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Working with a Leader: Reflections of a TA Provider. Tony Milanowski, Westat MCESA Summit December 5, 2013. Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises. Overview. An Outsider’s View of Some Significant Accomplishments - PowerPoint PPT Presentation
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Westat University of Wisconsin J. Koppich & Associates AIR Synergy Enterprises
Tony Milanowski, WestatMCESA Summit December 5, 2013
Working with a Leader: Reflections of a TA Provider
2
Overview
1.An Outsider’s View of Some Significant Accomplishments
2.Where might MCESA lead next?
3
An outsider’s view: Where does MCESA run with the leaders?
• REIL observation instrument design • Peer evaluation• Rater training & inter-rater agreement • REIL observation score differentiation • Transition to performance-based salary
schedule
4
Inter-Rater Agreement
TNTP
Chicago Pilot
Maricopa 12-13
PACT
Maricopa 13-14
Cincinnati
CLASS - +/- 1
Maricopa 13-14 +/- 1
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100%
% Agreement
Gates -Hillsborough
Private sector meta-analysis
Cincinnati
CA Charter School
Virginia Pilot
TAP Pilot
Maricopa 12-13
Maricopa 13-14
0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9 1
Inter-Rater Correlation
5
Teacher Observation Score Distribution
1 2 3 40%
10%
20%
30%
40%
50%
60%
70%
80%
4 Level Districts5 Level DistrictsMaricopa
Practice Rating Level
6
Transition to Performance-Based Salary Schedule
• How do folks get used to performance-based pay after decades of the traditional schedule?▪Graduated, meaningful bonuses ▪Salary augmentation (e.g., Master Educator,
Turnaround Teacher & Principal)• Get the performance measures right first! • MCESA’s phase-in transition to a
performance-based schedule
7
TIF 5 may de-emphasize PBCS and support broader efforts to support & improve educator quality. Will probably continue emphasis on human capital management systems.
Where might MCESA lead next?• Increasing the coherence of HCMS• Human capital analytics
TIF 4: Using Evaluation Results for HCM Decisions
Evaluation Results
Target Recruitment to Proven Sources of Effective Educators
Individual Educator PD Planning
Contract Renewal/Retention/Tenure
School/District-wide PD Planning
Layoff
Performance- Based Compensation
Placement/Transfer
Promotion
HCM Strategic Coherence Framework
LEA Goals for Improved Student Learning
LEA Strategies for Improving Student Learning
Educator Roles in Implementing Strategies
What Educators Need to Know & Be Able to Do (Competencies)
Design & Execution of HCM Policies & Programs at LEA & School Level• Recruitment• Selection• Assignment/Deployment• Induction/Mentoring• Performance Management• Professional Development• Compensation• Tenure/Termination/Layoff
HCM Outcomes• Acquisition/Deployment• Development• Motivation• Retention
10
Human Capital Analytics• HCM metrics: track how well HCM system
components are working to attract, develop, motivate, and retain educators with the needed competencies▪What is our rate of turnover, by performance
level?• Sets the stage for ‘data-driven’ HCM program
design ▪What are the causes of avoidable turnover of high
performers?▪What PD interventions actually help teachers
improve instructional practice & student growth?
11
More on HCM Systems • Case study: You’ll Never be Better Than Your
Teachers: The Garden Grove Approach to Human Capital Developmenthttp://www.cacollaborative.org/sites/default/files/CA_Collaborative_Garden_Grove.pdf
• Strengthening the Educator Workforce Through Human Resource Alignment (Heneman & Milanowski) http://www.cecr.ed.gov/pdfs/CECR_HRA_Paper.pdf
• Strategic Management of Human Capital in Education case studieshttp://www.smhc-cpre.org/resources/