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SENATE BILL 2033. Presented by Dr. Joe Robinson. Senate Bill 2033. Became Effective on May 28, 2010 Senate-Coffee, Jolley , Ford, Rice and Leftwich House- Benge and Shumate. SALARY SCHEDULES.

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  1. SENATE BILL 2033 Presented byDr. Joe Robinson

  2. Senate Bill 2033 • Became Effective on May 28, 2010 • Senate-Coffee, Jolley, Ford, Rice and Leftwich • House-Benge and Shumate

  3. SALARY SCHEDULES • Shall adopt a minimum salary schedule and transmit a copy to ODCTE within 30 days after adoption. • Shall not calculate salaries of teachers solely as a proportion of the salaries of the administrators. • May adopt a salary schedule that provides additional compensation for achieving certain ratings under the Oklahoma Teacher and Leader Effectiveness Evaluation System (TLE).

  4. Superintendent’s/Administrators Contracts • Employment contract for superintendent must be filed with the ODCTE within 15 days of signing. • School district shall not pay any salary, benefits or other compensation to a superintendent which are not specified in the contract on file. • School district shall not pay administrators any amounts for accumulated sick leave and accumulated vacation leave that are not calculated on the same formula for other full time 12 month employees.

  5. Superintendent’s Contracts/Administrators • By October 1 of each year district board of education shall prepare a schedule of salaries and fringe benefits paid administrators employed by the district including a description of the fringe benefits. Copy to be sent to the ODCTE within one week of completion. • Administrator shall include employees who are employed and certified as superintendents, assistant superintendents, principals, and assistant principals and who have responsibilities for supervising classroom teachers.

  6. Incentive Pay Plans • The ODCTE shall develop not fewer than five different model incentive pay plans and shall distribute information about each plan to every school district board of education. (NEED YOUR HELP) • No plan shall permit payment in any one (1) year of incentives to any one teacher amounting to more than 50% of the regular salary of the teacher, exclusive of fringe benefits or extra duty pay. • Incentive pay award shall be an annual award and shall not be a part of a continuing contract of a teacher.

  7. Incentive Pay Plans • A school district board of education may adopt an academically based district incentive pay plan for the classroom teachers in the district. Must be submitted to the ODCTE. • Form an advisory committee (required members) • Put on school board agenda for public comment • Submit to ODCTE by March 1 for implementation of the plan during the succeeding school year

  8. Incentive Pay Plans • A school district shall be required to adopt and implement an academically based, district incentive pay plan for any school year following the receipt by the school district board of education, of a petition signed by twenty percent (20%) of the classroom teachers employed in the district which calls for the adoption of an incentive pay plan for the district. • Student test scores shall not be the sole criterion for allocation of incentive pay under any plan developed or approved by the board.

  9. Incentive Pay Plans • Classroom teacher shall mean any employee who holds certification and assignment outside the classification of an administrator. • Each school district board of education shall provide for a local evaluation committee which shall advise the board on which teachers are to receive incentive pay awards and the amount of each incentive pay award according to the plan. • Can be paid from the general fund.

  10. Incentive Pay Plans • Beginning with the 2012-13 school year, a school district may implement an incentive pay plan that rewards school leaders who are increasing student and school growth in achievement. Shall be measured using TLE. • Achieving either a “superior” or “highly effective” rating under the TLE • Grade level, subject area, or school level performance success (Leader means a principal, assistant principal or any other school administrator who is responsible for supervising classroom teachers)

  11. Incentive Pay Plans • May also be authorized for: • Critical shortage subject area • Low-performing schools • Science, technology, engineering and math (STEM) • School districts that are hard to staff. Requires public comment at a board meeting Submit plan to ODCTE

  12. Evaluation of Teachers/Administrators • Each school district board of education shall maintain and annually review, following consultation with or involvement of representatives selected by local teachers, a written policy of evaluation for all teachers and administrators.

