1. TAP Performance Pay Incentives A Basic Overview 1 Fall 2012

2. Planning the Message for Performance Pay Incentives OBJECTIVES To gain an understanding of the criteria for performance pay incentives in TAP. To develop knowledge of specific ways that this understanding can be communicated and celebrated before, during, and following the actual awarding of performance incentives.

3. TAP Elements of Success Instructionally Focused Accountability Multiple Career Paths Performance- Based Compensation Ongoing Applied Professional Growth

4. One Element of TAP… Not Done in Isolation Performance- Based Compensation

5. Performance Pay is about … Building the teaching profession Building teacher quality Building student achievement Rewarding performance

6. REMEMBER … Our primary focus is about instruction in the school and the effect it has on student learning. The data used to calculate Performance Pay can help us become better informed about what we should do to improve student achievement at our school.

7. People are funny about money. Have you ever noticed that? When TAP is first introduced to a school, teachers will say, Oh, its not about the money! When schools are completing their first year of TAP, the teachers say, Oh, its not about the money! When preliminary evaluation and student scores begin to roll in, teachers continue to say, Oh, its not about the money! But when payout time comes, Its about the money!! So, why is performance pay always the BIG question?

8. Criteria for TAP Performance Pay

9. Test Yourself: TRUE or FALSE 1. Teacher evaluations/responsibilities scores (SKR) and value-added scores are the two criteria used to determine teacher performance pay in TAP. 2. The indicators on the TAP Instructional Rubric count more in calculating an SKR than do those on the Planning and Designing or the Environment Rubrics. 3. The scores of all types of evaluators (administrators, master teachers, and mentor teachers) are weighted the same. 4. Master and mentor teachers must have higher SKR scores than career teachers to be eligible for payout. 5. Performance incentive pay is one of the TAP key elements of success and is closely integrated with the other three elements.

10. Criteria to Reward Teacher Performance 1. Skills, Knowledge, and Responsibilities (SKR) a teacher exhibits as evaluated during classroom observations 2. Value-added gains the teacher produces in his/her classrooms achievement 3. Value-added gains the school produces in student achievement Teacher Instructional Growth Student Achievement Growth

11. TAP Performance-Based Compensation All teachers in TAP schools have the opportunity to earn additional pay each year based on their performance in the classroom, their students achievement gains, and the entire schools achievement growth. Master and Mentor teachers receive additional compensation based on their added roles and responsibilities.

12. 20% How Teacher Compensation is Determined Tested Grades & Subjects 20% Teacher Skills, Knowledge & Responsibilities 50% IndividualStudentValue-addedAchievement 30% School-wideValue-addedStudentAchievement 20% Determined By Approved Testing Determined by Evaluations using TAP Rubrics and Responsibility Survey

13. 50% 50% Determined By Approved Testing Determined by Evaluations using TAP Rubrics and Responsibility Survey Teacher Skills, Knowledge & Responsibilities School –wide, Value-added Student Achievement How Teacher Compensation is Determined Non-Tested Grades & Subjects

14. Skills, Knowledge and Responsibility (SKR) Evaluations/Classroom Observations Responsibility Surveys

15. RequirementsCareerMentorMaster Number of Evaluations444 Announced222 Unannounced222 Self Evaluations444 Of the 4 evaluations must have one for each teacher completed by: Administrator Master Teacher Mentor Teacher Administrator Master Teacher [Mentor Teacher] Administrator [Master Teacher] [Mentor Teacher] Responsibility Survey must be completed on teacher by: Mentor Teacher, Master Teacher Average is used. Career Teacher, Master Teacher Administrator(s) Average is used. Career Teacher, Mentor Teacher Administrator (s) Average is used. Review Teacher Evaluation Requirements In Brief

16. Did You Know? The 4 Domains on the TAP Teaching Standards are weighted differently for different types of teachers.

17. Domain Weights by Career Pathway CareerMentorMaster Instruction75%60%40% Designing and Planning 15% Learning Environment 5% Responsibilities Survey Score 5%20%40%

18. Did You Also Know? Evaluators scores are weighted differently.

19. Evaluator Weights … An Example Evaluations done …Of Career Teacher By a Mentor Teacher20% By a Master Teacher35% By an Administrator35% Self Evaluation10%

20. Did You Also Know? There are minimum SKR requirements to be eligible for the Teacher Performance component of the Performance Pay Incentive. Master teachers must earn a SKR of no less than 4. Mentor teachers must earn a SKR of no less than 3.5. Career teachers must earn a SKR of no less than 2.5.

