1. Ensuring Equitable Access to Excellent Educators in Virginia: An Overview Virginia Department of Education Teacher Equity Webinar Series January 26, 2016 Rescheduled to February 23,2016

2. Background for Virginia Initial equity plan submitted in 2006 Updates in 2009, 2010, and 2012 Highly qualified (HQT), Experience, Out-of-Field data elements Six areas of focus for strategies: Data Systems Teacher Preparation and Out-of-Field Teaching Recruitment and Retention Professional Development Working Conditions Policy Coherence

3. New plans were submitted to the U.S. Department of Education on June 1, 2015, including the following: Analysis of state data to identify equity gaps Consideration of root causes of equity gaps Identification of strategies linked to root causes Engagement of teachers, principals, districts, parents, and community organizations Process for ongoing monitoring and reporting Overview of Excellent Educators for All Initiative

4. Statute States must develop plans to ensure that “poor and minority students are not taught by unqualified, inexperienced, or out-of-field teachers at a disproportionate rate than students in other schools.” (Section 1111(b)(8)(C)) Elementary and Secondary Education Act of 1965 (ESEA), as amended by the No Child Left Behind Act of 2001 (NCLB)

5. Definitions

6. Key Terms Qualified teacher – meets the definition of “highly qualified” for the subject being taught Highly qualified requires: Minimum of Bachelor’s degree; Virginia teaching license with endorsement in area being taught; and Demonstration of content knowledge (either through content major or passing the appropriate Praxis test) Inexperienced teacher – in first year of teaching Out-of-Field teacher – teacher assigned to teach content area outside area of endorsement

7. Key Terms High-poverty/low-poverty – highest/lowest 25 percent using poverty quartiles as used in Consolidated State Performance Report (CSPR) High-minority/low-minority – highest/lowest 25 percent of schools using same methodology as determining poverty quartiles for CSPR. “Minority” is defined as “non-white.” Effectiveness – Currently determined at local level. Challenges with statewide definition of teacher effectiveness based on evaluations. Examined school-level performance in initial analysis. Topic of future discussions.

8. Data Analysis and Equity Gaps

9. Data Analysis (Initial) Data Elements (2013-2014): Highly Qualified Teachers (HQT) by School, Division, State Free/Reduced Lunch Data Student Enrollment by Ethnicity Title I Schools – Focus/Priority School and division level performance: Meeting Federal AMOs State Accreditation Special Education Enrollment by School/Division English Learner Enrollment by School/Division Content Area Endorsements

10. Data Analysis: Achievement (Percent of Schools Meeting Federal AMOs) Percent of Schools Meeting All AMOs Percent of Schools Meeting Reading/ English AMOs Percent of Schools Meeting Mathematics AMOs Percent of Schools Meeting Federal Graduation Indicator All schools51.377.561.276.9 High-poverty schools26.674.145.376.0 Low-poverty schools66.591.474.177.8 Gap39.917.328.81.8 High-minority schools28.952.945.067.8 Low-minority schools60.082.769.385.3 Gap31.129.824.317.5

11. Data Analysis: HQT Distribution of Highly Qualified Teachers According to Poverty 2006 HQT (2005-2006) HQT 2013-2014 State96.898.8 High-Poverty Elementary96.698.7 Low-Poverty Elementary98.599.3 Gap1.9.6 High-Poverty Secondary93.597.8 Low-Poverty Secondary98.199.1 Gap4.61.3

12. Data Analysis: HQT Distribution of Highly Qualified Teachers According to Minority Quartiles 2006 HQT (2005-2006) HQT 2013-2014 State96.898.8 High-Minority Schools95.998.7 Low-Minority Schools98.198.9 Gap2.2.2

13. Data Analysis: Inexperienced Teachers Previous Definition (three years or less) Percent inexperienced teachers in 2006 report Percent inexperienced teachers in 2012 update (from 2010-2011 data) All schools24.618.2 High-poverty schools24.722.8 Low-poverty schools22.216.3 Gap2.56.5 High-minority schools28.922.8 Low-minority schools21.314.9 Gap7.67.9

14. Data Analysis: Inexperienced Teachers Current Definition (one year or less) DIVISION LEVEL ANALYSIS Percent inexperienced teachers 2013-2014 All schools4.8 High-poverty school divisions5.8 Low-poverty school divisions4.5 Gap1.3 High-minority school divisions5.8 Low-minority school divisions3.8 Gap2.0

