CLASS Project presentation, Winter 2009
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The document discusses initiatives aimed at improving the quality of education in Oregon, focusing on attracting and retaining qualified teachers through enhanced professional development and better compensation. Key findings indicate that a significant majority of Oregonians support increased teacher salaries and believe that teacher effectiveness is crucial for student success. The proposed class project aims to implement new career paths, comprehensive evaluations, and a better compensation system to foster a collaborative and innovative school culture.
CLASS Project presentation, Winter 2009
- 1. Inspiring Oregonians… to do what it takes to make our schools among the nation’s best. 2008
- 2. What Do Oregonians SAY------ • 86% agree that attracting and retaining highly qualified teachers is the key to accelerated learning and teaching. • 90% of Oregonians believe teachers should receive ongoing professional development. • 82% believe lack of stable and adequate funding is an obstacle to student success. An Initiative of Foundations for a Better Oregon
- 3. And Oregonians SAY---- • 77% believe too many students are “falling through the cracks” of Oregon schools. • 75% agree that increases in teacher salaries is important and should be based on new roles, responsibilities, and professional practice. An Initiative of Foundations for a Better Oregon
- 4. Educator Quality Research identifies a strong link between a teacher’s professional practice and student achievement. Student outcomes can outpace national averages as much as 30%. Research clearly identifies the effectiveness of the teacher as the single most influential factor for increasing student achievement An Initiative of Foundations for a Better Oregon
- 5. CLASS Project Creative Leadership Achieves Student Success The CLASS Project creates expanded career opportunities and career paths with new roles, responsibilities, and compensation models for teachers and staff. “A school culture of collaboration, innovation, creativity, and accountability is required to provide our students 21st century skills. The CLASS Project is the cornerstone to our shift towards these higher standards.” -Eric Beasley, Sherwood Teacher An Initiative of Foundations for a Better Oregon
- 6. CLASS Project Four Components: • New and expanded career paths • Comprehensive and fair performance evaluations • Expanded professional development opportunities • Enhanced compensation system An Initiative of Foundations for a Better Oregon
- 7. Extended Learning Leader • Athletic Coaching • Evening Institute • Enrichment Clubs • Other student leadership outside of job Years and Education • Music/Theatre Advisor description BA BA24 BA45/MA MA MA24 MA45 H O All Levels 1 C Professional Advancement 2 E I • Certifications and Endorsements 3 C 4 • Professional Growth Opportunities 5 6 7 Mentor Coach 1 Mentor Coach 2 8 • Peer Mentor • Cohort Leader 9 10 11 Teaching and Learning Teaching and Learning 12 Coach 1 Coach 2 13 • Dept.Chair/Team Leader • Administrative/SPED TOSA 14 15 • Instructional Leader • Instructional TOSA (Tech) • Curriculum TOSA (Literacy) • Curriculum Leader Career Level 1 Career Level 2 Career Level 3 • Meets initial TSPC competencies • Proficient professional practice • Individual professional developmental goals aligned with student growth • 0-3 years in the profession • Individual professional developmental goals aligned with student growth • Individual professional developmental • Proficient to distinguished professional goals aligned with student growth • Leadership and professional practice practice as determined by the Evidence development Confirmation Committee • Successful Evaluations (Danielson) • Active participant in Mentor Program
- 9. Professional Development Focus Staff understanding of rubric standards and training in the development of professional Professional Prac-ce and development plans. Performance Evalua-on Administra9ve training in the understanding and implementa9on of the evalua9on process. System Content area knowledge, instruc9onal strategies, and classroom management. Training in how to develop “train the Collabora-ve Learning Teams trainer” model of professional development. Training in how to coach peers and provide (CLTs) & Coaching meaningful feedback. Forma-ve and summa-ve Staff understanding of forma9ve and summa9ve assessments. Training in the use of assessment of student tools and how to analyze data to inform learning teaching and learning.
- 10. Level Three • Individual professional developmental goals Survive Proba 9on Level Two aligned with student growth • Proficient professional practice Level One • Individual professional developmental • Proficient to distinguished professional practice as determined by the Evidence Confirmation goals aligned with student growth Committee • Meets initial TSPC competencies • 1-3 years in the profession • Leadership and professional practice development • Individual professional developmental goals aligned with student growth • Successful Evaluations (Danielson) • Active participant in Mentor Program Evidence confirmed The above reflects current practice Department/Team Leadership Community Leadership Curriculum development Endorsements Coopera<ng teacher Na<onal &State commi@ees Coaching/ac<vi<es Na<onal membership Mentoring Union leadership Submit Evidence Individual/student successes Evidence of student gains District Commi@ee Involvement Ac<on Research Peer Observa<on Data District Ini<a<ve Leadership Student Leadership Other
- 11. TRADITIONAL MODEL New teacher with no previous experience starts with at BA Step 0, BA Lane ($33,528). Moves to BA+24 Lane at Step 2, moves to BA+45 lane at Step 5, and MA/BA +75 Lane at Step 7. 16th year 11
- 12. SKIP STEP MODEL Same as Traditional Model, but the teacher fast tracks by promoting from Career Level 1 to Career Level 2 after 3 years at Level 1 and promotes from career Level 2 to Career Level 3 after five years at Level 2. 14th year
- 13. If a teacher chooses to fast track they can improve career earnings: Career Earnings Impact: $55,320 over 16 years C://Marc J. Wallace, Ltd./ Client/Chalkboard/{phase 1 Design/Blueprint Handbook/ 13 CLASS Blueprint #4, Compensation Rev 4 for Sherwood Sep 6, 2007.ppt
- 15. This is what CLASS is all about!