GAME CHANGERSAN EDUCATIONAL CONSULTING FIRM

TEAM

LELAN DUNAVANT

STEPHANIE MORRISON

NATE NAPIER

GREG SCHERMBECK

CARLEE SMITH

TABLE OF CONTENTS

EXECUTIVE SUMMARY......................................................................................................................Description of the Company.....................................................................................................Mission Statement....................................................................................................................Services.....................................................................................................................................

OVERVIEW........................................................................................................................................The Need..................................................................................................................................Our Mission..............................................................................................................................Our Vision.................................................................................................................................Our Approach...........................................................................................................................

PLAY BOOK........................................................................................................................................Coaching Staff...........................................................................................................................

Game Plan.................................................................................................................................Marketing.................................................................................................................................Market........................................................................................................................................................................................................................................................................................Money..................................................................................................................................................Pro Forma Statement of Activities..............................................................................................................................................................................................................................................

Financial Graphs...............................................................................................................................

Appendix A........................................................................................................................................

Appendix B........................................................................................................................................

References ..................................................................................................................................

WILL BE UPDATED TOMORROW AFTER PAGE #s ARE FINALIZED

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EXECUTIVE SUMMARY

Effective teachers are leaving classrooms and schools at alarming rates, particularly in schools located in low income areas. Above all else, effective teachers are critical to the school in which they work but more importantly to the student’s in which they interact with and lead on a daily basis. Schools are working hard to address this issue yet are struggling due to financial and human capital contraints. We propose a disruptive solution.

Game Changers is an educational consulting firm driven to recognize and award top teaching efforts by retaining effective teachers. We use our G.A.M.E approach to ensure teachers under our consultation have the ability to Grow, Appraise, Mentor and Excel.

We have structured our organization in a way that allows our coaches to create individual plans for high performing teachers that not only push teachers to grow but acknowledge them as leaders in the classroom. Game Changers is not interested in firing teachers, our main concern is shining light on the top performers within each school and working tirelessly to ensure they are awarded and appreciated.

At Game Changers, we provide two services that are unmatched within the educational consulting market. First, we offer a comprehensive 10 month consultation package. Game Changers understands that true coaching and appraising cannot be manufactured within small time frame. We also award top performers with a $10,000 end of the year award; $5,000 of that total award is earmarked for professional development. Lastly, teachers who receive this award in excellence sign a one year contract to ensure they return to their original school.

We are excited to present this game changing idea and look forward to partnering with you in our quest to retain the most effective teachers in the classroom - in order for them to provide the best educational opportunities to our students, our future.

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OVERVIEW

The Need

Public education in America is being attacked from a number of different perspectives. Test scores, failing schools, poor leadership and a litany of other reasons are being offered in an attempt to explain America’s educational system in comparison to those of other developed countries. Realizing all the aforementioned areas are logical, we offer to confront and overcome what some have pointed to as the crux of our educational system – retaining our highest performing teachers.

Schools, especially those in low-income areas continually struggle to support, and as a result, keep high performing teachers. Specifically, a recent student published from The New Teacher Project estimates that 10,000 “irreplaceable” teachers across the nation’s 50 largest school districts are leaving the classroom each year effecting 300,000 students (The Irreplaceables, 2012). Beyond the sheer number of highly effective teachers that are leaving, the study also found for every high performing teacher that leaves, it will take the school 11 teachers to find one of equivalent effectiveness. A deeper dive reveals that such teachers cite interesting metrics causing them to leave or conversely stay in a school if these needs were met (Keeping Irreplaceables in D.C., 2012):

School Leadership Workload School Culture Career Advancement Compensation Evaluation System

Our schools face a critical issue that must be solved. Traditional schools often have a ratio of 1 to 15 administrator to teacher ratio – thus proving difficult to provide all teachers, specifically the highest performers with enough professional guidance and support.

Our Mission

Changing the game of education through retaining and empowering highly effective teachers.

Our Vision

We would like to take this opportunity to introduce Game Changers, a disruptive solution that addresses keeping high performing teachers where they belong, in the classroom.

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Game Changers is an educational consulting firm that provides support to schools in retaining their highest performing educators. Specifically, our service includes a comprehensive and personal approached to teachers that schools have not provided.

