Arlington Public Schools USING NATIONAL BOARD CERTIFICATION TO SUPPORT DIFFERENTIATED PAY

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1 USING NATIONAL BOARD CERTIFICATION TO SUPPORT DIFFERENTIATED PAY V S B A C O N F E R E N C E N O V E M B E R 1 5,

2 T H E Q U A L I TY O F T H E T E A C H E R I S T H E M O S T I M P O R TA N T VARIABLE AFFECTING STUDENT LEARNING OVER WHICH THE SCHOOLS CAN EXERCISE INFLUENCE 2

3 CAREER ADVANCEMENT PROGRAM (CAP) Product of Teacher Excellence Initiative The Arlington School Board believes that different levels of knowledge, skills, and performance can be measured and should be recognized by differentiated compensation. Supports the school board and strategic plan goal of recruiting and retaining high quality staff. Motivates teachers to acquire and demonstrate the application of knowledge and skills that more directly contribute to better school performance and student achievement. 3

4 CAREER ADVANCEMENT PROGRAM (CAP) Key features Voluntary Knowledge and skills based differentiated compensation program Portfolio based Rewards teachers for attaining and being able to use knowledge and skills valued by the district 3 portfolio options CAP Portfolio I (locally based, started in ) CAP Portfolio II (locally based, not yet available) CAP Portfolio III (outside APS, National Board Certification) 4

5 CAP PORTFOLIO I CAREER ADVANCEMENT PROGRAM 5

6 CAP PORTFOLIO I Locally Based Portfolio Eligibility 5 years of T-Scale service Not on a performance improvement plan Full-time employee Complete pre-requisite professional development 6

7 CAP PORTFOLIO I Documents Distinguished Level Performance (Danielson) Requires candidates to Pursue purposeful professional development, implement instructional approaches from that professional development, and describe how these instructional approaches represent distinguished level performance and how they support APS strategic plan goals 7

8 HOW LONG DOES THAT TAKE? Candidates need to complete 90 hours of professional development activities in 3 specific areas Candidates will compile the actual portfolio over the course of 1 school year 8

9 THE PORTFOLIO 3 sections Professional Growth 2 page template and 2 page narrative Application of Professional Development Experiences For each domain: 6 pages of written commentary on one component within the domain 2-3 pieces of evidence Synthesis 2 pages The Portfolio is submitted electronically via Blackboard. 9

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11 PORTFOLIO I SCORING Candidate work is scored by a highly qualified review panel 5 members: 1 National Board Certified T-Scale staff or one who has successfully completed CAP Portfolio I 1 Instructional lead or teacher specialist 1 Principal 1 Supervisor 1 Assistant Principal Review panel members are trained in the scoring process Face to face and online via Blackboard 11

12 NATIONAL BOARD INFLUENCE ON CAP I Portfolio based Teacher Reflection Scorer training National Board is incorporated as a separate component of the CAP program 12

13 CAP PORTFOLIO III NATIONAL BOARD CERTIFICATION 13

14 WHY USE NATIONAL BOARD The National Board Certification process improves teachers professional development by: (a) enhancing reflection on teaching practice (b) establishing a professional discourse among teachers (c) raising the standards for teaching performance (d) facilitating collaboration. (Park, Oliver, Johnson, Graham and Oppong, 2007) National Board Certification has a positive impact on student achievement, teacher retention and professional development. (National Research Council, 2008) 14

15 SUPPORT FOR THE NATIONAL BOARD CERTIFICATION PROCESS How APS Supports National Board Certification 1 hour overview and introduction sessions 15 Hour National Board Seminar Full funding for up to 30 National Board candidates each cycle Support cohort for National Board candidates Support for advanced candidates Mentors Reimbursement of retake fees upon achieving certification Support for renewal candidates Information sessions Mentors who have gone through the renewal process 15

16 DIFFERENTIATED PAY Candidates who achieve National Board Certification or CAP Portfolio I skip a step on the salary scale. This rewards them for the life of their APS career for demonstrating high levels of knowledge and skill. Employees must wait four years between portfolio attempts. Ex: Achieved NB Certification in and can pursue Portfolio I in

17 PAY SCALES Three pay scales T-Scale T-Scale CAP I employees who successfully complete one of the Career Advancement Program Options T-Scale CAP II employees who successfully complete a second Career Advancement Program Option 17

18 THE SKIP STEP 18

19 THE SKIP STEP Year without step increase Year with step increase 19

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21 IMPORTANCE OF REFLECTION: TEACHER FEEDBACK NB has been a wonderful process, but it has required full dedication for the past year. I find myself thinking constantly about how to articulate what I do, why I do it, what the consequences are and how I can assess myself and my students. Everything comes back to having clear learning goals and ensuring evidence of student learning. The National Boards process challenges teachers to constantly reflect on their own teaching strategies in connection with the learning experiences of their students. The weekly seminars helped keep me organized and focused as well as gave me the opportunity to reflect on my practices with other APS teachers. Having the support of APS and the other teachers in my cohort helped me understand the expectations and get the most out of this process of professional development. 21

22 FOR MORE INFORMATION CAP Information on APS Website: Contact Kerri Hirsch, Teacher Evaluation Specialist,,