Faculty Meeting

January 2016

Thank You Alatrust!

Awards Day

First - Third

  • Normal Set Up
  • Principal, Last

Fourth - Sixth

  • One teacher will call out all for the grade level
  • Principal, Last

All A Semester - pin & certificate

All A/B Semester - pin & certificate

All A/B 1 Grading Period - certificate

  1. Let students know if they receive the wrong certificate you will take care of it after the ceremony.
  2. Students being recognized should sit in the chairs on the sides of the stage, other students will fill in on lunchroom tables with other students and teachers
  3. Get award and move off the stage instead of waiting for the last person to be called

Effective Educator

Differentiated Instruction

multiple strategies

appropriate level

multiple intelligences

DOK/ Questioning

Teacher – student interaction

Varied Questioning techniques

Open Dialogue

Real-world connection


Application of material

Wait time

Purposeful Planning

Modeling/ demonstration

Reflective teaching

Student ownership

Real-world connection

Application of material

Students know what they are learning and why

Clearly defined outcomes

Clear directions

Classroom Climate

Teacher – student interaction

Rapport with students

Safe environment



Student ownership

Engaged Teacher

Teacher enthusiasm

Formative Assessment

Monitoring understanding

Responsive feedback

Classroom Management

Time management

Student ownership

Established Rules and Procedures

Organization of space

Content Knowledge

Organization of lesson



Link to actual bill: http://alabamaschoolconnection.org/2015/12/29/educators-could-face-monumental-changes-in-evaluation-and-pay/

In a nutshell:

  1. Abolish tenure for non-certified employees
  2. New teachers will have the option of the merit system or current scale system. (It is my understanding that teachers that are already employed in a system would be grandfathered in with the current step raises or could choose to follow the merit raises.)
  3. Thirdly, the new teacher evaluations would come from a combination of classroom observations, student performance on ACT Aspire, and student/parent surveys. OBSERVATIONS - EVERY TEACHER 2 observations per year, pre and post conference for each, one by school admin, one by someone who does not directly supervise the teacher, can be announced or unannounced). PERFORMANCE - "growth scores" for teachers teaching ASPIRE tested courses, ALL others developed by the state similar to end of course testing.(all this would have to be in place by 2017). Growth scores, rather than achievement, would be utilized.
  4. Student surveys would be used in evaluation of all teachers annually.
  5. A similar evaluation system would apply to principals, unless they are on contract, in which case the terms of the contract would supersede this law.
  6. Lastly, a great amount of the bill establishes a new data collection agency known as the LDS (longitudinal data system). It has its own governing board appointed by political officials, but would utilize staff under the SDE (similar to how the Charter School Commission is set up). It appears that the LDS board would determine what levels of student growth would equate to teacher raises.

Funding for the RAISE bill would come from the existing ETF through a new, separate line item. While an official fiscal note has not be developed, estimates have put it at $25 to $30 million per year for the first year, growing by an additional $30 million per year every year until fully implemented, which might take about 5-10 years. That amount assumes that all new teachers would choose the new salary path, in which case they are guaranteed a starting salary of $2,500 above a teacher who chooses the tenure path. With about 5,000 new teachers annually, you can see that it is simple multiplication. However, this amount assumes that any merit raises earned by those teachers will not exceed the total amount that those same teachers would earn under the tenure system.

While details still need to be fleshed out, under the proposal, local systems would access the raise money by requesting it from SDE based on evaluations, to be paid somewhat similar to the process used for Current Units now. In years when the state did not have the financial resources, local systems could reduce teacher pay, though it is not clear whether total pay could be reduced or just the pay raise.

Please work with your AEA Uniserv Director Angela Morgan to make sure your voice is heard.



  • Lesson Plans
  • Weekly Grades
  • AMSTI Kits