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2007 Cohort 1

Teacher Incentive Fund CFDA 84.374A Project Abstract

S374A070018 - Northern New Mexico Network (New Mexico)

The Northern New Mexico Network for Rural Education, a Non-Profit Organization, is partnering with two New Mexico school districts: Espanola Schools, Taos Municipal Schools. They seek funding for the Teacher Incentive Fund to implement a performance-based compensation program to serve a region of the state where high levels of poverty, high concentrations of Native American and Hispanic students, and extreme rural conditions pose unique challenges to public education systems. The Northern New Mexico Network for Rural Education, a Non-Profit Organization, is partnering with two New Nexico school districts: Espanala Schools and Taos Municipal Schools.

Award Amount

Year 1: $571,074
Year 2: $1,656,596
Year 3: $1,753,600
Year 4: $2,257,230

Contact Information

Carlos Atencio
2600 The American Road, SE
Suite 250
Rio Rancho, NM 87124
(505) 925-8675
CATENCIO@UNM.EDU

S374A070035 - New Leaders, Inc. (D.C. Public Schools)

This project includes a coalition among D.C. Public Schools, New Leaders for New Schools, Mathematica and Teachscape to provide direct compensation to teachers and principals who have demonstrated their ability to move student achievement. D.C. Public Schools' currently works with the Center for Performance Assessment to "incentivize" the creation of more standards and data-driven classrooms and schools. The project plans to compliment this current effort in the District of Columbia where the achievement gap is particularly troubling due to the over 90 percent of public school students coming from poverty stricken families.

Award Amount

Year 1: $3,036,837
Year 2: $1,159,619
Year 3: $2,789,966
Year 4: $3,032,544

Contact Information

Paige Akins
927 15th Street
2nd Floor
Washington, D.C. 20005
(202) 379-2812
pakins@NLNS.ORG

S374A070047 - Chicago Public Schools (Illinois)

The Chicago Public Schools, in collaboration with the National Institute for Excellence in Teaching (NIET), proposes the Recognizing Excellence in Academic Leadership (REAL) program. At the center of REAL is the NIET Teacher Advancement Program (TAP). The TAP performance-based compensation system - including multiple evaluations and opportunities for new roles and responsibilities - will drive recruitment, development, and retention of quality staff in 40 high need schools that serve approximately 24,000 students in the Chicago public school system.

Award Amount

Year 1: $131,273
Year 2: $4,055,600
Year 3: $6,680,488
Year 4: $8,356,873

Contact Information

Ann Chan
125 South Clark Street, 2nd Floor
Chicago, IL 60603
(773) 553-4068
achan@cps.k12.il.us

S374A070009 - School District No 1 for the City and County of Denver (Colorado)

The Denver Public Schools proposes a twofold district-wide expansion of its Professional Compensation System for Teachers (ProComp). First, Denver PS will develop, implement, and evaluate a performance-based compensation system for principals through a national strategic partnership with New Leaders for New Schools. Second, Denver PS will strengthen its professional development, information and technology, and student assessment systems to ensure ProComp is consistently and rigorously implemented district-wide.

Award Amount

Year 1: $5,747,869
Year 2: $2,632,380
Year 3: $5,588,227
Year 4: $5,245,984

Contact Information

Deb Cunningham
900 Grant Street
Denver, CO 80203
(720)423-3282
debra_cunningham@dpsk12.org

S374A070034 - New Leaders, Inc. (Memphis City Schools)

This project includes a coalition among Memphis City Schools, New Leaders for New Schools, Mathematica and Teachscape to maximize their prospects of attracting, developing, supporting, and retaining a community of high-performing educators to drive academic achievement in the short and long-term. The project will likely span 17 schools that directly affect 10,000 students in Memphis City Schools - the largest school district in the state of Tennessee and the 21st largest in the nation.

