SISD ManualT-TESS is a research based effective teacher accountability system developed to improve the quality of instruction, and ultimately raise student achievement. The T-TESS

The right choice forENDLESS OPPORTUNITIES.

#TeamSISDLeading • Inspiring • InnovatingSocorro Independent School District

2016-17SISD Manual

Continuous Growth With

Socorro ISD Board of Trustees

Socorro ISD Superintendent

Gary Gandara Board President

Paul Guerra Vice-President

Cynthia Ann Najera Board Secretary

Hector F. Gonzalez Trustee

Michael Anthony Najera Trustee

Antonio “Tony” Ayub Trustee

Angelica Rodriguez Trustee

Dr. José Espinoza

Reference Manual

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2016-2017 Teacher Appraisal Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Teacher Response and Appeals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

2016-2017 Leadership Topics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Texas Teacher Evaluation and Support System

Domains and Dimensions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

2016-2017 New Hire T-TESS Orientation Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Frequently Asked Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7-8

Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Waiver Request Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Second Appraiser Request Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Goal Setting Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14-15

Table of Contents

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Socorro Independent School District T-TESS Reference Manual

T-TESS (Texas Teacher Evaluation and Support System) is the Texas recommended appraisal

process that will be used to evaluate teachers and establish a system of continous growth

and support. T-TESS is a research based effective teacher accountability system developed

to improve the quality of instruction, and ultimately raise student achievement. The T-TESS

system is meant to empower teachers by providing on-going, timely and formative

feedback and support.

A committee was formed in order to review the appraisal system in the interest of all

Socorro Independent School District students, teachers and administrators. The committee

was comprised of teachers, teacher association representatives, directors, principals and

assistant superintendents. Meetings focused on developing policies and procedures as well

as creating a District-wide systemic plan to introduce and deconstruct the T-TESS rubric.

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2016-2017 Teacher Appraisal CalendarSocorro Independent School District

General Information:

• All T-TESS Appraisers must be T-TESS certified and must be a Campus Principal or Assistant Principal

• Appraisers should ensure that all teachers have received the T-TESS training prior to beginning the appraisal cycle.

• No appraisal observations may be conducted the day before or after a school holiday or the day of District or State testing.

Reminders:

• Share all documentation with the teacher within 10 days.

• Summative Annual Report given to the teacher at least 5 working days before the Summative Conference and no later than 15 working days before the last day of instruction.

Teacher Response

• Within 10 working days may submit rebuttal in writing or request 2nd appraisal within 10 working days after receiving the Observation Summary or the End of Year Appraisal Report.

Waiver Agreements

• See Policy DNA (LOCAL) for waiver eligibility.

Texas Teacher Evaluation and Support System

End of the Year Conference MUST be held prior to May 10, 2017

September 2016

January 2017August 2016

October 2016

February 2017

November 2016

March 2017

December 2016

April 2017

May 2017

21,2017

M T W T F 1 25 6 7 8 912 13 14 15 1619 20 21 22 2326 27 28 29 30

M T W T F2 3 4 5 69 10 11 12 1316 17 18 19 2023 24 25 26 27

30 31

M T W T F1 2 3 4 58 9 10 11 1215 16 17 18 1922 23 24 25 26

29 30 31

M T W T F3 4 5 6 710 11 12 13 1417 18 19 20 2124 25 26 27 2831

M T W T F 1 2 36 7 8 9 1013 14 15 16 1720 21 22 23 2427 28

M T W T F 1 2 3 47 8 9 10 1114 15 16 17 1821 22 23 24 2528 29 30

M T W T F 1 2 36 7 8 9 1013 14 15 16 1720 21 22 23 2427 28 29 30 31

M T W T F 1 25 6 7 8 912 13 14 15 1619 20 21 22 23

M T W T F3 4 5 6 710 11 12 13 1417 18 19 20 2124 25 26 27 28

M T W T F1 2 3 4 58 9 10 11 1215 16 17 18 1922 23 24 25 2629 30 31

T-TESS Campus Training. . . . . . . . . . . . . . . . . . . . . . . . . . . July 25-29, 2016

