Charleston County School District (CCSD) is located in Charleston, South Carolina, and serves approximately 46,000 students in 84 schools. The district’s new evaluation system for teachers includes classroom observations of educator practice using CCSD’s Classroom Observation Tool (COT), a student value-added growth measure, and SC’s mandated evaluation system, Assisting, Developing, and Evaluating Professional Teaching (ADEPT) to produce overall educator effectiveness ratings. The administrator evaluation model for principals and assistant principals in the TIF schools includes results of PADEPP (Program for Assisting, Developing, and Evaluating Principal Performance), schoolwide proficiency, schoolwide value- added, and parent and employee surveys. CCSD uses these educator effectiveness ratings to implement a performance- based compensation system (PBCS) and improve CCSD’s Teacher and Leader Professional Learning Cycle, including its hiring and professional development practices.
CCSD is striving to improve educator effectiveness while reducing teacher attrition. To accomplish this goal, the district will develop a comprehensive evaluation system that will include an individual student growth metric and an evaluation of teacher classroom practice. Additionally, the district plans to transition to a performance-based compensation salary schedule that uses educator effectiveness rather than seniority or level of education to make human capital management decisions. CCSD plans to pilot the new schedule in its TIF-targeted schools in SY 2016-17, with full implementation beginning in SY 2017-18.
CCSD has hired The Evaluation Group as the external evaluator to conduct formative and summative evaluations in each year of the grant cycle to assess progress in achieving program outcomes and objectives, guide program implementation, and to make any necessary mid-course corrections.
- Recruited educators to participate on TIF steering committee and workgroups
- Established TIF intranet site to post TIF-related information
- Hired consultants to finalize PBCS model, confirm Educator Evaluation Framework for TIF schools, design and implement comprehensive communications plan (internal and external communications), and develop full-service online professional development system
- Conducted district-level and school-level TIFgrant orientations
- Developed strategic plan to guide professional development in TIF schools
- Organized school-based professional learning teams (PLTs) in TIF schools
- Established program evaluation plan with independent evaluation team
- Conducted surveys in TIF schools to secure ongoing educator input on new educator evaluation model/system
- Approved and introduced PBCS model for principals and teachers in TIF schools
- Approved and introduced educator evaluation framework for TIF schools
- Incorporated human resources and professional development resources into our human capital management system (HCMS)
- Trained principals, assistant principals, and core teachers in TIF schools to use our HCMS for their evaluation
- TIF PLTs began using on-demand professional development resources (e.g., videos of best practices, sample lesson plans)
- Established financial system to manage payment of performance-based compensation
For the 2014-15 academic year, CCSD implemented the classroom observation process in all schools; during that year, it conducted more than 9,000 observations. CCSD completed student learning objectives (SLOs) in our 13 pilot schools, which provided valuable information for districtwide use.
In 2015-16, CCSD continued with the full evaluation model, including classroom observations and measurement of student growth in all schools/classrooms. Media specialists, speech therapists, and guidance counselors also engaged in the evaluation and bonus compensation models. Additionally, CCSD modified the classroom observation process to include optional, face-to-face reflection sessions between teachers and external evaluators. CCSD constructed a library of several hundred SLOs and piloted them through completion in all schools. CCSD analyzed these student growth data alongside teacher effectiveness ratings.
CCSD opted for an early end to the TIF grant and received a no-cost extension to carry out TIF-related teacher and student development goals for applicable schools. Eligible teachers and administrators will receive rewards based on student and teacher performance for 2015-16. Our district is also continuing to use the classroom observation tool and student learning objectives to evaluate teacher effectiveness.
On December 15, 2014, CCSD paid Highly Effective educators (teachers/principals and assistant principals) $4,000 and Effective educators (teachers/principals and assistant principals) $1,000.
- 81Teachers -- $110,114.50
- 15 Principals & assistant principals -- $22,606.50
CCSD will decide career-ladder compensation in spring 2015 and implement it during the 2015-16 school year.