Award Amount

Year 1: $3,109,944
Year 2: $2,196,767
Year 3: $2,206,948
Year 4: $2,826,971

Contact Information

Cheryl Green
2701 Union Extd., Suite 300
Memphis, TN 38112
(901) 416-4742
cgreen@NLNS.ORG

S374A070024 - Houston Independent School District (Texas)

The Houston Independent School District is the largest public school district in Texas and the seventh largest in the United States. Houston ISD implemented Project A.S.P.I.R.E. (Accelerating Student Progress. Increasing Results & Expectations.), an incentive plan for teachers and principals that focuses on teacher effectiveness and growth in student learning. The performance-pay program will provide incentives to 109 teachers and principals at Houston ISD campuses. A total of 27 schools have been targeted for inclusion of the A.S.P.I.R.E. program using TIF funds.

Award Amount

Year 1: $3,991,330
Year 2: $2,994,775
Year 3: $2,197,532
Year 4: $1,598,576

Contact Information

Carla Stevens
4400 W. 18th Street
Houston, TX 77338
(713) 556-6700
CSTEVENS@HOUSTONISD.ORG

S374A070028 - Guilford County Schools (North Carolina)

Guilford County Schools has proposed a financial recruitment/retention project for the 2006-2007 school year called Mission Possible and plans to expand the program to an additional seven schools using TIF funds. The seven schools proposed for expansion include: Bessemer Elementary, Cone Elementary, Falkener Elementary, Union Hill Elementary, Allen Middle, Aycock Middle, and Penn Griffin Middle.

Award Amount

Year 1: $1,790,060
Year 2: $1,450,376
Year 3: $1,789,997
Year 4: $1,540,747

Contact Information

Amy Holcombe
712 North Eugene Street
Greensboro, NC 27401
(336) 202-5828
holcoma@GCSNC.COM

S374A070059 - New Leaders, Inc. (charter schools in various states)

This project includes a coalition among New Leaders for New Schools, Mathematica, and most of the nation's highest-performing charter schools and charter school networks, including the national KIPP network, Achievement First, Uncommon Schools, Aspire Public Schools, YES College Prep Schools - and others. The project will likely span 47 schools, 47 principals, and 1,186 teachers in charter schools throughout the nation.

Award Amount

Year 1: $4,921,435
Year 2: $1,866,502
Year 3: $3,627,374
Year 4: $4,708,478

Contact Information

Allison Jack
30 West 26th Street, 2nd Floor
New York, NY 10010
ajack@NLNS.ORG

S374A070013 - Chugach School District (Alaska)

Chugach School District serves as the fiscal agent of the Alaska Teacher and Principal Incentive Project, created in partnership with Lake and Peninsula School District, Kuspuk School District and Chugach (the fiscal agent). The Alaska Department of Education and Early Development and the non-profit Alaska Staff Development Network are also participating in this proposed project. This project expands on Alaska's performance pay initiative funded by the Alaska Legislature.

Award Amount

Year 1: $1,278,773
Year 2: $1,204,256
Year 3: $1,046,050
Year 4: $1,046,050

Contact Information

Robert Crumley
9312 Vanguard Drive, Suite 100
Anchorage, AK 99507
(907) 522-7400
BCRUMLEY@CHUGACHSCHOOLS.COM

S374A070027 - South Carolina Department of Education (South Carolina)

This project, which is a modified version of an existing Teacher Advancement Program (TAP), aims to implement a performance-based compensation system to address problems with recruitment and retention in 23 high-need schools in six districts. By the fifth year of the project, SC TIF has the potential to affect more than 60,000 children and 5,000 teachers and principals. These modifications include higher and varied teacher bonuses, the introduction of principal and assistant principal bonuses, more competitive Master and Mentor Teacher addendums, a new focus on marketing and recruiting, raising the value-added percentage in the performance pay from 50% to 60%, using MAP tests to give K-3 teachers an individual value-added score, and inclusion of related arts in the individual value-added gains calculations.

