Embed Size (px)
Citation preview
Developing Talent • Enhancing Careers • Improving Student Learning
REIL “Update”
Rewarding Excellence in Instruction and Leadership
EducationServiceAgency
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
Student PercentileEntering
Student PercentileLeaving
Average School/Average Teacher
50th 50th
Highly Ineffective School/Highly Ineffective
Teacher50th 3rd
Highly Effective School/Highly Ineffective
Teacher50th 37th
Highly Ineffective School/Highly Effective Teacher
50th 63rd
Highly Effective School/Average Teacher
50th 78th
Highly Effective School/Highly Effective Teacher 50th 96th
Source: McREL
Measuring Our Progress
REIL Goals and Objectives
Achieving REIL Change
REIL Goals and Objectives
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 performance-based 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 performance-based 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 State-tested 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.
At a Glance p.5
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.
April CastilloREIL Field Specialist
You may contact email me via email at
Contact