Goal Setting Conferences for all Teachers . . . . . . . . . . . August 1- September 9, 2016

Appraisal Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . September 12, 2016 - April

Written Summatives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . No later than April 25, 2017

End of Year Conferences . . . . . . . . . . . . . . . . . . . . . . . . . No later than May 10, 2017

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Teacher Response and Appeals

A teacher may submit a written response or rebuttal at the following times:

a. After Receiving a written observation summary, or any other written documentation associated with the teacher’s appraisal; and/or

b. After receiving a written summative annual appraisal report. §150.1005 (a)

Any written response or rebuttal must be submitted within ten (10) working days of receiving a written observation summary, a written end of year annual report, or any other documentation associated with the teacher’s appraisal. At the discretion of the appraiser, the time period may be extended to 15 working days. §150.1005 (b)

A teacher may request a second appraisal by another appraiser at the following times:

a. for Domains I, II, and III, as identified in §150.1005 (a), after receiving a written observation summary with which the teacher disagrees; and/or

b. for Domain IV, as identified in §150.1005 (a), after receiving a written end of the year annual appraisal report with which the teacher disagrees.

Within ten (10) working days of receiving a written observation summary or written end of year appraisal report, the teacher shall submit the second appraisal request form to their supervisor. This request is to include the name of the campus and name of the teacher’s appraiser along with the date of receipt of the written observation summary or written summative annual appraisal report.

Within 24 hours of receipt, the Department of Human Resources will identify a second appraiser.

The second appraiser shall make observations and walkthroughs as necessary to evaluate Domains I through III. Cumulative data may also be used by the second appraiser to evaluate domains. §150.1005 (j) The two appraisals will be averaged, each having equal weight.

Should the teacher desire written comments in response to the written summative annual appraisal report, said written request must be made of the appraiser within ten (10) working days of receipt of the request. A teacher desiring to present a grievance concerning his/her appraisal will utilize the procedure as outlined in District Policy DGBA and its companion regulation.

4

2016-2017Leadership Topics

Leadership Dates

August 18, 2016

September 22, 2016

October 20, 2016

November 17, 2016

December 15, 2016

Learning Environment Dimension 3.1Classroom Environment, Routines and ProceduresLearning Environment 3.2Managing Student Behavior

Professional Practices and Responsibilities Dimension 4.1Professional Demeanor and EthicsProfessional Practices and Responsibilities Dimension 4.2Goal Setting

Planning Dimension 1.1Standards and AlignmentPlanning Dimension 1.2Data and Assessment

Instruction 2.1Achieving ExpectationsInstruction 2.5Monitor and Adjust

Instruction Dimension 2.4Differentiation Instructional Dimension 2.2Content Knowledge and Expertise

January 19, 2017

February 23, 2017

March 30, 2017

Learning Environment Dimension 1.3Classroom CulturePlanning Dimension 1.3Knowledge of Students

Planning Dimension 1.4ActivitiesInstructional Dimension 2.3Communication

Professional Practices and Responsibilities 4.4School Community InvolvementProfessional Practices and Responsibilities 4.3Professional Development

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Texas Teacher Evaluation and Support SystemDomains and Dimensions

Domain I: Planning

Domain II: Instruction

Domain III: Learning Environment

Domain IV: Professional Practices and Responsibilities

Dimensions:1.1 Standards and Alignment1.2 Data and Assessment1.3 Knowledge of Students1.4 Activities

Dimensions:2.1 Achieving Expectations2.2 Content Knowledge and Expertise2.3 Differentiation2.4 Monitor and Adjust

Dimensions:3.1 Classroom and Environment, Routines and Procedures3.2 Managing Student Behavior3.3 Classroom Culture

Dimensions:4.1 Professional Demeanor and Ethics4.2 Goal Setting 4.3 Professional Development4.4 School Community Involvement

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2016-2017New Hire T-TESS Orientation Schedule

Date Time Room

Wednesday, September 14, 2016

Wednesday, October 19, 2016

Wednesday, November 30, 2016

Wednesday, December 14, 2016

Friday, February 10, 2017

Wednesday, March 8, 2017

8:30 A.M. - 3:30 P.M.

