In the 2010–11 school year (SY), Harrison School District Two (HSD2) began implementing its “Effectiveness and Results” (E&R) plan, a rigorous teacher evaluation and pay-for-performance system intended to improve instructional practice and student achievement. In SY 2012–13, the district evaluated and compensated all licensed staff using the new evaluation system and salary structure. HSD2 compensates teachers for improving student achievement and demonstrating effective instructional practices in the classroom.
HSD2's primary goals are to improve student achievement, increase the graduation rate, and ensure that its students enter college or the workforce with the skills needed to succeed. To accomplish this goal, HSD2 developed a comprehensive evaluation system that includes individual student achievement scores for every teacher. The district replaced its traditional salary schedule to reward educators for improving student achievement and using effective practices in the school and/or classroom.
HSD2 monitors its progress through an internal and external evaluation. The internal evaluation ensures feedback and continuous improvement in the operation of the performance-based compensation system (PBCS). The evaluation procedures include surveys administered to all stakeholders and an analysis of value-added data intended to determine discrepancies between desired outcomes and actual accomplishments. A third-party organization will conduct an external evaluation of the PBCS. The external evaluator will examine the system's impact on student achievement, teacher recruitment and retention, school culture, and stakeholders' perception of the PBCS. The evaluator will determine whether HSD2 implemented the program with fidelity.
- Schools made significant gains in student academic achievement results.
- HSD2 retained approximately 75 percent of teachers rated Effective.
- HSD2 retained approximately 84 percent of principals and assistant principals rated Effective.
- HSD2 hired three school leadership officers to provide support and supervision to schools and leaders.
- The district hired instructional coordinators to assist teachers in improving their classroom instruction.
- HSD2 launched a new data system to house all evaluation data.
- HSD2 simplified the evaluations of student achievement by implementing pie distributions.
- An external vendor handled student achievement calculations and results postings, which the district performed internally in prior years.
- The Human Capital department used E&R to make decisions around retention, promotion, and professional development.
- The grantee hired teachers on special assignment (TOSAs) to create higher quality assessments for non-English-proficient students.
- HSD2 continued to see gains in student achievement, especially at the high school level.
- Almost 85 percent of HSD2 teachers received an Effective rating, and of these, the district retained 80 percent.
- The graduation rate increased for the sixth year in a row.
- The graduation rate continued to increase up to 81 percent.
- Of HSD2's graduates, 85 percent received acceptance to a postsecondary institution or the military, far exceeding the performance measure target.
- An increasing percentage of students are graduating college and career ready.
- An increasing percentage of English Language Learners (ELLs) scored in the top two performance bands on the ACCESS for ELLs language acquisition assessment.
- HSD2 was one of only two districts in the state to receive recognition for closing the achievement gap between white and minority students.
- Of the teachers rated Effective or Highly Effective, the district retained 83 percent.
- The U.S. Department of Education named Soaring Eagles Elementary School a 2016 National Blue Ribbon School.
- Nearly 100 percent of graduating seniors received acceptance into a college, the military, or the workforce.
- The average ACT composite score for HSD2 students increased by 0.5 points.
- The median growth percentiles for elementary and middle schools for PARCC ELA and mathematics were 50 or higher.
- The district instituted longevity pay to reward Effective teachers who continue teaching in the district for five or more years.
- HSD2 maintained its Accredited status as the Colorado Department of Education resumed accountability frameworks.
- There was a large increase in the percentage of staff agreeing that communication about the E&R plan was timely and clear.
- Of the teachers rated Effective or Highly Effective, the district retained approximately 82 percent.
- Year 5 marks the beginning of a new five-year strategic plan for HSD2, called Mission Possible II (2016-2021): Providing Equitable Education for Every Scholar Through Personalized Learning.
- The district will develop a formalized Teacher Leader training program and fellowship.
- HSD2 will continue to focus on ensuring that all students graduate college and career ready.
- HSD2 will continue to work on recruiting and retaining Effective teachers in every classroom and Effective principals on every campus.
- The grantee used approximately $715,000 of TIF funds to pay salary differentials for 115 Effective teachers for the 2015-16 school year.
- HSD2 used approximately $380,000 of TIF funds to pay salary differentials for 17 Effective principals for the 2015-16 school year.