Our Approach

Game Changers differentiates itself from other leading educational consulting firms by working to bridge accountability and education through our G.A.M.E approach:

Grow and Appraise Highlight top performers Working with administration to create a culture of gratitude Observe all teachers via Game Changers rubric Student evaluation of teachers Peer evaluation of teachers Gap analysis/growth plan Allow top talent leadership development opportunities to mentor lower

performing teachers in the school

Mentor 10-month coaching cycle Curriculum coaches Weekly feedback meetings

Excel Corporate Sponsored Award to Top Talent Teacher

o $10,000 award $5,000 personal award $5,000 profession development award

Community acknowledgement Appreciation dinner and awards banquet

It is our belief at Game Changers that teachers have market values – and not just in the teaching profession. Keeping our ears close to educational frontlines and understanding what highly effective teachers need, we will ensure are most effective educators are valued as they work to improve educational opportunities for students across the nation.

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PLAY BOOK

MANAGEMENT

In year one, Game Changers will have one full time employee and three part time coaches. Our CEO will be Greg Schermbeck, a graduate of the very prestigious Peabody program for Leadership and Organizational Performance. Mr. Schermbeck has experience and expertise in creative ways to engage and motivate highly effective teachers. In addition to Mr. Schermbeck’s leadership, our coaches will be experts in their fields with great insight into teacher talent.

Focusing on the Common Core classes (Math, English & Science), coaches will work part time in year one at one school and will increase to working full time amongst three schools in year 2. Specifically, these coaches will be responsible for appraising, coaching, supporting teachers as well as other related functions in conjunction with the mission and model of Game Changers. In year 3, Game Changers will hire three additional coaches, with a total of six consultants serving six schools. Mr. Schermbeck will continue to lead the organization, build relationships with schools, and work with administration to change the culture in schools of appreciation and support.

MODEL

Initially, Game Changers will pitch our idea for solving teacher retention to Nashville School’s and Metro Nashville Public School and eventually sign a formalized agreement to begin our work. While specifics of our approach can be found in the “Market” section our plan, we will use this section to explain our consulting model and business processes.

In order to take advantage of our 10-month consultation process schools contracts will begin in June in order for Game Changers to begin planning for the specifics of each school. As citied by a study published by The New Teacher Project, effective evaluations include:

1. Annual process2. Clear, rigorous expectations 3. Multiple measures 4. Multiple ratings5. Regular feedback 6. Significance (internally & externally from the school

We will conduct an initial meeting with school administration to discuss our plan of attack (consultation process, evaluating system, feedback process, etc.) and establish professional relationships as we work together throughout the year. This meeting will also be used to gauge

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the administration’s suggestion of high performing teachers and data collection from previous years for our records.

Game Changers offers a comprehensive package to ensure successful retention of high performing teachers, thus allowing for continued success in relation to student achievement. We work in schools for a 36-week coaching cycle. We enter the school in August and meet with both the administration and related staff. From that point we will work with the administration to establish diagnostics tests for each of the curriculum departments. These tests will be used to gauge baseline data from teachers and scholars. Once the data is collected and analyzed, Game Changers’ coaches will assist each teacher through observations, data analysis (primarily from the diagnostic) and feedback. This process will proceed through December as school draws to an end before the Christmas holiday. We anticipate a 1 to 10 coach to teacher ratio at this point.

As students return from the holiday break teachers will administer a mid-year examination, per grade level and subject. The data from these exams, as well as mid-year evaluations and observations (found in Appendix A) will be used to determine the three most effective teachers within each department.

Once the top three performers are highlighted, Game Changers’ coaches will provide an individualized and targeted approach based upon the needs and requests of their respected teachers. Coaches will also observe each teacher three times per week, allowing for more detailed feedback.

In May, Game Changers will use data from the final assessments to determine the most effective teacher within each department. All finalists will attend the end-of-the-year sponsored banquet, where the top performers will be announced. A detailed timeline can be found in Appendix B.

At this time, the most effective teachers will be awarded $10,000. This will split into one $5,000 personal award to thank them for their contribution and $5,000 for professional development or to implement new ideas in the classroom. In order to receive the financial award, teachers will sign a one-year contract to guarantee their return to their school.

Value Propositions

At Game Changers, we provide 4 value propositions:•Student Achievement •Teacher Retention •Improving Human Capital •Increasing High School Graduation Rates

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By retaining the highest performing teachers (and eventually recruiting), Game Changers will use a coaching and feedback model to support top teachers and provide coaching to ensure they push their students academically.

