2011 IMPACT Press Release
Transcript of 2011 IMPACT Press Release
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For Immediate Release Contact: Fred Lewis
July 15, 2011 202.442.5919 (Desk)
DCPS Continues to Strengthen Workforce
School Staff Receive Results from IMPACT Evaluations; 663 Washington Teachers Union (WTU)
Members Eligible for Bonuses Up to $25,000; 413 Employees Receive Separation Notices Based
on Performance and Non-Compliance with Licensure Requirements
Today, the District of Columbia Public Schools (DCPS) notified teachers and school staff of their
2010-2011 IMPACT evaluation results, congratulating 663 WTU Members who earned the top
rating of Highly Effective, and issuing separation notices to 309 other employees. The school
system also notified 104 employees that they will be separated for not complying with licensure
requirements.
DCPS Chancellor Kaya Henderson said todays actions are essential to improving the school
system. Great teachers are critical to our success, she said. We are delighted to be able to
shine a spotlight on our top performers, and we are thrilled by the improvements that so many
of our educators made this year. We also remain committed to moving out our lowest
performers in an effort to ensure that every child has access to an outstanding education.
Mayor Vincent C. Gray reiterated his support for Chancellor Henderson and the personnel
decisions announced today. Quality teachers are the key to a quality education, said Mayor
Gray, noting progress at the secondary level on the recently released results of the 2010-2011
DC CAS. If we are to provide a world-class public education to the residents of the District of
Columbia, we must have the most effective educators in the country.
Introduced at the start of the 2009-2010 school year, IMPACT evaluates teacher performance
based on measures of student achievement, instructional expertise, collaboration, and
professionalism. IMPACT assesses other school-based staff on criteria specific to their jobs.
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Each year, employees receive one of four IMPACT ratings: Highly Effective, Effective, Minimally
Effective, or Ineffective.
RECOGNIZING AND REWARDING THE BEST
663 WTU Members were rated Highly Effective and are eligible for performance
bonuses of up to $25,000.
290 WTU Members were rated Highly Effective for the second year in a row and are
eligible for base salary increases of up to $20,000 in addition to annual bonuses of up to
$25,000.
All WTU Members rated Highly Effective will be honored in September at the second-
annualA Standing Ovation for DC Teachers at The John F. Kennedy Center for the
Performing Arts, sponsored by the D.C. Public Education Fund.
PROVIDING SUPPORT
58% of WTU Members who were rated Minimally Effective last year and who decided to
remain in the school system improved to Effective or Highly Effective this year. Some of
the professional development efforts that contributed to their growth include:
o Frequent feedback provided through the IMPACT evaluation cycles;o More than 150 instructional coaches and mentor teachers; ando 45 master educators, who provided content-based feedback and guidance for
improvement.
Additional professional development efforts that will be available in 2011-2012 include:
o A $1 million video library highlighting the best practices of our top educators;o Brand new curricular resources to support our teachers with the
implementation of rigorous national standards; and
o A redesigned, more intensive coaching model.
MOVING OUT LOW PERFORMERS
DCPS has issued separation notices to 413 employees for the following reasons:
113 received Ineffective ratings;
175 received Minimally Effective ratings for the second year in a row;
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21 completed their extra year placements (as a result of their being excessed a yearago) and were unable to find permanent positions in the school system; and
104 failed to meet licensure requirements.
COMPARISON WITH 2009-2010 RESULTS
IMPACT Scores
2010 2011
WTU Non-WTU Total WTU Non-WTU Total
Highly Effective 663 836 1499 663 550 1213
Effective 2775 1311 4086 2765 1504 4269
Minimally Effective 566 161 727 528 222 750
Ineffective 75 60 135 65 48 113Ineligible for Score 116 27 143 95 143 238
TOTAL 4195 2395 6590 4116 2467 6583
Separations
2010 2011
WTU Non-WTU Total WTU Non-WTU Total
Ineffective 75 60 135 65 48 113
2x Minimally Effective N/A N/A N/A 141 34 175
Unplaced Extra Year N/A N/A N/A 21 N/A 21
Licensure 39 37 76 94 10 104
TOTAL 114 97 211 321 92 413
ADDITIONAL DETAILS ON SEPARATIONS
All employees receiving separation notices will have the option to resign (or retire, if eligible)
prior to the effective date of the separation. They will also have the opportunity to appeal their
separations according to the rules set forth in their collective bargaining agreements.
ADDITIONAL INFORMATION ABOUT IMPACT
For a complete description of the IMPACT system, including guidebooks explaining the
evaluation process for all school staff, please visit www.dc.gov/DCPS/impact. A copy of DCPS
collective bargaining agreement with the WTU may be found at www.wtulocal6.org/Contract.
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