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Human Capital
Management
2019-20 Teacher Excellence Initiative Results and 2020-21 Excellence Initiative UpdatesBoard Briefing – February 11, 2021
• Due to COVID-19 and school closures, required annual
appraisals were waived and TEI processes were
suspended for 2019-2020.
• 2019-20 TEI Effectiveness Levels were carried forward to
determine compensation in 2020-21.
• One of 26 districts statewide to gain approval through the
HB3 Teacher Incentive Allotment (TIA); 2,797 Dallas ISD
teachers earned a designation on their state teaching
certificate.
• Leveraging existing strategic initiative funds and the TIA,
returning teachers earned more than $43M in
compensation increases in 2020-21.
Looking Back: 2019-20 TEI Results
1
Results: 2020-21 Teacher Compensation
$1,652 $1,731
$2,619 *
$3,677
2017-18 2018-19 2019-20 2020-21
$56,676 $57,805 $60,265 $63,465
Leveraging district funds and the TIA, the average teachersalary increase for 2020-2021 was 40% greater than in2019-20, with the average district teacher salary nowexceeding $63,000.
$8M invested in performance-based stipends of up to $18k
at the High Priority (HPC) and ACE campuses.
Stipend Amount Number of Teachers
HPC
(57)
$4,000 250
$6,000 113
$8,000 34
ACE
(23)
$4,000 525
$12,000 164
$15,000 27
$18,000 56
Total Teachers 1,169
2
Year
Avg. Dallas ISD Teacher Salary
+ +
+
+
Results: TEI Differential Retention over Time
3
Differential retention continues to be a strength; districtwide the turnover rate is projected to decrease to
13.5% in 2020-21.
Dallas ISD Retention* by Effectiveness Level TAPR Teacher Turnover over Time**
Projected
*Retained in District, October to October, annually. **Source: TEA TAPR Reports https://tea.texas.gov/texas-schools/accountability/academic-accountability/performance-reporting/texas-academic-performance-reports
TEI
Implementation
TEI Components: 2020-21 Evolution
TEI
System Design
Priority at Re-Entry
(August 2020)
Current State
(January 2021)Recommendation
• Teacher Performance Rubric
• Formal and informal
observations inform the
Teacher Summative
• Develop guidance document
(TPR-Online Learning)
• Modify spot observation
requirements
• 28k spot observations
completed
• Monitor calibration; mitigate
pain points as they arise
• Balance accountability with
feedback
• No further adjustment to
observation requirements
• Teacher- and School-Level
achievement (ACP, MAP,
STAAR, TELPAS)
• Student Learning Objective
(SLO)
• Utilize NWEA Map in Grades
1-11 to provide baseline data
for student growth metrics
• Fall ACPs eliminated
• Incomplete data limits the
ability to calculate growth
for teacher- and school-level
student achievement
measures
• Eliminate teacher- and
school-level student
achievement in 2020-21
• Use SLO to inform student
growth component*
• Student Survey
administered in May
annually in grades 3-12
• Modify survey items to
ensure fit for remote and
in person learners
• Adjust survey administration
date
• Attendance and
engagement concerns will
impact survey rosters
• Sufficient data may be
unavailable
• Administer survey in May for
information only
• Eliminate survey
component in 2020-21
• Eligibility determined by prior
scorecard annually
• Develop alternate
methodology for existing
and new DTR eligibility
• Up to 1,300 teachers in
Round 2 eligibility process
• No further adjustment to
DTR process in 2020-21
4*Dallas ISD SLO process meets statutory requirements for growth component in Chapter 21 and HB3 TIA statute
Teacher
Performance
Student
Achievement
Student
Experience
Distinguished
Teacher Review
Not Possible in 2020-21 Unlikely with Current Recommendations
Recommended adjustments to the student achievement and student experience components have
impact on 75%+ of teachers in the TEI system this year.
35%
65%
15%
20%65%
20%
80%
15%
35%
50%
Category A (45%) Category B (16%) Category C (17%) Category D (22%)
• Teacher Performance (50%)
• Student Experience (15%)
• Student Achievement
- SLO (5%)
- ACP, STAAR,
TELPAS, MAP (25%)
- School STAAR (5%)
• Teacher Performance (65%)
• Student Achievement
- SLO (5%)
- MAP, ACP, STAAR,
TELPAS (25%)
- School STAAR (5%)
• Teacher Performance (65%)
• Student Experience (15%)
• Student Achievement
- SLO (10%)
- School STAAR (10%)
• Teacher Performance (80%)
• Student Achievement
- SLO (10%)
- School STAAR
(10%)
Overall Evaluation: TEI Categories and Components
20%
80%
• Teacher Performance (80%)
• Student Achievement
- SLO (20%)
2020-2021
All Teachers
◼ Performance ◼ Achievement ◼ Experience Up to 30 additional points available through Distinguished Teacher Review Process
5
• Evaluation rating is total of available components.
