievement “A year’s worth of growth” 9thgrade 10thgrade 14

15. Levels of Performance and Student Achievement LEVEL IV LEVEL III LEVEL II LEVEL I 15

16. Overall Teacher Evaluation Rating 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

17. Overall Teacher Effectiveness Determination

18. Student Growth Percentile Levels

19. Teacher Effectiveness Levels

20. Example Math Teacher Calculation Teacher Effectiveness Level = Achieving

21. Other new teachers Residency Career Path Description Entry Experienced new teachers (provisional score) Emerging Achieving Highly Effective (Score achieved and maintained) Master Teacher Coach Administrator Ex: Assistant Principal Principal Intern Ex: Mentor (residency) Lab classroom Ex: Curriculum Specialist Director of Instruction

22. Conclusion • Overview of CMO participation and context • To review the teacher evaluation process • To learn about the Framework for Effective Teaching (the 4 domains) • To learn how teacher effectiveness is measured and review an example • Learn about career paths