8:30 A.M. - 3:30 P.M.

8:30 A.M. - 3:30 P.M.

8:30 A.M. - 3:30 P.M.

8:30 A.M. - 3:30 P.M.

8:30 A.M. - 3:30 P.M.

Room D, SISD District Service Center

HR Orientation Room, SISD District Service Center

Room A, SISD District Service Center

Room B, SISD District Service Center

HR Orientation Room,District Service Center

Room C and D, SISD District Service Center

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Frequently Asked Questions1. Who will conduct classroom observations on each campus?

Campus administrators who are trained in T-TESS will conduct the classroom observations.

2. Will all teachers have a formal observation during the 2016-2017 school year?

No, the district uses a waiver system to identify teachers who will be appraised using the formal observation. Please see policy DNA (LOCAL) for more information.

3. Will all teachers be evaluated during the 2016-2017 school year?

Yes, those who are not evaluated with a formal classroom observation will be evaluated using the teacher’s goal setting as well as classroom walkthroughs.

4. For those teachers who have been identified to receive formal observations, how many formal observations will be conducted each year?

One formal observation shall be conducted during the 2016-2017 school year.

5. Will the observation be announced or unannounced?

Teachers will be provided with a two week window.

6. Will the number of formal observations be the same for core and non-core subject areas?

Yes, one formal observation with unlimited walkthroughs will be the same for both core and non-core subject area teachers.

7. How will the District provide the required T-TESS orientation for teachers who are hired after the academic year begins?

The District will provide one day of orientation training for New Teacher Hires during the months of September, October, November, December, February and March during the 2016-2017 school year.

8. Will walkthroughs be conducted for the purpose of feedback only, or will the data be included in overall scoring?

Walkthroughs are inclusive of the overall scoring for the end of the year summative score.

9. Will pre-conferences be required for all teachers who will receive a formal observation? Who will receive a post-conference.

Yes, pre-conferences are a required component of the T-TESS cycle. There must be a pre-conference before any formal observation. Post-conferences will be required for all teachers who receive a formal observation and must be completed within seven (7) days after the formal observation.

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10. Who will be required to participate in the self-assessment and goal setting process?

All teachers must participate in the self-assessment and goal setting process.

11. Does the beginning of the year teacher self-assessment and goal setting require a face-to-face conference with their appraiser?

Yes, teachers and appraisers work collaboratively to complete the requirement.

12. How might a teacher prepare for a pre-conference?

Teachers should be prepared to share lesson plans, daily schedules, student expectations and relative artifacts?

13. Will teachers be expected to conduct a self-assessment (self-scoring on the rubric) following the lesson observation?

No, teachers will not be expected to conduct a self-assessment following the lesson observation.

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Socorro ISD 071909 PERFORMANCE APPRAISAL DNA EVALUATION OF TEACHERS (LOCAL)

DATE ISSUED: 7/11/2016 1 of 3 LDU 2016.06 DNA(LOCAL)-X

The annual appraisal of District teachers shall be in accordance with the Texas Teacher Evaluation and Support System (T-TESS).

All campus administrators who are certified appraisers shall serve as second appraisers in the event that a teacher requests a sec-ond appraisal.

All employees shall be appraised annually except for employees who qualify for the waiver.

