MISSION POSSIBLE EXPANSION PROJECT MPIII District Launch January 7, 2011.

MISSION POSSIBLE EXPANSION PROJECT

MPIII District Launch January 7, 2011

Desired Outcomes

Understand the Purpose of Mission Possible and Dispel Misconceptions

Understand the Teacher Incentive Fund Grant

Justification for the Pay for Performance Model

Chosen

Logistics

Discuss Alignment of GCS Departments

Identify Next Steps

Anticipation-Reaction Guide

Mission Possible Expansion Program

Program Overview- History

Year ProgramNumber of

Schools

2005 Mission Possible 20

2006 Cumulative Effect 2

2006 Teacher Incentive Fund I 8

2010 Teacher Incentive Fund III 20

EQ: What are the factors that should be considered when designing an effective pay-for-performance program?

Designing a Pay-For-Performance Model

Carousel Brainstormingthe Tough Design Questions

Who should be incented? What should be incented? Where should incentives come from? Why should incentives be offered? When should incentives be offered? How should incentives be offered?

Who?

All teachers? All employees? Teachers of tested subjects? Teachers of hard-to-staff subjects? Administrators? Teams? Grade Levels?

What?

AYP?Attendance?

Contract signing?Contract renewal?

Test scores? Achievement or growth?Professional Development attendance?

Degree attainment?Years of experience?

Where?

Redirect from current salary schedule? Title I funds? Title II funds? IDEA? Grants? Philanthropic?

Why?

To increase student achievement? To recruit effective teachers? To retain effective teachers? To improve working conditions and

morale? To incent professional growth?

When?

After completion of workshops?

Upon hire as a spot bonus? Monthly as a part of the

regular paycheck? Upon receipt of test scores? End of the year in one lump

sum?

How?

Monetary? Release time? Smaller class sizes? Preferred staffing? Professional growth opportunities? Provision of additional

equipment/supplies?

The Final Answer

It Depends!

Program Overview- Purpose

Recruit, retain and reward effective teachers in hard to staff schools for the purpose of increasing student achievement.

Teacher Incentive Fund III (TIF III)

2010 funding for new TIF grants: $437,000,000

Range of awards: $5,000,000-$10,000,000 Average size of awards: $7,500,000 TIF Evaluation awards: $1,000,000-

$2,000,000 Number of awards: 40-80 Project period: 60 months Final application deadline: July 6, 2010 Award date: September 30, 2010

Program Overview- School Selection

Low percentages of teachers with high VAD

High teacher turnover

High percentage of students living in poverty

TIF III Recommended Schools

1. Allen Jay Elementary

2. Archer Elementary

3. Bluford Elementary

4. Brightwood Elementary

5. Frazier Elementary

6. Hunter Elementary

7. McLeansville Elementary

8. Montlieu Elementary

9. Murphy Traditional Academy

10. Peck Elementary

11. Rankin Elementary

12. Sedgefield Elementary

13. Sumner Elementary

14. Vandalia Elementary

1. Eastern Middle School2. Guilford Middle School3. Jamestown Middle School4. Kiser Middle School5. Northeast Middle School6. Southern Middle School

Program Overview- Funding Sources

Program200

5200

6200

7200

8200

9201

0201

1201

2201

3201

4

Mission Possible

20 20 20 20 20 20

30Cumulative Effect

2 2 2 2 2

Teacher Incentive Fund I

8 8 8 8 8

Teacher Incentive Fund III

20 20 20 20 20

Local Foundation

Federal

TIF III National Research Questions

What is the effect on student achievement of a performance based bonus compared to an across the board 1% annual bonus?

Are there differences in the composition and effectiveness of teachers and principals between these two types of bonuses?

Are there any differential effects on recruitment and retention of teachers and principals?

