Human Resources Advisory Council December 17 2019 Facilitated

Human Resources Advisory Council December 17, 2019 Facilitated by Melissa Aguero Ramirez HR Director Region One ESC

Welcome, Introductions, & Announcements • New • Retirements

Teacher Incentive Allotment HB 3 -TIA Agenda Welcome & Overview TIA Presentation Critical Points Timeline Readiness Assessment Resources PPT and HB 3 Educator Videos HB 3 Sec. 48. 112 Planning Template (Readiness Assessment) 12

Key Points Review 12

Texas Commission on Public School Finance “The state should set a goal to ensure that its top teachers have a realistic path to a $100, 000 annual salary. ” “In addition to helping attract and keep their effective educators in the classroom, public schools implementing these systems would be able to identify their more effective educators and then provide incentives for them to teach at their most challenged campuses, increasing the equitable distribution of effective educators. ” https: //tea. texas. gov/sites/default/files/Texas%20 Commission%20 Public%20 School%20 Finance%20 Final%20 Report. pd f 13

Designations Master Performance standards Exemplary Performance standards Recognized Performance standards Teacher Observation Student Performance 17

District Designation System Components Teacher Observation • Observation based on T-TESS or locally-developed rubric • District application must show evidence of validity & reliability. Student Performance • Student performance measures determined by district • District application must show evidence of validity & reliability. Optional: Additional Factors • Districts may consider additional factors in making designations (e. g. , mentoring other teachers, student surveys, etc. ). 19

State Approves District Systems State WILL NOT State WILL Review each individual teacher Issue the authority for districts to make teacher designations 22

District Approval Process Funding is dependent upon on two-step approval process 1. System Review (TEA) 2. Data Review (TTU) Districts submit evidence of teacher effectiveness to TTU to ensure the relative accuracy and reliability of: Districts submit application, which could include narrative components and artifacts, to TEA to demonstrate high-quality, valid, and reliable: Student performance measures Teacher observations Teacher observation systems 30

System Review Process A. B. C. D. E. Teacher Observation Student Performance Teacher Surveys Local Designation Plan (possible) Communication Plan (possible) F. Spending Plan (possible) Data review process • Alignment data • Data validity • State Comparison • Student growth (Value added and Domain A • District overall rating relative to peers (Domain 2 B) 42

Readiness Checklist 44

Success Factor #1 Strongly Calibrated Teacher Obs. System Success Factor #2 Teacher’s Impact on Student Performance Success Factor #3 Local Designation Plan Success Factor #4 Communication Plan Success Factor #5 Spending Plan 45

Timelines 54

Cohort A Currently paying SC to teachers Cohort B Implementing first year of SC now, planning to pay teachers in 2020 -2021 Cohort C Developing SC plan now, ready to implement in the fall Cohort D Will develop plan in 2020 -2021 Data Capture Year was 2018 -19 Data Capture Year is 2019 -2020 Data Capture Year will be 2020 -2021 Data Capture Year will be 2021 -2022 55

District Sequence of Events Stakeholder Engagement Planning Likely at least 1 -2 years Data Capture Year Full Academic Year Data Analysis Likely summer to fall Data Review & Final Approval State Funding Next Academic Year 56

Possible Initial Approval: District Cohorts 18 -19 Data Capture (A) 19 -20 Final Approval Data Capture (B) 20 -21 21 -22 22 -23 State $$ Final Approval State $$ Data Capture (C) Final Approval State $$ Data Capture (D) Final Approval State $$ 57

Possible Initial Approval: Cohort A Step Fall ’ 18 Winter ’ 18 -’ 19 Spring ’ 19 Summer ’ 19 Fall ’ 19 Winter ’ 19 -’ 20 Spring ’ 20 Summer ’ 20 Fall ’ 20 Data Capture System Review Data Review Final Approval State Funding 58

Possible Initial Approval: Cohort A Step Data Capture System Review Data Review Final Approval Fall ’ 18 Winter ’ 18 -’ 19 Spring ’ 19 Summer ’ 19 Fall ’ 19 Winter ’ 19 -’ 20 Spring ’ 20 Summer ’ 20 Fall ’ 20 HB 3 St akeholder E ngagemen t Ap plication & App roval Proces s Materials Rules & Guidan ce State Funding 59

