Table 4: Sample Evaluation Average from MSTAR Teacher Evaluation Instrument Teacher Score #1 Score #2 Score #3 Average Teacher #1 65 75 75 72 Teacher #2 60 60 68 63 Teacher #3 75 70 78 74 Teacher #4 40 35 45 40 Teacher #5 50 55 60 55 These scores translate into predetermined PBC rewards (see Table 5). Table 5: Sample Payout Summary Score Payout 71 - 80 $Y 60 - 70 $Z 0 - 59 No payout Rewards tie directly to teachers’ competency growth, the critical success factor for increased student achievement. The payout chart illustrated in Table 5 is created by the district prior to PBC implementation and shared with teachers during the PBC implementation/orientation process. Keeping the payouts in the forefront keeps the focus on continuous professional growth. This PBC system design includes an application that allows principals to change component weights in order to underscore the importance of a teacher strengthening a particularly weak competency. Simply by borrowing points from a strong competency (effective or distinguished) and applying those points to unsatisfactory competencies, the principal reinforces the importance of work on that weakness while focusing the teacher’s attention on it:
27