The requirement for an employee to be appraised annually may be waived if the employee meets the following criteria:

1. The employee is on a term contract;

2. The employee is evaluated by the T-TESS;

3. The employee is rated at least “proficient” in all domains and criteria;

4. The employee is not new to the campus;

5. The employee has completed three consecutive years of ser-vice in the District; and

6. The employee agrees in writing.

A rotation schedule (for exempt teachers) shall be established by using the last digit of the teacher’s Social Security number to de-termine the year of appraisal. The schedule shall be as follows:

School Year SS #0–3 SS #4–6 SS #7–9

2016–17 X

2017–18 X

2018–19 X

2019–20 X

2020–21 X

2021–22 X

2022–23 X

2023–24 X

X = Evaluation (not eligible for a waiver)

If a teacher is on a leave of absence during his or her rotation cycle and is not appraised for that school year, he or she shall automati-cally be evaluated the year the teacher returns. In addition, the teacher shall return to the rotation cycle at the next available cycle

T-TESS

ALTERNATE APPRAISERS

ANNUAL APPRAISAL

WAIVERS

ELIGIBILITY

IMPLEMENTATION

EXCEPTION

10


DATE ISSUED: 7/11/2016 2 of 3 LDU 2016.06 DNA(LOCAL)-X

corresponding with the last number of the teacher’s Social Security number.

Walk-throughs shall be conducted for all classroom teachers every school year. The administrator shall provide the teacher a copy of the documentation of each walk-through as outlined in the com-missioner of education’s rules for the T-TESS. Walk-through doc-umentation shall be maintained electronically on District-provided software.

In order to better support teachers and provide specific and target-ed feedback, during any school year, when a complete appraisal is not scheduled for an eligible teacher, either the teacher or the ad-ministrator may require that an appraisal be conducted by provid-ing written notice to the other party.

In the years that a T-TESS appraisal is not scheduled for an eligi-ble teacher, the District shall conduct an annual review in accord-ance with a process detailed in guidelines developed by the Dis-trict.

The annual review process shall produce a written document to be presented to the teacher, signed by the teacher and supervisor, and maintained in the personnel file.

The District shall appraise teachers annually using T-TESS in ac-cordance with law and administrative regulations.

The commissioner’s recommended teacher appraisal system, T-TESS, was developed in accordance with Texas Education Code 21.351.

All District teachers not eligible for a waiver shall be appraised dur-ing the 2016–17 school year.

Components of the appraisal process, such as formal classroom observations and walk-throughs, shall be conducted more fre-quently as necessary to ensure that teachers receive appropriate guidance.

The District shall establish an appraisal calendar each year.

Goal setting shall take place on a yearly basis. Goals collabora-tively developed by the teacher and administrator shall be aligned with the Texas Educator Performance Standards.

A pre-conference meeting shall be held prior to each formal eval-uation. After the pre-conference meeting, the formal observation shall take place within a two-week window. Pre-conference meet-ings cannot be waived.

WALK-THROUGHS

ANNUAL REVIEW PROCESS

APPRAISAL SYSTEM

GENERAL REQUIREMENTS

T-TESS GOAL SETTING

PRE-CONFERENCE

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DATE ISSUED: 7/11/2016 ADOPTED: 3 of 3 LDU 2016.06 DNA(LOCAL)-X

A post-conference meeting shall be held within seven business days following the formal observation. Post-conference meetings cannot be waived.

A summative annual conference shall be held with each teacher during the 2016–17 school year. Summative conference meetings cannot be waived.

All administrators who are certified appraisers shall serve as sec-ond appraisers in the event that a teacher requests a second ap-praisal.

Upon a teacher’s request for a second appraiser, the Superinten-dent or designee shall select the second appraiser from a pre-established roster of trained appraisers.

The formal observation for a second appraisal shall be scheduled within a two-week window.

The Board shall ensure that the Superintendent or designee estab-lishes procedures regarding how domain scores from first and sec-ond appraisals will be used.

When relevant to decisions regarding term contracts, written eval-uations of a teacher’s performance, as documented to date, and any other information the administration deems appropriate shall be considered in decisions affecting contract status.

Complaints regarding teacher appraisal shall be addressed in ac-cordance with DGBA(LOCAL).