Possible Initial Approval: Cohort B Step Fall ’ 19 Winter ’ 19 -’ 20 Spring ’ 20 Summer ’ 20 Fall ’ 20 Winter ’ 20 -’ 21 Spring ’ 21 Summer ’ 21 Fall ’ 21 Data Capture System Review Data Review Final Approval State Funding 60

Possible Initial Approval: Cohort C Step Spring ’ 20 Fall ’ 20 Winter ’ 20 -’ 21 Spring ’ 21 Summer ’ 21 Fall ’ 21 Winter ’ 21 -’ 22 Spring ’ 22 Summer ’ 22 System Review Data Capture Data Review Final Approval State Funding 61

Possible Initial Approval: Cohort D Step Spring ’ 21 Summer ’ 21 Fall ’ 21 Winter ’ 21 -’ 22 Spring ’ 22 Summer ’ 22 Fall ’ 22 Winter ’ 22 -’ 23 Spring ’ 23 System Review Data Capture Data Review Final Approval State Funding 62

Example of District System Development Timeline Explore 3 months Plan 12 months Survey 1: Teacher Buy-In Prepare 3 months Launch Survey 2: Fair/Accurate 10 months Designate 0 -5 months Determine initial interest and feasibility With stakeholder input, identify/develop designation system Prepare resources, policies, frameworks Implement TIA system Determine teacher designations and submit data for system approval 70

Designation Payout Determination Designation Level Rural Status Poverty Level Master NOT Rural 80% Eco. Dis. Non Eco-Dis 20% Tier 1 0% Higher SES Tier 2 20% Tier 3 20% Tier 4 20% Tier 5 20% Lower SES 76

Payout Overview USE OF FUNDS EXAMPLE Campus Responsibility: At least 90 percent of each allotment received was used for the compensation of teachers employed at the campus at which the teacher for whom the district received the allotment is employed and 10% Any other funds received under this section were used for costs associated with implementing Section 21. 3521, including efforts to support teachers in obtaining designations District Responsibility: The district prioritized high needs campuses in the district in using funds received 90% 77

Key Points: Spending 1. At least 90% of funds must be spent on teacher compensation on the campus where the teacher who earned the designation works. 2. These funds must be spent within the school year in which the allotment was received (except for cohort A, which works as a reimbursement). 3. As statute is written, there is flexibility in how these funds could be spent and when within the academic year: one-time payment, monthly stipends, two payments (one in winter and one at EOY), etc. 78

Teacher Incentive Allotment Funding

Planning Template Review Teacher Incentive Allotment Readiness Rubric Cohort A & B: Includes Sources of Evidence Cohorts C & D: Next Steps Round Table Discussion

Division of Educator Investigations TASPA 2019 Winter Conference December 12, 2019

Enforcement of Educator Misconduct Key Legislation 2003 - 2019 52

Key Legislation Through 2017 78 th (2003) Supt. requirement to report to SBEC SB 7 - 85 th (2017) Auto-revoke sex offender on deferred adjudication SB 9 80 th (2007) Fingerprinting DPS Clearinghouse Investigative warning and show cause Principal responsible for reporting to superintendent Superintendent must report to SBEC within 7 business days Administrative penalty for failure to report to SBEC State Jail Felony for intent to conceal HB 1783 84 th (2015) Report inappropriate relationship between educator and student Pre-employment Affidavit Electronic Communication Policy 53

HB 3– 86 th HB 3 (Article 2 A) was passed to further protect the safety and welfare of Texas students by: Requiring schools to report certain allegations of misconduct against non-certified employees and, Creating a Registry of individuals who are not eligible for hire in a Texas public school based on misconduct or criminal history. 54

Key Changes – 86 th Legislature HB 3 • Public schools must report certain allegations against non-certified employees • TEA given authority to investigate non-certified employees • TEA required to develop Registry of individuals not eligible for employment • Schools required to terminate or refuse to hire anyone on the Registry SB 1476 • Reporting not required if public school “determines the educator did not engage in the alleged incident of misconduct” • Applies to certificate holders for allegations of abuse and inappropriate relationships SB 1230 • Private schools must report certain allegations against educators 55

