Critical Attributes: Critical Attributes: Critical Attributes: Critical Attributes: Access to leadership Some Leadership Leadership opportunities are Leadership opportunities are directly tied opportunities is limited opportunities are tied to tied to instructional to instructional improvement and and these opportunities instructional improvement and classroom classroom practices based on educator are not tied to improvement and practices based on educator evaluation and student assessment data. instructional classroom practices evaluation and student Leadership opportunities are available to improvement or based based on educator assessment data. all educators who have demonstrated on educator evaluation evaluation and student Leadership opportunities are effectiveness (rated at a level of proficient and/or student assessment data. available to educators who or higher) in area they are supporting. assessment data. Leadership opportunities have demonstrated Access to the leadership opportunities is are not available to effectiveness (rated at a transparent with clearly defined roles and everyone. of proficient or higher) responsibilities and qualifications. The process for selecting in area they are supporting. A rigorous selection process is in place. educators for leadership Access to the leadership Specific training and on-going support is opportunities is not opportunities is provided to all leaders. transparent. communicated with defined roles, responsibilities and qualifications. D: New Compensation Models Level 1: 0pts Level 2: 3pts Level 3: 4pts Level 4: 5pts The description of work The description of work The description of work The description of work clearly describes and vaguely indicates that work indicates that the work has describes and provides provides multiple pieces of evidence that the has been initiated and been initiated but provides evidence that the school school compensation model aligns district’s provides little or no evidence limited evidence that the compensation model to their values and beliefs around effective district’s that the school school district has developed aligns to their values and beliefs teaching and learning and is supported by district’s compensation model aligns compensation model aligns around teaching and learning current best practice research to their values and beliefs to their values and beliefs and is supported by current best around teaching and around teaching and practice research. learning. learning. Critical Attributes: Critical Attributes: Critical Attributes: Critical Attributes: Little or no work has A plan for determining There is evidence that the compensation In theory the compensation been done to redesign whether the system matches the district's vision, system matches the district's the compensation compensation system beliefs, values and goals around student
Critical Attributes: Access to leadership opportunities is limited and these opportunities are not tied to instructional improvement or based on educator evaluation and/or student assessment data. Critical Attributes: Some Leadership opportunities are tied to instructional improvement and classroom practices based on educator evaluation and student assessment data. Leadership opportunities are not available to everyone. The process for selecting educators for leadership opportunities is not transparent. Critical Attributes: Leadership opportunities are tied to instructional improvement and classroom practices based on educator evaluation and student assessment data. Leadership opportunities are available to educators who have demonstrated effectiveness (rated at a of proficient or higher) in area they are supporting. Access to the leadership opportunities is communicated with defined roles, responsibilities and qualifications. Critical Attributes: Leadership opportunities are directly tied to instructional improvement and classroom practices based on educator evaluation and student assessment data. Leadership opportunities are available to all educators who have demonstrated effectiveness (rated at a level of proficient or higher) in area they are supporting. Access to the leadership opportunities is transparent with clearly defined roles and responsibilities and qualifications. A rigorous selection process is in place. Specific training and on-going support is provided to all leaders. D: New Compensation Models Level 1: 0pts Level 2: 3pts Level 3: 4pts Level 4: 5pts The description of work vaguely indicates that work has been initiated and provides little or no evidence that the school district’s compensation model aligns to their values and beliefs around teaching and learning. The description of work indicates that the work has been initiated but provides limited evidence that the school district has developed compensation model aligns to their values and beliefs around teaching and learning. The description of work describes and provides evidence that the school district’s compensation model aligns to their values and beliefs around teaching and learning and is supported by current best practice research. The description of work clearly describes and provides multiple pieces of evidence that the school district’s compensation model aligns to their values and beliefs around effective teaching and learning and is supported by current best practice research Critical Attributes: Little or no work has been done to redesign the compensation Critical Attributes: A plan for determining whether the compensation system Critical Attributes: In theory the compensation system matches the district's Critical Attributes: There is evidence that the compensation system matches the district's vision, beliefs, values and goals around student
final2015-16implementation2and3.docx