Here is a link to the article in the Press and Guide. https://www.pressandguide.com/articles/2015/04/18/news/doc5530687133cc5186043745.txt#.VTLVYyV6HmI.facebook 

Here is a link to a video https://www.youtube.com/watch?v=Q7Rw7Yl-UGE 

This is a reminder regarding the evaluation formula that was previously posted. One is one the rubric formula and Two is on student growth data. Links to previous posts are listed below or you can search this blog.

We have come up with a set of rules regarding the end of year rankings for teachers.  The following new rules will be instituted.  In order for a teacher to be rated highly effective in a year end evaluation, the following conditions must apply in alignment with our process:

1. * Receive a HE rating in Domain 3: Instruction plus at least two other domains
2. * No ineffective components can be present
3. * Receive a HE or Effective in all components.
4. * The majority of components in a Domain must be highly effective in order to receive a highly effective rating in that Domain.

• Here is the link to that post on the rubric formula

2. Here is the link to the post on growth data. 

Student Growth Data (25%). The administrator and teacher will meet to determine growth measures that follow the weighted formula listed below. All teachers will have the following student growth goal: All students must show growth or maintain proficiency based on growth measures that are used for the evaluation. It is understood that this does not mean that every student will necessarily be on grade level as we measure growth vs. achievement data.  For the NWEA if they maintain or exceed their RIT status for their grade level norm, that is considered growth.  

• We will continue to meet and revisit our process.
• We are trying to be flexible given the state mandates.
• We are getting better each year at
• measuring student growth data and will continue to enhance that process.

5% District growth based on state accountability measures and other student growth measures available to the District. We will continue to monitor state progress in this area.

10% Building Growth based on multiple measures which must include NWEA (reading, Language Usage, math and science), Explore, Plan, MME and State Accountability growth measures (when state data is made available).

10% Classroom Growth based on NWEA for the specific subject area, State Assessments, Classroom Assessments, DRA, Performance or product measures, other formative assessments, pre and post tests (specific % proficient) are required.

Click Here for the link that was previously posted on the HR blog. site.

Evaluation Committee Blog Post Click Here

Click Here for a link on approved District Assessments. This document which was produced from the assessment committee further clarifies acceptable assessments that can be used for evaluations.

Several examples have been put on the blog site regarding the attendance incentive for all employees.  This is just to reiterate that the $100 eligibility per day is based on a full-time profile of 8 hours per day for hourly employees. Several examples have been posted on this site.  Please click below to view the examples and the updated further clarification.

Dearborn Merit Pay/Attendance Incentive Program for all Employees

Dearborn Federation of Teachers 

To Donate 400 Books To Students

– William Ford Elementary and Woodworth Middle School will receive 200 free books from the Dearborn Federation of Teachers.  

As part of the Dearborn Federation of Teachers (DFT) ongoing effort to provide “a free book for every student in Dearborn”, they will be distributing 200 books each to William Ford Elementary, 14749 Alber, Dbn. 48126 and Woodworth Middle School, 4951Ternes, Dbn., 48126 on Wednesday, March 25, 2015. The first stop will be Woodworth Middle School at 8:15 am and then will move on to William Ford Elementary.  The winning buildings were drawn from names submitted at DFT’s general membership meetings held in January and February. A stipulation is made that the books must be given to students to keep as their own, and not kept in the classroom.

“Through our ongoing partnership with FirstBook, we are excited to get these books into the hands of our students” saidDFT President Chris Sipperley, “these high-quality books are always a favorite of our students”.

To date, the DFT has distributed over 4,000 books to Dearborn Students.  Additionally, many teachers in the district have also used FirstBook to provide books for their students.

Persons wanting more information, or to make a donation towards purchasing more books, please contact Chris Sipperleyat (313) 584-5311 or csipperley@dft681.org

Click her to view the MEMO TO PARAPROS, INTERPRETER TECHNICIANS, SECRETARIES AND CLERK-RECEPTIONISTS 01=30-15

https://humanresources.dearbornschools.org/2014/05/05/dft-attendance-reporting-aesop-and-evoucher/

Attention DFT Members,

This is a reminder that it is the responsibility of each DFT member to report their absence in the AESOP system.  In some cases a secretary might put the absence in AESOP if a specific substitute is requested in advance.  However, it is still the responsibility of the DFT unit member ensure that the absence is reported and to verify accuracy in AESOP. Here is the link to the AESOP attendance website. https://www.frontlinek12.com/Products/Aesop.html

