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2	Southside Elementary Governor’s Educator Excellence Award Program
3	Southside Elementary Awarded Governor’s Educator Excellence Grant The Texas Educator Excellence Grant was established by Governor Perry and House Bill 1 to provide up to $100,000,000 annually by 2008-2009 for the purpose of providing “awards to teachers who demonstrate excellence in improving student achievement and in collaborating with other teachers to improve student performance.”
4	Highlights of Grant Rewards campuses that are high achieving and have high percentages of educationally disadvantaged students. Broad guidelines with LOCAL CONTROL. Teachers and staff are intended to have significant input in the creation of the plan. Rewards a variety of educational practices that contribute to student success. Grant is non-competitive. Requires no matching funds.
5	Campus Eligibility Each qualifying campus is eligible for a grant award ranging between $40,000 and $300,000 depending on the school population. Southside Elementary was awarded a total of $75,000. Southside’s incentive pay plan will be offered to all employees on campus including classroom teachers, administrative personnel, aides, clerical staff, custodians, and cafeteria workers.
6	Campus Eligibility, Continued Eligible campuses were selected based on the following criteria: Ranking within the top third of highest percentages of economically disadvantaged students And Rating of Exemplary or Recognized OR Top-quartile performance with respect to comparable improvement in Math and/or Reading.
7	Campus Eligibility, Continued Southside qualifies for this grant based on 2004-2005 AEIS data, but incentive pay is based on 2006-2007 student and teacher performance. Southside may remain eligible for two additional years. New grant eligibility lists are yet to be determined for 2007-2008 and 2008-2009 school years. No other schools in Kaufman or Van Zandt Counties received the grant. Two campuses in Henderson County were eligible to receive funds (Athens and Cross Roads ISD).
8	Plan Make-Up For $75,000 Grant Part I funds (75%) -- $56,250 This portion can only be used for teachers who meet performance guidelines established by committee. Part II funds (25%) -- $18,750 This portion can be used for paraprofessionals, clerical staff, administrators, nurse, librarian, and other auxiliary staff including cafeteria and custodial employees. To be eligible for incentive pay plan under Parts I or II, ALL STAFF must begin full-time, continuous employment at Southside no later than October 6, 2006 and MUST RETURN for the 2007-2008 school year. Payout will occur after September 1, 2007.
9	Part I Payout Weighted Performance Plan Part I – Criterion 1: Improving Student Performance Based on Thirty-Five Teaching Professionals. Performance is tied to TAKS (Grades 3-5), End-Of Year Checkpoints (Grades PK-2^nd). Level One Student Performance 75-89% (Recognized) achievement across grade level, by subject. Teachers are eligible for a payout of $657.14. Level Two Student Performance 90-100% (Exemplary) achievement across grade level, by subject. Teachers are eligible for a payout of $1057.14.
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12	Part I Payout, Continued Part I – Criterion 2: Collaboration With Faculty and Staff 80% participation at the following: $25.00 payout. faculty meetings team meetings district staff development committee meetings 90% participation at the above meetings: $100.00 payout. Part I – Criterion 3: Teacher Initiative Professional Development and Appraisal System Teachers must receive No scored indicator below Proficient. Teacher are eligible for payout of $150 for meeting above standard. Teachers are eligible for an additional $25 for each Domain scored at the Exceeding Expectations level. (Eight Domains @ $200 maximum) Teacher Attendance: $20.00 per local days not missed up to 5 days (in addition to district incentive plan). Maximum payout equals $100.
13	Part I Contingency Plan Commended Performance 50% of money not disbursed in Part I payout will be redirected to eligible grade level teachers (25), PK-5^th, based upon the number of students reaching commended performance on TAKS or End of Year Checkpoints at each grade level. The total number of students reaching commended performance will be divided by available funds to reach a per-student allotment. The total grade level student allotment will be distributed evenly among eligible teachers in that grade level.
