Student achievement is our focus.
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www.eagleschools.net Student achievement is our focus. The quality of the teacher has the greatest impact on student achievement.
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Student achievement is our focus. The quality of the teacher has the greatest impact on student achievement. Eagle County Schools. Serves the Vail and Eagle River Valleys in the Central Rockies Including ski resorts of Vail and Beaver Creek 6,344 students in Fall 2011 Hispanic: 49.9% - PowerPoint PPT Presentation
Transcript of Student achievement is our focus.
Student achievement is our focus.
The quality of the teacher has the greatest impact on student achievement.
www.eagleschools.net
Eagle County SchoolsServes the Vail and Eagle River Valleys in the Central Rockies
Including ski resorts of Vail and Beaver Creek6,344 students in Fall 2011
‒ Hispanic: 49.9%‒ English Language Learners: 37.3%‒ Percent Free/Reduced Lunch: 42.5%
18 Schools/Campuses1 Preschool Center9 Elementary Schools3 Middle Schools2 Traditional High Schools, 1 Alternative High School, 1 ESL High School1 Ski & Snowboard Academy (5-12)1 K-8 Public School1 K-8 Charter School
890 employees497 certified teachers
www.eagleschools.net
01-02 Mill levy passes, planning begins
02-03 1st 5 schools
03-04 2nd 5 schools
04-05 3rd (final) 5 schools
October 2006 Teacher
Incentive Fund grant
March-June 2007
67% of district office admin
leaves
07-08 interim
superintendent
08-09 new (and current)
superintendent
Timeline of Implementation
www.eagleschools.net
ECS Demographic & CSAP Trends2002-2011
2002 2003 2004 2005 2006 2007 2008 2009 2010 201120
30
40
50
60
70
80
68 67 67 67 6764
6668
71 72
30 32
28
3437
41
Read-ing*
% FRL
Perc
ent
* CSAP Data Reflect % Proficient or Advanced Across All Grades
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Poverty & Non Poverty CSAP GAP TrendsReading 2008-2011
2008 2009 2010 201120
30
40
50
60
70
80
90
77 79 81 83
4248 52 54
Non-Poverty
Poverty
35% 29% 29%31%
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Poverty & Non Poverty CSAP GAP TrendsMath 2008-2011
2008 2009 2010 201120
30
40
50
60
70
80
90
5964 68 71
35 39 43 47
Non-Poverty
Poverty
24% 25% 24%25%
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Poverty & Non Poverty CSAP GAP TrendsWriting 2008-2011
2008 2009 2010 201120
30
40
50
60
70
80
90
63 67 6974
29 33 37 39Non-Poverty
Poverty
34% 32% 34%34%
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unsati
sfacto
ry
needs im
prove
ment
meets
expec
tations
commen
dable
high perf
orming
exem
plary
2% 3%
39%
11%
31%
13%
Teacher Effectiveness in ECS SY09-10
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Teacher Effectiveness in ECS SY10-11Unsati
sfacto
ry
Needs Im
prove
ment
Profes
sional
- Mee
ts Ex
pectati
onsPro
fessio
nal - C
ommendab
le
High Perf
orming
Exce
ptional
0%
10%
28% 26%
31%
7%
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Teacher Effectiveness in ECS SY11-12
Unsatisfacto
ry (0%)
Needs Impro
vement (9%)
Commendable (24%)
Meets
Expec
tations (35%)
High Perfo
rming (2
7%)
Exemplary (5
%)
0%
9%
24%
35%
27%
5%
www.eagleschools.net
Elements of Reform Effort
1. Multiple Career Paths 2. Ongoing, Applied Professional Growth 3. Instructionally-Focused Accountability
4. Performance-Based Compensation
www.eagleschools.net
100% teaching 70%
teaching
30% teaching
70% release
Career Teachers Mentor Teachers Master Teachers
Multiple Career Paths
30% release
Master teachers – 1:14-16 Mentor teachers – 1:4-6
Strengths & Opportunities• Leadership opportunities for teachers• Those practicing the craft (well) are
leading others who are learning
Challenges & Barriers• Supply of quality candidates• “Us” vs “them” attitude (non-
participating teachers)
www.eagleschools.net
Ongoing, Applied Professional GrowthCluster Groups (aka Professional Learning Communities)
Focus on individual student, teacher and school achievement Account for grade-level, subject or departmental differences Leadership is provided by both the Mentor and Master teachers Function most effectively with 4-6 teachers participating Meet a minimum of 60 minutes weekly (during contract time)
Strengths & Opportunities• Teacher collaboration – intense
learning about practice• Creates team culture in building and
across district
Challenges & Barriers• Cost• Effective processes for effective
collaboration (“show and tell” vs deep learning)
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Instructionally-Focused Accountability & Performance Compensation
1. Individual Teacher Evaluation Scores• Weighted, final score (master and principal evaluations)• Annual salary increase
2. Student Achievement Index• TCAP, ACT, NWEA-MAP• Annual bonus
Strengths & Opportunities• Evaluation and reflection typically lead
to professional growth – better teaching• Financial incentives in an industry
atypical in terms of salary structure
Challenges & Barriers• Cost• Qualified evaluators• Student-to-teacher linkages
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Our advice . . . • Relationships and collaboration are key
‒ Understand the motivations of all stakeholder groups‒ Just start
• Anticipate roadblocks ‒ Think and plan for all that you can, and you’ll be forgiven for most of what’s unanticipated‒ Obvious issues that appear unanticipated cause doubt and mistrust
• Commit to continual evolution‒ You’re never done
Discussion
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Contact Information
Dr. Sandra [email protected]@SandraSmyser
Traci WodlingerDirector of Professional [email protected]
