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STAR3 Project for WS/FCS: Recruiting, Retaining, and Rewarding Effective Teachers

The STAR3 Project aims to recruit, retain, and reward effective administrators and teachers in order to ensure that all students thrive under caring teachers. The project includes elements such as communication plans, evaluation systems, data management, differentiated compensation, and professional development.

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STAR3 Project for WS/FCS: Recruiting, Retaining, and Rewarding Effective Teachers

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  1. STAR3 Project for WS/FCS

  2. STAR3 All students deserve and thrive under a great teacher that cares for their well being. Our responsibility is to provide that teacher.

  3. STAR3 Project Director: Dr. Wayne Foster Purpose: To Recruit, retain and reward effective administrators and teachers Year 1: Planning Year (Core Elements)

  4. STAR3 Progress • Core Elements • Progress of the Project

  5. Core Elements

  6. Communication Plan Effectively Communicate with stakeholders about PBCS Involve teachers, principals, personnel, and unions Core Element A and B

  7. Core Element C • Rigorous, transparent, and fair evaluation systems for teachers and principals that differentiate effectiveness using growth and classroom observations EVAAS and Two Observations

  8. Core Element D • A data-management system that can link student achievement data to teacher and principal payroll and human resources systems Dr. Judy Penny, Jon Brasfield

  9. Core Element E • A plan for ensuring that teachers and principals understand the specific measures of teacher and principal effectiveness EVAAS and Principal/Teacher Evaluation Process

  10. K-2 Assessment • K-2 assessment must be in place to provide growth indicators for K-2 personnel ITBS for K-2

  11. STAR3 • Purpose 1 • Provide differentiated Levels of Compensation for Effective Teachers and Principals

  12. Elementary Pay Plan

  13. Middle School Pay Plan

  14. Purpose 2 • Fiscal Sustainability of the Performance-Based Compensation System (PBCS) • The district will provide such PBCS to teachers, principals, and other personnel who earn it. • The district will provide from non-TIF funds over the course of the five year project.

  15. Purpose 3 • Comprehensive Approaches to the Performance-based Compensation System • The Program must be aligned with a coherent and integrated strategy for strengthening the educator workforce.

  16. Purpose 3 • Single School Culture Learning Teams • Learning Focused Lesson Planning and Delivery • Response to Instruction • Differentiated Professional Development

  17. Purpose 3

  18. Purpose 3 • School Improvement Plans must reflect the pillars of STAR3 • The pillars must be implemented school-wide by the end of the project • Additional professional development will be provided as needed (PD on Demand)

  19. Purpose 3 • Single School Culture

  20. Purpose 3 • Single School Culture will be monitored through attendance sheets at learning team meetings and action plans that use either unpacking standards, creating common formative assessments, or utilizing standards in practice protocols

  21. Purpose 3 • Learning Focused

  22. Purpose 3 • Learning Focused will be monitored through high-quality peer-reviewed unit plans twice a year. • This year those will be collected in the spring using existing lesson plans • Next Fall (2012) those will be scored on a Learning Focused rubric using their lesson plan format.

  23. Purpose 3 • Response to Instruction

  24. Purpose 3 • Response to Instruction will be monitored through how it is included in the School Improvement Plan.

  25. Purpose 3 • Individualized professional development for principals and teachers

  26. Purpose 3 • Professional development will be monitored through school-wide professional development based on School Improvement Plans. • Teachers must participate in differentiated professional development trainings outlined on a menu available by the new teaching standards.

  27. Purpose 3 • Menu of choices under each standard in the NC Teacher Evaluation Tool will be provided • Professional Development offered in three formats-workshop, online, and one on one.

  28. Purpose 3 • Principals and teachers will understand and use the measures of effectiveness to improve practice and student achievement. EVAAS and Observation Tool

  29. Purpose 4 • The program will use a value-added measure of the impact on student growth as a significant factor in calculating the PBCS. Use of EVAAS-value add data

  30. EVAAS Trainings December 2011 • Value Added and EVAAS basics • Primary EVAAS Reports April 2012 • Defining growth in the EVAAS value added System • Using EVAAS for instructional planning

  31. EVAAS Training June 2012 • Using EVAAS for Scheduling and Planning

  32. Purpose 5 • This program will retain effective teachers in teaching positions in hard-to-staff subjects such as mathematics, science, special education and English language acquisition.

  33. Purpose 5 • Schools will use sign-on bonus and support mechanisms to retain and recruit teachers in hard to fill positions.

  34. STAR3

  35. Fiscal Progress Budget Expenditures- $384,000 Personnel/Technology $271,340 Staff Development $91,000 Supplies $6,700 Other Total Spent: $753,040 Project Budget Total: $19.6 Million

  36. STAR3 • Let’s recruit, retain, and reward the best teachers so that we have strong, innovative teachers in every classroom. kmorrison@wsfcs.k12.nc.us wfoster@wsfcs.k12.nc.us

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