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Merit Award Program

Merit Award Program. The School District of Lee County Merit Award Program Training November 2007. MAP Program Contents. MAP Overview Learning Gains Orientation Orientation to the Final Performance Assessment Evaluation Timeline. Merit Award Program Overview.

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Merit Award Program

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  1. Merit Award Program The School District of Lee County Merit Award Program Training November 2007

  2. MAP Program Contents • MAP Overview • Learning Gains Orientation • Orientation to the Final Performance Assessment • Evaluation Timeline

  3. Merit Award Program Overview

  4. Performance Pay FY08 and FY09 What is MAP? • Merit Award Program • MAP replaces STAR • All Instructional and School-based Administrative Personnel are eligible • Provides for an assessment and merit award based on the performance of students

  5. MAP continues • No application necessary • Remain employed by September 1 the following year • 5% award based on average teacher’s salary • Cannot be based on experience or length of service or base salary • Must be able to administer end of course exams based on SSS.

  6. MAP continues • Based on performance of students assigned to teacher’s classroom (or sphere of influence). • Based on learning gains, academic proficiency or both as measured by state-wide tests or district-determined instruments based on the Sunshine State Standards. • 75% of MAP evaluation is based on learning gains. • 25% of MAP evaluation is based on supervisor’s evaluation.

  7. Learning Gains Orientation

  8. Instructional Silos • The goal of developing Instructional Silos is to place teachers in sub-groups of similar teaching assignments as equitably and as fairly as possible. • For example, World History teachers will be grouped with other World History teachers and not with Language Arts teachers.

  9. Instructional Silos • Due to the new district assessment process, teacher silos will be updated this year to reflect current teaching assignments and district assessment categories. • “School-Wide Silos” will continue to be used for instructional personnel without students directly scheduled (Guidance Counselor, Media Spec, etc.) • Semester 2 student schedules will be utilized when developing district instructional silos • Silo development will include consideration of the teacher assignment within the district

  10. Instructional Silos – cont. • Instructional personnel will be divided into grade levels: Elementary, Middle, High School • Once divided into  grade levels, teachers will be sub-divided into instructional groups (silos) based on their primary teaching assignment • Prior to the end of the 3rd quarter, Principals and teachers may meet to confirm and/or reconcile silo assignments We appreciate everyone’s effort in making this process work as well as possible.

  11. Learning Gains Plan Policies: • Learning gains will make up 75% of final score. • FCAT scores will be used where applicable (grades/ subjects tested by FCAT) • SAT-10 scores will be used where applicable (grades K-2) • Courses/areas not related to FCAT/SAT-10 subjects or grade levels, will utilize District Pre/Post Tests

  12. Learning Gains Plan Policies (continued): • Gains for teachers without students assigned will be based on school-wide FCAT scores. • Students assigned to teachers at Survey 3 time (February) will be included. • Only students enrolled in the same school in October and February will be included. • Only students with both pre and post-test scores will be included.

  13. Learning Gains Gains Calculation: Step 1: Achievement level of students on pre and post-test is determined. Step 2: Total points for each teacher are determined by placing student scores in a value table.

  14. Learning Gains Sample Value Table

  15. Learning Gains Gains Calculation: Step 3: Teachers are ranked by value table points within their silo. Step 4: Ranking within silo is converted to 75 points.

  16. SDLC Final Performance Assessment for MAP

  17. Performance Evaluation based on • Ability to maintain appropriate discipline – Learning Environment • Knowledge of Subject Matter • Assessment • Ability to establish and maintain a positive collaborative relationship – Role of Teacher • Florida Educator Accomplished Practices

  18. Final Performance Assessment Overview • Revised Teacher Assessment Instrument • Each Performance Indicator has 5 levels • Guidelines have been developed which will help administrators and teachers distinguish among the 5 different performance levels • 5 proficiency levels • Outstanding • High Performing • Satisfactory • Needs Improvement • Unsatisfactory

  19. Web-based Resources supporting MAP • Final Performance Assessment • Guideline for the Final Performance Assessment • MAP Plan • MAP FAQs • MAP presentation and video tutorials • State Performance Pay Web-site • http://www.leeschools.net/dept/hr/MAP08.htm

  20. Thank you for your attention For more information please contact: ______________________________

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