Oh, Man

Teachers at my old school district had better be prepared to lose their jobs. Note this job has a federal grant attached to it:

TEACHER INCENTIVE FUND PROJECT COORDINATOR

SUMMARY DESCRIPTION

Under the general direction of the Chief of Human Resources and Coordinator of Human Resources, assists in the planning, developing, organizing, and implementation of the Teacher Incentive Fund (TIF) federal grant. Performs related work as required.

EXEMPLARY DUTIES/RESPONSIBILITIES

Working within the parameters of the TIF, works with all necessary stakeholders to assist WCSD in increasing the number of highly effective, diverse and competent certified teachers and principals who reflect the District's mission, vision, and core beliefs, through the implementation of an effective and comprehensive performance growth system. Targeting nine (9) of WCSD's highest need schools, plans, develops, organizes, and implements all identified TIF Grant Absolute Priorities, competitive preferences, and core elements that encompass a systemic reform initiative for Human Resources, including the following: 1) working collaboratively with WCSD collective bargaining units to develop, pilot, modify and communicate consistent, reliable, and fair evaluation rubrics and policies to measure principal, teacher and other personnel performance growth; 2) training administrators, principals and Peer Assistance and Review (PAR) teams so they can conduct consistent, reliable, and fair teacher and principal performance evaluations and communicate evaluation findings to evaluatees; 3) developing ongoing, embedded professional learning and support focused on individual performance growth for teacher retention in hard-to-fill schools; 4) developing different levels of compensation and career ladders for effective teachers and principals based on set criteria at participating schools; and, 5) sustaining the system by leveraging district resources, federal, state, and private funds.

Plans, organizes and supervises the implementation of a performance growth system; works collaboratively with WCSD collective bargaining units (WEA, WSPA, WESP) to establish consistent, reliable and fair principal and teacher performance evaluation policies; determines student achievement growth goals in participating schools that align with WCSD Pathway key targets including formative and summative assessments; works with stakeholders to establish a performance-based compensation (PBCS) data management system including programming, warehouses and data analysts to link student achievement data to WCSD teacher and principal Human Resources systems; works with Office of Staff Development to train administrators, principals and PAR teams so they can conduct consistent, reliable, and fair teacher and principal performance evaluations and communicate evaluation findings to evaluatees; develops, pilots and modifies consistent, reliable, and fair evaluation rubrics to measure teacher and principal performance growth using standards such as the Interstate School Leaders Licensure Consortium (ISLLC) standards, National Board certification, National Institute for School Leadership (NISL) and others; develops a plan to ensure teachers and principals understand the specific measures of teacher and principal effectiveness in the PBCS; develops different levels of compensation for effective teachers, principals and educational support personnel based on set criteria at participating schools; develops a teacher and principal career ladder for incentive pay, including an Individualized Performance Growth Plan (IPGP) employee development plan to help educators identify a set of goals or actions to help enhance knowledge, skills and abilities based on performance; works with Human Resources Coordinator to attract, and retain highly effective teachers and principals; and develops fiscal sustainability for the Principal and Teacher Performance Growth System by leveraging district resources, federal state and private funds; works with grant evaluators and HR consultant and provides any necessary data or information, follows all grant guidelines and restrictions and works with district's State and Federal Programs for grant compliance and fiscal management.

Remember, the superintendent, Heath Morrison, is Eli Broad through and through.

How the FUCK can you put teachers and principals on "incentive" pay when kids aren't fucking widgets? My God, what the hell is happening to our schools?