Overview of Senate Bill : The Effective Educators Law. CASPA Meeting November 2011

Transcription

1 Overview of Senate Bill : The Effective Educators Law CASPA Meeting November 2011

2 Agenda Project Background and Methodology Overview of Staffing Provisions in S.B Overview of Resources 2

3 The Colorado Legacy Foundation partnered with The New Teacher Project to support implementation of the staffing provisions of S.B The Colorado Legacy Foundation is an independent 501 (c)(3) that serves as a critical friend and partner to the Colorado Department of Education in the effective implementation of good public policy. The Colorado Legacy Foundation identifies promising practices, invests in innovative work, recommends policy, evaluates results, and shares its findings with all Colorado school districts and schools. The Colorado Legacy Foundation believes that increased student achievement for all Colorado students requires effective leaders in every school, effective educators in every classroom, and healthy and engaged students that come to school ready to learn. The New Teacher Project (TNTP) works to end the injustice of educational inequality by providing excellent teachers to the students who need them most and by advancing policies and practices that ensure effective teaching in every classroom. National nonprofit, founded by teachers in 1997 Partners with school districts, state education agencies, and charter schools More than 300 employees, most embedded in school district offices; the majority are former teachers 3

4 This project is a collaborative effort between CLF, TNTP and five school districts of varying sizes and locations Project Goals 1. Conduct an analysis of district policies, practices and data (human capital assessments) that will inform the implementation of effective teacher hiring practices. 2. Share best practices identified during human capital assessments. 3. Assist in improving the effectiveness of districts human capital strategies. 4. Provide districts with tools, trainings, best-practices and models to help build capacity to implement the hiring provisions of S.B Facilitate district collaboration to meet the needs of district leaders, teachers and students. 6. Give all districts access to resources designed to support implementation of mutual consent staffing in a smart way. 4

5 We supported small- to medium-sized districts in implementing the staffing provisions of SB-191. Partner Districts District Setting # Schools # Students # Teachers Adams 14 Denver Metro 14 7, East Grand Rural Mountain 5 1, Elizabeth Rural 8 2, Greeley Small City 30 19,623 1,150 Fort Lupton Outlying Town 4 2,

6 Project timeline and methodology March April 2011 April May 2011 June July 2011 Requested staffing related data from districts and conducted background interviews. Completed district policy and practice analysis and conducted teacher and principal surveys. Drafted and presented a Human Capital Assessment report to each partner district. July August 2011 Sept. Oct November 2011 Developed resources and trainings using information gathered during Human Capital Assessment presentations. Brought partner district staff and principals together to learn best practices using resources designed this summer. Finalized resources for distribution and presented project outcomes to partner school district boards. 6

7 Agenda Project Background and Methodology Overview of Staffing Provisions in S.B Overview of Resources 7

8 S.B establishes a connection between a district s evaluation system and their staffing practices. Mutual consent hiring. Assignment of a teacher to a school must be based on the consent of the principal, with input from at least two teachers at the school, and a review of the teacher s demonstrated effectiveness, qualifications and experience to demonstrate that they support the instructional culture of the school. Displacing staff. Starting February 15, 2012 districts should begin using evaluation ratings as the primary factor when deciding which staff to displace as a result of a drop in enrollment; turnaround; phase-out; reduction in program; or reduction in building, including closure, consolidation, or reconstitution. Priority Hiring Pool. Displaced non-probationary teachers with positive evaluation results are placed in a priority hiring pool where they are given a first opportunity to interview for available positions for which they are qualified. Displaced teachers not hired through mutual consent hiring may be placed in a limited term assignment for two hiring cycles or 12 months, whichever is longer. Teachers that have contracts cancelled through a Reduction In Force do not get the benefit of the priority hiring pool. Unpaid leave. Non-probationary teachers who do not secure a new position through mutual consent hiring within 12 months or two hiring cycles, whichever is longer, are placed on unpaid leave. Teachers who secure positions within the district while on unpaid leave are reinstated at the salary and benefits level they would have been at if they had not been placed on unpaid leave. 8

