Incentives for Highly Effective Administrators and Teachers (iHEAT Initiative) is a performance-based compensation system (PBCS) designed to increase teacher and administrator effectiveness and, consequently, student achievement, in nine high-need schools through incentives and professional development. Miami-Dade County Public Schools (M-DCPS) is reforming the current teacher and principal salary schedules to include a differentiated salary schedule based on effectiveness. The iHEAT Initiative
will provide additional financial rewards to teachers and principals rated Highly Effective and also compensate Highly Effective teachers who take on additional career ladder responsibilities. Nine high-need schools participate in the iHEAT Initiative: Together, the schools serve approximately 12,000 students in kindergarten through grade 12. Each meets the federal definition of high need, with more than 50 percent of students eligible for free or reduced-price lunch.
The goal of the iHEAT Initiative is to increase teacher and administrator effectiveness and student achievement through incentives and professional development. The key project objectives include:
- Recognize and reward highly effective teachers and school leaders
- Provide relevant and timely job-embedded support and professional development to teachers and administrators
An external contractor will conduct the project evaluation. It will use data collected through surveys, interviews, and focus groups, along with Instructional Performance Evaluation and Growth System (IPEGS) and student achievement data from M-DCPS. The contractor will provide formative and summative feedback throughout the grant.
- Negotiation and signature of the letter of understanding with the United Teachers of Dade (UTD)
- Implementation of the districtwide recruitment strategy, resulting in more than 400 applications for the 26 iHEAT peer review teacher positions
- Development of a training and certification system to improve the inter-rater reliability across observers in the IPEGS
- M-DCPS implemented the program at all nine participating schools.
- More than 450 teachers opted to voluntarily participate in the iHEAT model.
- M-DCPS developed and used the Certified Assessor Training Tool (CATT) for training and calibration of teacher evaluators to train over 300 principals in a summer institute.
- The percentage of participating teachers rating IPEGS as "Fair" increased by 3 percentage points.
- Filming and editing of selected Teacher Quality Development Tool (TQDT) videos as a resource for teachers and administrators to increase understanding of the IPEGS performance standards
- Extension of the CATT training for peer reviewers and assistant principals
- Development of the CATT-2 training for principals, assistant principals, and peer reviewers
- Development of training modules for each of the IPEGS standards
- Filming and editing of the final selection of TQDT videos to increase understanding of the IPEGS performance standards
- Extension of the CATT-1 training to newly appointed administrators charged with teacher supervision and evaluations, including new peer reviewers and assistant principals
- Implementation of second phase, CATT-2, training for assistant principals
- Development of the CATT-3 training for principals, assistant principals, and peer reviewers
- Development of specialized CATT (DCATT) training for district instructional supervisors and instructional
- coaches to increase understanding of the IPEGS Performance Standards.
- Development of training modules on Teacher-Driven Observation to be deployed for district-wide training for Professional Learning Support Teams from each school
- Development and implementation of training on modifications of the evaluation system, including the Deliberate Practice Growth Target
- Development of resource materials and user's guides for the TQDT videos to increase understanding of the IPEGS performance standards
- Rollout of sequential, multi-phase CATT training: 1, 2 and 3, for administrators
- Development of training materials on the Framework of Effective Instruction and the IPEGS Performance Standards
- Development of updated training on the Deliberate Practice Growth Target process and rubrics as they relate to the evaluation system
- Incentives paid for career ladder positions: $125,000 (26 teachers are eligible each year. In Year 2, 25 career ladder teachers completed the year. One teacher was promoted to assistant principal).
- Incentives for participating teachers for attaining Highly Effective summative evaluation ratings
- Incentives for principals and assistant principals at participating schools for attaining summative performance ratings at the Highly Effective level