Lee County’s TIF project aims to increase the number of highly effective teachers in high-need schools, especially in high-need subjects. To accomplish this, Lee County designed a system to offer financial incentives for high- performing educators in high-need subjects and schools, as well as career ladder opportunities that aim to attract and retain high-performing educators. Lee County also aligns professional development recommendations to educator evaluation results. Lee County’s TIF project includes 32 participating high-need schools. Of the participating schools, 21 are elementary schools, 5 are middle schools, and 7 are high schools. At least 80 percent of the student population receives free or reduced-price lunch in 27 of the participating schools, and 15 of the schools have a free or reduced-price lunch rate exceeding 90 percent.
Lee County's goal is to increase the number of Highly Effective teachers and principals in high-need schools, especially highly effective teachers who hold certification in a high-need subject area. To measure progress toward this goal, Lee County intends to procure an external evaluator to gather data and conduct analyses. The project evaluation plan will include quantitative educator evaluation data, survey data, student performance data, interviews, and focus groups.
- All schools in the district of Lee County are using the local education agency-wide human capital management system.
- All schools expanded job-embedded professional development (PD) opportunities for teachers and teacher engagement with job-embedded PD. The district linked PD to the evaluation system.
- PD added included Professional Learning Communities, Instructional Coaches Workshop, Educational Impact, book study, teacher leader camp, and funds for substitutes.
- Identified principal leaders, and they began the training to become Principal Mentors in April 2014 through the National Institute of School Leaders
- Fully developed the Principal Mentor Program, and implemented it in early fall of 2015
- Developed the principal observation tool which was implemented in early fall of 2015
- Fully implemented an evaluation system modeled after Charlotte Danielson's Framework
- Teachers in Lee County follow the districtwide teacher evaluation system
- Gave teachers one total evaluation that included manager's rating, value-added measures, and formal observations
- Expansion through Title I from 87 teacher leaders in 32 schools to 115 teacher leaders in 49 schools
- Professional development for teachers and administrators provided in the area of instructional coaching
- Fully implemented principal mentor program
- Continued to offer incentives for Effective/Highly Effective teachers working in hard-to-staff schools
- Created a senior turnaround principal role for successful turnaround principals
- Expanded teacher leader model through school Title I budgets
- Expanded professional development and leadership specialist model, through Title I, Title II, and general funds, to support all schools
- Revised hard-to-staff bonus payout to include three-year commitment signing agreement
- Expanded, through general funds, principal mentor role to principal leads who support all principals
- Continued work through the district career ladder committee for sustainability and refinement of the roles.
- $860,000--Teacher Leader supplements: December 2015
- $40,000--Professional Development and Leadership supplements: December 2015
- $183,557.02--Supplements for Mentor Teachers: January 2016
- $15,877.80--Bonuses for Highly Effective mentors whose mentees are Highly Effective: January2016
- $1,216,037.91--Hard-to-staff teacher incentives: March 2016
- $38,998.67--Turn Around Principal payouts: fall 2015 and spring 2016
- $48,231.98--Hard-to-staff administrative incentives: March 2016
- $1,716.99--Principal Mentor: November 2015