TEI Overview
Defining Excellence
- Distinguished Teacher Review
- Distinguished Teacher Series
Supporting Excellence
Rewarding Excellence
Resources
Dallas ISD Home

TEI Overview
Defining Excellence
- Distinguished Teacher Review
- Distinguished Teacher Series
Supporting Excellence
Rewarding Excellence
Resources
Dallas ISD Home

Resources

Please click on a section heading below to further explore additional TEI resources.

TEI System Resources

2018-2019 TEI GUIDEBOOK (598 downloads)
2018-2019 TEI EVALUATION CALENDAR (291 downloads)
2018-2019 TEI RULEBOOK (476 downloads)
2017-2018 TEI GUIDEBOOK (4054 downloads)
2017-2018 TEI RULEBOOK (1716 downloads)
2017-2018 TEI EVALUATION CALENDAR (2001 downloads)
2016-2017 PERFORMANCE APPRAISAL EVALUATION OF TEACHERS- DNA (REGULATION) (2811 downloads)
2016-2017 TEACHER EXCELLENCE INITIATIVE INFOGRAPHIC (1981 downloads)
2016-2017 TEI GUIDEBOOK (3503 downloads)
2016-2017 TEI EVALUATION CALENDAR (1823 downloads)
2016 TIER 1 SCHOOLS (654 downloads)
2016-2017 TEI RULEBOOK (1647 downloads)

TEI Evaluation Scorecard

Accessing MyRecords Weblink Guide (714 downloads)
Quick Guide to MyRecords (395 downloads)
2016-2017 TEACHER CATEGORY CUT POINTS (2122 downloads)
2015-2016 TEACHER CATEGORY CUT POINTS (1757 downloads)
2014-2015 TEACHER CATEGORY CUT POINTS (1092 downloads)
2017-2018 UNDERSTANDING YOUR AVERAGE EVALUATION SCORE (8164 downloads)
ANNOTATED SCORECARD (7681 downloads)

Teacher Performance

2018-2019 TEACHER PERFORMANCE RUBRIC (19709 downloads)
2018-2019 TEI EVALUATION CHECKLIST (229 downloads)
2017-2018 EVIDENCE SCRIPTING FORM (1490 downloads)
2017-2018 GUIDELINES FOR LATE HIRES, TRANSFERS, AND LEAVE (886 downloads)
2017-2018 SPOT OBSERVATION - PRORATION GUIDE (5580 downloads)
2017-2018 TEI EVALUATION CHECKLIST (2394 downloads)
Teacher Intervention Plan (1611 downloads)

Student Achievement

2016-2017 TEI ACHIEVEMENT MEASURE POINT ASSIGNMENT (624 downloads)
2017-2018 STUDENT ACHIEVEMENT TEMPLATES (1079 downloads)
2016-2017 TEI ROSTER VERIFICATION TIMELINE (589 downloads)
2016-2017 TERRANOVA/SUPERA (607 downloads)
2016-2017 UNDERSTANDING TEI'S STUDENT ACHIEVEMENT COMPONENT (979 downloads)
2016-2017 STUDENT ACHIEVEMENT TEMPLATES (1057 downloads)
2015-2016 TEI ACHIEVEMENT MEASURE POINT ASSIGNMENT (915 downloads)
2015-2016 STUDENT ACHIEVEMENT TEMPLATES (497 downloads)

Research

The Widget Effect - Our National Failure to Acknowledge and Act on Difference in Teacher Effectiveness (614 downloads)
For Each and Every Child - A Strategy for Education Equity and Excellence (463 downloads)

Student Experience Survey

2017-2018 TEI Student Survey Point Assignments (213 downloads)
Maintaining Integrity of the Student Experience Survey (1075 downloads)
2017-2018 Sample Survey of Student Likes (1331 downloads)
2016-2017 TEI Student Survey Point Assignments (1118 downloads)
2015-2016 TEI Student Survey Point Assignments (730 downloads)
2015-2016 STUDENT SURVEY VALIDATION REPORT (481 downloads)
2016-2017 Student Experience Survey Items - Grades 6-12, English (1643 downloads)
2016-2017 Student Experience Survey Items - Grades 6-12, Spanish (476 downloads)
2016-2017 Student Experience Survey Items - Grades 3-5, Spanish (1080 downloads)
2016-2017 Student Experience Survey Items - Grades 3-5, English (251 downloads)

Student Learning Objectives (SLOs)

