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CONNECTICUT STATE DEPARTMENT OF EDUCATION
Talent Office
Bureau of Leadership Development
Connecticut’s 2015 Plan to Ensure Equitable Access to Excellent Educators
Data Workshop
November 16, 2015
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Welcome & Introductions
Agenda, Meeting Outcomes & Norms
Review Background: CT’s 2015 State Equity Plan
Understanding CT’s Equity Gaps analysis and data sources
Exploring data trends for Retention (Equity Gaps 3&4)
Exploring district/LEA level trends data(Equity Gaps 1, 2, 3&4)
Identifying Strategies & Sharing Focus Areas for addressing Equity
Gaps
Closing & Next Steps
Agenda8:30am-12:00
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Norms for Collaborative Learning
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
U.S Department of Education
By June 1, 2015, all states must develop plans to ensure that all children, including those
attending high-poverty/high-minority schools, are taught by experienced and qualified
teachers.
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Equity Gap Analysis (Focus Metrics)(CT 2015 Equity Plan p.22-23)
Educator Inexperience(Equity Gap #1, teachers; Equity Gap #2, principals)
Educator Retention(Equity Gap #3, teachers; Equity Gap #4, principals)
Shortage Areas : Mathematics and Science 7-12 (Equity Gap #5, teachers)
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Equity Gap Analysis (Focus Metrics) continued: Identifying equity gaps –Section 5 (p.13-21)
Equity Gap:–The difference between the rate at which students from low-income families or students of color are taught by a certain group of educators and the rate at which their peers are taught by that group of educators.
–Example: 7% of teachers in high-poverty schools are in their first year; 4% of teachers in low-poverty schools are in their first yearEquity gap: 3 percentage points
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Equity Gap Analysis (Focus Metrics) continuedData Sources: (CT 2015 Equity Plan p.13)
•ED 163/EDS Certified Staff File Report; •Public School Information System (PSIS);
•ED 156 Fall Hiring Survey
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Sample District X
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District
Teacher Inexperience Rate
(4 years or less)
Principal Inexperience Rate
(4 years or less)
2011-12
2012-13
2013-14
2011-12
2012-13
2013-14
District X 30.5 27.5 23.8 35.1 34.0 33.2
State 20.8 20.1 20.8 36.6 38.9 44.7
District
Teacher 5-Year Retention RateRetention Rate
Principal 5-Year Retention RateRetention Rate
Within Same SchoolWithin Same
DistrictWithin Same School
Within Same District
2011-12
2012-13
2013-14
2011-12
2012-13
2013-14
2011-12
2012-13
2013-14
2011-12
2012-13
2013-14
District X 49.1 48.3 50.5 70.2 70.8 70.2 29.4 36.4 40.6 58.8 54.5 56.3
State 57.7 58.4 58.9 71.9 71.6 71.6 41.0 36.6 35.6 56.7 51.9 50.1
Important: When reading this table showing Inexperience Rate indicators, a LOWER number is preferable.
Important: When reading this table showing Retention Rate indicators, a HIGHER number is preferable.
CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Sample Equity Gap AnalysisDistrict X
What does this data show about equity gaps?
What trends if any do you see in the data?
What additional types of data do you want to explore to provide more insight?
What seems to be surprising or unexpected?
What are some things that could be explained further?
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Break• Please return at ______
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Sample Equity Gap AnalysisEquity District Data
Generating possible explanations. What inferences and explanations can be drawn?
What questions are we asking?
What additional data might we explore to verify explanations?
What tentative conclusions might we draw?
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Stakeholders Root Cause Analysis
Developed into 6 Key Strategies for Eliminating Equity Gaps (CT 2015 Equity Plan pp. 24-40)
Strategy 1. Strengthen Preparation, Support and On-Going Development of Principals
Strategy 2. Strengthen Preparation, Support and On-Going Development for Teachers
Strategy 3. Address Gaps in Educators’ Cultural Consciousness and Competence
Strategy 4. Improve Working Conditions for Teachers and Support from/for School Leaders
Strategy 5. Examine Effective Use of Per Pupil Expenditures
Strategy 6. Increase Low Supply of Candidates in Specific Teaching Areas
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Share out• Identify Equity Gap(s) and strategies-district determines one
or more Equity Gaps that will be the focus of their strategies
• What has been historically or currently done to address equity gaps
• Shares out potential ideas for pursuing one of the Six Strategies, other strategies, or other areas of focus
• Discuss challenges to implementing the strategies or focus areas
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Questions and Next Steps
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Measuring & Reporting progressTracking equitable access-
Guidance from USED
Describe the method and timeline the SEA will use to measure progress in eliminating equity gaps
• The Department suggests setting long term goals and annual targets
• Consider measuring and reporting progress in addressing root causes as well as equity gaps
Example: track # applicants per opening at highest poverty schools if inadequate supply was identified as a root cause for gap in access to teachers rated as highly effective.
Describe how the SEA will publicly report on progress
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CONNECTICUT STATE DEPARTMENT OF EDUCATION CONNECTICUT STATE DEPARTMENT OF EDUCATION
Contact Information:
Anne McKernanBureau Chief
Leadership DevelopmentCSDE Talent Office
[email protected] Ext. 6878
Teresa Boyd CowlesConsultant
CSDE Talent Office
[email protected] Ext: 6842
Raymond MartinConsultant
CSDE Performance Office
[email protected] Ext. 6876
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