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Rewarding Excellence in Instruction and Leadership REIL “Update” Education Service Agency Developing Talent • Enhancing Careers • Improving Student Learning Outcomes for Today’s Session By the end of this session, you will be able to: share the meaning of the acronym “REIL.” state at least two ways the REIL grant affects you, as a teacher. REIL Need Why Implement a Performance-Based Management System? The Need for REIL Impact of Principal and Teacher on Student Achievement Average School/ Average Teacher Highly Ineffective School/ Highly Ineffective Teacher Highly Effective School/ Highly Ineffective Teacher Highly Ineffective School/ Highly Effective Teacher Highly Effective School/ Average Teacher Highly Effective School/ Highly Effective Teacher Student Percentile Entering Student Percentile Leaving 50th 50th 50th 3rd 50th 37th 50th 63rd 50th 78th 50th 96th Source: McREL REIL Goals and Objectives Measuring Our Progress Achieving REIL Change REIL Goals and Objectives At a Glance p.5 Goal 1: Ensure students graduate college-and-career ready by increasing student achievement & growth in all content areas. Goal 2: Enhance careers for effective teachers & principals by implementing a fiscally sustainable PBCS. Goal 3: Develop talent in teaching & leading through a sustainable, comprehensive program of performancebased evaluation & support. Objective 1.1: By June 2013, 100% of Alliance School Districts will implement a data management system so that ALL teachers & principals will use data to inform and improve instruction. Objective 2.1: By June 2013, 100% of Alliance School Districts will implement performance pay for effective teachers & principals by providing differential & substantial compensation based on demonstrated performance. Objective 3.1: By June 2014, 100% of Alliance School Districts will implement and validate a rigorous, transparent, and fair evaluation system with inter-rater reliability that uses multiple evaluations & measures to determine teacher/principal effectiveness. Objective 1.2: By June 2014, 100% of Alliance School Districts will implement a value-added model for ALL teachers & principals. Objective 2.2: By June 2015, 100% of Alliance School Districts will identify and/or reallocate non-TIF funds to sustain performance-based compensation model. Objective 3.2: By June 2011, 100% of Alliance School Districts will implement a communication structure to ensure that teachers and principals will understand the specific measures of teacher and principal effectiveness included in the performancebased evaluation system. Objective 1.3: By June 2015, there will be a 10 percentage point increase in the percentage of students meeting or exceeding the State standard, and a 15 percentage point decrease in students falling far below the standard in Statetested STEM content areas. Objective 2.3: By June 2015, 100% of Alliance School Districts will provide financial incentives to recruit & retain effective teachers in hard-to-staff positions. Objective 3.3: By June 2013, 100% of Alliance School Districts will implement a high quality professional development & support system for teachers and principals linked to the performance-based evaluation system. Timeline for Evaluation System At a Glance p. 6 Timeline for Compensation System At a Glance, p. 6 REIL Input Communication & Collaboration A dynamic communication and involvement structure will support implementation and problem resolution. Outcomes for Today’s Session By the end of this session, you will be able to: share the meaning of the acronym “REIL.” state at least two ways the REIL grant affects you, as a teacher. Contact April Castillo REIL Field Specialist You may contact email me via email at [email protected] 602-506-2896