Do Not Hire Registry & the Reporting Portal 56

What is the “Do Not Hire” Registry? The “Do Not Hire” Registry is an online list of individuals who are not eligible for employment in a Texas public school based on misconduct or criminal history. In Statute: Registry of persons not eligible for employment in public schools - TEC § 22. 092 as created by HB 3, individuals not eligible for employment - TEC § 22. 0832, § 22. 0833, § 22. 085 and § 21. 058(b) 57

Who Will be Placed on the Registry? Ø Individuals who had an SBEC certificate revoked who • Abused a student or minor; or • Involved in a romantic relationship with or solicited / engaged in sexual contact with a student or minor Ø Non-certified employees who were found to have: • Abused a student or minor; or • Involved in a romantic relationship with or solicited / engaged in sexual contact with a student or minor Ø Individuals who were Ø Placed on the sex offender registry after receiving deferred adjudication or being convicted; or Ø Convicted of a Title V offense where the victim was under 18 Ø Certain criteria for charter school employees 58

Registry of Persons Not Eligible for Employment • Secure View (for Schools) • Application in TEAL • Accessed by authorized school staff Ø Schools will see identifying information (SSN, DOB, etc. ) and should hire accordingly • Available January 2020 59

Registry of Persons Not Eligible for Employment • Public View: • On TEA website, like the Virtual Certificate Look up • Display • First Name, Last Name • Approximate age • Date on Registry • Registry Status • Will not have personal identifiers • Available March 2020 60

Misconduct Reporting Portal • Application in TEAL • Most secure and expedient method for sending reports of educator misconduct. • Accessed by authorized school staff and TEA Educator Investigations • Reports received through the portal will be handled internally much like today. • Available March 2020 61

What does this mean for public schools? Ø Create a procedure for investigating and reporting allegations against non-certified employees Ø Upon launch in early 2020, check the Registry before hiring employees Ø Terminate the employment of anyone on the Registry Ø Create a procedure for periodically checking all employees against the Registry Ø TEA will periodically review school records to verify compliance Ø Non-compliance is violation of charter or termination of DOI status In Statute Registry of persons not eligible for employment in public schools - TEC § 22. 092 as created by HB 3, Individuals not eligible for employment - TEC § 22. 0832, § 22. 0833, § 22. 085 and § 21. 058(b) 62

Frequently Asked Question Answer Key Takeaway Where should schools send reports of misconduct? The law now requires some reports of misconduct to be submitted to the Commissioner and others to be reported to the SBEC. To simplify the reporting process, schools should send all reports to the TEA Division of Educator Investigations. Reports can be sent by mail, fax, or through the Internet portal. The division’s contact information can be found on the TEA website. Please do not submit reports through email. Once launched in early 2020, the internet reporting portal will serve as the most confidential and expedient method for sending reports. Additionally, the portal will create a digital record to prove that a school sent the information. 63 63

Registry and Reporting Portal: Who Does What? Application School District TEA Educator Investigations Do Not Hire o Search Registry by SSN Registry o Obtain Status • Under Investigation • Not Eligible for Employment o Enter Individual on Registry (Name and PII) o Update Status • Under Investigation • Not Eligible for Employment Misconduct o Submit Name and SSN Reporting o Upload misconduct report Portal o Receive misconduct Reports o Intake reports, review, and investigate 64

Speakers David Rodriguez Director, TEA Educator Investigations david. rodriguez@tea. texas. gov 512 -463 -3746 Lizet Hinojosa Manager, Intake & Review TEA Educator Investigations lizet. hinojosa@tea. texas. gov 512 -936 -8210 65

Do Not Hire registry

Mentor (Teacher) Program Allotment • OPTIONAL - If districts choose to follow the best practices in TEC, § 21. 458, they could qualify for MPA funds. • If district interest and eligibility exceed the state funding amount ($3 M), priority will be given based on need. • The MPA funding formula will provide districts with $1, 800 per mentee, which can be used on mentor stipends, scheduled release time, and mentor training. Funding is intended to reduce districts costs for building and sustaining best practices in new teacher mentorship. • Funding will begin in the 2020 -2021 school year. Interested districts will need to apply for MPA funding in spring 2020, and there will be an annual application window. • For questions related to this letter or the Mentor Program Allotment under HB 3, please contact HB 3 info@tea. texas. gov.

