Human Resources Advisory Council

February 20, 2015

Facilitated byMelissa Aguero Ramirez

HR Director Region One ESC

Welcome, Introductions, Announcements

New

Retirements

EPP representatives

EPP Roundtable Discussion

• New Teacher / Principal Survey

• EPP changes• Fees• Complaint process• GPA requirements

• Intern assignments / HQ determinations

• Issuance of Probationary certificate for Bilingual Generalists

• EPP Questionnaire

Educator Preparation Programs

• Principal Survey & New Teacher Survey (see samples)

– To be distributed on or about April annually electronically

– Designed to be completed online in 15 minutes– One survey per 1st year teacher– Due by June 15th annually– Pilot year was (09-10); Survey results did not count

against EPPS– Results will post on Consumer Info website

NCLB Resourcewww.region10.org/nclbpublications

Loan Forgiveness Programs• General information

• http://www.tea.state.tx.us/loan • Viviana Lopez at viviana.lopez@tea.state.tx.us

• 2014 – 2015 Teacher shortage areas:• Bilingual/English as a Second Language• Career and Technical Education• Computer Science• English as a Second Language• Mathematics• Science• Special Education - Elementary and Secondary Levels

Federal Teacher Loan Forgiveness TEACH for Texas Loan Repayment Assistance (outside source) Federal Perkins Loan Teacher Cancellation (outside source)

• Public Service Loan Forgiveness Program – No date restriction or require you to be teaching in a class room; you can be working in any position within the

school or other public service job category. – http://www.myfedloan.org/manage-account/loan-forgiveness-discharge-programs/public-service-loan-

forgiveness.shtml – Contact Public Service Loan Forgiveness specialists at 855-265-4038 for more information.

Texas Teacher Evaluation and Support System (T-TESS)

• Timeline– 14-15 piloted by approximately 60 districts in the 2014-2015 school year– 15-16 will be implemented as a refined system in approximately 200

districts– 16-17 is scheduled to be rolled out statewide

• Components (measures of teacher effectiveness)– Observation - 70%– Teacher Self-Assessment - 10%– Student Growth - 20%

In the spring of 2015, rules (Texas Administrative Code) will define specifics as to the process and methodology used for determining

scores.

http://www4.esc13.net/uploads/pdas/docs/Texas_Teacher_Evaluation_and_Support_System_FAQ.pdf

Texas Principal Evaluation and Support System (T-PESS)

• Timeline– 14-15 piloted by approximately 60 districts in the 2014-2015 school

year– 15-16 will be implemented as a refined system in approximately 200

districts– 16-17 is scheduled to be rolled out statewide

• Components (measures of Principal effectiveness)– A rubric capturing the effective practices of high-performing principals – Progress in achieving goals and initiatives – Student growth

http://www4.esc13.net/uploads/pdas/docs/Texas_Principal_Evaluation_and_Support_System_FAQs.pdf

Principal overall rating

• For the pilot year, student growth will not be factored into the overall rating. (See #F.1)

• For statewide implementation, the following percentages would be assigned to determining the overall rating:

SB9 Updates

• FBI Fingerprinting Fees to Change February 1, 2015.

Decreased from $39.50 to $37.75. This fee change results from a $1.75 decrease in the portion of the fee charged by FBI. The fee breakdown per agency is as follows:

• $6.00 – TEA• $15.00 – DPS• $14.75 – FBI (decreased from $16.50 on 2/1/15)• $2.00 – Texas Online

• New FACT Clearinghouse

Types of Permits

• Permit requirements: http://info.sos.state.tx.us/pls/pub/readtac$ext.ViewTAC?

tac_view=5&ti=19&pt=7&ch=230&sch=F&rl=Y

• Non-Renewable Permit (NRP)– Issued to the district for teachers who have

completed all academic requirements and need only the ExCETs or TExES.

– Valid for one school year– Criminal Check conducted by SBEC

Types of Permits continued• Emergency Teaching Permit (ETP)

– Issued by SBEC to districts that are not fully certified for the area that they are teaching

• Non-certified – Lacking academic requirements – Based on a deficiency plan– Some may be renewed by completing a minimum of 6 hours that year– Maximum of three years without a standard certificate

• Certified– For additional areas (i.e. Bilingual, Early Childhood)– Must complete deficiency requirements or test out

Types of Permits continued

• Temporary Classroom Assignment Permit (TCAP)– For secondary use only– Teacher must be fully certified – For use to allow teacher to teach up to 4 classes

outside of certification area– Teacher must have 6 hours in content area to be

taught– Valid for one school year only– Filed locally only – not on SBEC

NEW Core Content EC-6• Core Subject Exam EC-6 (291) and 4-8 (211)

• Start administration January 6, 2015• How register?

