TAP Performance Pay Incentives A Basic Overview Fall

TAP Performance Pay Incentives A Basic Overview Fall 2012 1

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

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

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

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

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.

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

Criteria for TAP Performance Pay

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.

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

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 school’s achievement growth. • Master and Mentor teachers receive additional compensation based on their added roles and responsibilities.

How Teacher Compensation is Determined Tested Grades & Subjects Individual Student Value-added 20% Achievement 20% 30% Determined By Approved Testing School-wide Value-added Student Achievement 20% Teacher Skills, Knowledge & Responsibilities 50% Determined by Evaluations using TAP Rubrics and Responsibility Survey

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

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

Review Teacher Evaluation Requirements In Brief Requirements Career Mentor Master 4 4 4 Announced ≤ 2 ≤ 2 Unannounced ≥ 2 ≥ 2 Self Evaluations 4 4 4 Number of Evaluations Of the 4 evaluations must have one for each teacher completed by: Administrator Master Teacher Mentor Teacher Responsibility Survey must Mentor Teacher, be completed on teacher Master Teacher by: Average is used. Administrator Master Teacher [Mentor Teacher] Administrator [Master Teacher] [Mentor Teacher] Career Teacher, Master Teacher Administrator(s) Career Teacher, Mentor Teacher Administrator (s) Average is used.

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

Domain Weights by Career Pathway Career Mentor Master Instruction 75% 60% 40% Designing and Planning Learning Environment Responsibilities Survey Score 15% 15% 5% 5% 20% 40%

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

Evaluator Weights … An Example Evaluations done … Of Career Teacher By a Mentor Teacher 20% By a Master Teacher 35% By an Administrator 35% Self Evaluation 10%

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”.

SKR Summary Career Teacher Skills, Knowledge, & Responsibilities - 50% Rubric Indicators (Minimum Averaged Score must be 2. 5 or above) Mentor Teacher Skills, Knowledge, & Responsibilities - 50% Rubric Indicators (Minimum Averaged Score must be 3. 5 or above) Master Teacher Skills, Knowledge, & Responsibilities - 50% 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 – 20% Responsibilities – 40% Growing& Developing, Professionally, Reflecting on Teaching Evaluators 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% Self – 10% Administrator Review – 55% Self – 10%

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

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

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 student’s historical data, compared with similar schools/students across the state.

What do TAP Value-Added Scores Represent? • A “ 3” represents a full year’s 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

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. 2

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. üA score of 4 would earn a greater proportion of the pay pool. üA score of 5 would earn even a greater proportion of the pay pool.

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. ü A score of 5 allows the school access to 100% of the available pool, to be distributed to the teachers. ü A score of 4 allows the school access to 75% of the available pool, to be distributed to the teachers. ü A score of 3 allows the school access to 50% of the available pool, to be distributed to the teachers.

How Teacher Compensation is Determined Tested Grades and Subjects Individual Student Value-added 20% Achievement 20% 30% Determined By Approved Testing School-wide Value-added Student Achievement 20% Teacher Skills, Knowledge & Responsibilities 50% Determined by Evaluations using TAP Rubrics and Responsibility Survey

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

Test Yourself: TRUE or FALSE 1. Teacher evaluations/responsibilities scores (SKR) and valueadded 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.

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.

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

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 Mary. Ann. Harmon@la. gov for more information.