  13. Evaluation of Teachers/Administrators • Every policy shall: • 1. Be based on a set of minimum criteria developed by the SDE and by 2013-14 school year be based upon the TLE. • 2. Be prescribed in writing at the time of adoption and at all times when amendments to the policy are adopted. • 3. All evaluations be made in writing and that evaluation documents and responses be maintained in a personnel file.

  14. Evaluation of Teachers and Administrators • 4. Provide that every probationary teachers be evaluated at least two times per year, once before November 15 and once prior to February 10. • 5. Provide that every other teacher be evaluate once per year. • 6. Area school district superintendents shall be evaluated by the board of education. All certified personnel shall be evaluated by a principal, assistant principal, or other trained certified individual.

  15. Evaluation of Teachers/Administrators • 7. All individuals conducting evaluations shall be required to participate in training provided by the SDE, or training provided by the school district using guidelines and materials developed by the SDE.

  16. Oklahoma Teacher and Leader Effectiveness Evaluation System (TLE) • Five Tier Rating System: • Superior • Highly Effective • Effective • Needs Improvement • Ineffective Requires the State Board of Education to adopt by December 15, 2011, a new statewide system of evaluation (TLE).

  17. Quantitative and Qualitative Assessment Components • 50% Based on Quantitative Components • 35% based on student academic growth using multiple years of standardized test data as available • 15% based on other academic measurements 50% Based on Rigorous and Fair Qualitative Assessment Components

  18. Qualitative Assessment-Teachers • Not Limited to, but Include: • Organizational and classroom management skills • Ability to provide effective instruction • Focus on continuous improvement and professional growth • Interpersonal skills • Leadership skills

  19. Qualitative Assessment-Leaders • Not Limited to, but include: • Organizational and school management • Instructional leadership • Professional growth and responsibility • Interpersonal skills • Leadership skills • Stakeholder perceptions

  20. Quantitative Assessment • For those teachers in grades and subjects for which there is no state mandated testing measure to create a quantitative assessment for the quantitative portion of the TLE, an assessment using objective measures of teacher effectiveness including student performance on unit or end-of-year tests.

  21. Other • The Oklahoma Race To The Top Commission shall provide oversight and advise the State Board of Education on the Development and Implementation of the TLE. • The ODCTE shall provide to the Oklahoma State Regents for Higher Education and the Oklahoma Commission for Teacher Preparation timely electronic data linked to teachers and leaders derived from the TLE.

  22. Section 6-101.3 • Defines Administrator • Defines Dismissal • Defines Non-reemployment • Defines Career Teacher (different based on employment year)

  23. 6-101.3 • Defines Probationary Teacher and Probationary Teacher Hearing • Career Teacher Pre-termination hearing • Defines Suspension or Suspended • Defines Teacher

  24. Section 9 • Defines Administrator Due Process • A principal who has received a rating of “ineffective” as measured pursuant to the TLE for two (2) consecutive school years, shall not be reemployed by the school districts, subject to the due process procedures.

  25. Section 10 • Defines the Reasons a Career Teacher Can be Dismissed or not Reemployed: • Defines the Criteria to be used to Dismiss or not Reemploy Various Types of Instructors • Career Teacher-Ineffective • Career Teacher-Needs Improvement • Career Teacher-Effective • Probationary Teacher-Ineffective • Probationary Teacher-Not attained Career Teacher Status

  26. Section 11-12-13 • Presents the steps set forth under the TLE that may lead to a recommendation for the dismissal or non-reemployment of the teacher

  27. Reduction In Force • The primary basis used in determining the retention or reassignment of affected teachers and administrators when a school district implements a reduction-in-force plan shall be the ratings of the teachers and administrators as measured pursuant to the TLE.

  28. Other • Section 15-SDE Subject Matter Curriculum Review. • Section 16-Low Performing Schools-Implementation of four intervention models (Comprehensive Schools).

  29. Documents Can Be Found http://www.okcareertech.org/tcs/legislative-issues • Copy of Senate Bill 2033 • Today’s Power point

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