Key Resources

Resources will revolve around four areas: human, intellectual, financial, and partnerships.

Human resources will include hiring three part-time coaches that are masters in their particular content level but also skilled at coaching and working with high performing educators. Partnering with key organizations will also open doors to building and sustaining valuable human resources that will allow Game Changers to be successful.

Intellectual resources include the rubrics used to support and rate teachers as well as using creative means to build relationships and solve complex issues with schools, school districts and investors.

Financial support will be critical within year one as we will need grant money to get the organization off the ground. Beyond year one it will be essential to leverage the financial support of the local private sector and entice development as we accrue larger costs associated with expansion.

Partnerships will include organizations such as Teach For America and The New Teacher Project. These organizations place young professionals in the classroom to teach who often come from varying backgrounds. Multiple sources cite these programs as successful however each face similar criticisms in that their teachers often leave for more illustrious or higher pay careers after a short time in the classroom, thus jeopardizing their former schools and more importantly – students.

Game Changers will work to partner with both programs in a mutually beneficial relationship. Game Changers will benefit from the national exposure and credentials that can be leveraged while Teach For America and The New Teacher Project will benefit as Game Changers assist in retaining their highest performing teachers – positively influencing the organizations and most importantly, students. In the end, financial support may be a side effect of the partnership – Game Changers is initially concerned with establishing backing from two successful educational organizations in the developing years of the firm.

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MARKETING

Product Game Changers offers a 10-month service aimed at retaining, supporting, and awarding the

school’s highest performing teachers. Further, we work in conjunction with schools to ensure the needs of teachers are met.

Price Our contract fee for each school is $75,000. This package includes our 10-month coach

cycle where we are naming and coaching top performers and providing an end-of-the-year celebration. During year 1 and 2, we will discount the price to $20,000 and $40,000 respectively.

Place Game Changers will open in the summer of 2014 in Nashville, TN. By this juncture, CEO

Greg Schermbeck will have had 6 years of experience in educational management, including teaching, instructional coaching, founding Dean of Students, and educational consulting. Game Changers will target McGavock High School, a Title I school comprised of approximately 150 teachers and 2,500 students.

Promotion In the beginning, Game Changers will partner with the Metro Nashville Public Schools and

large educational organizations including Teach For America and The New Teacher Project. We will use our end of the year ceremony as well as social media and grassroots marketing to spread the word and importance of valuing our most effective educators. Most importantly, Game Changers will promote retaining effective teachers in the classroom for additional years, thus aiding in continued academic achievement for students across Nashville.

Market

As established previously, Game Changers will target Nashville, Tennessee. Currently, approximately 62% of Metro Nashville Public School teachers will leave within the first five years (Garrison, J., 2011). We will target the lowest performing high schools because:

1. Teacher retention rate is lowest amongst the lowest performing schools.2. Lowest performing schools are traditionally home to students that require Title I

funding from the federal government and, as a result, have more funds earmarked for teacher development and support.

Competitors

Game Changers will have to convince school districts and officials that our method of evaluating is more effective than theirs. It is most important to note the differences in our nearly year-long

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evaluation of teachers and subsequent coaching. Game Changers will make a strong case for our model over a value added model that rests mainly on test scores. Teach Plus is a national non-profit aimed at increasing retention of effective teachers. These great teachers are also encouraged to participate in national, state, and local policy formation. While their program lacks the financial incentives of Game Changer, it does provide professional development and mentoring.

The National Council on Teacher Quality is an organization aimed at lobbying for policies that increase transparency of the current evaluation system and providing better policies where ones are ineffective. Other organizations in the market include The Teacher Effectiveness Initiative and Nashville’s ASSET (Achieving Student Success Through Effective Teaching). However, these organizations do not provide the highly individualized support and mentoring to retain high performing teachers. The market seems to be missing a non-profit that combines thorough evaluation with mentoring and financial incentives.

Competitively, Game Changers separates itself by offering a comprehensive review and coaching model of targeted academic departments, as well as highly rigorous rubric that prevents motivating teachers from “teaching to a test”. Further, many programs are geared towards ridding low performing teachers that are often met with bureaucratic tape within the district. Game Changers focuses on retaining and empowering the highest performing teachers within a given school (and eventually school district) through obtaining additional resources, assigning a personal coach, and financial awards geared towards personal and professional use. Thus, Game Changers is positioned nicely to enter and experience sustained success within the educational consulting market as it truly offers services unlike any organization.