Quick Reference Card SLO Component (2869 downloads)
Quick Reference Card: Completing Student Score Sheet (2811 downloads)
SLO Student Score Sheet (4469 downloads)
Student Learning Objective Rubric (4988 downloads)

Distinguished Teacher Review (DTR)

2017-2018 DTR RUBRIC (1592 downloads)
2017-2018 DTR TEACHER TOOLKIT (1440 downloads)
2017-2018 DTR FAQ (1139 downloads)
2017-2018 DTR ELIGIBILITY CRITERIA (1748 downloads)
2017-2018 TIER 1 SCHOOLS (783 downloads)
2016-2017 DTR RUBRIC (3195 downloads)
2016-2017 DTR ELIGIBILITY CRITERIA (1980 downloads)
2016-2017 TIER 1 SCHOOLS (534 downloads)
2016-2017 DTR TEACHER TOOLKIT (2110 downloads)
2016-2017 DTR FAQ (2540 downloads)

Strategic Compensation

How to Calculate your 2017-18 Salary (5664 downloads)
2017-2018 COMPENSATION FAQ (1996 downloads)
2016-2017 COMPENSATION FAQ (1622 downloads)
How to Calculate your 2016-17 Salary (2591 downloads)
Annotated Statement of Earnings (1441 downloads)

Cornerstone

Quick Reference Guide: Submitting the SLO Goal-Setting (15 downloads)
Quick Reference Guide: Observation Acknowledgment (4 downloads)
Cornerstone Technical Resources (22 downloads)
Oracle Appraiser Change (94 downloads)
Launching TEI Observations (104 downloads)
Submitting TEI Observations (49 downloads)

TEI Overview
Defining Excellence
Supporting Excellence
Rewarding Excellence

Current Teachers
Administrators
Potential Teachers
Parents & Community

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© 2016 Dallas Independent School District

DTR Workshops- Sign Up Here

Wednesday, December 20
9400 North Central Exp., 13th Fl. Training Rm. 2
5-6:30 p.m. Register Here

Wednesday, January 10
9400 North Central Exp., 13th Fl. Training Rm. 2
5-6:30 p.m. Register Here

Tuesday, January 16
9400 North Central Exp., 13th Fl. Training Rm. 2
5-6:30 p.m. Register Here

DTR- Application Workshops

Tues., Dec. 13 5-6:30 p.m.			https://www.eventbrite.com/e/dtr-application-workshop-tuesday-december-13-2016-tickets-30035967387	http://tiny.cc/December13
Wed., Dec. 14 5-6:30 p.m.			https://www.eventbrite.com/e/dtr-application-workshop-wednesday-december-14-2016-tickets-29793391837	http://tiny.cc/December14
Thur., Dec. 15 5-6:30 p.m.			https://www.eventbrite.com/e/dtr-application-workshop-thursday-december-15-2016-tickets-29792920427	http://tiny.cc/December15

Wed., Jan. 11

5-6:30 p.m.

https://www.eventbrite.com/e/dtr-application-workshop-wednesday-january-11-2017-tickets-30036129873

http://tiny.cc/January11

What is the Distinguished Teacher Review?

The Distinguished Teacher Review aims to retain and reward our best teachers, inspire other teachers to grow, and raise the bar for effective teaching.

For the 2017-2018 school year, the DTR Application will be submitted in two phases:

ROUND 1: DTR-eligible teachers with prior TEI data who have met the minimum eligibility requirements based on 2016-2017 evaluation data will be notified via email of their eligibility and provided access to the DTR Application Portal. Round 1 applications are due at 12 noon on November 9, 2017.

ROUND 2: Teachers new to DISD, did not receive a 2016-2017 Scorecard, or received a Scorecard indicating ‘No Level’ may be eligible to apply for Round 2. The Round 2 deadline to complete the DTR Application is noon on January 17, 2018. See below for Round 2 eligibility notes.

Teachers must have no TEI data available for the 2016-2017 school year
Teachers must have 2 + years of CYS (in at least third year in 2017-2018)
Teachers must have received a summative score for 2017-2018 SY of a 65 or higher completed by December 4^th, 2017 (Note: Teachers must receive 4 spot observations and 1 extended observation prior to completing a summative.)

^{Please note: Additional criteria may apply for teachers with existing TEI data prior to the 2016-2017 SY.}

For additional information about the DTR Process, access the following resources: DTR Informational One-pager, 2017-2018 DTR-Eligibility Criteria, 2017-2018 DTR FAQ, 2017-2018 DTR Application Toolkit.

Who is eligible to apply for the Distinguished Teacher Review?

