TEI OVERVIEW

June 25, 2011

Tequilla Banks
Memphis City Schools

The Challenge And Opportunity

Why Teacher Effectiveness Matters
Elementary School (Rank #1) Elementary School (Rank #82)

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Getting an effective teacher cannot be a lottery ticket for MCS youth even in our better schools

W h y Te a ch e r E ffe cti n e ss i ve n M em phi s? W

e e n vi o n a p u b l c e d u ca ti n syste m w i an si i o th effective teacher in every classroom , every year . are making smarter decisions about how we hire, evaluate, support, develop and compensate teachers. will transform our city by transforming our schools.

We We

Current State

Memphis City School students face tremendous opportunity for improved academics

5% of MCS students graduate as college/career ready on ACT 30,000 overage for grade students 30% 1:3 mobility rate

T E I V i o n a n d T h e o ry o f C h a n g e si

Increased Number and Percent of Students with Effective Teachers

Common, Agreed-upon Definition of Effective Teaching

Increased Number and Distribution of Effective Teachers

Smarter Decisions About Who Teaches MCS Students Improved Support for and Utilization of Teachers Improved Context for Teaching Create Enabling Conditions to Foster Better Teaching

Dramatically Improved Student Achievement

Improved Life Opportunities and Improved Community for the City of Memphis

Strategies for Success

C re a te a C o m m o n D e fi i o n o f E ffe cti Te a ch i g n ti ve n Make Smart Decisions about Who Teaches our Children Increase Support & Utilization of Teachers Improve the Teaching Environment

D e fi i o n o f E ffe cti Te a ch i g n ti ve n

Create new Teacher Effectiveness Measure (TEM) based on diverse criteria:

Growth in Student Learning Observation of Practice Content and Pedagogical Knowledge Stakeholder Perceptions

S m a rt d e ci o n s a b o u t W h o Te a ch e s si

Expand recruitment and hiring of high

potential teachers

Improve retention rates of effective teachers Increase the rigor of the tenure process Enable dismissal of chronic underperformers

I cre a se S u p p o rt fo r & U ti i ti n o f n l za o Te a ch e rs

Provide support based on Individual Teacher need Increase career path opportunities based on skills and performance Compensate Teachers based on skills and performance Strategically assign our most effective teachers according to need Recognize and reward high performing Teachers

I p ro ve th e Te a ch i g E n vi n m e n t m n ro

Improve principal leadership capacity

Strengthen school culture to foster effective

teaching and learning

Develop new technology solutions to enable

data-driven decision making

Enhance student engagement in and

ownership of the learning experience

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Success Metrics

Improvements in student achievement, graduation rates, college/career-readiness

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Success Metrics

Improvements in student achievement, graduation rates, college-readiness

Decrease in Achievement Gap

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Success Metrics

Improvements in student achievement, graduation rates, college-readiness

Decrease in Achievement Gap

Increase in number of highly effective teachers recruited, retained and developed

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Success Metrics

Improvements in student achievement, graduation rates, college-readiness

Decrease in Achievement Gap

Increase in number of highly effective teachers recruited, retained and developed

Better compensation and support of Teachers

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Success Metrics

Improvements in student achievement, graduation rates, college-readiness

Decrease in Achievement Gap

Increase in number of highly effective teachers recruited, retained and developed

Better compensation and support of Teachers

More equitable distribution of highly effective teachers

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Questions?

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