TEI and Achieving Improved Student Outcomes November 1, 2018 | Board Briefing
Rising Academic Achievement *Pending TEA appeal 2
Teacher Excellence Initiative (TEI) TEI defines and evaluates teacher excellence through three lenses: teacher performance, student achievement and student experience surveys. TEI encourages and reward effectiveness in the classroom and beyond. 3
Defining Excellence: Teacher Categories Teachers can fall into one of the following categories based on available measures: Category A Category B Category C Category D 15% 15% 20% 35% 20% 50% 80% 65% 65% 35% EXAMPLE: Algebra 1, Grade 5 Grade 1, Career Technical Education (CTE), Gifted and Talented, English Language Arts Kindergarten Elementary PE Pre-Kindergarten, SpEd Inclusion 4451 teachers (45%) 1605 teachers (16%) 1697 teachers (17%) 2160 teachers (22%) Teacher Student Student Performance Experience Achievement 4
Defining Excellence: Equity and Sustainability TEI applies a targeted distribution to ensure equity within the system for: Student Achievement Results to provide equal opportunity across tested content areas and grade levels. Student Survey Results to ensure an equitable number of points awarded at each school level- elementary core/non-core, middle, and high school . Evaluation Ratings to guarantee each Category (A-D) has approximately the same percentage TEI TARGET of teachers at each rating. 5
Rewarding Excellence: Compensation Levels Unsatisfactory Progressing Proficient Exemplary Master I II I II III I II Number of 82 1411 2001 4214 1174 702 133 110 3 Teachers Compensation $47K $52K $53K $56K $60K $65K $74K $82K $90K Level Proficiency Max Exemplary Max $70K $80K Proficient II effectiveness level or above teachers must go through the Distinguished Teacher Review , which includes a review of their quality of instruction, leadership, lifelong learning, and contributions to the profession. Obtainable in about 6
Rewarding Excellence: Retention Increases 2015-2016 2016-2017 2017-2018 2018-2019 - Earned TEI Level - Earned TEI Level - Earned TEI Level - Earned TEI Level Advancement Advancement Advancement Advancement - Retention stipends - Fixed amount - Board-approved - Retention stipends for Distinguished Performance-based increase of 2% for for Distinguished Teachers Progressing II and Retention Increase Teachers (PBRI) for Higher Progressing II and Higher - Market equity adjustment up to $52,000 Removal of $5,000 salary cap on TEI increases 7
Year-over-Year Teacher Scorecard Count by Effectiveness Level 8 These totals include all teachers who received a TEI scorecard for the prior academic year .
Summary of Results: TEI Compensation 97% of returning teachers received a board-approved pay increase. • 94% of returning teachers received a base salary increase • 3% of returning teachers received over the max stipend • 252 returning teachers did not receive an increase* *Unsatisfactory and Progressing I teachers paid above effectiveness level did not receive an increase in 2018-2019 9
Average Salary Increase by Effectiveness Level Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 Effectiveness Level Average Salary Increase* 2017-18 2018-2019 Unsatisfactory $0 $0 $621 $988 Progressing I $1,117 $1,456 Progressing II $1,224 $1,519 Proficient I Proficient II $2,160 $2,103 Proficient III $4,367 $2,821 Exemplary I $11,993 $6,637 Exemplary II $17,555 $3,183 Master $8,000 Overall Average Increase $1,652 $1,731 10
Summary of Results: TEI Compensation Average TEI salary increase for Dallas ISD teachers was 2.9%. N TEI- Eligible 58 47 1093 1580 3509 1049 648 124 100 3 8211 Teachers Retained 11
2018-2019 Summary of Results Summary of Results: 2018-2019 Retention Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 89% of Proficient I or 63.9% of teachers earned Higher Retained in District Proficient I or Higher 63.9% earned an Effectiveness Level of 89% of Proficient I and higher teachers were Proficient I or retained in the district higher 94% of Distinguished Teachers were retained in the district Unsat Prof I Master 9,913 Total Scorecards Generated Based on 10/18/2018 employee information. 12
2017-2018 Teacher Retention Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 13
Separation Data by Effectiveness Level Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 2017-2018 2018-2019 Average Average # (%) Retained # (%) Retained # (%) Retained # (%) Exited Years of # (%) Retained # (%) Exited Years of Effectiveness Level in Another in Another as Teacher DISD Service as Teacher DISD Service Exited Role Role Exited DISD DISD No Level 156 (77%) 0 (0%) 47 (23%) 6.9 58 (70%) 1 (1%) 24 (29%) 9.2 Unsatisfactory 45 (51%) 0 (0%) 43 (49%) 9.3 47 (57%) 35 (43%) 4.5 Progressing I 1187 (77%) 2 (0%) 351 (23%) 4.6 1093 (78%) 12 (1%) 306 (22%) 3.6 Progressing II 1924 (81%) 13 (1%) 432 (18%) 8.0 1580 (79%) 33 (2%) 388 (19%) 6.5 Proficient I 3583 (87%) 48 (1%) 468 (11%) 14.3 3509 (83%) 144 (3%) 561 (13%) 11.1 Proficient II 1011 (91%) 22 (2%) 80 (7%) 12.5 1049 (89%) 45 (4%) 80 (7%) 12.5 Proficient III 522 (94%) 12 (2%) 22 (4%) 11.9 648 (92%) 19 (3%) 35 (5%) 11.3 Exemplary I 97 (95%) 0 (0%) 5 (5%) 14.8 124 (93%) 3 (2%) 6 (5%) 17.3 Exemplary II 71 (96%) 2 (3%) 100 (91%) 2 (2%) 1 (1%) 17.0 8 (7%) 10.5 Master - - - - 3 (100%) - - - 8,596 99 1,449 8211 259 1443 Overall 9.6 8.3 (85%) (1%) (83%) (3%) (14%) (14%) 14
Year-over-Year Teachers Retained in a TEI-Eligible Position Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 15
Separation Reason by Effectiveness Level Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 16
Profile of 2018-2019 Distinguished Teachers The number of distinguished teachers increased to 21%. 81% In 2017-2018 81% of distinguished teachers served comprehensive or choice campuses . Low High 17
Distribution of Teachers at Comprehensive Campuses by TEI Effectiveness Level and ORE Quadrant Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018 18
Before and After: ACE 1.0 Proficient I and Above ACE 1.0 Campuses = 24% All Campuses = 48% 19
After: ACE 1.0 in Final Year Proficient I and Above ACE 1.0 Campuses = 75% All Campuses = 63.9% 20
TEI: Opportunities and Implications Recruitment and Staffing – Strategic staffing and equitable distribution of effective teachers – Conduct longitudinal analysis to identify & prioritize teacher pipelines for recruitment Strategic Retention – Prioritize retention of Distinguished (DTR) teachers – Implement a comprehensive retention plan to support all new to district teachers in years 1-3 – Support development of career pathways Continuous Improvement of TEI – Solicit real-time feedback from teacher and administrator stakeholders through focus groups Funding Considerations – Conduct market analysis to ensure salary competitiveness – Ensure compensation strategy aligns to district outcomes 21
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