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TAP Performance Pay IncentivesA Basic Overview

Fall 2012

Planning the Message for Performance Pay Incentives

OBJECTIVES

To gain an understanding of the criteria for performance pay incentives in TAP.

To develop knowledge of specific ways that this understanding can be communicated and celebrated before, during, and following the actual awarding of performance incentives.

TAP Elements of Success

Instructionally Focused

Accountability

MultipleCareer Paths

Performance-Based

Compensation

Ongoing AppliedProfessional

Growth

One Element of TAP…Not Done in

Isolation

Performance- Based Compensation

Performance Pay is about …

Building the teaching professionBuilding teacher qualityBuilding student achievementRewarding performance

REMEMBER …

• Our primary focus is about instruction in the school and the effect it has on student learning.

• The data used to calculate Performance Pay can

help us become better informed about what we

should do to improve student achievement at our school.

• People are funny about money. Have you ever noticed that?

• When TAP is first introduced to a school, teachers will say, “Oh, it’s not about the money!”

• When schools are completing their first year of TAP, the teachers say, “Oh, it’s not about the money!”

• When preliminary evaluation and student scores begin to roll in, teachers continue to say, “Oh, it’s not about the money!”

• But when payout time comes, “It’s about the money!!”

So, why is performance pay always the BIG question?

Criteria for TAP Performance Pay

Test Yourself: TRUE or FALSE

1. Teacher evaluations/responsibilities scores (SKR) and value-added scores are the two criteria used to determine teacher performance pay in TAP.

2. The indicators on the TAP Instructional Rubric “count more” in calculating an SKR than do those on the Planning and Designing or the Environment Rubrics.

3. The scores of all types of evaluators (administrators, master teachers, and mentor teachers) are weighted the same.

4. Master and mentor teachers must have higher SKR scores than career teachers to be eligible for payout.

5. Performance incentive pay is one of the TAP key elements of success and is closely integrated with the other three

elements.

Criteria to Reward Teacher Performance

1. Skills, Knowledge, and Responsibilities (SKR) a teacher exhibits as evaluated during classroom observations

2. Value-added gains the teacher produces in his/her classroom’s achievement

3. Value-added gains the school produces in student achievement

Teacher Instructional Growth

Student Achievement Growth

TAP Performance-Based Compensation

• All teachers in TAP schools have the opportunity to earn additional pay each year based on their performance in the classroom, their students’ achievement gains, and the entire school’s achievement growth.

• Master and Mentor teachers receive additional compensation based on their added roles and responsibilities.

20%

How Teacher Compensation is Determined Tested Grades & Subjects

20%Teacher Skills, Knowledge &

Responsibilities

50%

IndividualStudent

Value-addedAchievement

30%

School-wide Value-added

Student Achievement

20%

DeterminedBy Approved

Testing

Determined byEvaluationsusing TAP

Rubrics andResponsibility

Survey

50%50%

DeterminedBy Approved

Testing

Determined byEvaluationsusing TAP

Rubrics andResponsibility

Survey

Teacher Skills, Knowledge &

ResponsibilitiesSchool –wide, Value-added

Student Achievement

How Teacher Compensation is Determined Non-Tested Grades & Subjects

Skills, Knowledge and Responsibility (SKR)

Evaluations/Classroom Observations

Responsibility Surveys

Requirements Career Mentor Master Number of Evaluations 4 4 4

Announced ≤2 ≤2 ≤2

Unannounced ≥2 ≥2 ≥2

Self Evaluations 4 4 4

Of the 4 evaluations must have one for each teacher completed by:

Administrator Master TeacherMentor Teacher

Administrator Master Teacher[Mentor Teacher]

Administrator [Master Teacher][Mentor Teacher]

Responsibility Survey must be completed on teacher by:

Mentor Teacher, Master Teacher

Average is used.

Career Teacher, Master Teacher Administrator(s)

Average is used.

Career Teacher, Mentor Teacher Administrator (s)

Average is used.

ReviewTeacher Evaluation Requirements In Brief

Did You Know?

The 4 Domains on the TAP Teaching Standards are weighted differently for different types of teachers.

Domain Weights by Career Pathway

Career Mentor MasterInstruction 75% 60% 40%

Designing and Planning

15% 15% 15%

Learning Environment

5% 5% 5%

Responsibilities Survey Score

5% 20% 40%

Did You Also Know?

Evaluators’ scores are weighted differently.

Evaluator Weights … An Example

Evaluations done … Of Career Teacher

By a Mentor Teacher 20%

By a Master Teacher 35%

By an Administrator 35%

Self Evaluation 10%

Did You Also Know?

There are minimum SKR requirements to be eligible for the Teacher Performance component of the Performance Pay Incentive.

• Master teachers must earn a SKR of no less than “4”.• Mentor teachers must earn a SKR of no less than “3.5”.• Career teachers must earn a SKR of no less than “2.5”.

