2. When students succeed, we all win 2013-20142012-20132011-20122010-2011 Working together for meaningful change School Board Union Superintendent

3. Helping students achieve by helping teachers excel

4. Goals of the Initiative Empowering Effective Teachers initiative aims to: –Improve student achievement by focusing on excellence in teaching Helping students achieve by helping teachers excel –Ensure every classroom has a highly effective teacher –Especially high-needs students –Increase the percentage of students who graduate ready for college/career

5. Elevating the teaching profession by supporting teacher development

6. Induction for New Teachers Provide more mentoring support to new teachers –Goal: keep promising new teachers in the district and help them accelerate their professional development. 86% of last year’s first year teachers returned compared to 72% the year before! Mentors are being selected from among the district’s most effective teachers –More than 600 teachers applied –Selected mentors will receive intensive training Mentors will work with and guide new teachers on a weekly basis for their first two years –Focus on building teachers’ instructional skills Supporting teachers as professionals

7. Empowering Effective Teachers: Overview Supporting teachers as professionals Human resource capabilities Talent management Student Outcome Goals Foundational infrastructure Recruitment and placement Induction Evaluation Professional Development Career ladder & compensation Define postsecondary readiness Set bold yet attainable 7-year goals Intensive 2-year induction program Fully released mentor / evaluators Significant hurdles to tenure Redesigned evaluation instrument –40% determined by student gains Roving, fully released expert evaluators Curricula tied to state standards Aligned pacing guides, lesson plans, and formative assessments Robust pre- and post-tests School scorecards Performance dashboards for principals and teachers Bolster recruiting personnel Provide high-quality staffing support to principals Close link to evaluation and identified developmental needs Performance-based career ladder and salary supplements Incentives to teach high-needs students Realign strategy around high-quality applicant pools Tailor strategies to key shortage areas (eg, early hiring in math) Principal evaluation and compensation tied to student gains Leadership and working conditions Priority: Employee communications Performance management system Instructional supports & assessments Expanded Renaissance Schools Program to include additional middle schools and three high schools Will launch Lawson Talent Acquisition Module in Late 2011 Expanded Recruitment More Pre-Contract binders, especially ESE New Teacher Center Mentor Evaluators for first year teachers Principal Peer VAM Trained Peer Evaluators Over 30,000 observations Adjusted timelines New Principal Evaluation Val-Ed Aligned Catalog with Danielson Rubric Video training in rubric Summer PD aligned with observation data Extensive PD for evaluators in the form of PLCs “Next Steps” as a part of the post conference process IBM has begun the creation of a data dashboard scorecord Performance Management System Expanded Assessment Department to improve our processes Communication of change in many ways partnering with Hill and Knowlton Greatteachers Teacher Forums Pop-ups Podcasts Website To ensure that communication is two way: Surveys Focus Groups Biweekly meetings

8. Teacher Evaluations: More Input, More Balance Teacher evaluations more balanced, meaningful Principal's Written Evaluation Based Upon Charlotte Danielson’s Frameworks Gains in Student Achievement Based Upon the Calculation of an Experienced Consultant Mentor/Peer Evaluator's Written Evaluation Based Upon Charlotte Danielson’s Frameworks 30% Before Before 0% 30 % 40% 100% Principal’s Written Evaluation After

9. A Look at the Rubric Helping students achieve by helping teachers excel

11. An observation cycle…. When students succeed, we all win 2013-20142012-20132011-20122010-2011 Teacher completes a short questionnaire on his/her lesson, then conferences with the observer Full lesson observation (usually including conversations with students) Post-conference between teacher and observer to review things that went well, things that could have gone better, and next steps to greater success

12. When students succeed, we all win 2013-20142012-20132011-20122010-2011 How observations become an evaluation score

13. Assessing student learning: Value-added measures When students succeed, we all win 2013-20142012-20132011-20122010-2011 For each student we ask…… What score was made on the pretest(s)? What is the previous level of reading/math achievement? Is the student an ESE student? If so, what category? Is the student an ELL student? Is the home language English? Is the student younger/older than the grade level cohort? How often did the student change schools? What did last year’s attendance look like? What are the characteristics of the student’s neighborhood?

14. Multiple measures increase validity When students succeed, we all win 2013-20142012-20132011-20122010-2011 Pre-measures can include a variety of scores: Final exams from a previous course Stand alone pretest PSAT Previous Achievement in reading and math Post-measures are a combination of: FCAT Final district course exams AP and IB exams ESE specific measures Stanford 10 or similar standardized achievement tests

15. For Principals, Too – a New Evaluation Approach Principal evaluations also more balanced Gains in Schoolwide Student Achievement Based on the Calculation of an Experienced Consultant Other Factors Attendance & Discipline Facilities & Audits Retention of Effective Teachers Evaluation of Teachers Gains by Level 1 & 2 Students 30% 10% Input from Teachers and Area Director in 360-degree Val-Ed Principal Effectiveness Survey 30% 100% Evaluation from Area Director Before After

16. Professional Development is at the Heart of EET No district can fire its way to excellence. HCPS believes that it is a district responsibility to support struggling teachers and help them achieve. The new evaluation system provides rich data that allow schools and individuals to plan a professional development calendar to address the indicated needs. Trainings in Higher Order Thinking Skills, Differentiated Instruction, and a new series based on the book Teach Like a Champion, are examples of programs designed to help teachers achieve. Teacher evaluators undergo the most extensive training to ensure accurate, consistent, fair evaluations. Supporting teachers as professionals

17. Supporting effective teaching with information technology ALIGNING THE PERCEIVED NEEDS WITH PROFESSIONAL DEVELOPMENT

18. Teacher Survey: Feedback regarding peer evaluators Feedback from peers Respect: Did the peer evaluator treat you with respect? Professionalism: Was the observation cycle conducted in a professional manner? Relevance: Did you receive feedback? Relevance: Did you receive it in a timely manner? Reliability: Was the peer evaluator on time? Communication: Did the peer evaluator contact you at least a week prior to schedule your observation?

19. Teacher Survey Regarding Peer Observations Survey respondents: 6,079 teachers 98% 99% 96% 97% 2%98%

20. Email us at: greatteachers@sdhc.k12.fl.us greatteachers@sdhc.k12.fl.us Or visit us on the website: empoweringteachers.mysdhc.org When students succeed, we all win