Award Amount

Year 1: $7,503,051
Year 2: $5,965,279
Year 3: $7,445,991
Year 4: $7,442,151

Contact Information

Jason Culbertson
3700 Forest Drive, Suite 500
Columbia, SC 29204
(864) 918-5399
JCULBERTSON@SCTEACHERS.ORG

S374A070003 - Dallas Independent School District (Texas)

For the past decade, the Dallas ISD has provided incentives to teachers, principals, and other campus staff based on the value-added performance of their students under the Outstanding School Performance Award program. This project builds on this history and existing apparatus to identify and reward effective principals based on a combination of direct and value-added measures of student achievement and reward effective teachers based on value-added measures of their students' achievement. In addition, the project includes refinement of the Dallas database for tracking student-teacher assignments; incentives for principals and teachers to participate in substantive, high-standards professional development; incentives for highly effective teachers to move to and stay in high needs campuses; and procedures for insuring the integrity of test results.

Award Amount

Year 1: $126,139
Year 2: $777,989
Year 3: $10,368,036
Year 4: $8,193,439

Contact Information

Laura Allen
3709 Ross Avenue
Dallas, TX 75204
(972) 925-4315
lkallen@DALLASISD.ORG

S374A070025 - School District of Philadelphia (Pennsylvania)

The overall purpose of Philadelphia's initiative is to pilot a performance-based staff development and compensation system that provides teachers and principals with clear incentives that are directly tied to student achievement growth and classroom observations conducted according to an objective, standards-based rubric at multiple points during each school year. Using the Teacher Advancement Program (TAP) model, six high-need urban charter schools that have demonstrated high degrees of faculty buy-in will participate in the pilot in year 2 and another six charter schools will be phased in during the third year of implementation.

Award Amount

Year 1: $1,443,017
Year 2: $2,048,208
Year 3: $3,638,551
Year 4: $ 2,810,168

Contact Information

Susan Ostrich
440 North Broad Street, #2119.4
Philadelphia, PA 19130
(215) 400-5807
sostrich@PHILA.K12.PA.US

S374A070004 – Ohio Department of Education (Ohio)

Key strategies of the Ohio Teacher Incentive Fund (OTIF) include implementing the Teacher Advancement Program (TAP) in the Cincinnati and Columbus City Schools, expanding the Toledo Review and Alternative Compensation System (TRACS) in the Toledo City Schools, and developing and implementing the Cleveland Teacher Incentive System, a program modeled on TRACS, in the Cleveland City Schools. OTIF is a cooperative venture of the Ohio Department of Education; Columbus, Cleveland, Cincinnati, and Toledo City Schools; and the National Institute for Excellence in Teaching.

Award Amount

Year 1: $5,510,860
Year 2: $5,739,063
Year 3: $2,944,338
Year 4: $3,003,357

Contact Information

Maureen Yoder
25 South Front Street, MS 505
Columbus, OH 43215
(614) 752-1497
Maureen.Yoder@ODE.STATE.OH.US

S374A070017 - Eagle County School District (Colorado)

In the past five years, Eagle County School District has invested over $4.5 million (not including performance awards) to implement a performance-based compensation system for teachers and principals based on the Teacher Advancement Program (TAP). This project is an expansion of the program and will utilize TIF grant funding to improve the quality of Master and Mentor teachers through increased salary augmentations and increased training. It will cover 13 high-need schools.

Award Amount

Year 1: $1,562,129
Year 2: $1,427,150
Year 3: $1,405,227
Year 4: $1,374,183

Contact Information

Traci Ingram Wodlinger
P.O. Box 740
Eagle, CO 81631
(970) 328-6321
TWODLINGER@EAGLESCHOOLS.NET

S374A070042 - Weld County School District (Colorado)

This project will be implemented in the 4 high-need schools in the Weld County School District. The district currently ranks last in teacher compensation compared to neighboring districts. The project objectives state that by year 2, a comprehensive principal and teacher differentiated compensation system based on student achievement gains and classroom evaluations will be fully operational. The Superintendent of Student Achievement of this district will manage the project.

Award Amount

Year 1: $937,040
Year 2: $755,482
Year 3: $738,049
Year 4: $628,229

Contact Information

Carrie Duits
301 Reynolds Street
Fort Lupton, CO 80621
(303) 857-3200
cduits@ftlupton.k12.co.us


2007 Cohort 2

S374A070097 - Community Training & Assistance Center (Charlotte-Mecklenburg, N.C.)

