the college ready promise advisory panel meeting #4 may 2012

www.aspirepublicschools.org

THE COLLEGE READY PROMISE ADVISORY PANEL MEETING #4MAY 2012

“Having a high-quality teacher over four consecutive years could close the achievement gap.” – Daniel Fallon, Brookings Institute

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We will:• Work to solve problems.• Honor all ideas and voices.• Do what we say we will do when we

say we will do it.• Have an “all for one, one for all”

attitude.• Show respect through punctuality

and active listening. (no cell phones/email)

Norms

Agenda

1. Survey Buzz & Quick Updates (10 mins)

2. SGP Cut Points & Determining Initial Effectiveness Level

(50 mins)

3. Career Path (20 mins)

4. Febreze & the Purple Planet (25 mins)

5. Closing & Survey (15 mins)

1. Panelists will share experience with student/peer surveys and learn TCRP updates.

2. Panelists will review and provide feedback on pending SGP and Effectiveness level policy decisions.

3. Panelists will review and provide feedback on draft of Career Path matrix.

4. Panelists will discuss “Cues and Rewards” to increase use of the PP.

5. Panelists complete survey.

Agenda: Objective:

04/20/2023 4

QUICK CHECK: Please list “+s” and “ ‘s” on the survey matrix provided.

What’s the Buzz? (5 min)

Survey +’s(What worked?)

‘s

(What should we change?)

Student

Peer

Parent

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Quick Updates (5 mins)

Measure Teacher Input Where We Are

Formal Observations

Teammate survey requesting feedback on TCRP rubric. ANDEnd of year survey capturing feedback on all aspects of TCRP.

Using Teammate feedback to inform both rubric revisions and enhancements to the formal observation process.

Informal Observations

Mayra Vega, Godzilla Team member, is conducting teacher interviews to learn teacher preference for informal observation tools/processes.

Aspire’s i3 grant is focused on developing new tools for informal observations to improve frequency and effectiveness.

Surveys Your feedback today. We’ll incorporate your feedback and lessons learned to inform next year’s battery of surveys.

SGP On going Focus Groups for Non tested subjects. Your feedback today related to SGP Cut Points.

All feedback will be used to inform policy decisions made by the Senior Leadership Team.

TEACHERSUPPORTS!!!

Aspire Film Festival & AspirED Talks!

Ongoing film festival competition with IPAD or Iphone giveaway!

Agenda



(50 mins)




1. Panelists will share experience with student/peer surveys and learn of newly launched PP supports.





Agenda: Objective:

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Issue 1: SGP Cut Points

Individual(ELA, Math, Science &

History)

School-wide (Untested Teachers, K-

2, & Electives) Entering 0 - 24 NA

Emerging 25 – 39 0 – 39

Achieving 40 – 60 40 – 50

Highly Effective

61 – 74 51 – 65

Master 75 – 100 66 -100

Rationale:• Low Growth < 40• Moderate Growth 41-60• High Growth 61-100

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Yearly Reporting:– Option A: “Pool” SGPs across subjects/grades– Option B: Allow teachers to choose their “highest” SGP

from subjects taught

Issue 2: A teacher’s annual median SGP

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Yearly reporting of a teacher’s median SGP

Multiple SGPs based on subjects/courses taught.

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Reporting Multiple Years of SGP for Evaluation Purposes– Option A: “Pool” SGPs across subjects/grades from

multiple years– Option B: Allow teachers to choose their “highest” SGP

from prior 2 years

Issue 3: A teacher’s median SGP over multiple years

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Issue 4: Formal Observation Cut Points

% of Ratings at Level 3 & 4

% of Ratings at Level 4

Entering <40%

Emerging 40%-69%

Achieving 70%-80%

Highly Effective

>80% <=50%

Master >80% >=50%

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Below Meeting Exceeding

Formal Observation Below Meeting Exceeding

Individual SGP Below Meeting Exceeding

Informal Observation

Below Meeting Exceeding

Student Survey Below Meeting Exceeding

Peer Survey Below Meeting Exceeding

Parent Survey Below Meeting Exceeding

Individual SGP generated from CST results (2 years)

Issue 5: Overall Effectiveness Level

Determines initial

placement

Career Continuum Entering ~ Emerging ~ Achieving ~ Highly Effective ~ Master

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RECOMMENDATION #4: Formal Observation Cut Points

% of Ratings* at Level 3 & 4

% of Ratings* at Level 4

Entering <40%

Emerging 40%-69%

Achieving 70%-80%

Highly Effective

>80% <=50%

Master >80% >=50%

* Based on % of 29 indicators rated as part of formal observation process.

