TEI and Achieving Improved Student Outcomes November 1, 2018 | Board - - PowerPoint PPT Presentation

TEI and Achieving Improved Student Outcomes

November 1, 2018 | Board Briefing

Rising Academic Achievement

*Pending TEA appeal

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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.

Teacher Excellence Initiative (TEI)

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35% 65% 15% 20% 65% 20% 80%

15% 35% 50%

Teacher Performance

Teachers can fall into one of the following categories based on available measures:

Category A Category B Category C Category D

Student Experience Student Achievement

Defining Excellence: Teacher Categories

EXAMPLE:

Algebra 1, Grade 5 English Language Arts Grade 1, Kindergarten Career Technical Education (CTE), Elementary PE Gifted and Talented, Pre-Kindergarten, SpEd Inclusion

4451 teachers (45%) 1605 teachers (16%) 1697 teachers (17%) 2160 teachers (22%)

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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

• f teachers at each rating.

Defining Excellence: Equity and Sustainability

TEI TARGET

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Rewarding Excellence: Compensation Levels

Unsatisfactory

Progressing Proficient Exemplary Master I II I II III I II

Number of Teachers

82 1411 2001 4214 1174 702 133 110 3

Compensation Level

$47K $52K $53K $56K $60K $65K $74K $82K $90K

Proficiency Max

$70K

Exemplary Max

$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

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Rewarding Excellence: Retention Increases

• Earned TEI Level

Advancement

• Retention stipends

for Distinguished Teachers

• Earned TEI Level

Advancement

• Retention stipends

for Distinguished Teachers

• Earned TEI Level

Advancement

• Fixed amount

Performance-based Retention Increase (PBRI) for Progressing II and Higher

• Earned TEI Level

Advancement

• Board-approved

increase of 2% for Progressing II and Higher

• Market equity

adjustment up to $52,000

2015-2016 2016-2017 2017-2018 2018-2019

Removal of $5,000 salary cap on TEI increases

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Year-over-Year Teacher Scorecard Count by Effectiveness Level

These totals include all teachers who received a TEI scorecard for the prior academic year.

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97% of returning teachers received a board-approved pay increase.

Summary of Results: TEI Compensation

• 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

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Average Salary Increase by Effectiveness Level

Effectiveness Level Average Salary Increase* 2017-18 2018-2019 Unsatisfactory $0 $0 Progressing I $621 $988 Progressing II $1,117 $1,456 Proficient I $1,224 $1,519 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

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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Summary of Results: TEI Compensation

Average TEI salary increase for Dallas ISD teachers was 2.9%.

N TEI- Eligible Teachers Retained 58 47 1093 1580 3509 1049 648 124 100 3 8211

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63.9% earned an Effectiveness Level of Proficient I or higher

2018-2019 Summary of Results

Based on 10/18/2018 employee information.

Unsat Prof I Master

9,913 Total Scorecards Generated

63.9% of teachers earned Proficient I or Higher 89% of Proficient I or Higher Retained in District

89% of Proficient I and higher teachers were retained in the district 94% of Distinguished Teachers were retained in the district

Summary of Results: 2018-2019 Retention

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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2017-2018 Teacher Retention

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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2017-2018 2018-2019

Effectiveness Level

# (%) Retained as Teacher # (%) Retained in Another Role # (%) Exited DISD Average Years of Service Exited DISD # (%) Retained as Teacher # (%) Retained in Another Role # (%) Exited DISD Average Years of Service Exited 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%) 1 (1%) 17.0 100 (91%) 2 (2%) 8 (7%) 10.5 Master

• 3 (100%)
• Overall

8,596 (85%) 99 (1%) 1,449 (14%) 9.6 8211 (83%) 259 (3%) 1443 (14%) 8.3

Separation Data by Effectiveness Level

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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Year-over-Year Teachers Retained in a TEI-Eligible Position

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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Separation Reason by Effectiveness Level

Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

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Profile of 2018-2019 Distinguished Teachers

81%

In 2017-2018 81% of distinguished teachers served comprehensive or choice campuses.

The number of distinguished teachers increased to 21%.

Low High

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Distribution of Teachers at Comprehensive Campuses by TEI Effectiveness Level and ORE Quadrant

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Based on teachers receiving a 2017-2018 TEI Scorecard through 10/18/2018

Before and After: ACE 1.0

Proficient I and Above ACE 1.0 Campuses = 24% All Campuses = 48%

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After: ACE 1.0 in Final Year

Proficient I and Above ACE 1.0 Campuses = 75% All Campuses = 63.9%

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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

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