• Online at www.texes.ets.org • Cost?

• During data collection period, FREE and $60 per retake exam• Otherwise $120 then $60 per retake exam

• 45 day retake waiting period applies• No breaks during test• Scores available within 7 days from test date

Core Content continued…

See Score Report Sample Scenarios

Eliminated exams

• Last administration 8/31/15:– Generalist EC-6 (191)– Generalist 4-8 (111)– Bilingual Generalist EC-6 (192)– Bilingual Generalist 4-8 (119)– ESL/Generalist EC-6 (193)– ESL/Generalist 4-8 (120)

• All certification must be complete by 8/31/17

• Must apply by 10/30/17

Each person employed in Texas public schools as an educational aide must be certified according to requirements established by the State Board for Educator Certification. (TAC 230.551)

School districts recommend for the appropriate level of educational aide certification – I, II, or III

Qualifications: High School Diploma or the equivalent such as a GEDRelevant experience and/or skills as determined by the

local school district

17

Educational Aides

18

Educational Aide Certification Levels

Subchapter E – Educational Aide Certificates

230.53 (c) An applicant for an educational aide certificate must be able to communicate, listen, read, write and comprehend the English language sufficiently to use it easily and readily in daily communication.

See 230.11(b)(1)-(5) for general requirements and options for meeting English proficiency.

Different “levels” of Educational Aide certificationhttp://info.sos.state.tx.us/pls/pub/readtac$ext.ViewTAC?tac_view=5&ti=19&pt=7&ch=230&sch=E&rl=Y

Legislative Updates

• “bills to watch” that could impact HR functions:

https://taspa.site-ym.com/?84thlegislature

Administrator Evaluation • Principal

– Commissioner Recommended Student Performance Domain Worksheet

– Analysis of Indicators for Goal Setting & Intervention Plan (if required)

• Superintendent– Appraisal Worksheet– 2014 Accountability Rating System

• Online resourceshttp://www4.esc13.net/admapp/forms

Staffing Tools

• Student Enrollment Trends– 5 year enrollment comparison by campus type– 5 year enrollment by district– Staffing guidelines

• Student: Teacher ratio (courtesy Walsh Anderson)– TEC §25.111

» 1 teacher : 20 students in ADA districtwide

– TEC §25.114

» 1 teacher: 45 students in PE

» Otherwise identify “manner in which student safety will be maintained”

Special Education Staffing Guidelines

• Factors for consideration– Districts must provide a continuum of services– Individual needs are determined by ARD committee– Services are to be provided in the least restrictive environment– Increase services in the general education classroom requiring collaboration– Students must have access to general curriculum– Levels of support vary per individual student– Gender may be a factor when student’s needs include behavioral restraint

and/or personal care– IEP meetings and data management– Transition of 3 year olds with disabilities into public school as of 3rd birthday– Indirect services (medical management, case management, parent training,

teacher training)

Implications of Staffing Decisions

• Contracts

• Letter of reasonable assurance

• Unemployment Compensation Liability

“Getting more bang for your buck”

– Various uses of funds • Special Education• Bilingual • NCLB

– Reimburse teachers for passing Generalist 4-8 and/or multiple subject area certificates

– Stipend for multiple preps– Hiring criteria

• Bilingual• Generalists

Types of Contracts

• Probationary –for all teachers new to a district or who have been employed less than 2 yrs since 1967 with some exceptionsCan be terminated at end of term without good cause, due process hearing or right to appeal with 10 day notice

• Term – After probationary can be for up to 5 years and for 10 to 12 months in a yearCan be Non-renewed at end of term for reasons defined in policy with 10 day notice

Types of Contracts - continued

• Continuing – similar to tenure not renewed because there is not expirationCan only be terminated for good cause with specific rights

• Non Certified Administrator contracts

• Letter of Reasonable Assurance

Legislative Update – SB 8 Courtesy TASB

• Moved the nonrenewal notice deadline. The law extends the deadline for notification of proposed term contract nonrenewal from 45 days to 10 days before the last day of instruction, effectively moving it from April to May. That change accomplishes the following:

– Allows additional time for personnel evaluations – Provides districts with more time to get a read on legislative budget plans and property

taxes when planning their own budgets – Separates the contract nonrenewal notice date from the annual state standardized

testing period, deferring a potential source of stress for teachers at a critical time – Reduces the chance that districts will put employees through a painful firing process to

comply with notification deadlines, only to rehire them at a later date – Limits the duration of employment for employees following notice of nonrenewal

Legislative Update – SB 8 Courtesy TASB

• Changes the nonrenewal notification requirements. S.B. 8 requires that a proposed nonrenewal notice or termination of a probationary contract be hand-delivered to the employee’s campus. If the employee isn’t there, notice must be sent by certified mail, return receipt requested, or by express delivery service to the employee’s home address.

