Developing Talent • Enhancing Careers • Improving Student Learning

REIL “Update”

Rewarding Excellence in Instruction and Leadership

EducationServiceAgency

Outcomes for Today’s Session

By the end of this session, you will be able to:

share the meaning of the acronym “REIL.”

state at least two ways the REIL grant affects you, as a teacher.

REIL Need

Why Implement a Performance-Based Management System?

The Need for REIL

Impact of Principal and Teacher on Student Achievement

Student PercentileEntering

Student PercentileLeaving

Average School/Average Teacher

50th 50th

Highly Ineffective School/Highly Ineffective

Teacher50th 3rd

Highly Effective School/Highly Ineffective

Teacher50th 37th

Highly Ineffective School/Highly Effective Teacher

50th 63rd

Highly Effective School/Average Teacher

50th 78th

Highly Effective School/Highly Effective Teacher 50th 96th

Source: McREL

Measuring Our Progress

REIL Goals and Objectives

Achieving REIL Change

REIL Goals and Objectives

Goal 1: Ensure students graduate college-and-career ready by

increasing student achievement & growth in all content areas.

Goal 2: Enhance careers for effective teachers & principals

by implementing a fiscally sustainable PBCS.

Goal 3: Develop talent in teaching & leading through a sustainable,

comprehensive program of performance-based evaluation &

support.

Objective 1.1: By June 2013, 100% of Alliance School Districts will implement a data management system so that ALL teachers & principals will use data to inform and improve instruction.

Objective 2.1: By June 2013, 100% of Alliance School Districts will implement performance pay for effective teachers & principals by providing differential & substantial compensation based on demonstrated performance.

Objective 3.1: By June 2014, 100% of Alliance School Districts will implement and validate a rigorous, transparent, and fair evaluation system with inter-rater reliability that uses multiple evaluations & measures to determine teacher/principal effectiveness.

Objective 1.2: By June 2014, 100% of Alliance School Districts will implement a value-added model for ALL teachers & principals.

Objective 2.2: By June 2015, 100% of Alliance School Districts will identify and/or reallocate non-TIF funds to sustain performance-based compensation model.

Objective 3.2: By June 2011, 100% of Alliance School Districts will implement a communication structure to ensure that teachers and principals will understand the specific measures of teacher and principal effectiveness included in the performance-based evaluation system.

Objective 1.3: By June 2015, there will be a 10 percentage point increase in the percentage of students meeting or exceeding the State standard, and a 15 percentage point decrease in students falling far below the standard in State-tested STEM content areas.

Objective 2.3: By June 2015, 100% of Alliance School Districts will provide financial incentives to recruit & retain effective teachers in hard-to-staff positions.

Objective 3.3: By June 2013, 100% of Alliance School Districts will implement a high quality professional development & support system for teachers and principals linked to the performance-based evaluation system.

At a Glance p.5

Timeline for Evaluation System At a Glance p. 6

Timeline for Compensation System At a Glance, p. 6

REIL Input

Communication & Collaboration

A dynamic communication and involvement structure will support implementation and problem resolution.

Outcomes for Today’s Session

By the end of this session, you will be able to:

share the meaning of the acronym “REIL.”

state at least two ways the REIL grant affects you, as a teacher.

April CastilloREIL Field Specialist

You may contact email me via email at

april.castillo@mcesa.maricopa.gov602-506-2896

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