SB 2033 Power Point - Oklahoma Department of Career and

Presented by
Dr. Joe Robinson
Senate Bill 2033
• Became Effective on May 28, 2010
• Senate-Coffee, Jolley, Ford, Rice and Leftwich
• House-Benge and Shumate
Nov. 2010
Nov. 2010
• Shall adopt a minimum salary schedule and transmit a
copy to ODCTE within 30 days after adoption.
• Shall not calculate salaries of teachers solely as a
proportion of the salaries of the administrators.
• May adopt a salary schedule that provides additional
compensation for achieving certain ratings under the
Oklahoma Teacher and Leader Effectiveness
Evaluation System (TLE).
Superintendent’s/Administrators Contracts
Nov. 2010
• Employment contract for superintendent must be filed
with the ODCTE within 15 days of signing.
• School district shall not pay any salary, benefits or other
compensation to a superintendent which are not
specified in the contract on file.
• School district shall not pay administrators any amounts
for accumulated sick leave and accumulated vacation
leave that are not calculated on the same formula for
other full time 12 month employees.
Superintendent’s Contracts/Administrators
Nov. 2010
• By October 1 of each year district board of education
shall prepare a schedule of salaries and fringe benefits
paid administrators employed by the district including a
description of the fringe benefits. Copy to be sent to the
ODCTE within one week of completion.
• Administrator shall include employees who are employed
and certified as superintendents, assistant
superintendents, principals, and assistant principals and
who have responsibilities for supervising classroom
Incentive Pay Plans
Nov. 2010
• The ODCTE shall develop not fewer than five different
model incentive pay plans and shall distribute
information about each plan to every school district
board of education. (NEED YOUR HELP)
• No plan shall permit payment in any one (1) year of
incentives to any one teacher amounting to more than
50% of the regular salary of the teacher, exclusive of
fringe benefits or extra duty pay.
• Incentive pay award shall be an annual award and shall
not be a part of a continuing contract of a teacher.
Incentive Pay Plans
Nov. 2010
• A school district board of education may adopt an
academically based district incentive pay plan for the
classroom teachers in the district. Must be submitted to the
 Form an advisory committee (required members)
 Put on school board agenda for public comment
 Submit to ODCTE by March 1 for implementation of the
plan during the succeeding school year
Incentive Pay Plans
Nov. 2010
• A school district shall be required to adopt and
implement an academically based, district incentive pay
plan for any school year following the receipt by the
school district board of education, of a petition signed by
twenty percent (20%) of the classroom teachers
employed in the district which calls for the adoption of an
incentive pay plan for the district.
• Student test scores shall not be the sole criterion for
allocation of incentive pay under any plan developed or
approved by the board.
Incentive Pay Plans
Nov. 2010
• Classroom teacher shall mean any employee who holds
certification and assignment outside the classification of
an administrator.
• Each school district board of education shall provide for
a local evaluation committee which shall advise the
board on which teachers are to receive incentive pay
awards and the amount of each incentive pay award
according to the plan.
• Can be paid from the general fund.
Incentive Pay Plans
Nov. 2010
• Beginning with the 2012-13 school year, a school district
may implement an incentive pay plan that rewards
school leaders who are increasing student and school
growth in achievement. Shall be measured using TLE.
 Achieving either a “superior” or “highly effective” rating under the
 Grade level, subject area, or school level performance success
(Leader means a principal, assistant principal or any other
school administrator who is responsible for supervising
classroom teachers)
Incentive Pay Plans
• May also be authorized for:
 Critical shortage subject area
 Low-performing schools
 Science, technology, engineering and math (STEM)
 School districts that are hard to staff.
Requires public comment at a board meeting
Submit plan to ODCTE
Nov. 2010
Evaluation of Teachers/Administrators
• Each school district board of education shall maintain
and annually review, following consultation with or
involvement of representatives selected by local
teachers, a written policy of evaluation for all teachers
and administrators.
Nov. 2010
Evaluation of Teachers/Administrators
Nov. 2010
• Every policy shall:
• 1. Be based on a set of minimum criteria developed by
the SDE and by 2013-14 school year be based upon the
• 2. Be prescribed in writing at the time of adoption and at
all times when amendments to the policy are adopted.