15. Data Analysis: Special Populations Percent Special Education Students Percent English Language Learners All schools12.77.6 High-poverty schools13.910.9 Low-poverty schools12.56.0 Gap1.44.9 High-minority schools13.116.6 Low-minority schools12.91.1 Gap.215.5

16. Data Analysis: Out of Field Highly Qualified Teachers According to Content Area and LEA Poverty Quartile ArtElementaryEnglishForeign Language History/ Social Science MathematicsMusicScienceSpecial Education State 99.499.398.999.198.797.899.997.899.1 High- poverty Divisions 99.0 98.997.398.698.999.796.097.3 Low- poverty Divisions 99.599.699.299.698.898.199.898.799.7 Gap.5.6.32.3.2-.8.1.72.4 Mathematics and science were areas with the lowest overall HQT percentages. The greatest gaps between high- and low-poverty schools were in the areas of foreign language and special education. Highly Qualified Teachers According to Content Area and Division Poverty Quartile

17. Data Analysis: Out of Field Highly Qualified Teachers According to Content Area and Division Minority Quartile ArtElementaryEnglishForeign Language History/ Social Science MathematicsMusicScienceSpecial Education State 99.499.398.999.198.797.899.997.899.1 High- minority Divisions 99.399.098.898.998.396.599.797.298.2 Low- minority Divisions 99.6 98.998.099.097.899.796.1100 Gap.3.6.1-.9.71.30-1.11.8 Mathematics and science were areas with the lowest HQT percentages. The greatest gaps between high- and low-minority schools were in the areas of mathematics and special education. Highly Qualified Teachers According to Content Area and Division Minority Quartile

18. Data Analysis: English as a Second Language (ESL) - State Level In 2013-2014: Sixteen divisions served English Language Learners (ELLs), but had zero teachers with ESL endorsement. Number of ELL students ranged from 1-84; Mean of 19.8. ELL population growth (1 year) in these divisions ranged up to 76 percent. Fourteen other divisions had at least one endorsed ESL teacher, yet still had some classes taught by non- endorsed teachers.

19. Percent Divisions With Unendorsed ESL Teachers 2013-2014 All school divisions21.9 High-poverty school divisions24.2 Low-poverty school divisions18.2 Gap6.0 High-minority school divisions21.2 Low-minority school divisions18.2 Gap3.0 Unendorsed ESL Teachers Serving ELLs

20. Key Gaps: Review Experience: Inexperienced teachers in high-minority divisions Out of Field: ESL endorsed teachers in high-poverty divisions Foreign language teachers in high-poverty divisions Special education teachers in high-poverty and high- minority divisions Mathematics teachers in high-minority divisions

21. Root-Cause Analysis and Strategies Overview

22. Root Causes Common Root Cause Categories Teacher Preparation Recruitment Working Conditions Professional Development Unique Root Cause Categories Mathematics ESL

23. Strategies for Addressing Equity Gaps

24. Additional teacher preparation in working across the following areas may be beneficial: Diverse needs of at-risk students; High-minority or high-poverty populations; and Different grade spans. Insufficient numbers of teacher candidates are becoming licensed or endorsed for high-needs content or specialty areas. Teacher demographics do not reflect student demographics in high-needs schools. Teacher preparation programs at various state institutes of higher education (IHEs) are of disparate quality. Teacher Preparation Root Causes

25. The VDOE periodically revises the Licensure Regulations for School Personnel and the Regulations Governing the Review and Approval of Education Programs in Virginia to ensure that these standards reflect current needs of Virginia’s teaching work force. VDOE continually works to strengthen the teacher preparation approval process. The Virginia Teaching Scholarship Loan Program provides scholarship funding for pre-service teachers to enter a high- needs school. Teacher Preparation: Current Strategies

26. Teacher Preparation: Recommended Strategies The IHEs should: Strengthen alignment of teacher preparation program training, such as clinical experience, and practical classroom experiences. Consider placing teachers in a variety of schools to gain experience in diverse settings. Strengthen diversity education in teacher preparation coursework so that all educators have an understanding of the needs of different subgroups of students such as students in poverty, English language learners, and students with disabilities. The VDOE should: Strengthen regulatory oversight of teacher preparation programs to ensure consistent program delivery across the state. Strengthen preparation of teacher candidates to better prepare them for working in high-poverty and/or high-minority schools.

