harrison county, co evaluation and compensation system
DESCRIPTION
Harrison County, CO Evaluation and Compensation System. Harrison’s demographics. 693 teachers 10,600 students 74% free and reduced lunch 72% minority Urban, located within the city of Colorado Springs. Harrison’s new salary schedule. - PowerPoint PPT PresentationTRANSCRIPT
Harrison County, CO Evaluation and Compensation System
Harrison’s demographics
693 teachers 10,600 students 74% free and reduced lunch 72% minority Urban, located within the city of Colorado
Springs
Harrison’s new salary schedule
Novice Progressing Proficient Exemplary Master
I I II I II III I II I
$35,000 $38,000 $44,000 $48,000 $54,000 $60,000 $70,000 $80,000 $90,000
Each year, teachers are evaluated and assigned to one of nine effectiveness levels:
Top salary
Before: $68,000 Now: $90,000
How teachers are rated:
50/50
Classroom observation
Student Achievement
Six traditional metrics1. Quality of instruction2. Student engagement
3. Effective strategies and practices
4. Curriculum alignment
5. Classroom management
6. Other criteria
A combination of 8 measures that involve: 1. Classroom scores on both the
state test and district ssessments
2. School-wide scores on the state test
3. A student achievement goal set by the teacher
Classroom observations Frequent “spot observations” of all teachers (10 to
15 minute walk throughs). Non-tenured teachers 8 times each semester. Tenured teachers 4 times each semester.
All teachers are formally observed 2 times a year. All teachers receive 1 summative evaluation each
year, summarizing the spot and formal evals, and determining annual rating and salary.
State tests
As federal law requires, all students in grades 3 through 10 are tested by the state in language arts, mathematics and science.
District tests Every grade and subject administers “progress
monitoring assessments”4 common assessments during the year
2 assessments administered at the end of semester In non-tested subjects and grades, the district’s
teachers have agreed upon a set of performance measures. Retired teachers evaluate teachers each year on a set of
standard performance metrics
Teachers must meet an objective standard of performance to progress from one level to another.
District established a “target distribution” range for each of the 8 effectiveness levels
District intentionally established a positively skewed distribution (meaning the majority of current teachers would be found proficient and progressing)
District set “cut scores” for each level that was based on past student achievement data, so that the actual distribution would approximate our target distribution.
The student learning measures for a 4th grade teacher
The specific measures vary grade to grade, subject to subject.
Weight Type Tested subjects
25% Classroom score on STATE test Reading, writing, math
25% Classroom performance on DISTRICT summative test (2x/yr)
Reading, writing, math, science
25% Classroom performance on DISTRICT progress monitoring test
Reading, math and writing
12.5% School-wide score on STATE test Reading, writing, math
12.5% Teacher’s own selection of a goal for student achievement
--
Multiple measures brought to life
State Tests District (Performance) District (Summative) District (Progress monitoring Individual goal set by teacher
The student learning measures for a 10th grade English teacher
The specific measures vary grade to grade, subject to subject.
Weight Type Tested subjects
25% Classroom score on STATE test Reading, writing, English
25% DISTRICT tests (summative; administered 2x year)
Reading, writing, communicating
25% DISTRICT test (Progress monitoring and timed constructed response)
Reading, writing, communicating
12.5% School-wide score on STATE test Reading, writing, math
12.5% Teacher’s own selection of a goal for student achievement
--
The student learning measures for a high school AP English teacher
The specific measures vary grade to grade, subject to subject.
Weight Type Tested subjects
12.5% Classroom score on STATE test Reading, writing, English
37.5% AP Exams English
25% DISTRICT tests (summative; administered 2x year)
English
12.5% Schoolwide score on state tests Reading, writing, math
12.5% Teacher’s own selection of a goal for student achievement
--
The student learning measures for a high school art teacher
The specific measures vary grade to grade, subject to subject.
Weight Type Tested subjects
25% DISTRICT performance test (end of year performance; external scoring)
Art
25% DISTRICT summative test Art
25% DISTRICT TESTS (Progress monitoring and timed constructed response)
Art
12.5% Schoolwide score on state tests Reading, writing, math
12.5% Teacher’s own selection of a goal for student achievement
--
Art Grade 3 In the space below, create an abstract or realistic drawing of an animal.
Use at least two different shapes.
Use at least one type of line.
Show balance in the drawing.
Your drawing will be scored on: Are all parts of the drawing neat and finished?How well were shapes, line, and balance used?
A sample of performance measures for non-tested teachers
A before picture
Unsatisfactory Progressing I Progressing II Proficient I Proficient II Proficient III Exemplary0
5
10
15
20
25
30
35
40
45
50
0
13
23
47
11
42
Where teachers fall on the scale: 2010-2011 Results
And after: The results produce a standard bell curve, reflecting true performance.
What happened in the first year (2010-2011)
Modest achievement gains in most areas: Significant growth at high school level
25% of the teacher workforce left: Includes retirements, non-renewals, and resignations Majority of teachers leaving were not rated proficient or higher.
Actual distribution came close to the target distribution. Overall percentage of money spent on salaries remained the
same.
How often are teachers eligible for a raise?
Teachers are eligible for advancement each year. The fastest a current teacher can make it to the top “Master” level
is 6 years A novice teacher can make it in 8 years.
A teacher can stay at the same level indefinitely. However, ineffective teachers will eventually be moved out
A teacher can be downgraded but only after receiving low marks three years in a row.
Its easier to get promotions at the lower levels than higher. An exceptionally distinguished teacher can skip a level one time in a
career.
How Harrison pays for its plan:
It is not an incentive pay plan. It uses the same percentage of general fund dollars as before that
went to teacher salaries Teachers receive no raises associated with experience or
advanced degrees. Teachers are not paid to attend professional development. District eliminated extra pay for mentoring or department
chairs. MOST IMPORTANT: Teachers don’t get raises every year. Every three years, the district will decide if a Cost of Living
raise is in order.
How it is manageable:
Only the district can decide if a teacher qualifies for the four top levels of effectiveness. District staff evaluates these teachers.
All school levels have assistant principals who also evaluate teachers and are trained to be instructional leaders.
If rate of promotions is not financially sustainable, cut scores can be adjusted.
Teacher satisfaction:
In a survey conducted in the fall of 2010:69% of staff agreed that compensation should be
based on performance and student achievement results
Only 13% disagreed55% of staff agreed that a pay for performance
plan would be good for students’ academic success
Only 14% disagreed