PROGRAM OVERVIEW

KIPP DC’s Capital Teaching Residency

Human Capital and KIPP DCSc

ho

ols

Theory of ChangeRTT-D required personalized learning.

For us: Not just the computers, but the teachers using them that will make the

difference.

We believe we will build great schools with great teachers.

Why this session?

And there aren’t enough great teachers for our students.

Solution?We’ll build them ourselves

School Context

Program Growth

5 11 1630

45 5267

80 84 85

5

14

1315

16

16 11 12

2007 2008 2009 2010 2011 2012 2013 2014 2015 2016

KIPP DC Fellows Actual Expected

Program Components

People

Mentors Evaluators

Plan

Professional Development

Gradual Release

Evaluation w/ Exit Strategy

Funding

KIPP DC Model

CTR People Strategy

CTR Program

Team

School Leaders

CTR

Mentor Teachers

We Consider:• How can you utilize current staff

to support Resident Teachers?• Which group will be most

important/most challenging to get buy in?

Keep the program lean and effective.

KIPP DC Model

KIPP DC

Principals Mentors

VPs CTRs

HeadquartersDevelopment,

Recruitment, Finance,and Data teams

E.L. Haynes

School Leaders Mentors and CTRs

HeadquartersRecruitment and

Development

CTR Program Team

CTR Support Network

CTR

Vice Principal

Course Instructor

Mentor

CTR Director

Manager of Recruitment & Selection

Manager of PD &

Certification

Manager of Alumni &

Partnerships

CTR Associate

CTR Direct Support

Mentor Teachers

Observe

Informal Actionable Feedback

Plan Collaboratively

Support with Homework

School Leaders

Evaluations on CTR Rubric

Formal Actionable Feedback

Provide Planning Resources/Guidelines

Monitor or Lead Coursework

CTR School-based Support

The Plan

Gradual Release

MentoringEvaluation

and Coaching

Professional Development

“My teachers got much better with planning and teaching using the gradual release process. This was our big focus.” School Leader

ObserveManage

InstructPlan

Adapt

Summer Advisory 1 Advisory 2 Advisory 3 Advisory 4

Gradual Release

Current Campus Locations in D.C.Professional DevelopmentECE and Elementary Special Education Secondary

KIPP DC Certification Coursework

TNTP Certification/KIPP DC

SPED Certification

TNTP Certification

CTR Saturdays CTR Saturdays CTR Saturdays

School Based PD Additional Workshops School Based PD

Certification Enrollment Numbers

0

10

20

30

40

50

60

70

2009 2010 2011 2012 2013 2014

Certification Numbers

TNTP

KIPP DC ECE Certification

KIPP DC Special Ed.Certification

No Program

Evaluation

First Advisory

• Draft data plan

• Supported action plan

• Competency-building professional

development

• Checkpoint Observations

Middle-of-Year

• Continuedobservations

• Middle-of-Year evaluation

• Supported Action Plan

• Data plan and report submitted

• Resident Middle-of-Year survey

3rd Advisory

• Continued observations

• Resident-created action plan

• Checkpoint Observations

4th Advisory

• Continued observations

• Plan for summer development

End-of- Year

• Final evaluation

• Student achievement data and synthesis due

• Self-evaluation

• Resident End-of-Year survey

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

CTR OverallAverage

All of us WillLearn

Plan Teach Manage Assess Professionalism

CTR 2013-2014 Evaluation Outcomes

Overall MOY Average Overall EOY Average

• We are:

• Building an internal human capital pipeline is possible if:• You have school leaders and teachers interested in new teacher

development

• You have some flexibility with staffing models

• You are clear on the licensure laws in your state

Acknowledgements

Relatively Small CMO

In D.C.

Well-Funded

Current Results

Recruitment

96

118

250

492

1123

Total Hires

Total Offers

Total In-Person Interviews

Total Phone Screens

Total Applications

CTR 2014 Recruitment

August-Planning & Cultivation

September-Application

Opens

October-Phone

Screens

November-In-person Interviews

December-First Offers

Out

May- Goal-fully hired

8%

What Matters to CTRs?Percentage of CTRs that ranked the following as one of the top three

most important contributors to their growth and development:

0%

10%

20%

30%

40%

50%

60%

70%

80%

Mentor/LeadTeacher

Otherteachers andsupport staffat my school

VicePrincipal

My fellowCTRs

School-basedPD

Principal KIPP DC ECEcoursework

TNTP(Secondaryand SPED)

coursework

Saturdaysessions

Professional Development

0%

10%

20%

30%

40%

50%

60%

VeryBeneficial

Beneficial Somewhatbeneficial

Notbeneficial

How beneficial has ECE and Elementary Certification Coursework been for your

development as a teacher?

0%

10%

20%

30%

40%

50%

60%

VeryBeneficial

Beneficial Somewhatbeneficial

Notbeneficial

How beneficial have your certification sessions been for your development as

a teacher?

KIPP DC Certification External Certification Partner

Preparedness

0%

20%

40%

60%

80%

1 2 3 4 5

How Prepared will you (your CTRs) be to be lead teachers at the end of the school year?

CTR School Leader

Pipeline

31%

69%

2014 KIPP DC Lead Teachers

PercentCTRAlumni

PercentNon-CTRAlum

Placement

62%15%

23%

Alumni Placement

Teaching at KIPP DC

Teaching at ELH

Teaching at PartnerSchools

Partner Schools SY 2014

Bridges CAPCSCenter

CityChavez Schools

DC PrepDC

ScholarsDemocracy Prep

Retention

KIPP DC ELH Total

Total CTRs enrolled 211 62 273

Total CTR graduates 203 52 255

Total teaching 168 47 215

Total teaching at KIPP/ELH 113 27 140

0

25

50

75

100

125

150

175

200

225

250

275

CTR Enrollment and Retention

83%

90%

84%

Student Achievement

Reflect- How could this work for you?

School-Based Model

• School Leader is the key initiator and planner

• Little to no centralized support

•May look different from school to school

• Start of something bigger

Ownership Model

• Centralized point person coordinates all aspects

• All aspects of programming are owned by regional office

• Consistency between schools

Partnership Model• Centralized staff member

coordinates

• Partner for major aspect of training• Professional Development

• Mentoring

• Recruitment

• Placement

• Need to outsource at a critical growth juncture

Stop and Jot

Which model could fit with where your region is now?

Q&A

KIPP DC Growth PlanMore Than Just Great SchoolsProgram Initiatives and Milestones

2009 • Partnerships and Investment

2010 • Professional Development Strategies

2011• Norming Gradual Release, Evaluation,

and Selection Process

2012• Long-term Funding and Certification

Solutions

2013• Redefining training for Special

Educators

2014 • Raising the Quality Bar

Program Change