MISSION POSSIBLE
EXPANSION PROJECT
MPIII District Launch
January 7, 2011
Desired Outcomes
 Understand
the Purpose of Mission Possible and Dispel
Misconceptions
 Understand
the Teacher Incentive Fund Grant
 Justification
for the Pay for Performance Model Chosen
 Logistics
 Discuss
Alignment of GCS Departments
 Identify
Next Steps
Mission Possible Expansion Program
Anticipation-Reaction
Guide
Program Overview- History
Year
Program
Number of Schools
2005
Mission Possible
20
2006
Cumulative Effect
2
2006
Teacher Incentive Fund I
8
2010
Teacher Incentive Fund III
20
Designing a
Pay-For-Performance Model
EQ:
What are the factors that should be
considered when designing an effective
pay-for-performance program?
Carousel Brainstorming
the Tough Design Questions
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Who should be incented?
What should be incented?
Where should incentives come from?
Why should incentives be offered?
When should incentives be offered?
How should incentives be offered?
Who?
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All teachers?
All employees?
Teachers of tested subjects?
Teachers of hard-to-staff subjects?
Administrators?
Teams?
Grade Levels?
What?
AYP?
Attendance?
Contract signing?
Contract renewal?
Test scores? Achievement or growth?
Professional Development attendance?
Degree attainment?
Years of experience?
Where?
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Redirect from current salary schedule?
Title I funds?
Title II funds?
IDEA?
Grants?
Philanthropic?
Why?
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To increase student achievement?
To recruit effective teachers?
To retain effective teachers?
To improve working conditions and morale?
To incent professional growth?
When?
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After completion of workshops?
Upon hire as a spot bonus?
Monthly as a part of the regular
paycheck?
Upon receipt of test scores?
End of the year in one lump sum?
How?
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Monetary?
Release time?
Smaller class sizes?
Preferred staffing?
Professional growth opportunities?
Provision of additional equipment/supplies?
The Final Answer
It Depends!
Program Overview- Purpose
Recruit, retain and reward
effective teachers in hard to
staff schools for the purpose
of increasing student
achievement.
Teacher Incentive Fund III (TIF III)
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2010 funding for new TIF grants: $437,000,000
Range of awards: $5,000,000-$10,000,000
Average size of awards: $7,500,000
TIF Evaluation awards: $1,000,000-$2,000,000
Number of awards: 40-80
Project period: 60 months
Final application deadline: July 6, 2010
Award date: September 30, 2010
Program Overview- School Selection
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Low percentages of teachers with high VAD
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High teacher turnover
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High percentage of students living in poverty
TIF III Recommended Schools
1.
Allen Jay Elementary
2.
Archer Elementary
3.
Bluford Elementary
4.
Brightwood Elementary
5.
Frazier Elementary
6.
Hunter Elementary
7.
McLeansville Elementary
8.
Montlieu Elementary
9.
Murphy Traditional Academy
10.
Peck Elementary
11.
Rankin Elementary
12.
Sedgefield Elementary
13.
Sumner Elementary
14.
Vandalia Elementary
1.
2.
3.
4.
5.
6.
Eastern Middle School
Guilford Middle School
Jamestown Middle School
Kiser Middle School
Northeast Middle School
Southern Middle School
Program Overview- Funding Sources
Program
Mission Possible
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014
20
20
20
20
20
20
Cumulative Effect
2
2
2
2
2
Teacher Incentive
Fund I
8
8
8
8
8
Teacher Incentive
Fund III
Local
20
Foundation
30
20
Federal
20
20
20
TIF III National Research Questions
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What is the effect on student achievement of a performance
based bonus compared to an across the board 1% annual
bonus?
Are there differences in the composition and effectiveness of
teachers and principals between these two types of bonuses?
Are there any differential effects on recruitment and retention
of teachers and principals?
Government Performance and Results Act
(GPRA Goals)
1.
2.
Changes in LEA personnel deployment practices, as measured
by changes over time in the percentage of teachers and
principals in high-need schools who have a record of
effectiveness
Changes in teacher and principal compensation systems in
participating LEAs, as measured by the percentage of and
LEAs personnel budget that is used for performance-related
payments to effective (as measured by student achievement
gains) teachers and principals
Mission Possible Expansion Logic Model
GOAL
OBJECTIVES
By 2015, all Mission
Possible Expansion
faculty will be effective as
measured by the NC
1. RECRUIT highly
Evaluation Process and
effective educators
an increasing percentage
to work in Mission
of faculty will receive
Possible Expansion
performance incentives
Schools
based upon student
achievement gains over
the course of the grant.
ACTIVITIES
1a. Provide a one-time spot bonus to teachers
with Level 4 or 5 Value Added Data who
agree to teach in a Mission Possible
Expansion School for a minimum of two
years
1b. Provide an annually recurring placement
incentives to faculty who work in pre-defined
hard-to-staff positions in Mission Possible
Expansion Schools
Recruitment Incentives (All Schools)
Incentive
Principals
High VAD
Spot Bonus
(one time only)
Hard-to-Staff Incentive
(annually recurring)
Secondary
Math
EC: OCS &
Adaptive;
MS Science
$5,000
$5,000
$5,000
3-5
Classroom;
6-8 ELA
$5,000
$5,000
$2,500
Mission Possible Expansion Logic Model
GOAL
OBJECTIVES
By 2015, all Mission
Possible Expansion
faculty will be effective as
measured by the NC
2. RETAIN highly
Evaluation Process and
effective educators
an increasing percentage
in Mission Possible
of faculty will receive
Expansion Schools
performance incentives
based upon student
achievement gains over
the course of the grant.
