Publications
Measurement Validity and Reliability of Professional Pathways for Teachers: Technical Report
The purpose of this Professional Pathways for Teachers (PPfT) evaluation was to examine the measurement validity and reliability of PPfT appraisal data from the 2017–2018 school year. The PPfT appraisal is a multi-measure system that covers three areas: instructional practices (IP), professional growth and responsibilities (PGR), and two student growth measures: a teacher-level student learning objective (SLO) measure and a campus-level school-wide value-added (SWVA) measure.
Professional Pathways for Teachers: Summary of Evaluation Findings From 2017–2018
Professional Pathways for Teachers (PPfT) is a human capital system that blends three primary components: appraisal, compensation, and professional development (PD) opportunities. The purpose of PPfT is to build the capacity of Austin Independent School District (AISD) teachers through a comprehensive system of supports and compensation with the ultimate goal of having a positive impact on teacher retention and student achievement. The current evaluation document presents descriptive analyses of the 2017–2018 PPfT appraisal and compensation data.
Educator Excellence Innovation Program (EEIP), Multi-Year Summary of Implementation, 2014–2015 through 2017–2018
EEIP is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This report summarizes the four-year implementation of EEIP schools and provides valuable lessons learned from the program.
Thinking Heuristically About Student Growth in Austin Independent School District
This report presents a question-driven exploration of growth and achievement data using SAS EVAAS reports. The purpose of this exploration was to bring additional data, information, and ways of thinking about student growth to ongoing district conversations about the measurement of campus-level student growth.
Summary of Austin Independent School District Telecommuting Surveys
Telecommuting is currently used in many industries and is celebrated for fostering job satisfaction and increased productivity. However, telecommuting is not widely practiced in K-12 environments. Two departments in AISD implemented pilot telecommuting programs. This report presents survey results from these pilot implementation models and summarizes the lessons learned to better understand the challenges and best practices of implementation.
Educator Excellence Innovation Program (EEIP), Summary of Year 3 Implementation, 2016-2017
EEIP is a Texas Education Agnecy (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This report describes feedback from teachers at the six EEIP schools and summarizes implementation in the third year of the program.
Summary the Educator Excellence Innovation Program (EEIP) in Austin Independent School District Into the Third Year of Implementation
EEIP is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities.
Year 2 Evaluation of the Educator Excellence Innovation Program in Austin Independent School District
This report describes feedback from teachers at the six EEIP schools. EEIP includes implementation of a new teacher appraisal system, student learning objectives, professional learning communities, novice teacher mentoring, and targeted peer observation.
Austin Independent School District (AISD) Human Resources Exit Survey 2015–2016: Summary of Campus-Based Non-Teaching Professionals’ Reasons for Leaving
AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks four questions about the reasons for leaving. This report describes non-teaching professionals’ reasons for leaving in 2015-2016.
Austin Independent School District (AISD) Human Resources Exit Survey 2015–2016: Summary of Principals’ Reasons for Leaving
AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks four questions about the reasons for leaving. This report describes principals’ reasons for leaving in 2015-2016.