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Jan 8, 2010, 11:53am

Message Board :: FCAT Info :: Commissioner Winn Letter :: Commissioner's Letter

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Topic: Commissioner's Letter (Read 40 times)

Zach Forn
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Commissioner's Letter
« Thread Started on Mar 27, 2006, 8:57pm »

Dear Colleagues:

As spring approaches, I hope this e-mail finds you well and preparing for a well-deserved break.

Many of you have expressed your views and concerns over the recently adopted State Board of Education rule on performance pay. Let me share some additional information with you.

This week, I will appoint an "E-Comp" advisory committee made up of teachers and administrators. This group will serve as a forum to discuss implementation issues and options available to school districts as they comply with the law. Members will advise me on ways to ensure that districts have as much flexibility as possible, as well as share innovative ideas to improve the overall annual evaluation systems across the state.

I hope that you will visit www.floridaecomp.com to learn more about E-Comp or click here, http://data.fldoe.org/ecompfaq/, to submit your questions and ideas.

To summarize, the four-year-old law requires the following basic elements:

* Districts must provide a 5% annual bonus to its most outstanding teachers. (The rule stipulates that a minimum of 10% of each district's teachers must be identified as outstanding.)

* Student learning gains must be a “primary” component in the evaluation of outstanding teachers. ( The rule identifies the FCAT as the most reliable and valid measure of student learning gains in reading, mathematics and eventually science .)

* All teacher evaluations are to have seven components, including student learning as a primary one. (The rule defers to district annual evaluations for non-FCAT teachers, counselors, reading coaches, media specialists, etc.)

* Every teacher's pay must be based, in part, on performance. (The rule requires that the annual evaluation be capable of differentiating levels of performance to be incorporated into annual pay increases.)

* Not addressed in law, the rule prohibits burdensome requirements that teachers submit to an arduous application process in order to be eligible for a performance-based bonus. Previously, these measures only ensured that few were ever rewarded.

As a result, many districts will have to redesign their annual evaluation instruments and/or processes. As a profession, we should have professional and meaningful evaluations applied in a fair and objective manner. Principals will be offered training to ensure annual evaluations are fair and provide meaningful feedback on teacher performance.

Any bonuses awarded this year will be based on your district's existing performance-pay plan. However, bonuses for the 2006-2007 school year will be based on negotiated and state approved plans that reflect the minimum framework outlined in the new rule.

I will continue to send you regular updates on this important issue.

John L. Winn

Commissioner

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