merit award program the school district of lee county merit award program training november 2007
TRANSCRIPT
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Merit Award ProgramThe School District of Lee County
Merit Award Program TrainingNovember 2007
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MAP Program Contents
• MAP Overview• Learning Gains Orientation• Orientation to the Final
Performance Assessment• Evaluation Timeline
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Merit Award Program Overview
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Performance Pay FY08 and FY09
What is MAP?• Merit Award Program• MAP replaces STAR• All Instructional and School-based
Administrative Personnel are eligible• Provides for an assessment and merit
award based on the performance of students
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MAP continues
• No application necessary• Remain employed by September 1 the
following year• 5% award based on average teacher’s
salary• Cannot be based on experience or
length of service or base salary• Must be able to administer end of
course exams based on SSS.
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MAP continues
• Based on performance of students assigned to teacher’s classroom (or sphere of influence).
• Based on learning gains, academic proficiency or both as measured by state-wide tests or district-determined instruments based on the Sunshine State Standards.
• 75% of MAP evaluation is based on learning gains.
• 25% of MAP evaluation is based on supervisor’s evaluation.
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Learning Gains Orientation
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Instructional Silos
• The goal of developing Instructional Silos is to place teachers in sub-groups of similar teaching assignments as equitably and as fairly as possible.
• For example, World History teachers will be grouped with other World History teachers and not with Language Arts teachers.
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Instructional Silos
• Due to the new district assessment process, teacher silos will be updated this year to reflect current teaching assignments and district assessment categories.
• “School-Wide Silos” will continue to be used for instructional personnel without students directly scheduled (Guidance Counselor, Media Spec, etc.)
• Semester 2 student schedules will be utilized when developing district instructional silos
• Silo development will include consideration of the teacher assignment within the district
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Instructional Silos – cont.
• Instructional personnel will be divided into grade levels: Elementary, Middle, High School
• Once divided into grade levels, teachers will be sub-divided into instructional groups (silos) based on their primary teaching assignment
• Prior to the end of the 3rd quarter, Principals and teachers may meet to confirm and/or reconcile silo assignments
We appreciate everyone’s effort in making this process work as well as possible.
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Learning Gains
Plan Policies:
• Learning gains will make up 75% of final score.
• FCAT scores will be used where applicable (grades/ subjects tested by FCAT)
• SAT-10 scores will be used where applicable (grades K-2)
• Courses/areas not related to FCAT/SAT-10 subjects or grade levels, will utilize District Pre/Post Tests
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Learning GainsPlan Policies (continued):
• Gains for teachers without students assigned will be based on school-wide FCAT scores.
• Students assigned to teachers at Survey 3 time (February) will be included.
• Only students enrolled in the same school in October and February will be included.
• Only students with both pre and post-test scores will be included.
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Learning Gains
Gains Calculation:
Step 1: Achievement level of students on pre and post-test is determined.
Step 2: Total points for each teacher are determined by placing student scores in a value table.
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Learning Gains
Sample Value Table
Middle FCAT Reading
Prior Year Level
Current Year Level
Low 1 High 1 2 3 4 5
Low 1 0 110 315 405 500 600
High 1 -50 70 160 265 325 450
2 -70 -50 130 180 300 425
3 -150 -105 -75 175 240 260
4 -200 -180 -135 -65 225 250
5 -250 -200 -150 -130 35 240
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Learning Gains
Gains Calculation:
Step 3: Teachers are ranked by value table points within their silo.
Step 4: Ranking within silo is converted to 75 points.
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SDLC Final Performance Assessment for MAP
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Performance Evaluation based on
• Ability to maintain appropriate discipline – Learning Environment
• Knowledge of Subject Matter
• Assessment
• Ability to establish and maintain a positive collaborative relationship – Role of Teacher
• Florida Educator Accomplished Practices
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Final Performance Assessment Overview
• Revised Teacher Assessment Instrument• Each Performance Indicator has 5 levels• Guidelines have been developed which will
help administrators and teachers distinguish among the 5 different performance levels
• 5 proficiency levels• Outstanding• High Performing• Satisfactory• Needs Improvement• Unsatisfactory
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Web-based Resources supporting MAP
• Final Performance Assessment• Guideline for the Final Performance
Assessment• MAP Plan• MAP FAQs• MAP presentation and video tutorials• State Performance Pay Web-site• http://www.leeschools.net/dept/hr/MAP08.htm
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Thank you for your attention
For more information please contact:______________________________