Overview of DMPS TLC Plan

Vision

The district’s vision for a TLC system is to recognize and reward Teacher Leaders’ contributions to instructional improvement and expand their influence in helping peers refine classroom practices through job-embedded professional development.

Goals

Objectives were developed with the input of key stakeholders and are aligned with state goals:

  1. Attract promising new teachers by offering competitive starting salaries and opportunities for career advancement
  2. Retain effective teachers by providing enhanced career opportunities
  3. Reward professional growth and effective teaching by providing pathways for career opportunities that include increased leadership responsibilities and increased compensation
  4. Promote opportunities for teachers to collaborate on improved core instruction and increased student achievement
  5. Improve student achievement by strengthening instruction

Teacher Leadership Roles, Salary Supplement and Additional Contract Days

Role # per School # District-wide Classroom Assignment Salary Supplement Additional Contract Days for PD & Associated Add’l Pay
Instructional Coaches (65 Total)

Elementary
Middle School
High School
Districtwide Programs
Smouse
Van Meter
Central Academy
Central Campus
Scavo
Preschool: 2 – .5 FTE positions

  

1
1
2
1
1
1
1
1
1
1

  

—

 0% $3,300 4
Instructional Coaches/IB Coordinators salary supplements only varies 25 0% $3,300 4
Special Education Support Teachers — 17 0% $3,300 3
District Secondary PLC Facilitators — 40 100% $750 1
Demonstration Teachers — 51 100% $1,000 3
TLC Coordinators — 2 0% $7,000 30
Equity Leads — 3 0% $7,000 30
Schools for Rigor Extended Core PLC Leaders — 23 100% $675 2
School Leadership Team (SLT) Members

Elementary
Middle School
High School
Special Schools

  

8
9
13
6

 489 100% $1,000 3
Mentors (serving 1st & 2nd year teachers) 200 100% $2,500 3
PLC Leaders, Schools for Rigor

Elementary
Middle School
High School

  

7
15
15

 235 100% $2,500 3
EL Team Leads — 48 100% $2,500 4
School Leadership Team (SLT) Members # per School # District-wide
  • Elementary
  • Middle School
  • High School
  • Special Schools
  • 8
  • 9
  • 13
  • 6
 489

Evaluation Plan

DMPS will conduct summative and process evaluation activities to verify completion of process outcomes, measure progress toward performance outcomes, and identify areas of improvement and needed modifications.

Clear outcomes have been identified, including:

  • Increase the number of qualified applicants for teaching positions
  • Increase the 3-year teacher retention rate
  • Increase teacher feedback to impact core instruction
  • Implement the Marzano Instructional Framework with fidelity
  • Increase student engagement
  • Increase reading and math proficiency

Budget

Funds will be spent on salary supplements for Teacher Leader positions, classroom coverage (ranging from full-release to sub coverage), professional development, and mileage.