H I S D Becoming #GreatAllOver

Staff Review Process: Impact and Implications

April 2014

HOUSTON INDEPENDENT SCHOOL DISTRICT

H I S D Becoming #GreatAllOver

Effective Teachers Initiative

Smart recruitment and staffing

Useful appraisals

Individualized teacher support

New career pathways and compensation

1 2 3 4

Effective teaching in every classroom every day.ETI VISION

STRATEGY

We will build an effective teaching force district-wide by successfully implementing these four strategies:

OUTCOMEBetter teachers every year district-wide and better student learning outcomes.

2

H I S D Becoming #GreatAllOver

Last year HISD focused on differential retention by seeking to exit more ineffective teachers and to retain more highly effective teachers.

2011-2012

18% of Ineffective Teachers Were

Exited

91% of Highly Effective Teachers

Were Retained

77% of 444 Teachers Brought

to File Review Were Exited

20% of Ineffective Teachers Were

Exited

87% of Highly Effective Teachers

Were Retained

90% of 388 Teachers Brought

to File Review Were Exited

2012-2013

Source: File Review Results June 2013; HISD Board Monitoring System Nov 2013

H I S D Becoming #GreatAllOver

This year, significantly more teachers were hired than in previous years.

4

2007-2008 2008-2009 2009-2010 2010-2011 2011-2012 2012-2013 2013-140

500

1,000

1,500

2,000

2,500

1,485 1,523

1,338

993

842

1,509

2,128

Total Number of New Hires Per Year

Implementation of TADS

Begins2011-2012

Source: HISD PeopleSoft database; 2012-13 new hires as of August 27; AppliTrack Export Oct 2013

H I S D Becoming #GreatAllOver

Despite a record-breaking hiring season, principals expressed a challenge in finding candidates they believed were a good school fit.

Source: Fall 2013 Principal Surveys

56%of principals indicated that

finding experienced candidates was a challenge.

41%of principals indicated that

finding candidates that were a good cultural fit for their schools was a challenge.

28% of principals indicated that it

was a challenge to find candidates willing to work at

their campus location

“The candidates were certified in the areas needed, however, my school needs experienced teachers. Not all had the experience needed.”

“Many of the applicants I interviewed and some that I hired did not have any experience working with children from poverty.”

“Candidates were not a good fit for our school-since we are an Apollo school the expectations/demands are perceived to be higher.”

“I would like HR to look at the students we serve and send candidates that fit the need.”

H I S D Becoming #GreatAllOver

Challenges As We Move Forward

• HISD has permanently lost over $60M in revenue. A shortfall of at least $15M is projected for next year.

• Surrounding districts have raised base salaries and increased stipends for bilingual teachers; HISD has not increased salaries and has eliminated bilingual stipends.

• The teacher appraisal system, in its third year, has led to rigorous appraisals that align teacher practices and student outcomes.

• It is projected that exit levels this year will remain the same – approximately 400 teachers.

• It is projected that vacancies this year will remain similar to the last few years – approximately 1500 to 2000 teachers.

• A major shift in district culture and practice is needed to ensure 10,000+ effective teachers in every classroom.