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How are SGP and Formal Observation scores combined to determine a teacher’s initial effectiveness level? (Fall 2013)

RECOMMENDATION #5: Overall Effectiveness Level

Overall Effectiveness Level

SGP Score Formal Observation

Score Entering Entering Entering

Emerging Emerging Emerging

Achieving Achieving Achieving

Highly Effective Highly Effective Highly Effective

Master Master Master

NOTE: We’ll use informal observation, student, parent, and peer survey data to inform final placement on effectiveness scale.

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Let’s Discuss!!!

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Agenda



(50 mins)







4. Panelists will discuss “Cues and Rewards” to increase use of the Purple Planet.


Agenda: Objective:

The Career Path!

How do we recognize our great teachers?

TCRP Career PathResidents

Entering Teacher (first 2 years)

Induction Candidate

Emerging Teacher

Induction Candidate

Aspire Presenting Teacher

Summer Training Facilitating Teacher

FBAR

Achieving Teacher



FBAR Induction Coach

Leaders Lead Presenter

Relocating Teacher (Focus Schools)

Lead Teacher (Not recommended up to Principal discretion)

Highly Effective Teacher






Lead Teacher

National Board Certified (n/a)

Model Teacher

Mentor Teacher

Master Teacher






Lead Teacher

National Board Certified (n/a)

Model Teacher

Mentor Teacher

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Think: What is your reaction to

the TCRP Career Path matrix?

Jot: Write down glows, concerns,

or questions.

Round Robin Share: Taking

turns, share one idea that you

wrote down. Continue sharing

until time runs out.

Round Robin Share

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• Opportunities to see other schools/districts• Formal team teaching & learning• Self-directed professional development budget • Participation in a network-wide Master Teacher Cohort • Opportunities to observe high performing schools and teachers

regionally or nationally • Preferred access to special PD experiences• Special luncheon • Teach Plus• Hope Street Group Fellow• America Achieves Education Champions Fellow• Student Achievement Partner Fellow

Other Options?

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What are your thoughts?

What are other ways to recognize our teachers along the Career Path?

Agenda



(50 mins)









Agenda: Objective:

1. Teachers and Principals and Coaches have asked (rightly so) that we make sure that TCRP is not just evaluation and feedback tools but support tools too.

2. We thought up the “Purple Planet” (originally the staircase) and found Jason Lange who happened to be dreaming up his first company.

3. Though it’s taken longer than we hoped, we will roll it out this summer.

4. Now we are terrified nobody will use it(!)

The Problem

Can Febreze help?

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• The “New York Times” did an article on Target and market research

• It’s largely an article about figuring out why people form habits when they form them

• One part of the story is about Febreze…

The Story

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It completely eliminated pet odor

and cigarette smells

Febreze created a great product

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So the marketers went into the field to figure out why

And they learned that most people with pets and cigarettes didn’t notice the smells

But nobody was buying it

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Who actually were buying Febreze…

And asked, “When do you us it?” (trying to understand their habit)

So then they studied people

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Cue: When do I do that habit (use Febreze)?

“I use it after cleaning a room – I just spritz it a few times to make the room smell nice.”

Reward? Why do I do that (use Febreze)?

“It’s like a little celebration – Yea, I am done cleaning that room!”

(like checking things off your to do list – so little but so pleasurable somehow!)

They found a pattern:

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Two questions:

If habits are easier to form (or break!) when we know the cues and identify the rewards we think we are getting from them, then:

a. What would help us develop more “smart habits” or “effective teaching moves” in our classrooms? (BIG -- for later conversation)

b. What would help us begin to use the Purple Planet and get the support we think they’ll find there? (Smaller -- for now)

So what is the connection to us?

CUES

WHEN would you use Purple Planet:• Right after formal?• Right before informal?• Right before PLP?• Right after PLP?• During team time?• During staff meeting time?• In 1:1 with coach or Lead or

colleague or…?• After you figured out how to be

really good at something might you log on to share what you figured out?

REWARDS

WHAT would feel like a reward?• Some message from a

colleague or your principal or coach or…

• Some image or graph showing your progress or…?

Questions to consider

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Think

Pair

Share

Thanks for thinking about this!!

What are your thoughts?

Agenda



(50 mins)









Agenda: Objective:

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Survey & Closing

Thank you for your time and valuable feedback this

past year!

Have a fantastic Summer!

the college ready promise advisory panel meeting #4 may 2012

Documents

panelists complete survey

mins sgp

survey matrix

teammate feedback

surveysyour feedback

tcrp sgp

mins career path

pending sgp