District Equity Plan • Title I, Part A, Sec. 1112(b)(2) under the Every Student Succeeds Act (ESSA) requires all local educational agencies (LEAs) that receive Title I funds to develop a plan for “how the local educational agency will identify and address, as required under State plans as described in section 1111(g)(1)(B), any disparities that result in low-income students and minority students being taught at higher rates than other students by ineffective, inexperienced, or out-of-field teachers. ”

District Equity Plan • Title I, Part A, Sec. 1112(b)(2) under the Every Student Succeeds Act (ESSA) requires all local educational agencies (LEAs) that receive Title I funds to develop a plan for “how the local educational agency will identify and address, as required under State plans as described in section 1111(g)(1)(B), any disparities that result in low-income students and minority students being taught at higher rates than other students by ineffective, inexperienced, or out-of-field teachers. ” • If an LEA is required to continue creating and submitting an equity plan based on the identification of significant gaps in student growth for lowincome students and students of color, it will be notified in December. • Those LEAs’ new equity plans for the 2020 -2021 school year will be due in the Spring of 2020. • For questions or additional information on Equity Plans, please contact your regional education service center equity lead listed on the Texas Equity Plan Toolkit

PR 1500 - Equity Data Survey Changes • With the enactment of the Every Student Succeeds Act (ESSA), LEAs were required to report the number of teachers meeting state certification by credential for each teaching assignment and teacher experience by campus through the PR 1500 -Equity Data Survey. • In addition, the PR 1500 requested paraprofessional qualifications for campuses served with Title I, Part A funds. • Beginning in the 2019 -2020 school year, the Texas Education Agency (TEA) is expiring the PR 1500 data collection. A new collection for the paraprofessional qualifications data will replace the PR 1500 and be required for all campuses identified as Title I, Part A served. The new collection will be due in the Spring. • If LEAs utilized the PR 1500 to inventory the status of their paraprofessionals at the beginning of the school year to ensure they met the Highly Qualified paraprofessional requirements, LEAs will need to develop an internal process to ensure compliance throughout the school year. • Additional details and instructions for completing the new compliance report will be made available to LEAs when the report is released in the Spring. In the meantime, if you have any questions, email them to ESSASupport@tea. texas. gov.

PR 1500 continued • Teacher data • Beginning this year, teacher data previously submitted by local education agencies (LEAs) through e. Grants using the PR 1500 Equity Data Survey will be collected internally by the Texas Education Agency (TEA) from Public Education Information Management System (PEIMS) submissions crossed with the Educator Certification Online System (ECOS) data. • Paraprofessional data • The Federal Program Compliance division will no longer collect the Title 1, Part A paraprofessional data. However, the special education paraprofessional data will still be collected using the PR 1500. The Special Education Programs Division will send information on the process for collecting the data at a later date. • If you have questions about the special education paraprofessional data, you may contact Tammy Pearcy at 512. 463. 9414 or via email at tammy. pearcy@tea. texas. gov. Other questions may be sent to ESSASupport@tea. texas. gov.

8 -5 first day and 8 -12 second day OR NEW: “Full Edition” • 1/15 and 1/16 #114887 Full Edition • 1/22 and 1/23 #114902 • At least one monthly For more information: http: //www. esc 1. net/Page/146

Educator Job Fairs – Spring 2020 Region One ESC Educator Job Fair • June 4, 2020 • District (HR) recruiters – workshop # 114802 • Interviewers – workshop #114803 • Applicants – workshop #114801

• Officers • Melissa Aguero Ramirez, Region One ESC= Educator Certification Committee member • Summer Law Conference for School Administrators – July 15, 2020 – Renaissance Hotel, Austin • TASPA/TAEE Summer Conference – July 15 – 17, 2020 – Renaissance Hotel, Austin

HRAC (Human Resources Advisory Council) 2019 – 2020 meeting dates • All will be held from 9 -12 – February 11 – workshop # 114787 – April 23 –workshop # 114788 – August 26 – workshop # 114789