For the 2017-2018 school year, all teachers must meet the following eligibility criteria:

Teachers must be in at least their third year of service in the 2017-2018 school year
Teachers must have scored at least 65 points on their summative performance evaluation in the 2016-2017 school year
Teachers must have received at least half of available points from a combination of their student achievement and student experience points (if applicable) in the 2016-2017 school year
Teachers must have an Effectiveness Level of Proficient I or above and be in the top 30 percent within their teacher category based on their 2016-2017 school year evaluation results

Note: Teachers who do not have 2016-2017 school year evaluation results, including teachers new to Dallas ISD, teachers who received a Scorecard indicating “No Level,” or teachers who did not receive a Scorecard, must have a summative performance evaluation completed by December 4, 2017 earning at least 65 points to be considered eligible to apply for the 2017-2018 Distinguished Teacher Review. These teachers must receive at least half of the points available from a combination of their student achievement and student experience points, if applicable, in the 2017-2018 school year in order to remain eligible to earn a Distinguished effectiveness level.

Please note: meeting the 2017-2018 DTR eligibility requirements and undergoing the DTR Application does not guarantee a teacher will earn Distinguished Effectiveness Level. To earn a Distinguished Effectiveness Level, a teacher must also earn an average evaluation score within or above the Proficient II evaluation rating range.
Please click here for the 2017

Please click here for the 2017-2018 DTR Eligibility Criteria One Pager 2017-2018 DTR ELIGIBILITY CRITERIA

Research

Research Links

Increasing teacher quality has a greater impact than any other educational investment. With the growing recognition of the direct impact of teachers, there has been an increased focus to qualify and quantify what constitutes effective teaching, how effective teaching can be measured, and what decisions and actions should result from these measurements.

A recent report by the Equity and Excellence Commission concluded that “America’s K-12 education system, taken as a whole, fails our nation and too many of our children.” Much of the report focuses on the need to provide students with access to high quality instruction and on improving teacher capacity to teach all children well. According to the authors of the report, “states must re-examine and align their systems of recruiting, retaining, preparing, licensing, evaluating, developing and compensating effective teachers.”

http://www2.ed.gov/about/bdscomm/list/eec/documents.html

The majority of teacher evaluation systems currently do not distinguish among teachers in terms of their effectiveness at raising student achievement, so districts don’t provide the meaningful development and support to help low and moderately performing teachers grow and also fail to recognize exemplary educators. According to The Widget Effect, “The core purpose of evaluation must be to maximize teacher growth and effectiveness, not just document performance as a prelude to dismissal.”

The Widget Effect

The Measures of Effective Teaching study, conducted by the Bill and Melinda Gates Foundation, is perhaps the most comprehensive and thorough investigation into which measures most accurately and consistently identify effective teachers. Conducted over three years, the MET study included more than 3,000 teachers in six different districts across the country, including Dallas ISD.

The MET study provided clear evidence that an approach to teacher evaluation that incorporates multiple measures will consistently identify effective teachers. The three measures identified by the study are classroom observations, student achievement data, and student surveys.

www.metproject.org

As early as the 1950s, education leaders and policy makers were calling for changes in the way that educators are compensated, aligning pay more closely with the actual impact of a teacher on student learning. Over the last 20 years, studies have consistently found that teachers with master’s degrees are no more effective than teachers who hold only a bachelor’s degree; yet, school districts use a degree as a factor in determining a teacher’s salary.

The Texas Teaching Commission recommends that with the exception of cost of living adjustments, all raises should be tied to teacher effectiveness.

http://www.educationsector.org/publications/rush-judgment-teacher-evaluation-public-education
http://www.nctq.org/dmsView/Restructuring_Teacher_Pay_To_Reward_Excellence_NCTQ_Report

http://www.edtx.org/uploads/general/pdf-downloads/teaching-commission/Report-EducateTexas_CFT-web.pdf

Student Experience Survey Items

In alignment with research and in an effort to encourage positive teacher-student relationships, students will have the opportunity to give feedback on their classroom experience with their teachers through student perception surveys.

The survey will be administered to students in third through 12th grades and be available in English and Spanish. Teachers in Category B and D do not have a student survey.

Learn more about the Measures of Effective Teaching project and student experience surveys.

View sample student experience survey questions here.

What is TEI?

TEI defines and evaluates excellence through three lenses: performance, student achievement and student surveys, that encourage and reward excellence in the classroom and beyond.