POST-CONFERENCE

END-OF-YEAR CONFERENCE

ALTERNATE APPRAISER

SECOND APPRAISAL

SCORES

EMPLOYMENT DECISIONS

GRIEVANCES

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Socorro Independent School DistrictTexas Teacher Evaluation Support System (T-TESS)

2016-2017 Waiver Agreement

Teacher Name: Employee Number: _____________

This agreement verifies that has met all of the following criteria to be exempt from the Texas Teacher Evaluation and Support System formal observation requirement as per DNA Local.

Requirements for Exemption:

1. The employee is on a term contract;2. The employee is evaluated by the Texas Teacher Evaluation and Support System;3. The employee is rated at least “Proficient” in all domains and criterion;4. The employee is not new to the building/campus;5. The employee has completed three consecutive years of service in the District;6. The employee agrees in writing.

This agreement is evidence of the District’s intent to waive the appraisal process for this year. Both parties agree that the appraiser/supervisor may at any time, with appropriate documentation, place the teacher back on the traditional annual appraisal cycle.

A decision to either accept or reject the waiver must be submitted to your Principal within 5 working days after receiving this notification. Failure to return this notification will be considered as a rejection of the waiver.

Please check one:

I am accepting this waiver. I further acknowledge that if cumulative data attained through informal class visits, walk-throughs, conferences, etc., indicate any deficiency in the Texas Teacher Evaluation and Support System performance criteria, I will then be subject to an annual formal observation either during the current school year or the next at the discretion of the campus principal.

I am rejecting this waiver. I further acknowledge that by rejecting this waiver I will be appraised with Texas Teacher Evaluation and Support System for this school year.

Teacher Signature Date

Appraiser/Supervisor Signature Date

13

Socorro Independent School DistrictTexas Teacher Evaluation Support System (T-TESS)

2016-2017 Request for Second Appraisal

Teacher Name: Employee Number: ______________

Date of post conference: ________________ Name of Appraiser: ________________

I am requesting a second appraisal.

Teacher Signature Date

Please submit this form to your campus principal no later than 10 working days after post conference.

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Professional Goal #1

a. Identify the evidence of goal attainment/progress, including the impact on student achievement.

b. Identify the professional development participation connections for this goal.

c. Describe how you used this goal and the professional development above to impact instruction and student achievement.

d. What, if anything, would you have done differently? How will you extend this goal/learning?






PROFESSIONAL DEVELOPMENT PLAN

Be prepared to discuss three target areas for continued professional growth.

What is your professional development plan?

Appraiser Comments

Progress on your self-assessment goals or professional development plan:

Appraiser Comments

Revisions on your self-assessment goals or professional development plan:

Appraiser Comments

Date: Date:Principal, AppraiserEmployee

15











PROFESSIONAL DEVELOPMENT PLAN

Be prepared to discuss three target areas for continued professional growth.

What is your professional development plan?

Appraiser Comments

Progress on your self-assessment goals or professional development plan:

Appraiser Comments

Revisions on your self-assessment goals or professional development plan:

Appraiser Comments

Date: Date:Principal, AppraiserEmployee

Texas Honor BoardRegion 19 Board of the Year

Gary Gandara - PresidentPaul Guerra - Vice President

Cynthia A. Najera - SecretaryHector F. Gonzalez - TrusteeMichael A. Najera - Trustee

Antonio ‘Tony’ Ayub - TrusteeAngelica Rodriguez - Trustee

Region 19 Superintendent of the YearJosé Espinoza, Ed.D.

The Socorro Independent School District does not discriminate on the basis of race, color, national origin, sex, disability, or age in its programs, activities or employment.

Socorro ISD District Service Center12440 Rojas Dr. • El Paso, TX 79928 • Phn 915.937.0000 • www.sisd.net

Documents

SISD ManualT-TESS is a research based effective teacher accountability system developed to improve the quality of instruction, and ultimately raise student achievement. The T-TESS