ACTIVITIES
2a. Increase the capacity of Mission Possible
Expansion School faculty to be successful in
achieving student academic growth through
the provision of school-wide and individually
need-targeted professional development
2b. Provide incentives to highly effective faculty
who take on additional instructional
leadership roles and responsibilities
Professional Development (All Schools)
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Schoolwide (aligned to measures of effectiveness)
 NC
Professional Teaching Standards
 EVAAS & Value Added Data
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Need-targeted (aligned to teaching standards)
 Leadership
 Diversity
 Content
 Facilitating
Learning
 Reflective Practice
Mission Possible Expansion Logic Model
GOAL
OBJECTIVES
By 2015, all Mission
Possible Expansion
faculty will be effective as
measured by the NC
2. RETAIN highly
Evaluation Process and
effective educators
an increasing percentage
in Mission Possible
of faculty will receive
Expansion Schools
performance incentives
based upon student
achievement gains over
the course of the grant.
ACTIVITIES
2a. Increase the capacity of Mission Possible
Expansion School faculty to be successful in
achieving student academic growth through
the provision of school-wide and individually
need-targeted professional development
2b. Provide incentives to highly effective faculty
who take on additional instructional
leadership roles and responsibilities
Leadership Incentives (All Schools)
Leadership Role
Teacher Leader (6 per school)
- Provide teacher training in EVAAS/VAD, NC Professional Teaching
Standards
- Coach teachers in application of training
- Aid in EVAAS/VAD analysis on the school level
- Aid in prescribing need-targeted professional development
- Host peer observations
- Participate in feedback sessions based upon observations
- Facilitate reciprocal observations
Mentor Teacher (unlimited per school)
- Complete mentor training
- Serve as a mentor to two or more beginning teachers
- Complete all required mentor logs and paperwork
Incentive
$2,000
+ annual
Teacher
Leadership
retreat
$500
National Research Design
Program Component
Recruitment Incentives
Leadership Incentives
Professional Development
Incentive Schools
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MPIII Program Specialists
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Performance Incentives

Annual Bonus (1%)
Bonus Schools
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Mission Possible Expansion Logic Model
GOAL
OBJECTIVES
By 2015, all Mission
Possible Expansion
faculty will be effective as
measured by the NC
3. REWARD educators
Evaluation Process and
who are highly
an increasing percentage
effective in Mission
of faculty will receive
Possible Expansion
performance incentives
Schools
based upon student
achievement gains over
the course of the grant.
ACTIVITIES
3a. Provide faculty incentives based upon
individual teacher Value Added Data results
(Incentive Schools Only)
3b. Provide employee incentives based upon
school-wide student achievement gains as
measured by the North Carolina’s ABC Model
(Incentive Schools Only)
Incentive Schools
Incentive
Principals
Secondary
Math
EC: OCS &
Adaptive;
MS Science
Grade 5
Classroom;
6-8 ELA
All other
licensed
faculty
All classified
staff
Individual Performance Incentives
Level 4 VAD
$4,000
$2,000
Level 5 VAD
$12,000
$6,000
School-wide ABC Performance Incentives
Expected
Growth
High Growth
$5,000
$1,000
$1,000
$1,000
$1,000
$500
$15,000
$1,500
$1,500
$1,500
$1,500
$750
Bonus Schools
ALL staff (certified & classified) receive a guaranteed
one-time bonus equal to 1% of their total annual
salary.
For example:
A teacher making $42,000 annually will receive a
1% bonus of $420.
Evaluation Responsibilities
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All teachers and principals must be evaluated two
times per school year by a trained observer with all
data (e.g., observation and artifacts) being
uploaded to McREL.
Teachers “off-cycle” may be evaluated through
peer observations.
Training will be provided by the Mission Possible
office.
Principal’s Toolkit
Includes:
 Letter to parents
 E-mail to staff
 FAQs
 Talking Points
 District Launch PowerPoint
Sherry Wyche
Program Administrator
wyches@gcsnc.com
Alignment of Services
We’ve All Got a Piece of the Pie
Mission
Possible III
Regional
Executives
Induction &
Success
Curriculum
& Instruction
Improving
Academic
Achievement
Lateral Entry
Professional
Development
Principals
Federal and
Special
Programs
Formative
Assessment
Government Performance and Results Act
(GPRA Goals)
1.
2.
Changes in LEA personnel deployment practices, as measured
by changes over time in the percentage of teachers and
principals in high-need schools who have a record of
effectiveness
Changes in teacher and principal compensation systems in
participating LEAs, as measured by the percentage of and
LEAs personnel budget that is used for performance-related
payments to effective (as measured by student achievement
gains) teachers and principals
Mission Possible Program Specialists
What we do:
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Help teachers interpret and
apply their VAD and
benchmark data
Identify and grow teacher
leaders
Assist principals in
recruiting, recommending
and retaining highly
effective teachers
Develop and deliver needbased PD on NCPTS
What we don’t do:
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Write or review
benchmarks
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Train mentors
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Hire or fire
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Provide district-wide PD
Mission Possible Program Specialists
What we do:
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Use our team of MPIII experts
to create differentiated plans
of support for individual
teachers
Work with administrators to
influence school
climate/culture
Conduct peer-observations
and provide feedback
Collaborate with other GCS
departments to ensure
alignment of services
What we don’t do:
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Provide content-focused,
universal support
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…
Dictate
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Evaluate teachers
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Replace the services of any
department
Alignment of Services
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On each of your T-Charts, list what you believe
each department does and does not do as it
relates to services they provide to schools.
Be prepared to share out with the entire group.
Advisory Committee
WHO? Members from various departments across the
district
WHY? To ensure alignment between the Mission
Possible program and other GCS
departments
WHEN? Quarterly