Investing in Our People Post-RTTT

Talent, Educator Effectiveness, Leadership

October 2013

Summary: Acting upon what we already know

People are the most important lever in raising student achievement. As we

continue the work of making Delaware one of the best systems of public education in
the world, we must ensure the state is the best destination for the strongest educators
to grow and build a career in teaching and school leadership, especially for the
scholars who need them the most.

Our investments with RTTT and other state funds are aligned with this focus on talent
and educator effectiveness. About 50% of all SEA RTTT funding focused on the
human capital continuum which have supported the state at a time of improved student
outcomes. Districts also contributed sizable portions of their local funds.

Not all RTTT funding needs to continue. Some initiatives have already been
discontinued or do not merit ongoing support. However, Delaware will not be able to
stay the course to dramatically improved student outcomes by leaving the gap from
grant funding unfilled. If we believe that Delaware should be a talent magnet, then this
will require an additional and ongoing investment of between $8m-$11m annually, with
a focus on major priorities such as educator preparation, educator evaluation, human
capital analytics and job-embedded coaching.

While the private sector will continue to be a strong partner in improving public
education, it cannot fill this financial gap--nor equal the States power in creating
stability and shifting priorities within the system. LEAs have also struggled to find
the courage and funding to make talent a big bet. Thus, the states education budget
should included long-term investments focused on our number one priority, our people.
| 2

Crucial Investments in Talent, Leadership, Analytics & Coaching After RTTT:

Current & Future State
Human Capital Funding Post-RTTT
Schematic, $m

Private Funding
(Longwood,
Rodel, DBREC,
etc.)

0.9

Should we continue
to assume major
private contributions?

Not all RTTT programs

should or need to be
continued

9 - 12
1.0
-1.5

RTTT Funding

9.1
7

State Funding

1.36

HC Funding
(not inclusive
of $1 Million
for DPAS-II)

5.0
-7.0

..however, without
additional state
support, many
positive-ROI
investments will end

1.36
As Is State
Funding Post
RTTT
(not inclusive
of $1 Million
for DPAS-II)

New State
Funding

Private
Funding Post
RTTT??

Total Funding
to Achieve a
Top-Tier
Human
Capital
System

The States Investment in Talent is historically ~$1.3 Annually* w/o

RTTT or Other Grant Funding
Human Capital
Phase

Pre-Service

Program
Alternative Routes
(General)
Higher Education
(General)

Total
Educator Recruitment
Recruitment/
(General)
Selection
Total
DEEDS
Licensure/
Educator Certification
Certification

Professional Mentoring
Induction/
Administrative Mentoring
Mentoring
Total

Distribution
Total
DPAS II (General)
Evaluation/
Summer Special Institute
Coaching
Total

Compensation/
Career Pathways
Total

* Program investments only, does not include TLEU personnel

Budget
200,000
1,000
$201,000
50,000
$50,000
210,000
160,800
$370,800
300,000
115,000
$415,000

Greatest investment in
administrative tasks
(licensure & certification)
Little investment in
strategic or
transformative HR
functions
Small investment in
recruiting/selecting/retain
ing excellent educators

$250,000
75,000
$325,000
$$1,361,800
| 4

What Might We Lose Post-RTTT without Investment to Support Current

and Future Educators?
Prospective List of Initiatives (examples)
Illustrative Annual Allocation (FY15 & Beyond)
The best possible training for aspiring
teachers and leaders in the country through new
legislation/regulation, targeted investments and
new expectations for designing and executing
outstanding preparation.
The best talent recruitment and talent pipeline
development and investment in the country for our
LEAs, to help cultivate, select, train, and induct
top-talent teachers and leaders through innovative
approaches and district reform.
The best human capital data tools, systems
and supports in the country, with an emphasis
on gathering insights from educators, and feeding
that data back into PLCs and Board Rooms to
make data-driven resource decisions.

The best talent management, development and

professional learning networks in the country,
leveraging our size to provide job-embedded
coaching for educators that drives their
professional growth in real-time.

Support for Delaware Schools of Education

(Traditional teacher and principal training
programs)

$700,000

Teach For America

$700,000

Delaware Leadership Project

$700,000

Relay Graduate School of Education

$300,000

joindelawareschools.gov recruitment portal

$100,000

Delaware Talent Management project

$100,000

Data Coaches & PLC Supports

$650,000

Harvard Strategic Data Project

$200,000

TELL-Delaware Survey

$150,000

Vision Network

$500,000

Development Coaches

$600,000

Relay Graduate School of Education Principal Fellowships

$300,000

School Leadership Evaluation Work - at all

levels (with New Leaders)

$250,000

Is it a major priority? Annual SEA Investments could be much

greater than $5.3m New
Phase of Educator Life Cycle

Pre-Service

Recruitment/ Selection

Licensure/ Certification

Induction/ Mentoring

Distribution

Iniative

Maintain
and
"Keep the
Modest
lights on"
Growth
Scenario Scenario
$
$
700,000
700,000
$
$
300,000
300,000
$
$
700,000
700,000
$
$
700,000
700,000

Dramatic
Impact
Scenario
$
Teach For America
1,000,000
$
Relay Graduate School of Education
500,000
$
Grants to Delware Schools of Education
700,000
$
Delaware Leadership Project
1,000,000
$
TNTP (Alternative route for teachers)

250,000
$
Urban teacher residency program

400,000
$
$
Consutling/Technical Assistance

100,000
100,000
$
$
Program Evaluation/Data Analytics

100,000
100,000
$
$
$
Total
2,400,000 2,600,000 4,050,000
$
$
$
DTMP
100,000
100,000
150,000
$
$
$
Recruitment Portal (joindelawareschools)
100,000
100,000
100,000
$
Supply and Demand Survey/System

100,000
$
$
$
Total
200,000 200,000 350,000
$
$
Data Base Management

200,000
200,000
$
$
$

200,000 200,000
$
$
New Teacher Induction Academy

200,000
200,000
$
$
$
Total
200,000 200,000
Delaware teacher incentive fund (talent co

op)
$
$
$
Total
$
$
Alternative Teacher evalution approach

100,000
200,000

| 6

Additional Funding Will Maintain Whats Working and Help Us Attract

and Retain World Class Talent
Human Capital Funding Scenarios
$m
Expand alternative
educator prep
programs like TFA
Maintain
recruitment/induction
efforts at RTTT-level
Ongoing support for
development
coaches and Vision
Network, amongst
other in-school
partners

Grow alternative routes like

TFA, DLP, and Relay
Add new teacher academy
to support induction
Add funding for innovation
in career paths and
evaluation

Fully fund initiatives and

create funding for local
innovation in this arena
Add new alternate routes like
TNTP and urban teaching
fellows, thereby
strengthening the pool

10.46

7.86
6.66
Column2

9.10
5.30

1.36
Base TLEU
Funding
(Non-RTTT)
(not inclusive
of $1 Million
for DPAS-II)

Existing Funding

6.40

1.36
Dont Lose
Whats
Working
Funding

1.36
Maintain and
Modest
Growth
Funding

1.36
Ideal World
Class Talent
Funding