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Department: School Improvement

2010 - 2011. Department: School Improvement. Goals/Metrics. Pat Sadberry Director. Goal 1. TEA Initial Compliance Review TEA Program Evaluation/Expenditure Reports Grant/Program Applications.

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Department: School Improvement

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  1. 2010 - 2011 Department: School Improvement Goals/Metrics Pat Sadberry Director

  2. Goal 1 TEA Initial Compliance Review TEA Program Evaluation/Expenditure Reports Grant/Program Applications • Meet 100% of state and federal requirements, deadlines, and reporting for state and federal programs (including but not limited to all Title Programs, SES, DATE/TIF Grant).

  3. Goal 2 Classroom visit schedule/Feedback/Walkthrough Form Campus Sign-in Log • Conduct 10-15 math and science classroom visits weekly at LMS and LHS to support district’s math/science initiatives.

  4. Goal 3 Number of grant applications submitted and/or awarded Leadership/Cluster meeting sign-in/agendas Campus Sign-in Log • Expand/support Teacher Advancement Program (TAP) system to current TAP campuses and the campuses that are not implementing it, and seek more funds for sustainability of the TAP system.

  5. Goal 4 Grant Planning Year Checklist/Activities Meeting agendas/minutes Campus Visit documentation • Work with first year TAP schools on implementation in compliance with the approved TIF grant.

  6. Teacher Advancement Program (TAP) • 2006-07 school year – 2 campuses • 2007-08 school year – 5 campuses • 2008-09 school year – 5 campuses • 2009-10 school year – 6 campuses • 2010-11 school year – 7 campuses • 2010-2011-Funding for two additional campuses beginning 2011-2012 school year

  7. Four Key Elements of Success • Multiple career paths give qualified teachers opportunities to take on more responsibility and be compensated for doing so • Ongoing applied professional growth provides teachers with school-based professional development during the school day • Instructionally focused accountability ties classroom observations to teaching skills and student achievement • Performance-based compensation means that teachers are compensated differentially based on the increased demands of the positions they hold, how well they perform in those positions, the quality of their instructional performance and their students' achievement growth

  8. Multiple Career Paths TRADITIONAL TAP MODEL Allows for advancement while allowing the teacher to remain in the classroom: - Career Teacher - Mentor Teacher - Master Teacher Each step on the career path requires increased skills and knowledge and offers additional authority, responsibility and compensation Mentor and master teachers become part of the TAP Leadership Team led by the principal • Teacher position only • All teachers essentially have the same qualifications, responsibilities, authority and are assessed in the same way • Principals are there to provide support, impose discipline and assess teacher effectiveness

  9. Ongoing Applied Professional Growth TRADITIONAL TAP MODEL Provides time during the school day for teachers to help one another to learn about and use effective teaching practices in their classrooms Provides the structure to effectively implement curriculum and doesn’t act as an “add on” • Individual teachers go to selected training sessions and try to implement new practices on their own

  10. Instructionally Focused Accountability TRADITIONAL TAP MODEL Uses clear comprehensive teaching standards that all teachers are trained to meet Ongoing classroom support and coaching is provided to all teachers for improvement, not just for remediation Good evaluations are rewarded financially TAP evaluations ensure that all teachers have the opportunity to grow and become better instructors so that their students will achieve more • Uses evaluation standards that are often unclear or inadequate • Teacher evaluations are usually infrequent and provide little follow-up help and then only for problems, never for growth • Rarely are rewards linked to how well a teacher does on the evaluations

  11. Performance-Based Compensation TRADITIONAL MODEL TAP MODEL Compensation is given for taking on increased responsibility and authority Salary augmentations for mentor and master positions Bonus awards are earned based on performance: - 50% skills, knowledge and responsibility - 30% classroom-level value-added achievement gains - 20% school-level value-added achievement gains TAP salary enhancements are all over and above traditional salary schedule • Compensation is based on years on the job and training credits/units accumulated and ignores individual performance and effort

  12. TAP Value-Added Scores 2009-2010

  13. Teacher Retention Rate

  14. Lancaster ISD – Rosa Parks ElementaryTAKS Passing Rates

  15. Questions Pat Sadberry Director of School Improvement 972-218-1419 patsadberry@lancasterisd.org

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