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Great Teachers and Leaders Forum

Great Teachers and Leaders Forum. US Dept. of Education| October 13, 2009. A comprehensive approach to managing human capital is focused on core metrics. An effective teacher in every classroom. District Governance. Working Conditions. Recruitment. School- Level Perf. Mgmnt. Selection.

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Great Teachers and Leaders Forum

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  1. Great Teachers and Leaders Forum US Dept. of Education| October 13, 2009

  2. A comprehensive approach to managing human capital is focused on core metrics. An effective teacher in every classroom District Governance Working Conditions Recruitment School- Level Perf. Mgmnt. Selection Effectiveness Management Optimize effectiveness of teacher workforce. CORE METRICS • Talent Pipeline • Create supply of effective teachers to fill all vacancies. • CORE METRIC • Number and percentage of new teachers who demonstrate effectiveness above a target threshold Retention / Dismissal Training / Certification Compensation Hiring / Placement Evaluation / Prof. Dev. On- Boarding Measures of student learning

  3. ESEA should focus on three levers related to teacher effectiveness. Lever 1: Boost effectiveness of all performers Lever 2: Retain and leverage the most effective teachers Lever 3: Replace persistently less effective teachers Teacher Effectiveness (e.g., Value Add, Growth, PE Rating)

  4. What would it take to get breakthrough performance improvement? Hypothetical Situation • A district uses “years of growth” as its primary measure of student learning. • Currently, the district’s teachers average 0.75 years of growth. • 75th percentile: 0.9 years • 25th percentile: 0.6 years • The district wants to boost average effectiveness so that at least 4 out of 5 teacher get 1.0 years of growth. 1.0 0.75 Years of Growth

  5. Achieving breakthrough results requires movement in all three levers (performance improvement, retention of more effective teachers, and improvement or replacement of less effective teachers). • Scenario 1 • Incentives to boost retention of top-quartile and performance of lower-quartiles • Tailored and effective PD for lower quartiles • Performance management policies to drive outplacement of teachers who do not improve • Tenure for those who repeatedly generate 1 year growth 30% Improvement 1.0 years • Scenario 2 • All the above, plus: • More attractive incentives • More ambitious performance management policies 40% Improvement 1.1 years 20%tile=1.0 years

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