Why were PERA and SB7 passed? What will be the consequences?

Report
Why were PERA and SB7 passed?
What will be the consequences?
Dr. Richard Voltz, Associate Director
Illinois Association of School
Administrators
Why?
Reformers
vs
.
Educators
Reform vs. Real Reform
Who are the reformers?
Just what does college
and career ready
mean?
Illinois ranks at or near the
bottom in the nation in state
funding for education and
student test scores are some of
the nation's highest.
Illinois ranked 10th nationally
with a graduation rate of 84
percent, just 4 percent from
the top spot.
lllinois was No. 1 among the
nine states in the nation that
administered the ACT to all of
its graduating class of 2012.
ACT. (2012) Catching Up To College and Career Readiness. Iowa City, IA. Author.
ACT. (2012) Catching Up To College and Career Readiness. Iowa City, IA. Author.
ACT. (2012) Catching Up To College and Career Readiness. Iowa City, IA. Author.
Which of the following are gaining
or losing students?
Public Schools
Private Schools
Virtual Schools
Home Schools
Type of
School
1993
2003
2007
Public,
Assigned
77.9%
73.9%
73.2%
Public,
Chosen
11.0%
15.4%
15.5%
Private,
Church
7.5%
8.4%
8.7%
Private,
non-Church
1.6%
2.4%
2.6%
Virtual Schools 2011
• 2,000,000 online courses taken by public
school students annually
• 250,000 full time virtual students
• 52M public school students
Why PERA?
• Teachers and principals are important
for student growth
• Only .4% of teachers have been rated
“unsatisfactory” in the past
• Must measure professional
competencies and student growth
• Must ensure that evaluation systems
are valid and reliable
The Hidden Costs of Tenure
2005 Article by Scott Reeder
• Cost to fire a tenured teacher = $219,000
• 95,500 Illinois tenured teachers an average of
only 2 fired per year
• 5 fired for issues of misconduct
• Only 1 out 930 evaluations resulted in
unsatisfactory
• 83% of districts have never rated a teacher
unsatisfactory in past decade
• 94% have never attempted to fire anyone with
tenure
PERA Requires
• Form Joint Committee to
– Design performance based evidence of teacher
practice
– Incorporate data and indicators of student growth
into the teacher and principal evaluation
• Required evaluator training
• New four rating categories
• Allows for use of peer evaluators
New way to figure RIF List
Groupings
• Group 1 – Non tenure teacher who has no
performance evaluation rating.
• Group 2 – Each teacher with a Needs
Improvement or Unsatisfactory rating on either
of the teacher’s last 2 performance ratings
• Group 3 – Teacher with a performance rating of
Proficient on both of the teacher’s last 2
• Group 4 - Teacher with a performance rating of
Excellent on both of the teacher’s last 2 or 2
Excellent of last 3 with other being Proficient
New Ratings
• Effects
– Tenure
– Honorable dismissal
– Remediation
– Professional development plan required for
teachers rated “Needs Improvement” or
“Unsatisfactory”
– Cause for dismissal
SB7
• Changes Honorable Dismissal (RIF)/layoff of
both tenured and non-tenured teachers
• Acquisition of tenure, post PERA
implementation changes
– Four year
– Accelerated
– Two year
There are 138 “Shall’s” in the
Part 50 Rules for Performance
Evaluation
5Essentials Survey
This new process requires
“formal” and “informal”
observations.
• Non-probationary teachers: at least 2
observations a year (1 formal)
• Probationary teachers: at least 3
observations (2 formal)
• Professional development must align
to NSDC standards.
• Phased-in implementation for
new teacher evaluations.
• All 625 Chicago schools and
schools receiving School
Improvement Grants will
implement in 2012-13.
• Lowest 20% performing
schools by 2015-16 and
• All remaining schools by 201617.
Most other states are doing similar
reform of teacher evaluation
There is not a state
professional practice default
model.
Danielson Frameworks For
Teaching is the state model.
Why Danielson?
Danielson meets
state
requirements
Illinois law
requires...
Research based on effective
instruction practices
Must have
teacher
self-reflection
included in
the process
Shall quantify the relative importance of each
portion of the framework to the final
professional practice rating.
Must include
1) Planning
2) Instructional Delivery
3) Classroom Management
4) Aligned to Illinois Professional Teaching
Standards
What about aspects not
observable during classroom
observations?
Framework Vocabulary
4 Domains
22 Components
76 Elements
Teacher
evaluations
typically look
like this...
Each teacher teaches 900 lessons per year,
1,800 for two years
Instead it
should
look like
this.
Increased observations
It needs to look more like a Gallop Poll,
random and 10 times per cycle.
In other words,
it will
like this..
.
10 Observations
per cycle
1. Sept. 2012 – Informal
(focused student
discipline)
2. Nov. 2012 – Informal
(focused on Engaged
Learning)
3. Dec. 2012 – Informal
(focus on transitions)
4. March 2013 – Informal
(focuses on
Questioning)
5. May 2013 – Informal
(focused on
assessment)
6. August 2013 –
Informal (respect &
rapport)
7. October 2013 - Formal
8. January 2014 –
Informal (culture for
learning)
9. March 2014 – Informal
(communicating)
10.April 2014 - Final
Summative Formal
The key concept with Danielson is
Engaged Learning
My Predictions
Use of Video for Teacher Observations
Mentor Video
Peer Evaluators to provide
input
Student Input
Follow me at
http://richvoltz.edublogs.org
[email protected]

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