The T3 Initiative in Boston, a partnership between Teach Plus, the Boston Public Schools, and Unlocking Potential, is among the first efforts nationally to address the importance of effective, experienced teachers in the design of school turnaround. A key piece of Superintendent Dr. Carol Johnson’s Acceleration Agenda, the five year strategic plan for the Boston Public Schools, is an intense focus on chronically low-performing schools. These schools are the focus of intensive support and innovative strategies to enable them to significantly raise student outcomes. In 2010, the first cohort of T3 teachers leaders were hired to help transform three of these schools (the Blackstone, Orchard Gardens, and the Trotter), having been chosen for their effectiveness with urban students and trained in a cohort for the challenge of a turnaround environment. The second cohort consisting of three new teams of teacher leaders were hired in 2011 to work at UP Academy, Boston's first in-district charter school, Roger Clap Innovation School and the Dearborn Middle School.
The T3 Initiative Offers:
A Cohort Model of Staffing. T3 teachers work together as teams of high-performing educators in low-performing schools. They are hired as a cohort that comprises at least 25% of the school faculty. The cohort receives training together and time for collaboration throughout the year. T3 teachers serve in a variety of leadership roles that help facilitate and support the work of all teachers in the school to significantly increase student achievement.
A Broader Turnaround Strategy that Supports Effective Teaching. To be successful, teachers need to be a part of a comprehensive plan to dramatically improve the culture and outcomes of the school which also includes:
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A strong, experienced principal who supports and empowers teachers and who values teacher leadership;
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Wrap-around services for students to help teachers address their students’ social, emotional, and health needs and provide support for parent and community outreach;
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Ongoing training and professional development that begins with an intensive, team-based summer institute;
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Resources for improving instruction such as regular data on student progress and expert coaching.
Differentiated Pay. Selected T3 teachers are compensated to work an extended school year through a $6,000 salary differential that acknowledges their status. At UP Academy, T3 teachers will receive the UP stipend for professional distinction or $6000, whichever is more.
A Partnership Between:
