Every student deserves to have an excellent teacher in every subject, every year.

Starting From:
Isolated job, limited opportunities for growth or teaming, and career and compensation paths unconnected to performance or contribution.
Moving To:
Selective hiring, development, and strategic assignment to schools and teams. Career path and compensation enable growth and reward contribution.

  • Defining and Measuring Effectiveness
    Defining and Measuring Effectiveness »

    How can we be sure there is an effective teacher in every classroom? Districts must define and measure teaching effectiveness, anchored in evidence of student learning.

  • Hiring
    Hiring »

    An effective teaching force relies on a sound hiring process. Districts need to recruit talented individuals who fit district needs, and they need to facilitate a selection and assignment process that allows school leaders to hire teachers with the right experience and capability for the job.

  • Individual Growth
    Individual Growth »

    We want the best teachers to continuously learn and stay on the job. Districts must invest to help new teachers succeed and structure job assignments, team assignments, and career opportunities to encourage individual professional growth and retain the most effective teachers and leaders.

  • School-Based Support
    School-Based Support »

    Teachers are most effective when they are deliberately assigned to teams with complementary skills and experience. Teacher teams must have support and coaching that respond to student and teacher learning needs and that match the school’s instructional design.

  • Teaching: Comp. and Career Path
    Compensation and Career Path »

    The best teachers should feel fairly compensated and rewarded for their hard work. Districts need to create new compensation models and career paths that reward the greatest contributors, promote differentiated roles, and attract top talent to challenging schools.