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  • (-) Shaun Hutchins

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Sustaining a System for High-Quality Teachers, Report 2: Market Opportunities and Typical Wages for Austin Independent School District Teachers and Leavers

This report includes two studies that describe the local context for teacher employment decisions. The first examines the local labor market, and the second examines employment for teachers who left Austin Independent School District (AISD).

  •  Report
  •  Research Brief
  •  Supplemental Report

TELL AISD Teaching and Learning Conditions Survey: Results for 2011 through 2016

The Teaching, Empowering, Leading and Learning (TELL) AISD Survey gathers information about school conditions from the educators working in schools. TELL obtains perceptions on a variety of issues related to student achievement and staff retention. In 2016, 5,309 AISD teachers (91%) and 3,092 other campus employees completed the survey.

  •  Report
  •  Research Brief
  •  Campus/Dept. Reports

Equity in Austin Independent School District: District Summary of Equity Work and Action Steps for Improvement

This report provides a summary of the district's gap analyses, Equity Self-Assessment Survey results, current research, and district action steps.

  •  Report

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.

  •  Report
  •  Executive Summary
  •  Research Brief

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.

  •  Report

SAS Educational Value-Added Assessment (EVAAS) Scores for Austin Independent School District, 2015

This report provides an overview of the process used to derive a school’s growth level and summarizes 2015 math and reading/ELA growth levels for all AISD elementary, middle and high schools. Additionally, longitudinal data are provided for each school level.

  •  Report

Austin Independent School District (AISD) Human Resources Exit Survey 2015–2016: Summary of Teachers’ 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 teachers’ reasons for leaving in 2015-2016.

  •  Research Brief

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.

  •  Research Brief

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.

  •  Research Brief

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.

  •  Executive Summary
  •  Research Brief

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4000 S. I-H 35 Frontage Rd., Austin, TX 78704
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