The document discusses how schools can improve student outcomes by strategically allocating resources. It provides examples of how two schools/districts were able to do this. District A realized 9th graders had larger class sizes and more novice teachers so they reassigned teachers to reduce 9th grade class sizes. School X found math teachers had higher loads so they revised schedules to pair students with the same teacher for multiple periods to lower individual teacher loads. Reallocating resources like this based on data can boost student achievement compared to the traditional one-size-fits-all approach of the past 50+ years.
Networked Learning Communities: School Improvement for Educational LeadersEduEval Consultancy
Networks and professional learning communities of teachers, principals, schools, and even districts have become a common method in education for trying to sustain change in practice. Although there are many positive characteristics that are attributed to networks, there is limited direct investigation of how networks operate and how they can be purposefully and strategically constructed for school improvement and effectiveness.
Most able students: key findings and recommendations Ofsted
A presentation to complement the Ofsted report: 'The most able students: an update on progress since June 2013' https://www.gov.uk/government/publications/the-most-able-students-an-update-on-progress-since-june-2013
Presentazione di Lee Nothern del HMI Ostfed del governo britannico relativa al suo intervento al convegno internazionale "Migliorare la scuola" (14-15 Maggio 2015, Napoli), organizzato dall'Indire.
This article was retrieved from the ERIC database in the CEC L.docxchristalgrieg
This article was retrieved from the ERIC database in the CEC Library on 1/7/2016.
Frank, S., Baroody, K., & Gordon, J. (2013). First steps: What school systems can do right
now to improve teacher compensation and career path. Education Resource
Strategies.
1
JULY 2013
TRANSFORMING TEACHING
The Moment
Across the country, school districts are struggling to improve student performance on flat or declining
budgets. While school improvement methods are as varied as the towns and cities where they take
place, district leaders increasingly agree that the road to improved student outcomes must pass
through improved instruction. With many states implementing new teacher evaluation systems, and
the impending arrival of Common Core standards that will put pressure on an already stressed teaching
force, districts are trying to adapt their human capital strategies to develop and retain teachers for the
21st century. One of the most potentially catalytic elements of any human capital strategy is teacher
compensation and career path.
Many districts are understandably cautious about implementing large changes, such as redesigning the
step-and-lane system that has existed for decades. New evaluation systems must be implemented and
vetted before they are linked to compensation, and it is challenging to find common ground among
administration, teachers, and unions on the best approach. But most districts face critical student
performance challenges and budgetary constraints now—and need to improve in the short term even
as they lay the foundations for broader change in the future.
First Steps
In this paper, we outline a series of actions that districts can take to start moving toward a future vision
of the teaching job. These First Steps shouldn’t replace the larger work of overhauling the system, but
they allow districts to have short-term impact while advancing toward the ultimate goal. We define
First Steps as actions which:
• Have a positive impact on student outcomes
• Can be implemented within a year
• Can be implemented within existing collective bargaining agreements or are likely to have broad support
TEACHER COMPENSATION & CAREER PATH
First Steps:
What School Systems Can Do Right Now to
Improve Teacher Compensation and Career Path
Part of a series of ERS publications on teacher compensation, this paper explores the steps districts
can take now for sustained impact on teacher effectiveness.
By Stephen Frank, Karen Baroody, and Jeff Gordon
2
• Require little or no new investment, or are budget neutral when implemented in combination
• Build toward a new vision of a teacher compensation and career path system that can attract, retain,
and leverage the skills of a highly effective teaching force
Though these First Steps described below are numbered, they do not need to be taken in order. In
addition to describing each strategy, we estimate how much each action might cost to implement (or
save if imp ...
Networked Learning Communities: School Improvement for Educational LeadersEduEval Consultancy
Networks and professional learning communities of teachers, principals, schools, and even districts have become a common method in education for trying to sustain change in practice. Although there are many positive characteristics that are attributed to networks, there is limited direct investigation of how networks operate and how they can be purposefully and strategically constructed for school improvement and effectiveness.
