The main purpose of the 2019–2020 evaluation of the Department of Leadership Development was to evaluate the implementation of the newly developed assistant principal (AP) and principal hiring processes, designed to select a diverse group of equity-focused, effective novice leaders. The hiring process consisted of using an online video interviewing tool (HireVue) and an assessment center consisting of several tasks intended to assess candidates’ abilities to perform job-related duties.
Staff were asked to provide their preference for how the district might adjust the 2020-2021 academic calendar if the district moves to 100% remote learning or closes schools following winter break in January 2021. Overall, 70% of staff ranked the option to move instructional days to the end of the school year as their most preferred option, 18% ranked the option of holding once-a-month instructional days on Saturdays throughout the spring semester as their most preferred choice, and just 12% ranked moving instructional days to spring break as their most preferred choice.
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.
The AISD Family Learning Preference survey was available for participation between September 10th and September 25th in English, Spanish, Vietnamese, Arabic, Kinyarwanda, Dari, Swahili, and Pashto. Families responded on behalf of over 54,000 students (N= 54,294) out of a possible 76,397 students for about a 71% response rate for the survey. Families were asked which instructional model they planned for their student to participate in from the options remote off-campus learning and on-campus learning, with a third, hybrid learning option available to students at the high school level.
The AISD Family Pulse survey was launched to all families on June 24th and closed on July 13th. Families were asked to respond to the survey once for each child they had enrolled in AISD in the 2019- 2020 school year, excluding exiting seniors. Families responded on behalf of just over 26,000 students (N= 26,255) out of a possible 75,592 students for about a 35% response rate for the survey. Families were asked questions about their plans and preferences for sending each of their children physically back to school in 2020-2021.
The purpose of this report is to help stakeholders of Professional Pathways for Teachers (PPfT) understand and refine the methods used to measure program implementation and outcomes. This report also contains summative data on the progress of PPfT, which just completed its third year. PPfT first launched district-wide in AISD in the 2016–2017 school year, and since then the concept behind the program has been refined to that of empowering teachers and improving the quality of teaching through a multi-measure appraisal and compensation system.
Educators in this day and age may have to reframe how they think about interacting with parents, students and community members. Viewing these relationships as 'customer' relationships may seem like a stretch, but it is a reality. Research shows the many benefits of providing positive customer experiences for our stakeholders, and the costs of negative experiences. AISD is facing the issue head-on with the CARES (Customer-focused, Action-oriented, Responsive, Empathetic, and Service-driven) initiative. In this paper is a summary of the research, and tips to help you show you care…
This report describes findings from the Austin Independent School District’s (AISD) Department of Leadership Development 2018–2019 evaluation. The purposes of the evaluation in 2018–2019 were to update the Department of Leadership Development theory of change (ToC) and logic model and to evaluate the implementation of the newly developed assistant principal (AP) and principal hiring processes designed to select a diverse group of equity-focused, effective novice leaders to meet the goal of creating a leadership pipeline that reflects AISD values and fosters a selection and development mindset.
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.
The TELL Survey utilizes items representative of twenty different factors, or variables, within the domain of campus climate and culture. However, since the district began using the TELL Survey, a thorough examination of these factors and the items within each of these factors has not been conducted. This brief report aims to uncover the factor structure of the TELL Survey through factor analysis, to determine strong and weak factors and items, and to make recommendations for how the survey can be modified to more efficiently and accurately assess campus climate and culture.