ESEA, TAP, and Charter

Charter School Needs

Board Management Finance Operations Communications Personnel Instruction

Human Capital Management

Systems and processes at the intersection of all aspects regarding personnel, interactions, requirements, instruction, finance, and communication. In summary, the system which deals with all needs related to instruction and student achievement.

Aspects of HCMS

Recruitment Hard to staff areas Hiring Placement and

Advancement Professional

Development

Teacher Evaluation Principal Evaluation Teacher

Compensation Principal

Compensation Tenure and Dismissal Retention

Option B: South Carolina is committed to enhancing its current guidelines to create systems that appropriately evaluate and effectively support teachers and principals.

ESEA Waiver

Evaluation System Timeline

Design of the Evaluation SystemCharter Requirements

• Continual improvement of instruction; • Differentiates performance using at least three performance levels; • Uses multiple valid measures in determining performance levels,

including :• data on student growth for all students (including English

Learners and students with disabilities) as a significant factor• other measures of professional practice (which may be gathered

through multiple formats and sources, such as observations based on rigorous teacher performance standards, teacher portfolios, and student and parent surveys);

• Evaluates teachers and principals on a regular basis;• Provides clear, timely, and useful feedback, including feedback that

identifies needs and guides professional development; and• Will be used to inform personnel decisions.

Stagnant Student Achievement

Disenfranchised faculty

High Teacher Turnover

Improved Student Achievement

Positive School Climate

Reduced Teacher Turnover

After TAPBefore TAP

What Drives Student Achievement?

49%Home & Family

49%

What Drives Student Achievement?

43%Quality Teacher

The driving factor behind a student’s success

43%

8%Class Size

“A talented teachermakes all the difference.”

How Does TAP Work?

How Does TAP Work?

Powerful opportunities for more responsibility and commensurate pay

How Does TAP Work?

Fair evaluations based on clearly defined, research-based standards

Multiple evaluations

Multiple trained and certified evaluators

Cluster training and classroom support

How Does TAP Work?

Continuous on-site professional development during the school day

TAP Steps for Effective Learning

Identify the problem

or need

Obtain new teacher

learning, aligned to student need and formatted for classroom applications

Develop the new

learning with support in the

classroom

Apply the new

learning to the classroom

Evaluate the impact on student

performance

Evidence includes student assessment (post-test) aligned with data analysis & the new teaching strategies

Using credible sources

Proven application showing student growth

Development through demonstration, modeling, practice, team-teaching, and peer coaching with follow-up analysis of student work

Evidenced through observation, peer coaching & self-reflection applied to student work as a formative assessment

Step 1 Step 2 Step 3 Step 4 Step 5

Evidence of need (using pre-test) is clear, specific,high quality &measurable in student outcomesand addresses student contentlearning with linksto teacher strategies and the rubric

How Does TAP Work?

Salaries and bonuses tied to responsibilities, instructional performance and student achievement growth.

The teacher’s instructional performance

Student achievement growth a teacher makes in the classroom

Student achievement growth the school makes as a whole

Determinedby Approved

Testing

IndividualTeacher Value addedValue added

Achievement

30% Teacher Skills, Knowledge and Responsibilities

40%School-wide Value addedValue added Achievement

30%

Determined byEvaluationswith TAPRubrics

How Teacher Performance is Measured

Because value-added measures growth in achievement of the same students over time, and because schools are largely responsible for achievement growth, value-added scores reflect the school and teacher contribution to student learning, not family and neighborhood factors.

Value-Added Analyses

- 5

Previously high achieving students, Teacher below average in effectiveness

CLow achieving students, Teacher above average in effectiveness

High achieving students, Teacher above average in effectiveness

L Previous Score H (Previous Achievement)

ObservedStudent Score

Low

High

Comparison of High and Low Effectiveness

A

B

+ 5

+ 5

Effective education for our youth…

Is an investment in the future.