Most able students: key findings and recommendations Ofsted
A presentation to complement the Ofsted report: 'The most able students: an update on progress since June 2013' https://www.gov.uk/government/publications/the-most-able-students-an-update-on-progress-since-june-2013
Presentazione di Lee Nothern del HMI Ostfed del governo britannico relativa al suo intervento al convegno internazionale "Migliorare la scuola" (14-15 Maggio 2015, Napoli), organizzato dall'Indire.
This article was retrieved from the ERIC database in the CEC L.docxchristalgrieg
This article was retrieved from the ERIC database in the CEC Library on 1/7/2016.
Frank, S., Baroody, K., & Gordon, J. (2013). First steps: What school systems can do right
now to improve teacher compensation and career path. Education Resource
Strategies.
1
JULY 2013
TRANSFORMING TEACHING
The Moment
Across the country, school districts are struggling to improve student performance on flat or declining
budgets. While school improvement methods are as varied as the towns and cities where they take
place, district leaders increasingly agree that the road to improved student outcomes must pass
through improved instruction. With many states implementing new teacher evaluation systems, and
the impending arrival of Common Core standards that will put pressure on an already stressed teaching
force, districts are trying to adapt their human capital strategies to develop and retain teachers for the
21st century. One of the most potentially catalytic elements of any human capital strategy is teacher
compensation and career path.
Many districts are understandably cautious about implementing large changes, such as redesigning the
step-and-lane system that has existed for decades. New evaluation systems must be implemented and
vetted before they are linked to compensation, and it is challenging to find common ground among
administration, teachers, and unions on the best approach. But most districts face critical student
performance challenges and budgetary constraints now—and need to improve in the short term even
as they lay the foundations for broader change in the future.
First Steps
In this paper, we outline a series of actions that districts can take to start moving toward a future vision
of the teaching job. These First Steps shouldn’t replace the larger work of overhauling the system, but
they allow districts to have short-term impact while advancing toward the ultimate goal. We define
First Steps as actions which:
• Have a positive impact on student outcomes
• Can be implemented within a year
• Can be implemented within existing collective bargaining agreements or are likely to have broad support
TEACHER COMPENSATION & CAREER PATH
First Steps:
What School Systems Can Do Right Now to
Improve Teacher Compensation and Career Path
Part of a series of ERS publications on teacher compensation, this paper explores the steps districts
can take now for sustained impact on teacher effectiveness.
By Stephen Frank, Karen Baroody, and Jeff Gordon
2
• Require little or no new investment, or are budget neutral when implemented in combination
• Build toward a new vision of a teacher compensation and career path system that can attract, retain,
and leverage the skills of a highly effective teaching force
Though these First Steps described below are numbered, they do not need to be taken in order. In
addition to describing each strategy, we estimate how much each action might cost to implement (or
save if imp ...
Empowering Teacher Agency: How Data-Driven PD Models are Improving K-5 Math A...DreamBox Learning
Just as teachers struggle to find time and resources that support differentiation and personalization for every student in math class, administrators struggle to provide differentiated professional learning options for teachers that are relevant to their classroom and easily accessible.
To improve elementary student achievement in math, district administrators must explore innovative approaches to professional development that improve teachers’ understanding of mathematics concepts. In this webinar, Dr. Tim Hudson, VP of Learning at DreamBox Learning shared how to:
Adopt a new model of online professional learning that empowers teachers to use real-time student data to access “just in time” professional learning resources that are specific to their students and classrooms.
Implement best practices for driving teacher agency in PD, such as empowering teachers to use data to choose PD topics that address the real challenges in their classrooms.
Ensure equitable learning outcomes for all students in mathematics by also ensuring equitable professional learning outcomes for all mathematics teachers.