MONEY

Start-up Summary

Our start-up costs will mainly include salaries for our CEO and consultants (see Appendix C). We will also incur additional expenses in the form of administrative, marketing, equipment, and award costs. First year costs will be covered through grants, donations from friends and family, sponsorship fees, and contracted fees from schools. We will provide a significantly discounted contract fee in year one, a less discounted contract fee in year two and will charge schools our full contract fee in year three.

Pro Forma Statement of Activities

The following shows our anticipated statement of activities for the first three years of Game Changers. See Appendix D for assumptions.

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Projected Revenue

Our projected revenue includes contract fees and sponsorships:

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The following pie charts show the growth from dependence on grants and donations from friends and family to being a self-sustaining organization:

Grants37%

Friends & Family23%

Contracts 15%

Sponsors25%

Source of Funds as % of Revenue Year 1

Grants26%

Contracts 41%

Sponsors33%

Source of Funds as % of Revenue Year 2

Contracts71%

Sponsors29%

Source of Funds as % of Revenue Year 3

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Expense Analysis

Our main expenses are comprised of salaries, payroll taxes, and expenses related to the award.

Year 1 Year 2 Year 30%

10%20%30%40%50%60%70%80%90%

100%

62% 59% 55%

22% 31% 30%

5% 4% 4%

Key Expenditures as % of Total Expenses

Salaries Award Payroll Taxes

Expe

nse

Perc

enta

ge

Breakeven Year

We will be financially self-sustaining at the beginning of our third year. We will use grant money and donations from friends and families to build our brand and build relationships with school and school districts. Our discounted contract fee will make us an attractive company for schools to work with as we build our reputation.

Year 1

Year 2

Year 3

$- $100,000 $200,000 $300,000 $400,000 $500,000 $600,000 $700,000

Contracted Fees and Sponsors

Net Expenses

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MOMENTUM

Game Changers is planning on building our reputation as an effective and innovative retention strategy for highly effective teachers. As we prove our success among schools, we will continue to expand to different schools in the area of Nashville and ultimately into the region and nation at large. We will also expand our services to include webinars and speaking engagements. Our ultimate goal is to create, share, and expand the culture of valuing, engaging, and appreciating highly effective teachers. We want to spread this culture so that teachers are motivated to strive for excellence, which will ultimately spill over onto their students. By sharing our mission in additional ways, beside our direct contracts with schools, we will not only build our brand and reputation but also hopefully affect lives of teachers and students across the country. These additional fees will allow us to offset contract fees for schools who may not be able to afford our full rate.

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APPENDIX A

Observation and Evaluation Rubrics

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Used with permission from Nashville Prep

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APPENDIX B

Consultation Timeline

August – December (20 weeks)

o Coaches enter school

o Diagnostic tests (used to measure growth) are administered

o Tests will be approved by both Game Changer’s and related school / district

o Data is analyzed

o Observations, feedback meetings, coaching begins

January (2 weeks)

o Mid-year tests are administered

o Mid-year evaluations / observations are completed (coach, self, peer & student)

o Data is analyzed

o Top 3 candidates are correlated and announced

January – May (18 weeks)

o Targeted coaching, feedback meetings, coaching continues

o Final tests are administered

o Final evaluations / observations are completed (coach, self, peer & student)

o Data is analyzed

o “Irreplaceables” are announced at sponsor’s dinner

o Teachers have option to sign one year agreement to return

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APPENDIX C

Salaries

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APPENDIX D

Assumptions

Pro Forma Statement of Activities Contracted Fees:

o Year 1: $20,000 per school (discounted rate)o Year 2: $40,000 per school (discounted rate)o Year 3: $75,000 per school (full rate)o This fee is based on a school with 150 teachers and 2,500 students. o Our target school clientele will be higher-need schools that have a particularly

hard time maintaining excellent teachers. This fee is partly based on funds available to Title 1 schools. Based on school systems such as Charlotte-Mecklenburg Schools who reported over $600,000 of funds for use including professional development.

