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

THANK YOUQuestions?

Human CapitalManagement