9 Agenda Project Background and Methodology Overview of Staffing Provisions in S.B Overview of Resources 9

10 Human Capital Assessments evaluated the needs of the districts around S.B and mapped a route to resources. The reasons for Human Capital Assessments Provided an accurate reflection of current policies and practices and the results of those practices. Was the most effective way to compare current district policy and practices to the staffing provisions in S.B Identified areas in which districts needed support to effectively implement the staffing provisions and effective staffing practices. Presenting Assessment findings and recommendations to district staff was crucial in defining appropriate resources Gave district staff the opportunity to check our understanding of district policies and practices. Provided an opportunity to discuss surfaced needs and challenges. Staff were asked to rank recommendations based on district priorities and greatest needs to bring district into alignment with staffing provisions in S.B

11 District staff prioritized recommendations made in human capital assessments to create a road map for resources. District and School Administrative Functions Identify and apply levers for retention Support struggling teachers Create & clearly communicate a shared vision of effective teaching Move hiring timeline forward Communicate with applicants and new hires Train staff on selection criteria Human Resources Functions Attract more high-quality applicants Communicate with applicants and new hires Support displaced teachers Move hiring timeline forward Train staff on selection criteria Policy Committee Functions Define terms around mutual consent Change/create policies for mutual consent Embed interview and selection criteria in policy End use of seniority as primary mechanism for displacement and layoffs 11

12 Resources were developed to support implementation of mutual consent hiring and effective staffing by districts across Colorado. S.B : Great Teachers and Leaders Bill Policy Recruitment & Application Implementing Colorado Senate Bill : School District Guidance on Implementing Effective Staffing Practices Advice from Practitioners: A Guide to Implementing S.B Staffing Provisions Retention & Culture Creating and Communicating a Shared Vision of Effective Teaching A Guide to Effectively Implementing a Priority Hiring Pool Retention & Tenure Instructional Culture Policy Prof. Dev. An effective teacher in every classroom Evaluation Recruitment Induction Screening Selection Cultivating High-quality Candidates: A Handbook on Effective Communication Practices Screening, Selection & Induction Building Strong Instructional Teams Through Effective Staffing Practices Interview Tools and Resources: A Handbook on Consistently Implementing a Hiring Process to Attract and Select Outstanding Teachers Note: Professional development and evaluation were not addressed as part of this initiative. 12

13 A working group of practitioners met to define terms and identify best practices around the staffing provisions in S.B Working Group Members District leadership Human Resource staff Principals Teachers UniServ Directors Members were from Five Districts Adams 14 East Grand Weld County 6 Weld County 8 St. Vrain Valley Innovative and Collaborative According to members, these meetings were the first time a diverse group of practitioners from a variety of districts and offices, who work where the rubber meets the road, collaborated. Over the course of four all-day meetings the members worked to define terms and identify best practices that districts can use when developing policies and practices related to the staffing provisions in S.B

14 The Working Group created recommendations, considerations, and questions for districts implementing the staffing provisions. Advice from Practitioners: A Guide to Implementing S.B Staffing Provisions Designed as a reference guide for district leaders and stakeholders to use when making decisions on how to implement effective staffing practices that meet the intent of S.B. 191 staffing provisions. 14

15 Focused resources provide districts with guidance and tools to implement effective staffing practices. Implementing Colorado Senate Bill : School District Guidance on Implementing Effective Staffing Practices Is a practical road-map for school districts in how to go about evaluating and revising their current teacher hiring policies and practices as they plan for implementation of mutual consent hiring. Interview Tools and Resources: A Handbook on Consistently Implementing a Hiring Process to Attract and Select Outstanding Teachers Designed to provide district staff with guidance on how to implement a systemic interview process aligned to the values of the district. Cultivating High-quality Candidates: A Handbook on Effective Communication Practices Is a resource for district administrators to increase the quality and quantity of their applicant pool to meet the needs of their schools. A Guide to Effectively Implementing a Priority Hiring Pool Provides school district administrators and school district Human Resource departments with strategies, practices and a tool for tracking displaced teachers to assist in the successful implementation and management of a priority hiring pool. 15

16 Two training workshops provided districts with guidance and tools to implement effective staffing practices. Building Strong Instructional Teams Through Effective Staffing Practices Designed to give participants a common understanding of the benefits of effective staffing practices, of mutual consent hiring and supporting displaced teachers Creating and Communicating a Shared Vision of Effective Teaching Designed for district and school leaders to define their vision of effective teaching; develop a plan for communicating their vision; and identify goals to track progress toward making the vision a reality. All resources and training workshops are available on the Colorado Legacy Foundation website. 16

17 Questions For more information: 17