o http://www.cms.k12.nc.us/boe/ComprehensiveReview/Board%20of %20Education%20Documents/Update%20Report%20to%20Board%20of%20Education%20on%20Continuous%20Improvement%20Process%20Dec.%2013,%202011.pdf

Grants: We plan on receiving $50,000 and $80,000 in grants for year 1 and 2 respectively. We plan on applying for grants in the year prior to launching Game Changers so we will have the money at the onset. Our CEO Mr. Shermbeck will apply for grants in his own time prior to starting this non-profit. Potential grants include:

o The Bill and Melinda Gates Foundation, EdVestors, Richard and Susan Smith Foundation, The Walton Family Foundation, Ford Foundation, William K. Kellogg Foundation, The Carnegie Corporation, The Silicon Valley Community Foundation, Brain Trust, TFA Social Innovation, The Broad Foundation, Wells Fargo, Corning Incorporated Foundation, Toyota U.S.A. Foundation, American Honda Foundation, Bush Foundation, Google, RGK Foundation, State Farm, GE Foundation.

o We will apply to a significant number of grants (20 are listed above) hoping to win 10-20%.

o All of these foundations have a history of supporting educational non-profits, including non-profit organizations that seek to make a difference in teacher effectiveness. Many of these foundations also have a history of large donations to educational non-profits.

o The Foundation Center’s list of top funders http://foundationcenter.org/findfunders/topfunders/top100assets.html

o http://www.teachplus.org/page/partners-27.html

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o http://www.edutopia.org/grantinfo o https://www.wellsfargo.com/about/charitable/ o http://www.usnews.com/news/blogs/stem-education/2011/12/14/google-

awards-grants-to-16-stem-organizationso http://www.ge.com/company/culture/foundation/index.htmlo http://www.statefarm.com/aboutus/community/grants/company/company.aspo http://corporate.honda.com/america/philanthropy.aspx?id=ahf

Sponsors: Our sponsors will be organizations or individuals who seek to partner with specific schools. Effective teaching awards will be named after sponsors. Sponsors will pledge $30,000 per school, giving each teacher award $10,000. The awards celebration will also be a sponsorship opportunity.

Donations: Our CEO and family will pledge to give $34,000 in year 1 to get the organization off the ground.

Salaries and Payroll expense: See (APPENDIX SALARY). Based on growth plan. o Payroll taxes based on:

http://www.taxpolicycenter.org/taxfacts/payroll-tax-calculator.cfmo CEO salary is evenly split over 12 monthso Consultant salaries are based on working 3 weeks in December and January and

2 weeks in May. Administrative: Fees include printing, office supplies, etc. Marketing: Includes professional materials for dissemination to schools and school

systems. Branding Game Changers and advertising the organization. General: Includes purchase of new computers for each employee and software ($4000

budgeted per computer, $500 for software) Rent: Year 1 and 2, employees will work from home and will meet in public locations. In

year 3, Game Changers will rent out office space. Rent is $2451 a month:o http://www.loopnet.com/Listing/15445386/2710-Old-Lebanon-Road-Nashville-

TNo We will use space #10 listed on the website which is approximately 3677 SF

which is a good size for 7 people. Insurance: Based on $150 for liability, $150 per employee, and $150 for renters

insurance. o http://cpol.army.mil/library/nonarmy/dod_pli_guide.html

Furniture fees: Based on research on officemax.com for cost of desk, chair, printer, and lamp for 7 employees.

Award: This is directly related to sponsorship fees (see above). We will give each award recipient a $10,000 prize.

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For Pro Forma Cash Flow Statement (calendar runs June-May) Starting cash will include grant money and donations from friends and family. Schools will pay 20% of contracted fees in June with the remaining divided evenly

among the 10 months of the school year (August-May). Sponsorship fees will be collected in August at the beginning of the school year Expenses and Payroll Taxes

o Salaries: CEO salary will be monthly on a 12 month calendar Consultants will be paid hourly, based rates and hours above.

Consultants will work 3 weeks in December and January, and 2 weeks in May

o Administrative fees will be divided evenly throughout the yearo Marketing fees will be mainly used at the beginning of the summer for

advertising materials with remaining funds used throughout the yearo General fees will be used at the beginning of the summer to get consultants

necessary equipment.o Insurance will be paid at the beginning of our fiscal year, and when consultants

begin work.o Furniture fees: Furniture will be paid in June when Game Changers rents out

office space. o Award and Award Celebration funds will be used in May when the celebration

occurs.

