Building a Teaching Effectiveness Network (BTEN): Coordinating Support and Feedback for Beginning Teachers
This report is an overview of the BTEN project, in which 19 AISD schools participated from 2011 to 2015. The report highlights the positive impact BTEN had on AISD schools and describes challenges with a new way of thinking about improvement.
Sustaining a System for High-Quality Teachers, Report 1: Key Characteristics of Austin Independent School District Teacher Leavers and Transfers
This report describes how many teachers transferred or changed jobs in AISD, remained at their schools, or left the school district after the 2013–2014 school year, along with characteristics of teachers in each group.
This report provides a longitudinal overview of the AISD Reach mentoring program and its relationship to beginning teacher effectiveness and retention.
This project combines qualitative and quantitative data to provide a comprehensive examination of mentoring practice in an attempt to understand the ways in which mentoring leads to positive outcomes for beginning teachers and their students.
Since 2004, AISD has conducted an annual survey to monitor campus staff’s perceptions of their school environment.The survey measures elements of teaching and learning conditions most critical to school success.
Austin Independent School District Teacher Retention Report II: Job Satisfaction, Attachment, and Turnover
The factors that best differentiated among 1,167 AISD teachers who left the district, transferred within the district, or remained on the same campus were attachment to teaching, attachment to school, and satisfaction with the work environment.
Austin Independent School District (AISD) Pilot Teacher Appraisal System Update: 2012-2013 Focus Group and Survey Summary
This report summarizes data gathered from focus groups and a survey designed to assess teachers’ experiences with AISD's pilot teacher appraisal system. Additional data are included regarding the timing of administrators’ classroom observations.
Results of the evaluation suggest the SLO process is related to some positive outcomes for teachers and students. However, evidence indicates a need for program refinements to address discrepancies in SLO performance by staff role and school.
This report summarizes the results of the 2013-2014 teacher appraisal and related survey items with emphasis on areas of need for additional professional development.
The present report documents the pilot’s influence on teachers’ job satisfaction; attachment to the teaching profession, their school, and the district; data use practices; teaching efficacy; collegial experiences; and requests for transfer.