The Community Training & Assistance Center (CTAC) plans to implement the Leadership for Educators' Advanced Performance (LEAP) initiative in 16 of the Charlotte-Mecklenburg, North Carolina's highest-need schools. The specific goals of LEAP are to (1) create a compensation system for teachers and principals that provides differentiated levels of compensation based on student achievement gains and teacher/principal evaluations; (2) support the recruitment and retention of qualified teachers and principals in hard-to-staff schools and subjects; (3) build teacher and principal capacity to increase student achievement by aligning and improving district systems in support of the schools; and (4) develop district capacity to implement, scale-up, evaluate and sustain a performance-based compensation system, with measurable impact on student achievement.

Award Amount

Year 1: $1,987,589
Year 2: $2,906,012
Year 3: $3,154,594

Contact Information

Richard Larrabee
30 Winter Street
Boston, MA 02108
(617) 423-1444
rlarrabee@att.net

S374A070123 - Board of Education of Prince George's County (Maryland)

Prince George's County Public Schools (PGCPS), the eighteenth largest school system in the nation, serving 134,412 students in grades pre-K through 12, plans to implement a financial incentive program designed to address critical shortages of qualified teachers, improve educational outcomes in our highest-need schools, speed the closure of pernicious achievement gaps, and promote PGCPS as a school district that values and rewards performance. The major goals of FIRST are to (1) Increase teacher and administrator effectiveness and thereby improve student achievement by offering intensive professional development designed to provide knowledge, guidance, skills and strategies to improve student learning and achievement; (2) Reform teacher and administrator compensation systems so that teachers and administrators are rewarded for increases in student achievement on the Maryland State Assessment (MSA) and High School Assessment (HSA) exams with multiple approaches for compensation; (3) Increase the number of effective teachers teaching poor, minority, and disadvantaged students in hard-to-staff subjects by providing incentives to teachers and administrators working and teaching in high-need schools and hard-to-staff subjects; and (4) Create sustainable performance-based compensation systems by using grant funds to expand organizational capacity and infrastructure to initiate FIRST.

Award Amount

Year 1: $572,425
Year 2: $2,418,297
Year 3: $3,441,372

Contact Information

Mark Andrews
14201 School Lane
Upper Marlboro, MD 20772
301-780-6863
mandrews@pgcps.org

S374A070100 - Hillsborough County Public Schools (Florida)

Hillsborough County Public Schools (HCPS), the 8th largest school system in the nation, plans to implement the Performance Optimized With Effective Rewards (POWER) initiative to provide differentiated compensation for teachers and administrators in 116 high-need schools. Using Florida's STAR system of performance ratings, HCPS plans to expand upon this current initiative by providing teachers and principals compensation based on numerical values assigned using specific effectiveness ratings. The POWER initiative will add an additional 5% of a teacher or administrator's salary as an incentive, above what the STAR program currently provides.

Award Amount

Year 1: $3,088,827
Year 2: $4,110,855
Year 3; $3,657,044

Contact Information

Lynn Fell
910 East Kennedy Blvd.
Tampa, FL 33602
813-272-4880
lynn.fell@sdhc.k12.fl.us

S374A070132 - School Board of Miami-Dade County (Florida)

Miami-Dade County Public Schools (M-DCPS), the fourth largest school district in the nation, proposes to implement an innovative five-year initiative designed to increase teacher and administrator effectiveness at a minimum of 36 high-need schools, through incentives and support, which will result in improved student achievement. Project RISE - Rewards and Incentives for School Educators - provides a comprehensive approach to jump start low performing schools by providing financial incentives and a support system necessary to create a climate of change and high expectations through learning communities, systems of mentoring, embedded professional development, and non-instructional planning time.

Award Amount

Year 1: $2,691,841
Year 2: $3,761,377
Year 3: $4,694,667

Contact Information

Carolyn Guthrie
1500 Biscayne Blvd., Suite 221
Miami, FL 33132
305-995-1410
cguthrie@dadeschools.net

S374A070093 - Lynwood Unified School District (California)

Lynwood Unified School District enrolls 18,211 K-12 students in twelve elementary, three middle, and two high schools, plus one continuation school. Lynwood's initiative, Quest for Success, will augment the district's improvement plans by providing educators with financial incentives for improving academic achievement and for taking on additional responsibilities and leadership roles. As a result of Quest for Success, Lynwood will experience a steady increase in student achievement, including increases for targeted subgroups that currently are not reaching desired levels. The number of fully credentialed teachers and principals, particularly in hard-to-staff areas, will also be recruited and retained through this project.

