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ESEA, TAP, and Charter

ESEA, TAP, and Charter. Charter School Needs . Board Management Finance Operations Communications Personnel Instruction. Human Capital Management.

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ESEA, TAP, and Charter

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  1. ESEA, TAP, and Charter

  2. Charter School Needs Board Management Finance Operations Communications Personnel Instruction

  3. Human Capital Management Systems and processes at the intersection of all aspects regarding personnel, interactions, requirements, instruction, finance, and communication. In summary, the system which deals with all needs related to instruction and student achievement.

  4. Aspects of HCMS • Recruitment • Hard to staff areas • Hiring • Placement and Advancement • Professional Development • Teacher Evaluation • Principal Evaluation • Teacher Compensation • Principal Compensation • Tenure and Dismissal • Retention

  5. Option B: South Carolina is committed to enhancing its current guidelines to create systems that appropriately evaluate and effectively support teachers and principals. ESEA Waiver

  6. Evaluation System Timeline

  7. Design of the Evaluation SystemCharter Requirements • Continual improvement of instruction; • Differentiates performance using at least three performance levels; • Uses multiple valid measures in determining performance levels, including : • data on student growth for all students (including English Learners and students with disabilities) as a significant factor • other measures of professional practice (which may be gathered through multiple formats and sources, such as observations based on rigorous teacher performance standards, teacher portfolios, and student and parent surveys); • Evaluates teachers and principals on a regular basis; • Provides clear, timely, and useful feedback, including feedback that identifies needs and guides professional development; and • Will be used to inform personnel decisions.

  8. Before TAP After TAP Improved Student Achievement Positive School Climate Reduced Teacher Turnover Stagnant Student Achievement Disenfranchised faculty High Teacher Turnover

  9. What Drives Student Achievement? 49% 49% Home & Family

  10. What Drives Student Achievement? 43% Quality Teacher The driving factor behind a student’s success 43% 8% Class Size

  11. “A talentedteacher makes all the difference.”

  12. How Does TAP Work?

  13. How Does TAP Work? Powerful opportunities for more responsibility and commensurate pay

  14. Fair evaluations based on clearly defined, research-based standards How Does TAP Work? • Multiple evaluations • Multiple trained and certified evaluators • Cluster training and classroom support

  15. How Does TAP Work? Continuous on-site professional development during the school day

  16. TAP Steps for Effective Learning Step 1 Step 2 Step 3 Step 4 Step 5 Identify the problem or need Obtain new teacher learning, aligned to student need and formatted for classroom applications Develop the new learning with support in the classroom Apply the new learning to the classroom Evaluate the impact on student performance Evidence of need (using pre-test) is clear, specific, high quality & measurable in student outcomes and addresses student content learning with links to teacher strategies and the rubric Evidence includes student assessment (post-test) aligned with data analysis & the new teaching strategies Evidenced through observation, peer coaching & self-reflection applied to student work as a formative assessment Development through demonstration, modeling, practice, team-teaching, and peer coaching with follow-up analysis of student work Using credible sources Proven application showing student growth

  17. Salaries and bonuses tied to responsibilities, instructional performance and student achievement growth. How Does TAP Work? • The teacher’s instructional performance • Student achievement growth a teachermakes in the classroom • Student achievement growth the schoolmakes as a whole

  18. How Teacher Performance is Measured Determined by Evaluations with TAP Rubrics Determined by Approved Testing Individual Teacher Value added Achievement Teacher Skills, Knowledge and Responsibilities 30% School-wide Value added Achievement 40% 30%

  19. Value-Added Analyses Because value-added measures growth in achievement of the same students over time, and because schools are largely responsible for achievement growth, value-added scores reflect the school and teacher contribution to student learning, not family and neighborhood factors.

  20. Comparison of High and Low Effectiveness High achieving students, Teacher above average in effectiveness B High - 5 + 5 Low achieving students, Teacher above average in effectiveness C Observed Student Score Previously high achieving students, Teacher below average in effectiveness A + 5 Low L Previous Score H (Previous Achievement)

  21. Effective education for our youth… Is an investmentin the future.

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