1 TIPA Teacher Incentive Performance Award November 4, 2009.
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Transcript of 1 TIPA Teacher Incentive Performance Award November 4, 2009.
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TIPA
Teacher Incentive Performance Award
November 4, 2009
Current Monetary Initiatives/Incentives
• Step Increases awarded to certificated staff each year as a result of successful completion of the previous year and attendant appropriate acceptable evaluation of said employee.
• Incremental salary increases awarded to staff as a result of having attained additional/higher educational achievements/certifications (hours, advanced degrees).
• National Board Certification stipends awarded as well as monies provided to staff toward attaining National Board Certification.
• Monies provided to staff toward attaining advanced certifications.
Current Monetary Initiatives/Incentives
• Monies provided to schools for economically disadvantaged students.
• Monies provided to schools to allow lower class size at the elementary level, K-3 Class Size Reduction Grants.
• Monies provided through Title I programs for additional staffing to meet the needs of at-risk student populations.
Current Monetary Initiatives/Incentives
• Monies provided to schools for Limited English Proficient students.
• Monies previously provided to schools for attaining designation as a “School of Excellence.”
• Monies provided to schools to participate in conference and professional development activities through subject area supervisors.
• Monies as grants provided to schools through the Education Foundation.
Rationale for a Performance Award
The High Cost of Education
vs.
The Higher Cost of Not Educating Children
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Goals - TIPA1. Implement a plan for a teacher/school
“performance award” that is financially sound, and further, that can be constrained, maintained, or expanded according to funding resources available.
2. Provide a monetary “performance award” to identified teachers/schools for their students’ achievement* attained at a clearly defined high level of performance.
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Goals - TIPA3. Implement a plan for a teacher/school
“performance award” that is supported by the majority of staff and stakeholders.
4. Implement a plan for a teacher/school “performance award” that addresses the need to place highly effective teachers with children at risk who will benefit from improved academic performance.
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Goals - TIPA
5. Implement a plan for a teacher/school “performance award” that helps improve (mitigate) the “migration” of teachers from schools/courses with many academically challenged (“at risk”) children.
Contacts• Core Team Meetings • Principal Meetings – Thirty-six elementary
principals, eleven middle school principals, and nine high school principals
• Subject Area Supervisors Meetings– All subject area supervisors
• Classified Staff –members of the classified staff including school representatives
Contacts• Evening Stakeholders Meetings – Three
separate evening stakeholder meetings were held at the Kelly Leadership Center.
• School Faculty Meetings – Five different school faculties including partial or whole faculties from one high school, two middle schools, and two elementary schools. Partial faculties were typically 10-15 staff, and a whole faculty was approximately 90 staff.
Contacts• Other staff – Special Education, Finance,
Student Services, OSMAP
• Accountability – multiple meetings
Where to next…
• CTAC – Community Training Assistance Center, Bill Slotnik, Executive Director
• Core Team – Nov. 9• TIPA Proposal – due to Board Clerk - Nov. 16• Superintendent’s Staff review – Nov. 18• TIPA Proposal to Board for Information – Dec. 2• TIPA Proposal to Board for Action – Dec. 16