Building Performance and Global Excellence in Independent and International S...Fiona McVitie
Operating within an increasingly competitive international education landscape, institutions and schools are striving to deliver greater value and better quality education as a priority. Private and international schools need to develop a culture of deliberate, targeted and intentional school improvement to ensure continuous and sustainable progress is made. Dr Phil Cummins will share effective techniques and tips on managing and lifting performance for your school. This practical and interactive session will cover:
• Defining performance: Context, concepts, frameworks, processes
• Understanding individual performance: Appraisal, evaluation, feedback, goal-setting
• Building individual and team performance: Coaching for success
• Building whole school performance: Managing organisational change and learning
The mid-year update on the School Improvement Plan for the elementary schools as presented to the Franklin, MA School Committee on Tuesday, March 12, 2019.
Why Finding and Keeping Quality Teachers Matters So Muchnoblex1
This issue is timely for two reasons. First of all, the specter of impending teacher shortages, particularly in the areas of mathematics, science, foreign language, English as a Second Language (ESOL), and special education, means that schools will need to work harder to find and hire teachers in these areas, and will have to pay more attention to keeping the teachers they have. Secondly, the evidence that points to a direct connection between quality teachers and high student achievement is so compelling that schools should be putting more and more effort into making sure they find and keep the highest quality teachers.
The Process
The process of maintaining a quality staff has three distinct parts, and different strategies are necessary for each. The first part of the process is finding and hiring new high-quality teachers, the second part is keeping those new teachers, and the third part is keeping high-quality veteran teachers.
Finding New Teachers
Part of the recruitment process requires laying the appropriate foundation. Each school district should have a system that works toward making teacher selection efficient and reliable. This system should:
- identify the attitudes, behaviors, and skills that characterize the kind of teachers the district wants in the classroom;
- screen for those characteristics at every stage of recruitment;
- ensure that the hiring process complies with federal, state, and local laws;
- eliminate unproductive paperwork so that the best candidates have faith in the competence of the system recruiting them;
- reserve labor-intensive personal evaluation for only the most promising candidates; and
- validate the selection process to ensure that it predicts excellence in classroom and professional performance.
In addition to traditional recruiting at local job fairs, administrators should take full advantage of other recruitment tools, including collaborating with careers centers and schools or departments of teacher education at local universities, travelling to job fairs in other districts, and recruiting teachers from other states and countries.
Another, more long-term, solution is to recruit internally by encouraging substitute teachers and paraprofessionals to complete the training necessary to be a certified teacher. For some, this may mean attending a local community college, then completing the program at a college or university. Tuition funding, even if only partial, may enable some school staff members to become certified teachers.
Keeping New Teachers
It's hard to overestimate the importance of support for new teachers. Although the first few years may always be the hardest, school leaders can put in place programs to help new teachers feel less stress and alienation.
These programs include the following:
- Providing early and effective back-to-school orientation.
Source: https://ebookschoice.com/why-finding-and-keeping-quality-teachers-matters-so-much/
ERS analysis of the budget and resource use in a small, urban California district. Includes recommendations for teacher professional learning, school redesign, teacher compensation, school planning support, and more.
Efficiency audit prepared by Education Resource Strategies for Forth Worth ISD in Texas; covers opportunities for resource reallocation as the district faces enrollment decline
Our new way of telling the story of what we do and how we do it. This presentation also unveils our updated framework: The Strategic System for Strong Schools, formerly known as School System 20/20.
This presentation was given by Karen Hawley Miles, President and CEO of Education Resource Strategies, to the National Association of State Boards of Education on March 6, 2018. It was presented in partnership with The Education Trust.
Part 1 of our presentation to the Council of Chief State School Officers on how states can support low-performing schools in the age of ESSA standards. The presentation was held June 22, 2017.
Part 2 of our presentation to the Council of Chief State School Officers on how states can support low-performing schools in the age of ESSA standards. The presentation was held June 22, 2017.
The following are the findings from our School System 20/20 assessment on how Avoyelles Parish Schools uses resources like people, time, and money. In addition to highlighting many positive strategic investments, ERS recommends further investments to address challenges such as teacher shortages and struggling students getting enough time to catch up.
We focus on three important opportunities:
Increase teacher salaries to address the critical teacher shortage.
Realign schedules and staffing practices, so struggling students could receive more time and attention in core subject areas.