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APPENDIX E

Pro Forma Cash Flow Statements (Year 1-3)

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APPENDIX F

Sensitivity Analysis

In our sensitivity analysis, we determined that in the worse case scenario year 2, that we only contract an additional school that our organization will still generate revenue. However, when examining year 3, we determined that if Game Changers only contracts four schools that we would produce a loss in terms of net income. This is a result of an increased fixed expenditure – the acquisition of long-term lease for the increase in employees. If the number of schools/contracts acquired in year 3 increases to five schools, then Game changers will generate revenue. Therefore, the conducted sensitivity analysis dictates that in order to stay above the red, it is imperative for Game Changers to experience a growth of contracts between year 1 and year 2 of one school and three additional schools/contracts from year 2 to year 3.

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REFERENCES

(2010). National council on teacher quality. Retrieved from http://www.nctq.org/p/search/?s=evaluation

(2011, December 31). Continuous improvement update report to Board of Education. Retrieved from https://docs.google.com/viewer?a=v&pid=gmail&attid=0.1&thid=13b5d1c0c8fec4a9&mt=application/pdf&url=https://mail.google.com/mail/?ui%3D2%26ik%3D28f0d23c16%26view%3Datt%26th%3D13b5d1c0c8fec4a9%26attid%3D0.1%26disp%3Dsafe%26zw&sig=AHIEtbQecVKJ_6XWI4bfI00k7XE-KsHQFA

(2012). Achieving student success through effective teaching. Retrieved from http://www.mnps.org/AssetFactory.aspx?did=49525

(2012). Programs. Teach Plus. Retrieved from http://www.teachplus.org/page/programs-2.html

(2012). Strategies for success. Teacher Effectiveness Initiative. Retrieved from http://www.mcstei.com/strategies/define

(2012, July 30). The Irreplaceables. Retrieved from http://tntp.org/assets/documents/TNTP_Irreplaceables_2012.pdf

(2012, November 8). Keeping irreplaceables in DC schools. Retrieved from http://tntp.org/assets/documents/TNTP_DCIrreplaceables_2012.pdf

Garrison, J. (2011, April 3). Almost 40 percent of Metro teachers quit within first five years on the job. The City Paper. Retrieved from http://nashvillecitypaper.com/content/city-news/almost-40-percent-metro-teachers-quit-within-first-five-years-job

(n.d.). HISD Teacher appraisal and development system appraiser toolbox. Retrieved from https://docs.google.com/viewer?a=v&pid=gmail&attid=0.1&thid=13b5d195350f829f&mt=application/pdf&url=https://mail.google.com/mail/?ui%3D2%26ik%3D28f0d23c16%26view%3Datt%26th%3D13b5d195350f829f%26attid%3D0.1%26disp%3Dsafe%26zw&sig=AHIEtbRm6aXRCqf9pu3ZKxDH_vi5Sr0h_w

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(n.d.). Teacher evaluation by student. Retrieved from https://docs.google.com/viewer?a=v&pid=gmail&attid=0.1&thid=13b5d1b3aa12accb&mt=application/pdf&url=https://mail.google.com/mail/?ui%3D2%26ik%3D28f0d23c16%26view%3Datt%26th%3D13b5d1b3aa12accb%26attid%3D0.1%26disp%3Dsafe%26zw&sig=AHIEtbRE5HZjEBdlZ6U514RdpTRTeXqDOA

Strauss, V. (2011, May 9). Leading mathematician debunks ‘value-added’. The Washington Post. Retrieved fromhttp://www.washingtonpost.com/blogs/answer-sheet/post/leading-mathematician-debunks-value-added/2011/05/08/AFb999UG_blog.html

Strauss, V. (2011, September 15). Getting teacher evaluation right. The Washington Post. Retrieved fromhttp://www.washingtonpost.com/blogs/answer-sheet/post/getting-teacher-evaluation-right/2011/09/15/gIQAPzs9UK_blog.htmlStrauss, V. (2012, January 9). Putting New York’s test program on trial. The Washington Post. Retrieved from http://www.washingtonpost.com/blogs/answer-sheet/post/putting-new-yorks-testing-program-on-trial/2012/01/08/gIQAZGEHkP_blog.html

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