Award Amount

Year 1: $2,288,832
Year 2: $2,140,281
Year 3: $2,186,711

Contact Information

Chidi Onyia
11321 Bullis Road
Lynwood, CA 90262
310-886-1438
conyia@lynwood.k12.ca.us

S374A070098 - Beggs School District #4 (Oklahoma)

Beggs School District, in partnership with 8 high-need Local Education Agencies (LEAs) and the University of Oklahoma's Center for Effective Schools, plans to implement and sustain a teacher and principal performance-based compensation system that will serve a region of Oklahoma where extreme poverty, high concentrations of traditionally-underserved minority students, and harsh rural conditions pose unique and eminent challenges to public education. Project SMART - System to Motivate and Reward Teachers - will provide teachers and principals incentives based on a menu of student achievement indicators, created by a group of teachers, principals, parents, board members, and union members in its planning.

Award Amount

Year 1: $507,514
Year 2: $463,665
Year 3: $449,783

Contact Information

Denise Creason
1201 W. 9th Street
Beggs, OK 74421
918-267-3620
dcreason@beggs.k12.ok.us

S374A070068 - Amphitheater Unified School District #10 (Arizona)

Amphitheater Unified School District plans to implement Project EXCELL! in eleven high-need schools. The goals and objectives of Project EXCELL! are to ensure student success through recruiting, developing and retaining effective instructional staff and educational leadership in these high-need schools. This district will develop an innovative and comprehensive system providing differentiated levels of compensation based primarily on student achievement gains at the school site and classroom levels, and will also consider classroom evaluations. The differentiated compensation system will also include incentives for recruitment and retention of effective teachers and principals in high-need urban and rural schools, and in hard-to-staff subjects.

Award Amount

Year 1: $4,700,840
Year 2: $7,695,147
Year 3: $7,262,777

Contact Information

Roseanne Lopez
701 West Wetmore Road
Tucson, AZ 85705
520-696-5171
rlopez@amphi.com

S374A070131 - School District of Pittsburgh (Pennsylvania)

The Pittsburgh Public School system (PPS), the 2nd largest school system in the state of Pennsylvania, plans to collaborate with the district's Excellence for All initiative, by incentivizing school principals based primarily on student achievement gains in 64 schools. Pittsburgh's principal incentive program will be lead by a highly skilled team of administrators and researchers and will provide principals with three types of incentive opportunities: (1) an achievement bonus based on the school-wide achievement gains and attainment of School Plan for Excellence Academic Targets; (2) a professional bonus based on the level of completion of the school's Plan for Excellence's Action Steps; and (3) a professional base-pay increment based on practices in the Interstate School Leaders Consortium Standards and fulfillment of additional leadership roles.

Award Amount

Year 1: $1,472,016
Year 2: $1,512,485
Year 3: $1,605,456

Contact Information

Alyssa Ford-Heywood
341 S. Bellefield Avenue
Pittsburgh, PA 15213
412-622-7319
afordheywood@pghboe.net

S374A070107 - Florence County School District Three (South Carolina)

Three partnering South Carolina school districts - Florence School District 1, Florence School District 3, and Laurens School District 56 - plan to implement a system of pay for teachers and principals using the Teacher Advancement Program (TAP) model designed by the Milken Foundation. Through this grant, Florence County plans to implement the TAP program in 6 high-need schools, modifying the TAP model slightly to provide higher and varied teacher bonuses, principal and assistant principal bonuses, more competitive master and mentor teachers addendums, and a new focus on marketing and recruiting effective teachers and principals in high-need schools.