TEI Infographic Link

Defining Excellence

Understanding Your Compensation

Scorecard Needed! (from staff resource list)

Compensation Calculator

Teacher salaries will not go below their individual salary floor. For teachers who have been with Dallas ISD as TEI was implemented, this would be their 2014-15 salary. For teachers who joined after the 2014-15 school year, their salary floor is their starting salary with Dallas ISD.

Changing compensation systems requires careful consideration of the employee’s context. For this reason, even though some teachers’ initial placement on the new system would suggest a lower salary based on their overall levels of effectiveness, the district will allow these teachers to maintain their 2014-2015 salary for as long as they are continuously employed by Dallas ISD as a teacher.

In order to ensure sustainability of the system during the transition from one compensation system to another, during the 2015-16 school year and 2016-17 school year of TEI implementation, maximum salary increases will cap at $5,000.

Stipends for hard-to-fill areas, such as bilingual teachers, will continue.

Adjustment for inflation or cost-of-living will be reviewed at least once every three years to determine if the scale is competitive.

Performance-Based Compensation

The Dallas ISD’s strategic compensation plan gives teachers overall, and especially those who prove to be effective, the opportunity to significantly increase their salaries in shorter spans of time.
For example, under the former step salary schedule, it takes a new teacher with a bachelor’s degree 10 years to earn a salary of $51,953, regardless of performance. Under TEI evaluation system, a new teacher could begin earning that amount in fewer years as a result of effective teaching. Teachers with more years of experience who have proven to be effective also could earn significantly higher compensation in fewer years.

An effective teacher’s earning potential over time also could be greater under the TEI’s strategic compensation plan.

Under the 2013-2014 step salary schedule, a teacher who has a bachelor’s degree would earn approximately $753,131 over 15 years. With the TEI compensation plan, the average teacher with a bachelor’s degree would earn approximately $861,000 over 15 years. This teacher would earn $107,869 more over the course of 15 years. Teachers who improve at a faster rate would earn more; less effective teachers would earn less.
The concept behind TEI is to pay an effective teacher a significantly higher salary compared to his or her peers in other districts and set high expectations for professional behavior and practice.

Distinguished Teacher Review Process

A Distinguished teacher is one who earns an effectiveness level of Proficient II or higher. These teachers achieve high scores in the three components of TEI – teacher performance, student achievement, and student surveys (if applicable). Distinguished teachers also meet additional performance criteria assessed through a central review process called the Distinguished Teacher Review .

We encourage you to watch a short video that provides a high‐level overview of the 2015‐16 Distinguished Teacher Review by clicking on the following link: https://youtu.be/fUopTUewd64. (or this can be embedded on page?)

Based on Dallas ISD’s target distribution goals for teacher effectiveness levels, 20 percent of teachers are expected to carry this distinction, though there is no quota or school-level limit.

To reach Master Teacher Status, a teacher must have been rated at the Exemplary II level for at least two years consecutively and have taught in a Tier 1 school as a distinguished teacher for a minimum of four consecutive years.

Student Learning Objectives

The purpose of this measure is to capture information on student learning growth based on assessments that are important and meaningful but are not standardized measures already used in the achievement template. The intent is to focus professional conversation on student learning in order to support teachers in reaching the learning targets. The SLO is established at the beginning of the year with the approval of the teacher’s evaluator and is assessed at the end of the year using a rubric.

Findings from Community Training and Assistance Center’s (CTAC) four-year study show that elementary, middle and high school students whose teachers had high quality Student Learning Objectives outperformed their peers on state and national standardized tests.

Learn more about Student Learning Objectives on the district’s Curriculum Central site.

Teacher Performance Rubric

The rubric describes in detail the teacher and student behaviors of excellent teachers as well as the performance levels along the continuum for each indicator. The rubric is comprised of 19 indicators of teacher practice across four domains

Domain 1: Planning and Preparation

Does the teacher develop standards-based lessons incorporating content knowledge, students, data, and assessments?

Domain 2: Instructional Practice

Does the teacher check for understanding while engaging students in clearly presented, objective-based rigorous work?

Domain 3: Classroom Culture

Does the teacher maintain high student motivation, a welcoming environment, and well-allotted instructional time?

Domain 4: Professionalism and Collaboration

Does the teacher engage professionally with students, families, community, and professional colleagues?

Throughout the school year, campus administration will conduct frequent 10-to-15-minute observation walk-throughs, as well as one extended observation in which administrators observe teachers during instruction. These visits will inform a teacher’s summative performance evaluation. The score received on the summative is used to determine the points awarded for the performance component of their TEI Evaluation.

RUBRIC