Sentences with phrase «based teacher compensation systems»

For example, the Teacher Incentive Fund created by the second Bush administration asks school districts and charter schools to commit to implementing performance - based teacher compensation systems.

Not exact matches

The foundation long backed controversial education reforms, including retooling teacher evaluation and compensation systems based in part on student test scores and creating smaller schools.

Of course, the effects of moving to a system of compensation based on assessment by principals depend on the relative importance they place on a teacher's ability to raise standardized test scores when making overall assessments of teachers» effectiveness.

A much more productive line of inquiry is one that explores the costs of the inefficient, rigid structure of the teacher compensation system and the possible benefits of replacing it with a more market - based system.

Meanwhile, in school districts from Washington, D.C., to Los Angeles and Seattle, teacher unions and superintendents have clashed over the use of new evaluation systems that base compensation on student test scores.

In addition, the administration greatly expanded the TIF program, which awards grants to high - need districts to fund performance - based compensation systems, and established a new rule for winning applications: proposals would need to differentiate teacher and principal effectiveness, based in significant part on student growth, and create compensation systems that reflected those results.

States may be able to play a strong role in rethinking teacher compensation systems, including basing rewards, in part, on student gains.

Through the Teachers and School Leader Incentive Program, ED shall award competitive grants to eligible entities for the development, implementation, or expansion of performance - based compensation systems or human capital management systems.

The Teacher Incentive Fund is a competitive grant program that supports performance - based teacher and principal compensation systems in high - needs sTeacher Incentive Fund is a competitive grant program that supports performance - based teacher and principal compensation systems in high - needs steacher and principal compensation systems in high - needs schools.

In addition to criticism from school - based teachers, a merit pay compensation system can be very hard to implement in schools.

Federal law in postsecondary education must also be a robust source of support for local innovation, research, and implementation of strategies designed to improve teacher and principal effectiveness and include: Evidence - based preparation and professional development; Evidence - based evaluation systems that include, in part, student performance; Alternative certification programs that meet workforce needs; State and school district flexibility regarding credentials for small and / or rural schools, special education programs, English learners and specialized programs such as science, technology, engineering, arts, and mathematics; and Locally - determined compensation and teacher and principal assignment policies.

PICCS was originally launched in 2007 with a grant from the federal Teacher Incentive Fund (TIF) to bring together 10 New York City - based public charter schools to create a performance - based compensation system.

Education Secretary Arne Duncan and all of his acolytes who are rushing to implement performance - based compensation for teachers might want to take a close look at the preliminary results from a Chicago program with this focus that was initially started when Duncan ran the city school system.

TSL promotes the implementation of performance - based compensation and comprehensive human capital management systems for teachers, principals, and other school leaders.

She has extensive experience in student achievement data analysis, design and implementation of district data systems, statistical methodologies, and the creation and use of relational databases in teacher evaluation and performance - based compensation reforms.

He has been the lead or co-lead author of numerous evaluations (including It's More Than Money, Catalyst for Change, and Pathway to Results, the first comprehensive, longitudinal evaluative studies of the impact of performance - based compensation on student achievement, teacher effectiveness and systems change) and articles, and provides briefings to members of the U.S. Congress, the U.S. Department of Education, state legislatures and departments of education, and the media.

It implemented a performance - based compensation system combining student growth and achievement measures with 23 measures of school effectiveness, such as positive school culture, effective parent engagement, and teacher leadership.

Although a wealth of literature addresses performance - based compensation systems for teachers and their effects on student achievement, the best evidence to date comes from other countries and may not apply to the US K — 12 education system (Rand, 2009).

Regardless of the current political context, effective teacher performance appraisal systems are a core element in the effort to improve student learning and necessary to inform compensation systems based on teacher performance.

· Teacher compensation should be restructured to provide more incentives tied to performance, first by significantly reducing the number of steps on the salary scale, and then by phasing in a performance based system as the value - added assessment model evolves to the individual classroom level.

It will also share information about the Teacher Incentive Fund, a federal program that helps high - need schools develop and implement performance - based teacher and principal compensation systems, and Title II of the Elementary and Secondary Education Act, which focuses on preparing, training, and recruiting high - quality teachers and prinTeacher Incentive Fund, a federal program that helps high - need schools develop and implement performance - based teacher and principal compensation systems, and Title II of the Elementary and Secondary Education Act, which focuses on preparing, training, and recruiting high - quality teachers and printeacher and principal compensation systems, and Title II of the Elementary and Secondary Education Act, which focuses on preparing, training, and recruiting high - quality teachers and principals.

The project was launched last fall with an on - line discussion that led to the report that targeted these five issues: clinical training for teachers, performance - based compensation systems, effective teacher and administrator evaluations, appropriate support for teachers, and parent and community partnerships.

As states implement more meaningful teacher - evaluation systems, they are building the foundation for other policies — including compensation and career ladders — based on the information gained from those systems.

That the traditional teacher compensation system, focused on rewarding teachers based on seniority and degree attainment, is ineffective in spurring student achievement fails to reward good - to - great teachers and keeps laggards in classrooms to continue educational malpractice.

And there are a lot of different ways to differentiate, but I do know based on the work I've done for 20 - some years, it will cost more money, and if you're not willing to invest more into compensation systems, it's a really difficult challenge to find a different way of paying [teachers].»

A few years later, the same school in which I was working was eligible for the TIF grant which, «supports efforts to develop and implement performance - based teacher and principal compensation systems in high - need schools.»

The state does have a teacher performance - based compensation policy, but the state recommends, not requires, student growth on CCR assessments to be included as an indicator in the evaluation system

The system has four components to improve teacher effectiveness: continual professional development, multiple career paths, an observation - based evaluation system, and performance - based compensation.

The U.S. Department of Education has invited applications for the latest round of its Teacher Incentive Fund competition, which supports the development of performance - based compensation systems to place and keep effective teachers and principals in high - need schools.

Perhaps the strongest model in the United States of a collaborative urban school system, Cincinnati has a long history dating back to the mid-1980s of experimenting with team - based instructional approaches, using innovative compensation systems to reward excellence, and providing career ladders to enable the most effective teachers to coach their colleagues.

In addition to ESEA waiver requirements that districts incorporate evaluation data into personnel decisions (though compensation isn't specified), the Teacher Incentive Fund (TIF), a federal grant program that has allocated over $ 2 billion since its inception, began supporting state and district efforts to implement performance - based compensation in 2006.79 Grantees from across the country have included Miami - Dade County Public Schools, Mississippi, Pittsburgh Public Schools, Seattle Public Schools, and Washington, D.C. Public Schools (see Case Study: Lessons From Washington, D.C.'s IMPACT System).

While there is justification for rewarding teachers based in part on how their students perform, compensation systems should use multiple measures, including classroom observation.

TAP was launched in 1999 as a comprehensive educator effectiveness model that restructures and revitalizes the teaching profession by providing teachers with powerful opportunities for career advancement, ongoing professional development, a fair evaluation system and performance - based compensation.

Four elements make a TAP school: multiple career paths for teachers, ongoing applied professional development, a clearly defined teacher evaluation system, and a performance - based compensation element.