Award Amount

Year 1: $1,950,250
Year 2: $956,259
Year 3: $1,253,976

Contact Information

Patricia Chandler
125 S. Blanding Street
Lake City, SC 29560
843-374-8652, ext. 118
pchandler@florence3.k12.sc.us

S374A070087 - National Institute for Excellence in Teaching (Louisiana)

The National Institute for Excellence in Teaching (NIET) has partnered with a consortium of seven charter schools in New Orleans, LA. NIET's Teach Advancement Program (TAP) will be either implemented or expanded in those schools, which consists of four main elements: (1) performance-based compensation; (2) instructionally focused accountability; (3) ongoing applied professional growth; and (4) multiple career paths. NIET hopes to phase in two more schools in its third project year and an additional 10th school in the fourth year of its project.

Award Amount

Year 1: $1,219,957
Year 2: $4,047,871
Year 3: $4,725,361

Contact Information

Tami Schiff
1250 Fourth Street
Santa Monica, CA 90401
310-570-4858
tschiff@talentedteachers.org

S374A070099 - Harrison School District Two (Colorado)

Harrison School District Two plans to implement the Recognizing Engagement in the Advancement of Learning (REAL) program to close the achievement gap and advance student learning by recognizing the most effective teachers to teach the most at-risk youth. The REAL program will be implemented in 21 high-need schools and will provide for incentives in three areas: (1) distinguished performance to reward teachers and principals who raise student achievement and consists of differentiated levels of compensation, including incentives to recruit and retain effective teachers and principals in high-need schools; (2) teacher advancement through the acquisition of endorsements, knowledge and skills that enhance the educator's ability to reinforce, teach and integrate Math and Reading across the curriculum; and (3) high-need and hard-to-staff positions in subject areas such as Mathematics and Science, and special programs such as English Language Development and Special Education.

Award Amount

Year 1: $1,170,393
Year 2: $399,529
Year 3: $850,668

Contact Information

Tina Hackett
1060 Harrison Road
Colorado Springs, CO 80906
719-579-2069
thackett@hsd2.org

S374A070138 - School of Excellence in Education (Texas)

The School of Excellence in Education (SEE) is an accredited open charter school located in San Antonio, TX. SEE has six high-need campuses including one full day pre-kindergarten, three elementary schools, one junior high and one high school. SEE plans to implement its Teachers and Principals Awarded for Student Achievement (TAPSA) program on all six campuses to (1) raise student achievement by creating a differentiated incentive plan for teachers and principals based on student performance; (2) increase student achievement by creating a recruitment and retention plan to hire and retain highly qualified teachers in core subject areas, especially math and science; (3) improve student learning and achievement by using multiple evaluations during the school year to modify teaching strategies in the classroom; and (4) foster a supportive atmosphere for student achievement by creating a student-teacher mentor program and teacher-teacher mentor program.

Award Amount

Year 1: $684,373
Year 2: $711,714
Year 3: $663,398

Contact Information

Kathryn Huntsman
1826 Basse Road
San Antonio, TX 78213
210-431-9881
khuntsman@excellence-sa.org

S374A070120 - Cumberland County Schools (North Carolina)

Cumberland County Schools (CCS), the 4th largest school district in North Carolina, has created a plan to reward teachers, assistant principals, and principals in five high-need schools based primarily on student achievement gains. In order to help teachers and principals meet the differentiated compensation criteria and develop model sites for review and replication, CCS will create professional learning opportunities at each school. Due to a large achievement gap in areas such as Special Education, Mathematics and Science, CCS has also included recruitment and retention incentives, in addition to the other performance-based incentives provided.

Award Amount

Year 1: $1,174,176
Year 2: $665,312
Year 3: $657,475

Contact Information

Andrea Quick
2465 Gillespie Street
Fayetteville, NC 28306
910-484-8121, ext. 287
andreaquick@CCS.K12.NC.US

S374A070083 - Center for Educational Innovation (10 NYC Charter schools)

The Center for Educational Innovation (CEI) has partnered with 10 New York City public charter schools to develop and implement the Partnership for Innovation in Compensation for Charter Schools (PICCS) project. The PICCS project will establish a performance-based compensation system for principals and teachers of all subjects, where incentives are tied to teacher evaluation processes that incorporate multiple measures - including value added assessment of individual, classroom, and school-wide performance measures. In addition, the project will provide an integrated set of services and supports to teachers, principals, and other school stakeholders to help them improve student achievement and attain achievement targets that make them eligible for financial awards. These services and support include extensive professional development and a comprehensive data-management system.