14	Part I Contingency Plan, Continued Tutorial, Intervention, Acceleration, Remediation, and Enrichment 10% of the money not disbursed in Part I payout will be redirected to special education teachers (3), enrichment teachers (2), remediation and acceleration teachers (5) for their contribution to student success and divided equally by eligible teachers. (10 Total) Summer Curriculum Teams 20% of money not disbursed in Part I payout will be split evenly among eligible Southside teachers who participate in summer curriculum writing and planning sessions led by Curriculum Director. After School Tutorials 20% of money not disbursed in Part I payout will be divided among eligible teachers who provide after school tutorials.
15	Commended Performance Criteria End-of-Year Pre-K - All Letter and Sounds + Level A on DRA II Kindergarten – Reading Level 6 on DRA II and 90% or above on End of Year Math Checkpoint. 1^st Grade – Reading Level 18 on DRA II or 90% or above on End of Year Math Checkpoint. 2^nd Grade – 90% on End Of Year Math or Reading Checkpoints. 3^rd Grade – TAKS – Commended Performance M, R 4^th Grade – TAKS – Commended Performance M, R, W 5^th Grade – TAKS – Commended Performance M, R, Sc
16	Part II Funds – Groups A, B, and C Part II – Group A Non-Teaching Professionals – Principal, Assistant Principal, Librarian, Nurse, and Non-certified Instructor Available funds equals $8,035.70. Maximum payout equals $1,607.14 each. Incentive pay is based on same criteria as teachers. Level I Student Performance: school-wide TAKS performance at 75-89% (Recognized) with no statistically significant indicator for accountability purposes below 75%. Payout equals $657.14 Level II Student Performance: school-wide TAKS performance at 90-100% (Exemplary) with no statistically significant indicator for accountability purposes below 90%. Payout equals $1057.14 Attendance - $20.00 for each day not missed up to 5 days. Based on 187-day instructional calendar. Maximum payout equals $100.00 Appraisal No indicators scored below Proficient or Satisfactory on annual appraisal. Eligible payout equals $250.00 For overall average of Exceeds Expectations on annual appraisal. Eligible payout equals $450.00
17	Part II Funds, Continued Part II – Group B Paraprofessionals – 16 employees Available funds equals $9,714.30 Maximum payout of $607.14 each. Appraisal For overall Proficient or Satisfactory on annual Appraisal. (No indicators below Proficient). Eligible payout equals $569.64. Attendance $7.50 per day will accrue for each day not taken up to five. Eligible payout equals $37.50 (in addition to district-wide incentive plan).
18	Part II Funds, Continued Part II – Group C Custodial and Cafeteria Staff – 10 employees Available funds equals $1000. Maximum payout of $100.00 per employee Appraisal and Performance Must receive no scored indicator below Proficient or Satisfactory on annual evaluation. No adverse performance documentation presented by immediate, district-level supervisor.
19	Part II Contingency Funds Contingency Funds For Non-Teaching Professionals (II-A.) and Paraprofessionals (II-B.) School-wide Commended Performance Support – 60% of money not disbursed in Part II payout will be redirected to eligible employees and divided equally. Attendance and Collaboration at Required Meetings – 40% of money not disbursed in Part II payout will be redirected to all eligible employees and divided equally. 10% Payout -- Staff must maintain at least 80% attendance at the following: 30% Payout – Staff must maintain at least 90% attendance at the following: Faculty Meetings District Staff Development Committee Meetings
20	Part II Contingency Funds, Continued C. Custodians and Cafeteria Workers Any remaining funds from their payout for satisfactory performance evaluation will be divided equally among returning staff who meet eligibility requirements.
21	Committee Representation Closing Comments Grant overview was presented to entire campus. Volunteers were solicited across the campus to serve on the grant committee. Committee is made up of ten volunteers who were broadly selected to represent all areas of the campus. Approximately 300 man-hours went into development of plan. Team worked extremely well together. All committee representatives had valuable input and were highly committed. Very short timeline to complete the plan (August 25^th to September 21^st). Provided excellent opportunity for Southside to re-examine and define campus goals. Positive experience for all. Goals established are ambitious but attainable.
22	TEEG Plan
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