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Statutory Requirement

Statutory Requirement. Each school district is required under s. 1012.22, F.S. to: Adopt a salary schedule that bases a portion of each instructional employee’s salary on performance, Adopt a performance-pay policy for school administrators and instructional personnel.

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Statutory Requirement

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  1. Statutory Requirement Each school district is required under s. 1012.22, F.S. to: • Adopt a salary schedule that bases a portion of each instructional employee’s salary on performance, • Adopt a performance-pay policy for school administrators and instructional personnel.

  2. The 2006 Florida Legislature’s 2006-07 budget includes an appropriation of $147.5 million for the Special Teachers are Rewarded (STAR) performance pay plan. • This plan is provided as a method for districts to implement performance pay provision of section 1012.22 Florida Statute and to access their portion of the funds in the appropriation.

  3. Non-Participation • If a district decides not to participate in STAR, it will still have to develop and implement a state-approved performance pay plan (s. 1012.22 F.S.). Funds from non-participating districts will be redistributed to districts with approved plans.

  4. Highlands County Participation School-based administrators, district-level administrators and representatives from Highlands County Educational Association (HCEA) worked in collaboration to develop the School Board of Highlands County (SBHC) STAR Plan.

  5. Highlands School DistrictSTAR Plan Committee • Steve Picklesimer, Facilitator • Roy Allen, SHS • Darrell Cloud, SHS • Sandra York, APMS • Kimberly Henry, PES • Derrel Bryan, LPMS • Rebecca Fleck, MIS • Rick Demeri, CTE • Toni Stivender, SHS

  6. Philosophy • As per Article IX Section C5 of the negotiated contract, an evaluation of instructional employees will occur. The instruments and procedures must remain in compliance with Florida Statute. The purpose of this evaluation is to improve instruction and to increase the effectiveness of instructional personnel. The assessment data will be used to make personnel decisions or determine recognitions, as appropriate. • The Instructional Performance Appraisal Instrument is based on the Educator Accomplished Practices produced by the Florida Education Standards Commission as “Accomplished Competencies of Teachers of the Twenty-First Century.”

  7. SBHC STAR PLAN 06-07 • The current 2006-07 STAR Plan is specifically for this school year. • The Plan will be revisited as new legislative action is enacted, and the Plan will be adjusted as necessary.

  8. Identifying the Best Performing 25 % To identify the performance pay recipients, the SBHC STAR Plan will utilize a scoring system which combines • assigned points based on the current board-approved instructional personnel assessment system (Instructional Performance Appraisal Form, MIS 09.15) items 1-7, with • assigned points based on student achievement.

  9. Scoring System The scoring system will consist of a maximum of 100 points, based on two criteria. Calculation of the total points for each instructional personnel will be determined as follows: • CRITERION I - Performance Appraisal/Employment Status (maximum 50 points) • CRITERION II - Student Achievement (maximum 50 points)

  10. Criterion I • Only full-time instructional employees of the School Board of Highlands County are eligible for STAR awards. Instructional personnel leaving the district, having completed the present school year, will be compensated if they are identified in the top 25%. • Instructional personnel must have been in their present position from prior to Labor Day to the end of the current school year. • For teachers on annual contract, the second evaluation of the year will be the one used to determine if the teacher qualifies for bonus incentive. • For the current year, administrators will use the established administrator performance pay plan which is paid for by local funds.

  11. Criterion I(continued) • Using items 1-7 from the instructional personnel assessment system Instructional Performance Appraisal Form (MIS 09.15), points will be assigned based on the rating codes received in each of the following seven areas of the performance appraisal: • 1. Planning/Preparation • 2. Classroom Management • 3. Assessment/Evaluation • 4. Intervention/Direct Services • 5. Collaboration • 6. Staff Development • 7. Professional Responsibilities • The rating codes are: Outstanding, High Performing, Satisfactory, Needs Improvement and Unsatisfactory. Each rating code has an assigned point value. (See attached STAR Plan Tally Form)

  12. Criterion I(continued) • Instructional personnel may not receive a rating code of “Satisfactory” in more than one of the performance appraisal areas 1-7. • Instructional personnel may not receivea rating code of “Needs Improvement” or “Unsatisfactory” in any of the appraisal areas. • Instructional personnel must receive an overall rating of “High Performing” or “Outstanding” on the Instructional Performance Appraisal.

  13. Criterion II FCAT Teachers Using DOE provided FCAT Value Scores for reading and math FCAT teachers, points will be assigned as detailed in the Star Plan Tally Form. Teachers that teach both reading and math will receive points based on an average of the FCAT Value Scores.

  14. FCAT Value Table

  15. Criterion II (continued) Non-FCAT Teachers • In the absence of pre-test data for non-FCAT subjects, it will be acceptable under the STAR Plan this year, 2006-07 only, to use FCAT Reading as pre-test and end-of-course data from non-FCAT subjects as a post-test to measure improved student achievement for the purposes of evaluating non-FCAT subject teachers.

  16. Value Table for Non-FCAT Teachers

  17. Criterion II (continued) • District-based personnel, that serve one or more schools, will be assigned points using the school average of the reading and math FCAT Value Scores for the schools they serve, the students to which they serve, or district average FCAT Value Score if they serve all schools. The school and district averages will be calculated and provided by the SBHC MIS Department using the DOE FCAT and non-FCAT Value Tables. Points will be assigned as detailed on the STAR Plan Tally Form. • ELL and ESE teachers will receive points based on the school average of the math and reading FCAT Value Score or alternative method of assessment, unless they are the teacher of record for reading and/or math. If the ELL or ESE teacher is the primary reading or math teacher, then the points will be calculated as stated above. Students being tested using alternative methods of testing other than FCAT will show evidence of achievement by comparing results with the prior year’s test results.

  18. Criterion II (continued) • Teachers at each level will be ranked from highest to lowest based on their FCAT Value Score. Elementary teachers’ FCAT Value Score will be determined using an average of both math and reading FCAT results. The percentile rank will be identified for each teacher and points assigned based on the percentile rank range assigned in the following chart. For example: If a teacher has an FCAT Value Score of 187, which equates to a percentile rank of 56%, the teacher will be awarded 14 points for Student Achievement.

  19. Final Eligibility Determination The method used to determine the instructional personnel eligible for STAR awards for teachers meeting Criterion I is as follows: • The points for Criterion I will be completed by the supervising administrator. Both teacher and supervisor will sign the STAR Plan Tally Form, with the points indicated on the form. This form will be submitted to the Human Resources (HR) Department, along with the SBHC Instructional Performance Appraisal. • If the teacher meets the requirement of Criterion I, the remaining points (maximum 50) will then be determined by student performance data as detailed in Criterion II. Points determined by student achievement will be added to the subtotal on the STAR Plan Tally Form. This will be the responsibility of the MIS Department. The maximum total is 100 points.

  20. Final Determination (continued) • Using the points derived from combining Criteria I & II, teachers will be placed in rank order by points in one of three groups – elementary, middle or high/district office. This ranking will be used to identify the top 25% of each group. This will be a joint responsibility of the HR and MIS Departments. • After the top 25% of teachers are awarded a 5% bonus, any additional funds will be distributed by the following method: Performance pay funds of 5% will be exhausted by paying the additional funds in percentile ranking order at one full percentile at a time. Beginning with the 26th percentile, teachers from each level shall be paid in rank order. As funds are exhausted and in the event that one full percentile of potential awardees can not be met, remaining funds shall be divided equally among existing awardees.

  21. Questions?

  22. Information Resource http://www.fldoe.org/STAR/ http://hcea-esp.org/star.html

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