1. Teacher Evaluation System Cincinnati Public Schools & Cincinnati Federation of Teachers

2. What Cincinnati Had in Place • Peer Assistance & Evaluation Program • Career in Teaching Program • School Incentive Award • School Accountability Plan • Salary Increments based on Evaluations • 6 yr commitment for new system

3. Committee of Whole met monthly CPRE Consultants helped facilitate meetings Subcommittees worked in between meetings on assignments Structure of The Work

4. Task of the Committee“What is Good Teaching” • How do we measure teachers against these standards • How do we provide opportunities for teachers to improve practice against these standards • How do we provide financial incentives for teachers to “match” the standards

5. What Cincinnati Did • Identified 16 standards across 4 domains • Domains are: • Preparation • Classroom Environment • Teaching • Professionalism

6. Teaching Levels • Apprentice • Novice • Career • Advanced • Accomplished

7. Apprentice Teacher • Beginning Teachers • Must exit level in two years • Need only score 2’s in each domain • Conforms to current practice

8. Novice Teacher • Teacher “learning” the profession • Must exit level in 5 years, although the expectation is in 3rd year • Must get 3’s in all domains • First two years are focused on professional development

9. Career Teacher • Teacher is good, solid performer • Can remain at this level for the rest of career • Once they “top out” in salary, continue to get across-the-board increases • Expectation that teachers will get training to move up to higher levels

10. Advanced Teacher • Teacher must have a 4 in”teaching” domain and a 4 in one other domain • Expectation that this is level of most veteran teachers • Eligible for lead teacher credentials

11. Accomplished Teacher • Teacher is at highest levels of practice • Must have 4’s in all domains • Eligible for lead teacher credentials • Compensation is higher than currently available

12. Money

13. Pay for Roles ($5,500) Lead Teacher Coach Mentor Program Facilitator Consulting Teacher Team Leader More Money • Additions to Base • BA+150 + 535 • Masters + 4091 • Masters+30 + 1778 • PhD + 3000 • Skill Blocks • 1-3 years • 500-1000 per year

14. Consequences of a Poor Evaluation • If loss of pay would result - another comp. evaluation the following year to verify the result. Then loss of pay occurs. • If 2’s on any domain - teacher placed on intervention and assigned mentor • If 1’s on any domain - teacher could be non-renewed

15. Issues We Faced - Design • Who Evaluates • Role of Student Test Scores • Money • Simplicity v. Completeness in standards & rubrics

16. Issues We Faced - Ratification • Separating evaluation and pay • Protection from administrators • Cynicism • Why do this? • Money - is it really there?

17. Issues We Face - Implementation • Teacher Evaluator Caseloads • Teacher Anxiety • Training of Evaluators • “Boo-boo’s”

18. Why Do This? • It focuses on what is important - teaching and student achievement • Contractual Obligation • Current system is indefensible • Take control of the issue • Teachers controlled the process • Completes vision of professionalism • Changes accountability discussion