1. Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises Tony Milanowski, Westat MCESA Summit December 5, 2013 Working with a Leader: Reflections of a TA Provider

2. 2 Overview 1. An Outsider’s View of Some Significant Accomplishments 2. Where might MCESA lead next?

3. 3 An outsider’s view: Where does MCESA run with the leaders? REIL observation instrument design Peer evaluation Rater training & inter-rater agreement REIL observation score differentiation Transition to performance-based salary schedule

4. 4 Inter-Rater Agreement

5. 5 Teacher Observation Score Distribution

6. 6 Transition to Performance-Based Salary Schedule How do folks get used to performance-based pay after decades of the traditional schedule? ▪ Graduated, meaningful bonuses ▪ Salary augmentation (e.g., Master Educator, Turnaround Teacher & Principal) Get the performance measures right first! MCESA’s phase-in transition to a performance- based schedule

7. 7 TIF 5 may de-emphasize PBCS and support broader efforts to support & improve educator quality. Will probably continue emphasis on human capital management systems. Where might MCESA lead next? Increasing the coherence of HCMS Human capital analytics

8. TIF 4: Using Evaluation Results for HCM Decisions Evaluation Results Target Recruitment to Proven Sources of Effective Educators Individual Educator PD Planning Contract Renewal/ Retention/Tenure School/District-wide PD Planning Layoff Performance- Based Compensation Placement/Transfer Promotion

9. HCM Strategic Coherence Framework LEA Goals for Improved Student Learning LEA Strategies for Improving Student Learning Educator Roles in Implementing Strategies What Educators Need to Know & Be Able to Do (Competencies) Design & Execution of HCM Policies & Programs at LEA & School Level Recruitment Selection Assignment/Deployment Induction/Mentoring Performance Management Professional Development Compensation Tenure/Termination/Layoff HCM Outcomes Acquisition/Deployment Development Motivation Retention

10. 10 Human Capital Analytics HCM metrics: track how well HCM system components are working to attract, develop, motivate, and retain educators with the needed competencies ▪ What is our rate of turnover, by performance level? Sets the stage for ‘data-driven’ HCM program design ▪ What are the causes of avoidable turnover of high performers? ▪ What PD interventions actually help teachers improve instructional practice & student growth?

11. 11 More on HCM Systems Case study: You’ll Never be Better Than Your Teachers: The Garden Grove Approach to Human Capital Development http://www.cacollaborative.org/sites/default/files/CA_Collaborati ve_Garden_Grove.pdf Strengthening the Educator Workforce Through Human Resource Alignment (Heneman & Milanowski) http://www.cecr.ed.gov/pdfs/CECR_HRA_Paper.pdf Strategic Management of Human Capital in Education case studies http://www.smhc-cpre.org/resources/