No qualitative evaluation rating (Progressing,
Proficient) and No Effectiveness Level
• Modify compensation process in 2021-22
• Subsequent DTR eligibility for 2021-22 awarded in
accordance with existing system rules
• Submit top 25% of teachers meeting TIA
performance standards for Recognized
designation.*
Recommendation: 2020-21 Overall TEI Evaluation
Utilize available component data to produce evaluations for information
and Teacher Incentive Allotment (TIA) only.
*Pending feedback on TIA statutory requirements from TEA 6
Recommendation: Implications for Other Tools
Produce Principal (PEI), Assistant Principal (APEI) and
Executive Director (EDEI) scorecards for information only.
• Similar to TEI, these tools utilize performance and
student growth measures that may not yield sufficient
and appropriate results for use in evaluations in 2020-21
• Eligible employees will complete the annual evaluation
process and receive summative appraisal for 2020-21
• Evaluation rating is total of available components. No
qualitative evaluation rating (Progressing, Proficient, etc.)
and no effectiveness level for 2021-22
• Modified compensation process in 2021-22
PEI Components
Performance
❑ Principal Performance
❑ Teacher Performance - X
❑ Student Enrollment/
Attendance/Retention - X
❑ Culture and Climate - X
Student Achievement
❑ School STAAR - X
❑ School ACP - X
❑ School Achievement Gap - X
❑ College Readiness - X
❑ Career Readiness - X
Unavailable or Incomplete in 2020-21
7
Considerations and Next Steps
Board Resolution
• Approve the written plan to produce scorecards with numerical score only
that produces no effectiveness level this year
• Suspends and waives the Pay for Performance provisions in local policy
2021-22 Compensation Proposal (May 2021)
• Flat-rate increase for all EI-eligible employees in 2021-22
• Continue performance-based stipends using Effectiveness Level or earned
TIA Designation
Preparation for 2021-22
• Administer Student Survey in May 2021 for information only
• Ensure Spring Assessment data is available for use in 2021-22 statistics
• Submit additional TIA cohort in Fall 2021 using 2020-21 data
8
APPENDIX
2020-21 Teacher Compensation
Effectiveness
Level N Teachers*
Average
CYS
CYS
Range
Average SalaryPercent Increase
19-20 20-21
No Scorecard* 1301 5.5 0-53 $54,771 $58,911 7.5%
Unsatisfactory 39 9.1 3-25 $54,181 $54,185 0%
Progressing I 816 4.1 1-45 $54,139 $57,069 5.3%
Progressing II 1251 9.1 2-52 $55,814 $58,293 4.4%
Proficient I 2927 13.6 3-55 $59,744 $64,370 7.7%
Proficient II 1024 14.5 4-48 $63,582 $67,256 5.7%
Proficient III 672 15.5 4-46 $70,047 $72,412 3.5%
Exemplary I 138 15.5 3-48 $75,839 $77,644 2.4%
Exemplary II 126 16.4 5-41 $83,818 $85,547 2.1%
Master 6 10.7 8-13 $91,350 $100,000 9.5%
Grand Total 8300 11 1-55 $59,830 $63,465 6.1%
• On average, Dallas ISD teachers now earn more than $63K, a $10K increase from before TEI
implementation
• More than 13% of TEI-Eligible teachers now earning $70K+
10
CYS2019-20 2020-21
Average in Areas ISDs*
Average in Dallas ISD
Difference ($) Difference (%)Average in Areas
ISDs*Average in Dallas
ISDDifference ($) Difference (%)
