Colorado has placed a big bet on how to improve student testing outcomes through more frequent teacher evaluation.  Senate Bill 10-191 sets in motion a vast assessment system of annual performance appraisal for all teachers.

Probationary teachers must receive three consecutive satisfactory reviews to move to non-probationary, or tenured, status.  Tenured teachers will drop to probationary status with two consecutive years of unsatisfactory performance.

The legislature put no new money into the system to pay for expanded evaluation, yet alone additional compensation for superior performance.  After all, Colorado is so broke that the legislature reduced education spending by $260 million for 2010-2011.

So what’s a school district to do?  Why of course… apply to the U.S. Department of Education’s Teacher Incentive Fund (TIF) grant program!

So far, the U.S. Dep’t of Ed has funded 33 TIF plans.  According to Jonathan Eckhart, Wheaton College, only six are currently deemed successful in their impact on student learning.  The typical plan drops bonus dollars on teachers on top of the traditional steps and levels compensation system.

Jefferson County School District, the 37^th largest district in the country and largest in Colorado, may attempt something else.  Jeffco is looking at tying its whole compensation system to student outcomes by eliminating steps and levels in their traditional format.

Essentially, the District is exploring the idea of paying teachers on a goal-based system.  SB10-191 declares that 50 percent of each teacher’s evaluation is based on student test outcomes.  Districts have some flexibility in choosing the assessments, but about 40 percent of teachers will receive 50 percent of their performance rating based on the state’s CSAP test.  In Jefferson County, the remaining 50 percent of assessment may be based on team and school goal-setting.

Teachers may also gain more pay by providing added value to the district through their contributions to student success, teacher mentoring, curriculum improvements, professional development, and serving on teacher appraisal teams.

The new system envisions a four tier set up.  The first tier includes new teachers.  The second tier includes teachers who work primarily in the classroom.  The third tier requires additional certifications and expanded teaching and professional development responsibilities.  The fourth tier will probably be a hybrid of teacher/administrator.

Teachers will receive additional pay within tiers as their work with students produces positive results.  As teachers move across tiers, taking on more responsibility for leadership and professional development, they may receive additional jumps.

But the District cannot afford this program without help.  The Teacher Incentive Fund grant program, if the district’s proposal is accepted, will provide the additional dollars for at least five years for up to 10 schools in a pilot program.

After the pilot program, there’s the great unknown. If the program succeeds, will the district be able to scale it up, as it also tries to keep current with other program innovations necessary for a 21^st century education?  If the program succeeds, will the Jefferson County taxpayer and the state of Colorado reward the district for its success?

These are big questions as the district moves into untested territory to see if a non-steps and levels compensation system can kick start and sustain significant improvements in student academic outcomes.