27. Action Steps StepPersonnel Involved A workgroup will be established to recommend short and long-term goals and action steps around teacher preparation, to include discussions about clinical experiences, diversity training, and better preparation for working in high-poverty or high- minority settings. VDOE, IHEs

28. The teaching profession is not afforded prestige and respect by the public. Many rural school divisions are unable to: Attract enough qualified candidates to meet demands; Offer competitive salary packages and other incentives in comparison to more urban or affluent neighboring divisions; and Offer an attractive quality of life to younger teachers. Recruitment Root Causes

29. The VDOE and school divisions should initiate a public service campaign to highlight the positive aspects of the teaching profession and school successes, such as “I Am the One” for special education or the former “Teachers Rock” campaign. The VDOE should make an online statewide recruitment tool available as a resource to recruit teachers. School divisions should use a variety of hiring strategies to attract teachers to hard-to-fill positions. For example: Host regional job fairs; Advertise through career centers at regional institutes of higher education; Revise hiring timeline to be able to provide “early contract” options; Provide signing bonuses; and/or Offer loan forgiveness incentives or highlight existing loan forgiveness options. Recruitment: Recommended Strategies

30. Action Steps StepPersonnel Involved A workgroup will be established to recommend short and long- term goals and action steps for development of campaign to highlight the teaching profession. VDOE, IHEs, stakeholders Renew statewide teacher recruitment database.VDOE Develop opportunities to highlight effective hiring strategies from successful high-poverty or high-minority school divisions (e.g., webinar series, conference presentations, etc.) VDOE, school divisions

31. Many teachers experience stress or “burnout” due to intensive demands and expectations, such as: State or federal documentation requirements for instruction to certain subgroups; State or federal school improvement requirements; and Uncompensated duties such as remediating students or tutoring. Some school divisions do not provide sufficient support for school administrators. Many teachers feel they do not have enough leadership opportunities or voice in decision-making. Working Conditions Root Causes

32. Working Conditions: Current Strategies The VDOE provides targeted assistance to school divisions with schools required to implement state or federal school improvement requirements to identify achievement gaps and improve academic achievement. The state School Leaders Licensure Assessment measures whether entry-level school administrators have the relevant knowledge necessary for competent professional practice. Regional Principal Coaching Initiatives strengthen school leadership through development of targeted mentoring programs for school administrators. Specialized leadership training initiatives in the area of special education provide valuable training for school and division leaders: The Aspiring Special Education Leaders Academy is a year-long program designed for educators who aspire to be in a leadership position and who are not currently a special education director. The New Special Education Directors Academy offers seminars throughout the year addressing relevant in-depth topics for new special education directors.

33. Working Conditions: Recommended Strategies School divisions should: Strengthen school leadership in high-needs schools by placing accomplished principals at these schools; Provide division-level support to principals and other school leaders to ensure they are able to properly support teachers; and Consider conducting a working conditions survey to accurately identify sources of stress for teachers that impact long-term stability in employment.

34. Action Steps StepPersonnel Involved Implement school leadership training series.VDOE, school divisions Conduct webinar highlighting effective uses of working conditions surveys by school divisions. VDOE, school divisions

35. Some school divisions lack comprehensive training and support programs for teachers, including: Ineffective mentoring programs; Lack of job-embedded coaching in content areas; Lack of collaborative work groups, or professional learning communities, to address high-needs subgroups; and Lack of sufficient teacher training on instructional strategies to address content gaps. Professional Development: Root Causes

36. Region VIII Education Center for School Improvement Technical Training and Assistance Centers (T/TAC) State Agency for Higher Education (SAHE) Teacher Quality Activities grants Mathematics Institute: Math Classrooms that Work for Students with Disabilities Co-teaching demonstration sites VDOE Content Teaching Academies Professional development to educators working with ELLs at no cost Title III Statewide Consortium Conference Professional Development: Current Strategies

37. School divisions should: Establish pre-service and in-service division-level support structures Encourage effective regional collaboration Collaborate with regionally-based IHEs to enhance professional development support for teachers. VDOE and school divisions should promote and encourage regional collaboration for joint professional development offerings. Professional Development: Recommended Strategies