0 $54,408 $54,044 ($364) -0.7% $55,358 $56,593 $1,142 +2.1%1 $55,158 $54,060 ($1,098) -2.0% $55,718 $57,037 $1,320 +2.4%2 $55,518 $54,460 ($1,058) -1.9% $56,263 $57,159 $896 +1.6%3 $55,985 $56,777 $792 1.4% $56,677 $57,729 $1,052 +1.9%4 $56,441 $58,151 $1,710 2.9% $57,144 $60,980 $3,836 +6.7%5 $57,153 $59,082 $1,930 3.3% $57,600 $62,648 $5,049 +8.8%6 $57,800 $60,490 $2,689 4.4% $58,361 $63,768 $5,407 +9.3%7 $58,182 $61,147 $2,966 4.9% $58,907 $64,553 $5,646 +9.6%8 $56,849 $61,940 $5,090 8.2% $59,311 $65,272 $5,961 +10.1%9 $58,813 $61,449 $2,635 4.3% $59,637 $65,870 $6,233 +10.5%
10 $59,127 $62,174 $3,047 4.9% $59,945 $65,477 $5,490 +9.2%11 $59,434 $61,797 $2,363 3.8% $60,273 $66,043 $5,770 +9.6%12 $59,710 $62,316 $2,605 4.2% $60,597 $65,817 $5,220 +8.6%13 $59,970 $62,377 $2,407 3.9% $60,898 $66,114 $5,216 +8.6%14 $60,274 $62,277 $2,003 3.2% $61,174 $66,292 $5,118 +8.4%15 $60,689 $61,765 $1,076 1.7% $61,516 $65,929 $4,413 +7.2%16 $61,031 $62,141 $1,109 1.8% $61,948 $65,643 $3,695 +6.0%17 $61,323 $62,524 $1,200 1.9% $62,244 $66,078 $3,834 +6.2%18 $61,621 $62,559 $938 1.5% $62,519 $66,254 $3,735 +6.0%19 $62,015 $62,748 $733 1.2% $62,855 $66,226 $3,372 +5.4%20 $62,427 $62,159 ($268) -0.4% $63,215 $66,527 $3,312 +5.2%21 $62,827 $62,746 ($80) -0.1% $63,567 $65,152 $1,585 +2.5%22 $63,416 $63,343 ($72) -0.1% $63,965 $66,270 $2,305 +3.6%23 $64,015 $64,257 $242 0.4% $64,364 $66,360 $1,996 +3.1%24 $64,577 $63,200 ($1,378) -2.2% $64,835 $67,309 $2,474 +3.8%25 $64,816 $63,755 ($1,061) -1.7% $65,298 $66,071 $773 +1.2%
2020-21 Dallas ISD Teacher Salaries Against Neighbors
*Market Competitors: Garland, Grand Prairie, Mesquite, Richardson, Fort Worth, and Irving ISDs 11
2019-20 to 2020-21 Teacher Retention
Teachers employed in a TEI-Eligible position on PEIMS snapshot date, 2019
The district retained 88% of TEI-eligible teachers in the district from the 2019-20 to 2020-21 October
snapshot dates.
8
19-20 Effectiveness LevelN 19-20
Teachers*
Retained as Teacher Retained in District Separated
N (Average CYS) % N (Average CYS) % N (Average CYS) %
No Scorecard 1661 1301 (5.6) 78% 11 (12.6) 1% 349 (6.4) 21%
Unsatisfactory 56 39 (9.1) 69% 1 (24.0) 2% 16 (11.7) 29%
Progressing I 1005 816 (4.1) 81% 2 (3.5) 0% 187 (4.0) 19%
Progressing II 1489 1251 (9.1) 84% 26 (8.7) 2% 212 (8.9) 14%
Proficient I 3284 2927 (13.6) 89% 64 (9.3) 2% 293 (16.1) 9%
Proficient II 1123 1024 (14.5) 91% 30 (14.2) 3% 69 (16.2) 6%
Proficient III 721 672 (15.5) 93% 17 (12.8) 3% 32 (20.2) 4%
Exemplary I 145 138 (15.5) 94% 3 (12.9) 2% 4 (21.2) 3%
Exemplary II 132 126 (16.4) 96% 1 (21.0) 1% 5 (26.2) 3%
Master 6 6 (10.7) 100% NA 0% NA 0%
All Teachers 9624 8300 (11.0) 86% 156 (11.0) 2% 1168 (10.1) 12%
12
Change in Teacher Turnover against Urban Districts
-1.7-1.5
-0.8-0.5
0.3 0.40.7
1.1 1.2
1.9
0.3
Percentage Point Change in Teacher Turnover 2018-2019 to 2019-20, TUC Districts
Turnover Decreased
Turnover Increased
Source: TEA TAPR Reports https://tea.texas.gov/texas-schools/accountability/academic-accountability/performance-reporting/texas-academic-performance-reports 13
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