Merit Award ProgramThe School District of Lee County

Merit Award Program TrainingNovember 2007

MAP Program Contents

• MAP Overview• Learning Gains Orientation• Orientation to the Final

Performance Assessment• Evaluation Timeline

Merit Award Program Overview

Performance Pay FY08 and FY09

What is MAP?• Merit Award Program• MAP replaces STAR• All Instructional and School-based

Administrative Personnel are eligible• Provides for an assessment and merit

award based on the performance of students

MAP continues

• No application necessary• Remain employed by September 1 the

following year• 5% award based on average teacher’s

salary• Cannot be based on experience or

length of service or base salary• Must be able to administer end of

course exams based on SSS.

MAP continues

• Based on performance of students assigned to teacher’s classroom (or sphere of influence).

• Based on learning gains, academic proficiency or both as measured by state-wide tests or district-determined instruments based on the Sunshine State Standards.

• 75% of MAP evaluation is based on learning gains.

• 25% of MAP evaluation is based on supervisor’s evaluation.

Learning Gains Orientation

Instructional Silos

• The goal of developing Instructional Silos is to place teachers in sub-groups of similar teaching assignments as equitably and as fairly as possible.

• For example, World History teachers will be grouped with other World History teachers and not with Language Arts teachers.

Instructional Silos

• Due to the new district assessment process, teacher silos will be updated this year to reflect current teaching assignments and district assessment categories.

• “School-Wide Silos” will continue to be used for instructional personnel without students directly scheduled (Guidance Counselor, Media Spec, etc.)

• Semester 2 student schedules will be utilized when developing district instructional silos

• Silo development will include consideration of the teacher assignment within the district

Instructional Silos – cont.

• Instructional personnel will be divided into grade levels: Elementary, Middle, High School

• Once divided into  grade levels, teachers will be sub-divided into instructional groups (silos) based on their primary teaching assignment

• Prior to the end of the 3rd quarter, Principals and teachers may meet to confirm and/or reconcile silo assignments

We appreciate everyone’s effort in making this process work as well as possible.

Learning Gains

Plan Policies:

• Learning gains will make up 75% of final score.

• FCAT scores will be used where applicable (grades/ subjects tested by FCAT)

• SAT-10 scores will be used where applicable (grades K-2)

• Courses/areas not related to FCAT/SAT-10 subjects or grade levels, will utilize District Pre/Post Tests

Learning GainsPlan Policies (continued):

• Gains for teachers without students assigned will be based on school-wide FCAT scores.

• Students assigned to teachers at Survey 3 time (February) will be included.

• Only students enrolled in the same school in October and February will be included.

• Only students with both pre and post-test scores will be included.

Learning Gains

Gains Calculation:

Step 1: Achievement level of students on pre and post-test is determined.

Step 2: Total points for each teacher are determined by placing student scores in a value table.

Learning Gains

Sample Value Table

Middle FCAT Reading

Prior Year Level

Current Year Level

Low 1 High 1 2 3 4 5  

Low 1 0 110 315 405 500 600  

High 1 -50 70 160 265 325 450  

2 -70 -50 130 180 300 425  

3 -150 -105 -75 175 240 260  

4 -200 -180 -135 -65 225 250  

5 -250 -200 -150 -130 35 240  

             

Learning Gains

Gains Calculation:

Step 3: Teachers are ranked by value table points within their silo.

Step 4: Ranking within silo is converted to 75 points.

SDLC Final Performance Assessment for MAP

Performance Evaluation based on

• Ability to maintain appropriate discipline – Learning Environment

• Knowledge of Subject Matter

• Assessment

• Ability to establish and maintain a positive collaborative relationship – Role of Teacher

• Florida Educator Accomplished Practices

Final Performance Assessment Overview

• Revised Teacher Assessment Instrument• Each Performance Indicator has 5 levels• Guidelines have been developed which will

help administrators and teachers distinguish among the 5 different performance levels

• 5 proficiency levels• Outstanding• High Performing• Satisfactory• Needs Improvement• Unsatisfactory

Web-based Resources supporting MAP

• Final Performance Assessment• Guideline for the Final Performance

Assessment• MAP Plan• MAP FAQs• MAP presentation and video tutorials• State Performance Pay Web-site• http://www.leeschools.net/dept/hr/MAP08.htm

Thank you for your attention

For more information please contact:______________________________