21. SKR Summary CareerMentorMaster Teacher Skills, Knowledge, & Responsibilities - 50% Rubric Indicators (Minimum Averaged Score must be 2.5 or above) Rubric Indicators (Minimum Averaged Score must be 3.5 or above) Rubric Indicators (Minimum Averaged Score must be 4 or above) Designing /Planning Instruction – 15% Instruction – 75% Instruction – 60% Instruction – 40% The Learning Environment – 5% Responsibilities – 5% Responsibilities – 20% Responsibilities – 40% Growing& Developing, Professionally, Reflecting on Teaching Staff Development, Instructional Supervision, Mentoring, Community Involvement, School Responsibilities, Growing and Develop Professionally, Reflecting on Teaching Staff Development, Instructional Supervision, Mentoring, Community Involvement, School Responsibilities, Growing and Develop Professionally, Reflecting on Teaching Evaluators Mentor Review - 20% ------- Master Teacher Review - 35% Master Teachers Review – 35% Administrator Review - 35% Administrator Review – 55% Self – 10%

22. Teacher Instructional Performance 50% of a TAP Teachers Performance Pay Incentive is based on the teachers Skills, Knowledge and Responsibility (SKR) Score … So what about the other 50%??

23. Student Achievement Performance Student Performance is measured Using Value-Added Growth Measures … the other 50%??

24. What is Value-Added? Traditional school accountability measures emphasize where the student is at the end of the school year (attainment). Value-added emphasizes the growth that takes place during the school year. Value-added assessment considers the amount a student is projected to grow, based on the students historical data, compared with similar schools/students across the state.

25. What do TAP Value-Added Scores Represent? A 3 represents a full years academic growth compared to expected performance for the year based on previous tests as well as comparison to similar students. A 4 represents more than one year of growth A 5 represents significantly more than one year of growth A 2 represents less than one year of growth A 1 represents significantly less than one year of growth

26. Did You Also Know? Just as there are minimum SKR requirements to be eligible for the Teacher Performance component of the Performance Pay Incentive, there are minimum value-added scores for teachers and schools to be eligible for the Student Achievement Growth component of the Performance Pay Incentive. 26

27. Value-Added QUALIFYING Scores The minimum classroom-level value-added score that qualifies an individual for a proportion of the performance incentive pay tied to Student Achievement Growth is 3. A score of 4 would earn a greater proportion of the pay pool. A score of 5 would earn even a greater proportion of the pay pool.

28. Value-Added QUALIFYING Scores The minimum school-wide value added score that qualifies the teachers in the school for a share in the performance incentive pay tied to Student Achievement Growth is 3. A score of 5 allows the school access to 100% of the available pool, to be distributed to the teachers. A score of 4 allows the school access to 75% of the available pool, to be distributed to the teachers. A score of 3 allows the school access to 50% of the available pool, to be distributed to the teachers.

29. 20% How Teacher Compensation is Determined Tested Grades and Subjects 20% Teacher Skills, Knowledge & Responsibilities 50% IndividualStudentValue-addedAchievement 30% School-wideValue-addedStudentAchievement 20% Determined By Approved Testing Determined by Evaluations using TAP Rubrics and Responsibility Survey

30. 50% 50% Determined By Approved Testing Determined by Evaluations using TAP Rubrics and Responsibility Survey Teacher Skills, Knowledge & Responsibilities School –wide, Value-added Student Achievement How Teacher Compensation is Determined Non-Tested Grades and Subjects

31. Test Yourself: TRUE or FALSE 1. Teacher evaluations/responsibilities scores (SKR) and value- added scores are the two criteria used to determine teacher performance pay in TAP. 2. The indicators on the TAP Instructional Rubric count more in calculating an SKR than do those on the Planning and Designing or the Environment Rubrics. 3. The scores of all types of evaluators (administrators, master teachers, and mentor teachers) are weighted the same. 4. Master and mentor teachers must have higher SKR scores than career teachers to be eligible for payout. 5. Performance incentive pay is one of the TAP key elements of success and is closely integrated with the other three elements.

32. When Payout Occurs… Information disseminated to district/school from LDE in fall District /School will verify data and notify LDE of any errors Communication with school staff will begin after total district verification of data is complete. Individual teacher information will be treated with strict confidentiality.

33. TAP Evaluation and Compensation (TEC) Guide … for detailed explanation and examples of calculations RESOURCES

34. Additional PD Opportunity TAP Evaluation and Compensation (TEC) Workshops Designed to build capacity of school/district staff to understand TAP Evaluation and Compensation ½ day workshop Held in Baton Rouge on Nov. 5-6, 2012 and Feb. 5-6, 2012 Contact MaryAnn.Harmon@la.gov for more information.MaryAnn.Harmon@la.gov