Calcasieu Parish School System (CPSS) designed a comprehensive human capital management system (HCMS) that includes aligned performance competencies, a new state-mandated comprehensive educator evaluation system that incorporates student growth, rewards based on educator evaluations, and professional development based on data and aligned with the evaluation system. The district’s goal is to enhance science, technology, engineering, and mathematics (STEM) instruction by recruiting Effective STEM teachers and providing them with additional opportunities and support. CPSS is located in Calcasieu Parish, Louisiana, and has 21 high-need schools. On average, about 90 percent of students in these schools receive free or reduced-price lunch, and 84 percent are minorities. The schools experience high teacher turnover and have many teachers with fewer than five years of experience. The Louisiana accountability system classified 19 of the 21 schools as low performing in 2011. In 2014, one of the low-performing middle schools was consolidated by the district, reducing the number of participating schools to 20.
The Calcasieu TIF project goals are to (1) create and implement an HCMS that increases educator effectiveness and student achievement; (2) create and implement a rigorous, valid, and reliable teacher evaluation system; (3) develop and implement a research-based, data-driven professional improvement plan; (4) ensure long-term sustainability of the newly developed HCMS and professional improvement plan; and (5) improve student achievement and foster student interest in STEM disciplines. Calcasieu will contract with an independent external evaluator. The evaluator will provide ongoing formative data to guide continuous improvement, as well as summative data to examine the districts' efforts to accomplish its performance goals.
- District-wide full implementation of evaluation system (for teachers and administrators); supported training of new Compass evaluators in participating schools
- Fully implemented the electronic Compass Information System (CIS) to identify teacher and administrator effectiveness ratings and support identification of areas of need
- Hired, trained, providing ongoing support of Instructional Coaches at all 21 participating schools
- Created, assessed, and supported Professional Learning Communities (PLC) at the elementary, middle, and high school levels
- Supported 21 participating schools in their professional development needs aligned to Compass evaluation etc.
- Developed partnerships with local universities and established recruitment procedures
- Developed an Administrative PLC with both face-to-face and web-based sessions (including the Summer Leadership Institute)
- Selected leadership mentors
- Implemented performance-based compensation system, including stipends for additional roles and responsibilities and incentives for overall evaluation ratings
- Provided ongoing teacher and administrator support through Administrative PLCs, School-Based PLCs, and Instructional Coaches
- Established participating schools as practicum sites for student teachers
- Laid the groundwork for Year 3 STEM activities
- Evaluated professional development plan
- Implemented STEM master teachers at participating schools
- Developed five Elementary Demonstration Classroom Sites and provided classroom visits to teachers to improve instruction
- Provided support to teachers and administrators through Administrative PLC's, school-based PLC's, Instructional Coaches, STEM master teachers, and other professional development opportunities
- Supported ongoing implementation and maintenance of performance-based compensation system, including stipends for additional roles and responsibilities, as well as incentives for overall effective evaluations ratings
* Expanded the Demonstration Classroom Sites to include 12 total sites-- - 6 elementary, 4 middle, and 2 high school
* Expanded the total number of Leadership Mentors to 4three to four - 3 principals and one1 assistant principal
* Provided continuing support to teachers and administrators through PLCs, Instructional Coaches, STEM Master Teachers, and specialized professional development opportunities
* Supported new teachers through bi-monthly meetings to improve their effectiveness and& retention at participating schools
* Provided tTeachers were provided with over 26 days of summer professional development options, 9 of which were STEM specific.
- Refine recruitment and retention plan
- Continue to support teachers and administrators through PLC's, Instructional Coaches, STEM Master Teachers, and specialized professional development
- Implement STEM programs at the elementary and middle school level
- Provide professional development to teachers and leaders to meet their needs as determined by their evaluation results
As of October 31, 2016,paid out $1,424,000 in performance-based compensation
Sustained 19 Instructional Coach positions as career ladder positions
Sustained seven STEM master teacher positions as career ladder positions
Sustained four Leadership Mentors as career ladder positions