Government Performance and Results Act(GPRA Goals)

1. Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness

2. Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals

Mission Possible Expansion Logic Model

Recruitment Incentives (All Schools)

IncentivePrincipal

sSecondar

y Math

EC: OCS &

Adaptive;MS

Science

3-5 Classroom; 6-8

ELA

High VAD Spot Bonus (one time only)

$5,000 $5,000

Hard-to-Staff Incentive(annually recurring)

$5,000 $5,000 $5,000 $2,500

Mission Possible Expansion Logic Model

Professional Development (All Schools)

Schoolwide (aligned to measures of effectiveness) NC Professional Teaching Standards EVAAS & Value Added Data

Need-targeted (aligned to teaching standards) Leadership Diversity Content Facilitating Learning Reflective Practice

Mission Possible Expansion Logic Model

Leadership Incentives (All Schools)

Leadership Role Incentive

Teacher Leader (6 per school)-Provide teacher training in EVAAS/VAD, NC Professional Teaching Standards-Coach teachers in application of training-Aid in EVAAS/VAD analysis on the school level-Aid in prescribing need-targeted professional development-Host peer observations-Participate in feedback sessions based upon observations-Facilitate reciprocal observations

$2,000+ annual

Teacher Leadership

retreat

Mentor Teacher (unlimited per school)-Complete mentor training-Serve as a mentor to two or more beginning teachers-Complete all required mentor logs and paperwork

$500

National Research Design

Program Component

Incentive Schools Bonus Schools

Recruitment Incentives

Leadership Incentives

Professional Development

MPIII Program Specialists

Performance Incentives

Annual Bonus (1%)

Mission Possible Expansion Logic Model

Incentive Schools

Incentive PrincipalsSecondar

y Math

EC: OCS & Adaptive;

MS Science

Grade 5 Classroo

m; 6-8 ELA

All other licensed faculty

All classified

staff

Individual Performance IncentivesLevel 4 VAD

$4,000 $2,000

Level 5 VAD

$12,000 $6,000

School-wide ABC Performance IncentivesExpected Growth

$5,000 $1,000 $1,000 $1,000 $1,000 $500

High Growth

$15,000 $1,500 $1,500 $1,500 $1,500 $750

Bonus Schools

ALL staff (certified & classified) receive a guaranteed one-time bonus equal to 1% of their total annual salary.

For example:A teacher making $42,000 annually will receive a 1% bonus of $420.

Evaluation Responsibilities

All teachers and principals must be evaluated two times per school year by a trained observer with all data (e.g., observation and artifacts) being uploaded to McREL.

Teachers “off-cycle” may be evaluated through peer observations.

Training will be provided by the Mission Possible office.

Principal’s Toolkit

Includes:Letter to parentsE-mail to staffFAQsTalking PointsDistrict Launch PowerPoint

Sherry WycheProgram [email protected]

Alignment of Services

We’ve All Got a Piece of the Pie

Improving

Academic

Achievement

Mission Possible

III Curriculum &

Instruction

Lateral Entry

Professional

Development

Formative

Assessment

Federal and

Special Program

s

Principals

Induction &

Success

Regional Executiv

es

Government Performance and Results Act(GPRA Goals)

1. Changes in LEA personnel deployment practices, as measured by changes over time in the percentage of teachers and principals in high-need schools who have a record of effectiveness

2. Changes in teacher and principal compensation systems in participating LEAs, as measured by the percentage of and LEAs personnel budget that is used for performance-related payments to effective (as measured by student achievement gains) teachers and principals

Mission Possible Program Specialists

Help teachers interpret and apply their VAD and benchmark data

Identify and grow teacher leaders

Assist principals in recruiting, recommending and retaining highly effective teachers

Develop and deliver need-based PD on NCPTS

Write or review benchmarks ………………

Train mentors ….……………

Hire or fire ……………………………………………………..…………..

Provide district-wide PD

What we do: What we don’t do:

Mission Possible Program Specialists

Use our team of MPIII experts to create differentiated plans of support for individual teachers

Work with administrators to influence school climate/culture

Conduct peer-observations and provide feedback

Collaborate with other GCS departments to ensure alignment of services

Provide content-focused, universal support …….…………………………

Dictate ……………………………….

Evaluate teachers ………………………………

Replace the services of any department

What we do: What we don’t do:

Alignment of Services

On each of your T-Charts, list what you believe each department does and does not do as it relates to services they provide to schools.

Be prepared to share out with the entire group.

Advisory Committee

WHO? Members from various departments across the

district

WHY? To ensure alignment between the Mission

Possible program and other GCS departments

WHEN? Quarterly