Research Spotlight: AZRfR Impact on Schools, Teachers & Student

1. Research Spotlight: AZRfRImpact on Schools, Teachers & Student Wendy Miedel Barnard, Ph.D. Sarah A. Polasky, Ph.D. Hongxia Fu, M.A.

2. Goals of the AZ Ready for Rigor Grant • Increase Teacher and Principal Effectiveness • Increase student achievement • Retain highly effective educators • Eliminate shortages of highly effective teachers/administrators • Foster exemplary school culture in the highest-need communities across Arizona

3. Phases of Implementation

4. TAP Elements of Success MultipleCareer Paths Ongoing AppliedProfessionalGrowth Instructionally Focused Accountability Performance-BasedCompensation

5. Teacher Effectiveness • Increase the percentage of teachers in high-need schools who have a record of effectiveness • Increase the percentage of principals in high-need schools who have a record of effectiveness

6. Measurement of Effectiveness Individual Student Value-added Achievement 50% 50% Teacher Skills, Knowledge & Responsibilities School –wide, Value-added Student Achievement 30% Teacher Skills, Knowledge & Responsibilities 50% School-wide Value-added Student Achievement 20%

7. Increase Teacher Effectiveness

8. Teacher Effectiveness

9. Principal and Assistant Principal Measurement of Effectiveness • Observation Scores • Leadership Team (Principals) • Post-Conference (Assistant Principals) • VAL-ED Surveys* • Program Review/Program Fidelity • School-Wide Student Growth/Achievement *This does not apply to Assistant Principals

10. Increase Principal Effectiveness In Year 3, 75% of Wave 1 School Principals and Assistant Principals were “effective”

11. Increase Retention Within five years, eliminate the shortage of highly effective teachers and principals in: • remote and hard-to-staff in participating schools and partner districts, • hard-to-staff areas/subjects (such as special education, middle/high school math and science)

12. Retention and Attrition • 81% of “effective” teachers were retained • Attrition rate of “highly effective” teachers and principals in hard to staff locations was only 10% • Attrition rate of “highly effective” teachers in hard to staff subject areas was only 15%

13. Student Achievement • Increase school-wide student achievement • Student growth on standardized tests • Median school-wide student growth percentile at or above 61 = TAP score of “4” or higher • Increase overall school functioning • AZ Learns A-F Letter Grades

14. Classroom/Teacher Level SGPs

15. School Level SGPs

16. AZ Learns Letter Grades

17. Increased Positive School Functioning • Teachers and principals in the Ready-for-Rigor TAP schools will report increased attitudes towards collaborative activities and performance based pay as measured by the yearly TAP Attitude Survey. • Participation in Ready-for-Rigor TAP schools will increase teacher yearly reports of positive school culture as measured by the Teacher Working Conditions Survey.

18. Performance Based Compensation Example questions: “The annual bonus motivates me to work harder with my current class” and “I feel comfortable with how performance-based compensation bonuses are determined” • Year 1 69% • Year 2 72% • Year 3 74%

20. Thank you! For additional information, please contact: Wendy Barnard Wendy.barnard@asu.edu