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A History of Collaboration

A History of Collaboration. 1968. 1970s. 1980s-1990s. 2000s. Statewide teacher strike over state funding. District and union stood together. School improvement focused on curriculum, assessment, textbook selection. All seen as opportunities for collaboration.

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A History of Collaboration

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  1. A History of Collaboration 1968 1970s 1980s-1990s 2000s Statewide teacher strike over state funding. District and union stood together. School improvement focused on curriculum, assessment, textbook selection. All seen as opportunities for collaboration. Shared planning, shared decision making. Innovations in compensation, performance pay, evaluations, mentors. In 2009, Gates grant accelerates the process. A History of Collaboration

  2. Working together for meaningful change School Board Superintendent Teachers Union When students succeed, we all win

  3. Keys to Successful Collaboration Stable Leadership Shared Goals Transparency Positive Results Focus on long-term success Empoweringteachers Key Factors to Successful Collaboration in HCPS

  4. Empowering Effective Teachers: Overview • Define postsecondary readiness • Set bold yet attainable 7-year goals 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

  5. Proposed Timeline 2010-2011 2011-2012 2012-2013 2013-2014 New teacher evaluation process implemented New principal evaluation process implemented New tests constructed to measure student achievement gains Bonuses for raising achievement of high-needs students begin New career ladder and performance-based compensation will go into effect, after completion of three evaluation cycles under the new process When students succeed, we all win

  6. Constant feedback and input Surveys: Quarterly “pulse check” surveys of teachers, principals ‘Pop Up’ Emails: Superintendent sends update emails to all teachers. Faculty Meetings: EET officials visit 4-6 faculty meetings per week. Union Rep Forums: Superintendent, School Board Member, Union Leaders, meet with union site representatives to answer questions. Town Hall Meetings: Held in school auditoriums around the district. Feedback and Input

  7. Constant feedback and input Email: Greatteachers@sdhc.k12.fl.us This email address averages 15-20 emails each week. Web: Empoweringteachers.mysdhc.org Videos, webcasts, news clips, Q & A – all on website Feedback and Input

  8. Helping students achieve byhelping teachers excel

  9. 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 Supporting teachers as professionals

  10. 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 Supporting teachers as professionals

  11. Fundamentally Changing How Teachers Are Paid HCPS Teacher Career Ladder • Performance pay • Not an “add on” or a bonus • Performance determines teacher pay • We have the necessary technology and a “performance management system” to provide data • A fair assessment of teacher performance Teacher Leader Mentor/Peer Evaluator Master Advanced Career Apprentice Helping students achieve by helping teachers excel

  12. Teacher Survey Regarding Peer Evaluations 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?

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

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