SKR SummaryCareer Mentor Master

Teacher Skills, Knowledge, & Responsibilities - 50%

Teacher Skills, Knowledge, & Responsibilities - 50%

Teacher Skills, Knowledge, & Responsibilities - 50%

Rubric Indicators (Minimum Averaged Score must be 2.5 or above)

Rubric Indicators (Minimum Averaged Score must be 3.5 or above)

Rubric Indicators (Minimum Averaged Score must be 4 or above)

Designing /Planning Instruction – 15% Designing /Planning Instruction – 15% Designing /Planning Instruction – 15%

Instruction – 75% Instruction – 60% Instruction – 40%

The Learning Environment – 5% The Learning Environment – 5% The Learning Environment –5%

Responsibilities – 5% Responsibilities – 20% Responsibilities – 40%

Growing& Developing, Professionally, Reflecting on Teaching

Staff Development, Instructional Supervision, Mentoring, Community Involvement, School Responsibilities, Growing and Develop Professionally, Reflecting on Teaching

Staff Development, Instructional Supervision, Mentoring, Community Involvement, School Responsibilities, Growing and Develop Professionally, Reflecting on Teaching

Evaluators Evaluators Evaluators

Mentor Review - 20% Mentor Review - 20% -------

Master Teacher Review - 35% Master Teacher Review - 35% Master Teachers’ Review – 35%

Administrator Review - 35% Administrator Review - 35% Administrator Review – 55% Self – 10% Self – 10% Self – 10%

Teacher Instructional Performance

50% of a TAP Teacher’s Performance Pay Incentive is based on the teacher’s Skills, Knowledge and Responsibility

(SKR) Score

… So what about the other 50%??

Student Achievement Performance

Student Performance is measured Using Value-Added Growth

Measures

… the other 50%??

What is Value-Added?

• Traditional school accountability measures emphasize where the student is at the end of the school year (“attainment”).

• Value-added emphasizes the growth that takes place during the school year.

• Value-added assessment considers the amount a student is projected to grow, based on the student’s historical data, compared with similar schools/students across the state.

What do TAP Value-Added Scores Represent?

• A “3” represents a full year’s academic growth compared to expected performance for the year based on previous tests as well as comparison to similar students.

• A “4” represents more than one year of growth• A “5” represents significantly more than one year of

growth • A “2” represents less than one year of growth• A “1” represents significantly less than one year of

growth

Did You Also Know?

Just as there are minimum SKR requirements to be eligible for the Teacher Performance component of the Performance Pay Incentive, there are minimum value-added scores for teachers and schools to be eligible for the Student Achievement Growth component of the Performance Pay Incentive.

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Value-Added QUALIFYING Scores

The minimum classroom-level value-added score that qualifies an individual for a proportion of the performance incentive pay tied to Student Achievement Growth is 3.

A score of 4 would earn a greater proportion of the pay pool.

A score of 5 would earn even a greater proportion of the pay pool.

Value-Added QUALIFYING Scores

The minimum school-wide value added score that qualifies the teachers in the school for a share in the performance incentive pay tied to Student Achievement Growth is 3.A score of 5 allows the school access to 100% of the

available pool, to be distributed to the teachers.A score of 4 allows the school access to 75% of the

available pool, to be distributed to the teachers. A score of 3 allows the school access to 50% of the

available pool, to be distributed to the teachers.

20%

How Teacher Compensation is Determined

Tested Grades and Subjects

20%Teacher Skills, Knowledge &

Responsibilities

50%

IndividualStudent

Value-addedAchievement

30%

School-wide Value-added

Student Achievement

20%

DeterminedBy Approved

Testing

Determined byEvaluationsusing TAP

Rubrics andResponsibility

Survey

50%50%

DeterminedBy Approved

Testing

Determined byEvaluationsusing TAP

Rubrics andResponsibility

Survey

Teacher Skills, Knowledge &

ResponsibilitiesSchool –wide, Value-added

Student Achievement

How Teacher Compensation is Determined

Non-Tested Grades and Subjects

Test Yourself: TRUE or FALSE

1. Teacher evaluations/responsibilities scores (SKR) and value-added scores are the two criteria used to determine teacher performance pay in TAP.

2. The indicators on the TAP Instructional Rubric “count more” in calculating an SKR than do those on the Planning and Designing or the Environment Rubrics.

3. The scores of all types of evaluators (administrators, master teachers, and mentor teachers) are weighted the same.

4. Master and mentor teachers must have higher SKR scores than career teachers to be eligible for payout.

5. Performance incentive pay is one of the TAP key elements of success and is closely integrated with the other three elements.

When Payout Occurs…

• Information disseminated to district/school from LDE in fall

• District /School will verify data and notify LDE of any errors

• Communication with school staff will begin after total district verification of data is complete.

• Individual teacher information will be treated with strict confidentiality.

TAP Evaluation and Compensation (TEC) Guide

… for detailed explanation and examples of calculations

RESOURCES

Additional PD Opportunity

TAP Evaluation and Compensation (TEC) Workshops

• Designed to build capacity of school/district staff to understand TAP Evaluation and Compensation

• ½ day workshop• Held in Baton Rouge on Nov. 5-6, 2012 and

Feb. 5-6, 2012• Contact MaryAnn.Harmon@la.gov for more

information.