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).
Results of the 2015 Teaching, Empowering, Leading, and Learning (TELL) AISD Survey.
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.
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.
Thirty-four teacher trainers provided guidance to newly hired AISD teachers in August 2011. When surveyed, most trainers responded that the information and support they received were of high quality and that they felt prepared.
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.
This report summarizes results from a survey of newly hired teachers who attended AISD's orientation week in August 2010. Most new teachers reported that district and campus orientations were useful. Read the full report for more results.
In 2013, the Austin Independent School District began administering a voluntary online exit survey to all professional and administrative employees leaving the district. Responses and respondent characteristics are described.
This report summarizes survey results from newly hired teachers who participated in an August 2012 orientation and training duriprior to the start of school. Of survey respondents, most found orientation welcoming and useful. When asked about additional training they would like to receive, most wanted content-area instructional strategies, instructional technology, and using student data to plan instruction.
Overall 2011 retention rates for REACH teachers were not significantly higher than that of similar non-REACH peers. However, data suggest that the intensive mentoring program is making a greater impact on novice teacher retention each year.