38. Action Steps StepPersonnel Involved Develop a plan to highlight effective professional development models from successful high-poverty or high-minority school divisions (e.g., webinar series, conference presentations, etc.) VDOE, school division representation

39. Because of the demand for mathematics majors to enter other professions, most school divisions are unable to offer salaries that are competitive with the private non-education sector of the workforce. Teachers who enter the profession through the career-switcher program are not required to complete the student teaching requirements of candidates in teacher preparation programs, which may contribute to higher attrition of career switchers whose classroom experience is different than they anticipated. Elementary teachers of mathematics may not have the content- area expertise needed for effective instruction. The course assignments allowed within certain mathematics endorsements are not sufficiently varied. Mathematics: Root Causes

40. The Virginia Middle School Mathematics Teacher Corps places mathematics specialists in high-needs middle schools. Mathematics and Science Partnership (MSP) grants fund professional development opportunities in high-needs schools. VDOE Mathematics Content Institutes provide in-depth content training to teachers to enhance content knowledge and instructional strategies. Science, Technology, Engineering, and Mathematics (STEM) Teacher Recruitment and Retention Incentive Awards provide incentives to attract and retain teachers in STEM content areas to work in high-needs schools. Mathematics: Current Strategies

41. Encourage IHEs to develop a pilot program designed to prepare pre-service mathematics teachers to work in high- needs schools. School divisions should design “Grow Your Own” programs to increase diversity in the mathematics teaching force. Examples: “Call Me Mister” program at Clemson University which recruits young black males to the teaching profession “Teacher Cadet” program at local high schools Mathematics: Recommended Strategies

42. Action Steps StepPersonnel Involved Convene workgroup to develop recommendations and develop action steps regarding pilot pre-service preparation programs for mathematics teachers. VDOE, IHEs Develop opportunities to highlight effective grow-your-own strategies from successful high-poverty or high-minority school divisions (e.g., webinar series, conference presentations, etc.) VDOE, school divisions

43. Many school divisions face challenges planning for unexpected increases in English language learner enrollment. Because the ESL-endorsement is often sought after a teaching license is obtained, many teachers cannot absorb the additional expense of the 24 credit hours associated with the ESL endorsement. Insufficient numbers of teachers are dually endorsed for ESL and special education. Teachers face challenges passing the Praxis exams for foreign language endorsements. ESL: Root Causes

44. The VDOE has partnered with certain IHEs to offer no-cost ESL endorsement programs for teachers in school divisions with critical ESL endorsement shortages. EducateVA is an alternate route certified career switcher program that provides ESL endorsement opportunities to candidates through community colleges. ESL: Current Strategies

45. School divisions should create a cohort of teachers already employed by the school division to complete ESL endorsement programs. Consideration should be given toward the development of regional cohorts as well. The VDOE should continue to develop and offer opportunities for teachers in high-need divisions to enroll in ESL endorsement or certificate programs at a reduced rate or no cost. IHEs should create cohorts of pre-service teachers to work with cohorts of practicing teachers seeking ESL endorsements. ESL: Recommended Strategies

46. Action Steps StepPersonnel Involved Dedicate a full-time position at VDOE for professional development for teachers of ELLs. VDOE Plan and coordinate programs to assist high-need school divisions to increase the number of ESL teachers on staff. VDOE, school divisions, IHEs

47. Upcoming Webinars Promising Practices: Professional Development Tuesday, March 22, 2016 Recruitment and Hiring Practices Tuesday, April 19, 2016 Promising Practices: Grow Your Own Initiatives Tuesday, May 3, 2016 Local Teacher Equity Data Analysis and Strategy Development Tuesday, May 17, 2016 Introduction to Working Conditions Surveys Tuesday, June 7, 2016 Equity Planning for Providing Services to English Language Learners Tuesday, June 21, 2016 All sessions will begin at 10:30 a.m.

48. 2015-2016 Coordinators' Academy

49. Contact Information Carol Sylvester Education Coordinator (804) 371-0908 Carol.Sylvester@doe.virginia.gov Tiffany Frierson Title II/ Title IV Specialist (804) 371-2682 Tiffany.Frierson@doe.virginia.gov 2015-2016 Coordinators' Academy