In addition, DFT members do not have permission to put FMLA into the system. That would need to be done by a school secretary or by Mr. David Hardoin in the Human Resources Department. The entry of FMLA can only be entered once all paperwork has been processed in the Human Resources Department. Mr. Seeterlin, the Director of Human Resources-Instructional, is responsible for approving all FMLA requests. DFT members can go into the AESOP system and verify their attendance reports.   Here is the link to the HR blog that has information on FMLA and resources for employees.   https://humanresources.dearbornschools.org/employee-leaves-fmla/

The Evoucher website provides detailed attendance data going back over a 2 year period.  This website receives information from AESOP but the updates are always two weeks behind because it is only updated in conjunction with payroll dates.  The evoucher website is where attendance information is taken from when HR builds the layoff and recall databases.  Here is the link to the Evoucher system.  It is also the location where you can download your pay stubs.  https://hrweb.resa.net/eEmployee/

Employee Merit/ Attendance Bonus Pay for All DPS Employees from February 4th, 2015 until June 11th, 2015.

The Dearborn School Board will be providing an attendance incentive and merit pay bonus for all employees who have been employed between February 4th through June 12th, 2015.  Eligibility for the bonus will be based on the following criteria:

• The Bonus will be available to all employees rated as effective or highly effective in the 2014-15 evaluation process. This applies to DFT, ADSA, and Other Administrators who are rated on the four point rating scale. Those employees are required to have a merit pay system per state law.  Other employees that are not rated on the 4 point scale (DFSE, DSOEA, exempt non-classified, etc.) are still eligible to receive the bonus but this criteria does not apply to them since we do not have an established final rating system. We are working towards developing a system. 

• All Full time employees that use no paid days off for the period of February 4th through June 11th, 2015 receive a $400 bonus. Employees that work part time will receive a prorated amount based on an 8 hour profile day

• Employees must have been employed for the entire time period between February 4th to June 11th in order to be eligible.

• For any paid days off used, the bonus will be reduced by $100 per day.

• A half day of absenteeism will result in a $50 reduction in the bonus for full time employees.

• Hourly employees(including DFSE, DSOEA, Child Care Workers, etc) will also be deducted on a pro-rated amount for any hours that they take off. For example, a full time employee that takes 2 hours of personal business time would be reduced by dividing 8 hours into $100 which would mean an overall deduction of $25 for 2 hours of time off. Please be advised that an 8 hour day is considered as full time. 

• Paid days off shall be defined as days charged to the employees sick (family care, funeral, etc) and personal business leave banks. This will not include vacation days.

• Paid days off for district related business, administrative leave, inservice/conference, jury duty and union release time are not charged to the sick bank, so they will have no effect on this attendance incentive bonus.

• Employees off for four paid days off or more will not be eligible for the bonus.

• The bonus will be paid in July 2015

• Eligible employees who are retiring or resigning at the end of the 2014-15 school year may receive their bonus.
  

• Employees that work part time will be given a pro-rated amount. For example, an employee with a .5 Full time equivalent status (FTE) will be eligible for a total of $200. The .5 FTE employee would be reduced by $50 per day for paid time off.   An employee with a .8 FTE status will be eligible for a total of $320 and will be reduced by $80 per day for any paid time off.

Please be aware that this extra incentive money is a positive program that the district has created in order to reward employees who save the district money through reduction in paid substitutes and who demonstrate a commitment to the students by maintaining excellent attendance. This money is above and beyond any contract compensation rates. All union heads were consulted and were provided with an opportunity to give input regarding this incentive program.

This is a one time pilot program from February 4th until June 11th, 2015 and it will be evaluated to determine the impact on improved staff attendance. Please be aware that we did see a positive reduction in absentee rates when a similar program was implemented for DFT members during the 2013-14 school year.

Please do not respond to this email, as we will not be responding to questions via email. However, if you have a question you can post it on the blog site.  We will respond to questions on the blog site so that everyone can see the answers.  

Thank you and all the best with this new merit/incentive program.

Press and guide article

https://pressandguide.com/articles/2015/01/23/news/doc54c126f82f2b6487018150.txt?viewmode=default