• 3. All evaluations be made in writing and that evaluation
documents and responses be maintained in a personnel
Evaluation of Teachers and Administrators
Nov. 2010
• 4. Provide that every probationary teachers be
evaluated at least two times per year, once before
November 15 and once prior to February 10.
• 5. Provide that every other teacher be evaluate once per
• 6. Area school district superintendents shall be
evaluated by the board of education. All certified
personnel shall be evaluated by a principal, assistant
principal, or other trained certified individual.
Evaluation of Teachers/Administrators
Nov. 2010
• 7. All individuals conducting evaluations shall be
required to participate in training provided by the SDE, or
training provided by the school district using guidelines
and materials developed by the SDE.
Nov. 2010
Oklahoma Teacher and Leader Effectiveness Evaluation
System (TLE)
• Five Tier Rating System:
 Superior
 Highly Effective
 Effective
 Needs Improvement
 Ineffective
Requires the State Board of Education to adopt by
December 15, 2011, a new statewide system of
evaluation (TLE).
Quantitative and Qualitative Assessment Components
Nov. 2010
• 50% Based on Quantitative Components
 35% based on student academic growth using multiple years of
standardized test data as available
 15% based on other academic measurements
50% Based on Rigorous and Fair Qualitative
Assessment Components
Qualitative Assessment-Teachers
• Not Limited to, but Include:
 Organizational and classroom management skills
 Ability to provide effective instruction
 Focus on continuous improvement and professional growth
 Interpersonal skills
 Leadership skills
Nov. 2010
Qualitative Assessment-Leaders
• Not Limited to, but include:
 Organizational and school management
 Instructional leadership
 Professional growth and responsibility
 Interpersonal skills
 Leadership skills
 Stakeholder perceptions
Nov. 2010
Quantitative Assessment
Nov. 2010
• For those teachers in grades and subjects for which
there is no state mandated testing measure to create a
quantitative assessment for the quantitative portion of
the TLE, an assessment using objective measures of
teacher effectiveness including student performance on
unit or end-of-year tests.
• The Oklahoma Race To The Top Commission shall
provide oversight and advise the State Board of
Education on the Development and Implementation of
the TLE.
• The ODCTE shall provide to the Oklahoma State
Regents for Higher Education and the Oklahoma
Commission for Teacher Preparation timely electronic
data linked to teachers and leaders derived from the
Nov. 2010
Section 6-101.3
Nov. 2010
Defines Administrator
Defines Dismissal
Defines Non-reemployment
Defines Career Teacher (different based on employment
Nov. 2010
• Defines Probationary Teacher and Probationary Teacher
• Career Teacher Pre-termination hearing
• Defines Suspension or Suspended
• Defines Teacher
Section 9
Nov. 2010
• Defines Administrator Due Process
• A principal who has received a rating of “ineffective” as
measured pursuant to the TLE for two (2) consecutive
school years, shall not be reemployed by the school
districts, subject to the due process procedures.
Section 10
• Defines the Reasons a Career Teacher Can be
Dismissed or not Reemployed:
• Defines the Criteria to be used to Dismiss or not
Reemploy Various Types of Instructors
 Career Teacher-Ineffective
 Career Teacher-Needs Improvement
 Career Teacher-Effective
 Probationary Teacher-Ineffective
 Probationary Teacher-Not attained Career Teacher Status
Nov. 2010
Section 11-12-13
Nov. 2010
• Presents the steps set forth under the TLE that may lead
to a recommendation for the dismissal or nonreemployment of the teacher
Reduction In Force
Nov. 2010
• The primary basis used in determining the retention or
reassignment of affected teachers and administrators
when a school district implements a reduction-in-force
plan shall be the ratings of the teachers and
administrators as measured pursuant to the TLE.
Nov. 2010
• Section 15-SDE Subject Matter Curriculum Review.
• Section 16-Low Performing Schools-Implementation of
four intervention models (Comprehensive Schools).
Documents Can Be Found
 Copy of Senate Bill 2033
 Today’s Power point
Nov. 2010

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