Bullitt Co. implements program to help "high-potential teachers" on the course to master's degree; superintendent: effort to create a recruiting advantage, help retain best teachers...

Pioneer-News, Shepherdsville, April 24, 2017

Plan looks to help ‘grow’ great teachers
By Stephen Thomas

The most important instrument for improving student achievement is an excellent teacher. To that end, the Bullitt County Public School Board has approved a multi-pronged approach to developing, recruiting and retaining quality instructors.

Superintendent Keith Davis unveiled the proposed Teacher Retention and Induction Program (TRIP) recently.

The plan has three main components:

*Identify high-potential teachers while they are still in high school and nurture them through their educational program;

*Develop a customized program leading to a master’s degree at a cost that is more affordable for a young teacher; and,

*Raise the performance expectations for earning teacher tenure by presenting to a panel of professional colleauges.

Part of the plan, according to Davis, was to retain local students as future teachers while helping them earn as much training as possible.

“This was created due to noticeable gaps in some new teachers’ knowledge about important instructional practice, the amount of turnover that we experience in the first four years among the teacher staff, the increasing cost of a master’s degree, and the seeming lack of rigor needed to get tenure,” he said.

Davis wanted to create a comprehensive solution, working assistant superintendent Brenda Pirtle and director of human resources Jennifer Wooley, to design the program.

“We also consulted with Kim Ludwig, our Bullitt County Education Association president, with whom we have an excellent professional relationship, and gathered input from all our principals toward the end of the process,” he said.

Four goals were listed in the TRIP program, including increased recruitment of qualified teaching applicants, partnering with a local university on a Master’s degree model program, earning tenure for elevation within the BCPS program and making further educational pursuance more affordable.

“(TRIP) starts with identifying promising teacher candidates in high school, maintaining contact and moral support though college and the hiring process,” Davis said.

Once a student is identified, a cost-sharing arrangement would be implemented, allowing for performance evaluation prior to granting tenure. Davis said BCPS is working with Bellarmine University to implement the program.

According to Davis, teachers would end up paying two-thirds of their Master’s tuition - with Bellarmine waiving application and course fees - as well as two-thirds of the cost for their Professional Standards Board Certification.

Once the teachers are ready for the classroom, BCPS will offer a job, utilizing a payroll deduction to collect their portion for the first four years.

“It will start with their first paycheck,” Davis said. “The total cost to the teacher over four years is just over $6,000. Getting the same degree and certification through a state university would be almost $24,000.”

According to Davis, the program would allow applicants a recruiting advantage, which in turn would offer local principals a wider range of qualified applicants.

“We believe this will help us retain the best teachers,” said Davis. “They will be fully invested in the successful way we teach kids in Bullitt County and they will be ready to advance into school leadership roles shortly at a relatively young age.”

Meanwhile, by completing both a Master’s degree and Professional Standards Board Certification within four years, Davis said the teachers would earn quicker salary increases.

“In five years, their salary will go from $38,700 in their first year to $54,300, an increase of over $15,000,” he said. “That more that makes up for the cost of their degree.”

The superintendent credited Bellarmine for working with BCPS on establishing the program. He hoped future success will allow the district to create similar programs with other colleges and universities.

“Bellarmine has become an extremely valuable partner over the past four years,” said Davis. “They helped with our Administrator Development program, and we are fully invested in the Bellarmine Reading Project, which improves early literacy instruction.”

He added that Bellarmine’s independent status allowed the university to work with TRIP’s price customizations, along with offering smaller class sizes and high-quality instruction.

Davis said the TRIP one-third tuition payment would cost BCPS, on average, about $790 per teacher over three years, along with an additional $18,000 annually for a two-day ‘boot camp’ teacher training.

“At the boot camp new teachers will learn about our specific methods of instruction, expectations for professionalism and communication, how to use student data to increase learning, and both time and life management skills,” he said.

According to Davis, another $6,000 in costs will pay for Educators Rising programs at each of the county’s high schools. Educators Rising involves professional sponsors who mentor potential teachers still in high school, then staying involved with them during their college years.

Davis said another $10,000 was budgeted to help pay the one-third cost of the Professional Standards Board Certification process for current BCPS teachers who have not yet achieved the status.

As another bonus, Davis said BCPS also created a partnership with Amazon, allowing teachers to work at its Cedar Grove warehouse part-time during holiday periods and summer months.

“They can get a job at Amazon at above-market rates since they will not require benefits, which they already have through the school district,” he said. “We offer this as a low-hassle and flexible way for our teachers to make some extra money when they have breaks in the school year.”

Davis praised the program created by BCPS, noting that there was not another like it, to his knowledge, within the state.

“Research shows that a high percentage of teachers return to their home area to become teachers after college,” he said. “The bigger part is to be systematic in how we develop, value, evaluate and retain the most important tool we have for increasing student achievement.”

Davis added that TRIP allows BCPS to “intentionally produce excellent teachers” rather than counting on other agencies beyond their control.

“Our current teachers are outstanding,” he said. “Our results show it. But we always have to be going for the next level.”

Davis said the TRIP program would become a prominent part of the district’s job fair recruitment presentations beginning this spring.