Roll out guidance and rubrics to help teachers optimize the district’s investment in time for teacher collaboration
ERS presented its findings from our School System 20/20 diagnostic of DPS on March 15, 2017 to the district's leadership team, board of education, and members of the Denver education community.
Presentation from Dec, 8, 2016 webinar held by Education Resource Strategies, EdCounsel and the Large Countywide and Suburban District Consortium to discuss how districts can use the ESSA transparency requirement to increase equity.
Objectives:
1. Understand key facts about ESSA’s financial reporting requirements and relevant regulations
2. Identify challenges and opportunities that result from these requirements
3. Discuss actions districts can take to link financial transparency to equity
This PowerPoint presentation was used in our April 3, 2014 webinar titled, "Student-Based Budgeting: Is it Right for Your District?" Based on ERS' publication of the same name, this webinar featured a detailed conversation on the realities of implementing this funding system. More at http://www.erstrategies.org.
This presentation was used in a session at the Policy Leadership Academy hosted by Leadership for Education Equity, a political organization that mobilizes, supports and trains Teach for America alumni.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
3. 1. Learn how to diagnose the alignment of current
resources to strategic priorities
1. Assess where your school system is strong, and where
it can grow the most
2. Consider potential solutions to take back to your
teams
Learning Outcomes
4. The Call to Action:
Allocate resources to boost
student achievement
10. Pause and ponder
Has your district attempted to leverage any of these
resource levers? If so, which ones?
A. Reductions in group size
B. Maximizing total scheduled time
C. Increased time in priority content area
D. Reduced teacher loads
E. Changes to teacher assignment in a particular content area
F. Increase teacher planning time
G. None of the above
13. Reviewing the Data
▪ Goal: Proactively support
students in their transition
between middle school and high
school
▪ Class sizes are largest in 9th
grade, and progressively get
smaller throughout the upper
grades
14. Making Meaning
Across the country, this trend
persists. It’s often a byproduct of:
▪ Reduced enrollment in upper
grades
▪ Additional course offerings
for electives in upper grades,
resulting in more, smaller
classes
▪ 11th/12th grade students are
under-scheduled
15. ▪ In District A, we saw
that enrollment decline
over the years was one
factor in the class size
variations in grades 9-
12...
Enrollment by Grade
16. Novice Team
Assignment
▪ 9th graders were most
likely to have a novice
teacher in core subjects
and nearly twice as likely
to have a novice teacher
than 12th graders
49%
36%
29%
27%
0%
10%
20%
30%
40%
50%
60%
9 10 11 12
Grades
Novice Teacher Assignment
% Novice
Teachers
(Core
Subjects)
%NoviceTeachers
35%
17. … beyond that, upon
reviewing their resource use
data, District A realized 12th
grade students were also
often under-scheduled for
a portion of the school day
Instructional Time
18. Action Implications
Upon a full review of data, District A supported schools in:
▪ Reassigning additional teachers to 9th grade
sections by reducing total sections in 12th grade
▪ Evaluating online/virtual learning options to maintain
the breadth of electives to 12th grade students
▪ Improving guidance support to 12th grade students to
ensure students are taking a full course load
19. ▪ Goal: Improve supports in ELA and Math by
reducing teacher loads
▪ To support this goal, School X double blocks ELA
and Math classes in an effort to reduce the total
number of students an ELA or Math teacher sees in
a given year
School X:
20. ▪ Despite, similar
structures in ELA and
Math, Math teachers
in School X see 1.5x as
many students as ELA
teachers
Reviewing the Data
21. ▪ When compared to
other schools in the
district, the higher
than average teacher
load in Math became
even more apparent
Reviewing the Data
22. Upon a full review of data, School X:
▪ Revised student assignment practices in Math
classes to ensure students were paired with the same
teacher across multiple sections
▪ Provided additional administrative support to Math
teachers to reduce strain of teacher load
Action Implications
23. Stay in Touch!
ERS is hiring in Boston and the Bay Area!
https://www.erstrategies.org/info/careers