Award Amount

Year 1: $1,647,819
Year 2: $2,638,847
Year 3: $2,411,859

Contact Information

Harry Newman
28 W. 44th Street
Suite 300
New York, NY 10036
212-302-8800
hnewman@cei-pea.org

S374A070110 - South Dakota Department of Education

The South Dakota Department of Education, in partnership with Technology and Innovations in Education, plans to establish a system of performance-based compensation across eleven public school districts, targeting 30 schools. Incentives will be based primarily on school-based improvements in student achievement and/or individual accomplishments demonstrated through increases in student achievement, in addition to observation of effective practice, and performance of leadership roles and responsibilities. Extensive professional development and on-site mentoring will support South Dakota schools and educators as they become "professional learning communities": working collaboratively to establish goals for school improvement, improve professional practice, and increase student achievement.

Award Amount

Year 1: $4,762,694
Year 2: $4,661,292
Year 3: $4,443,016

Five-Year Total: $20,824,871

Contact Information

Melody Schopp
700 Governors Drive
Pierre, SD 57501
605-773-5232
melody.schopp@state.sd.us

S374A070119 - Edward W. Brooke Charter School (Massachusetts)

Edward W. Brooke Charter School, an urban K-8 charter school in Boston, plans to offer teachers and principals annual bonuses tied strictly to student performance during the previous academic school year. The compensation plan will also offer differentiated base salaries for teachers who have proven expertise in high-need subject areas, such as Math and Science. Furthermore, incentives will act as a retention tool, rewarded only to teachers who make a commitment to return to Edward W. Brooke Charter School the following school year. The project also focuses on weekly, in-school professional development sessions during which teachers have opportunities to share best practices and receive ongoing evaluation and feedback from the principal, Lead Teachers, and Grade Level Chairs.

Award Amount

Year 1: $295,090
Year 2: $228,732
Year 3: $213,932

Contact Information

Eun Lee Koh
190 Cummins Highway
Roslindale, MA 02131
617-325-7977 ex. 285
lkoh@ebrooke.org

S374A070144 - School Board of Orange County (Florida)

Orange County Public Schools (OCPS) plans to implement a performance-based compensation system, entitled Recognizing Excellence in Achievement and Professionalism (Project REAP), that rewards teachers and administrators for increases in student achievement. In support of this priority, the grant funds will support incentive funds for teachers (up to $4,000 per year) and administrators (up to $5,000 per year) varied based on improved levels of student achievement; an additional recruiter to bring more highly qualified teachers and administrators to OCPS; and comprehensive on line, on site, workshop and conference professional development.

Award Amount

Year 1: $6,595,095
Year 2: $5,390,282
Year 3: $5,059,744

Contact Information

Donna Brown
445 West Amelia Street
Orlando, FL 32801
407-317-3200, ext. 2513
donna.brown@ocps.net

S374A070076 - University of Texas System

The University of Texas plans to implement a performance-based compensation system to address problems with recruitment and retention in 27 high-need schools, across seven Texas school districts. Specific goals of the project are to (1) improve student achievement in high-need schools through a comprehensive strategy aimed at rewarding teachers and principals for effectiveness with performance-based differentiated compensation; (2) recruiting and retaining high quality teachers and principals in high-need schools defined by low student achievement and high concentrations of minority and economically disadvantaged students; and (3) recruiting and retaining high quality teachers in hard-to-staff subjects such as Mathematics and Science. The seven partnering districts served through this project include: Hays Consolidated ISD, Manor ISD, Richardson ISD, Lancaster ISD, Lytle ISD, Frenship ISD and Bryan ISD.

Award Amount

Year 1: $1,438,787
Year 2: $7,145,714
Year 3: $7,082,699

Contact Information

Tammy Kreuz
601 Colorado Street
Austin, TX 78701
512-322-3757
tkreuz@utsystem.edu


 
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Last Modified: 06/11/2012