Legislative Update – SB 8 Courtesy TASB

• Lessens the requirements and costs of nonrenewal and termination hearings. Another bill (H.B. 1610) removed the requirement for a hearing when an employee is terminated because of a felony conviction or deferred adjudication. S.B. 8:

– Removes the right to a hearing by an independent hearing examiner when an educator is terminated due to financial exigency (applies to all contract types)

– Allows school boards in districts with 5,000 or more students to designate an attorney to hold nonrenewal hearings on behalf of the board; the attorney can’t be a district employee and can’t work for a firm with employment relationships that might represent a conflict of interest

Legislative Update – SB 8 Courtesy TASB

• Aligns termination of continuing contracts with term contracts. School districts that need to reduce their workforces due to financial exigency will now follow essentially the same set of rules for employees on continuing and term contracts.

– Eliminates the requirement that continuing contract employees be terminated in reverse order of seniority; instead, districts must base such decisions on teacher appraisals and other criteria determined by their boards

– Allows districts to suspend continuing contract employees without pay pending discharge, as with term contracts

Legislative Update – SB 8 Courtesy TASB

Permits districts to declare an educator’s contract void for lack of certification. If an educator fails to renew or extend his or her certificate through the State Board for Educator Certification (SBEC), the district can immediately declare his or her contract void without a due-process hearing (but remember that H.B. 1334 prevents districts from declaring an educator’s contract void if the certification was not renewed or extended simply because SBEC has not had a chance to approve the renewal).

Legislative UpdateCourtesy TASB

• H.B. 2380—Probationary contracts for reassigned staff The intent is to allow flexibility so that school districts can reassign educators to new positions but have the ability to return them to their previous position and not run afoul of contract laws.

– An educator who is voluntarily reassigned to a position that requires a different class of certificate (e.g., classroom teacher to principal) may be employed under a probationary contract. This gives school administrators the opportunity to evaluate the performance of a person who is moved to a different job before contract renewal rights kick in.

– Those who are returned to their previous jobs are entitled to the same type of contract they had prior to the change (term or continuing).

– The law is in effect.

Addendums & Timelines Contract Administration Cycle Certification Addendum

Utilized when teacher is not fully certified in a certain area (ie., Bilingual – will be placed on a permit) but certification is required to be acquired by set deadline

Hiring retireesContract

Retire/Rehire Addendum Salary Surcharge?Exceptions

Employment Contracts / Notifications Contract administration cycle?• Reminder: Employee Notifications TEC 21.204(d)

–Policy Code Policy Title – DA series Equal employment opportunity, genetic nondiscrimination,

criteria for personnel decision –DBAA* Criminal history and credit reports –DBD Conflict of interest –DC* Employment practices –DCB Term contracts –DEA series Salaries and wages; incentives and stipends –DEC series* Leaves and absences –DF Termination of employment –DFA series Termination of, or return to probationary contract

Employee Notifications Continued• Policy Code Policy Title

• DFB series Termination of term contracts • DFD Hearings before hearing examiner • DFE* Resignation • DFF Reduction in force • DFFA Reduction in force due to financial exigency • DFFB Reduction in force due to program change • DG Employee rights and privileges • DGBA Employee complaints/grievances • DH Employee standards of conduct • DHE Searches and alcohol/drug testing • DI Employee welfare • DIA Freedom from discrimination, harassment, and

retaliation• DK Assignment and schedules • DN series Performance appraisal

Texas Teacher of the Yearhttp://www.tasanet.org/page/69

• Due to Region One ESC (HR office)– 5 p.m. on Friday, June 12, 2015 (tentative)

• ENCOURAGE electronic submission– Application– Picture

• 2 district representatives (1 Elem / 1 Sec)• Clarifications:

– 2 year commitment– FT employees; can be PT teacher (minimum 4 hours/day) BUT other

duties NOT administrative

Coming Events• Substitute Teacher Certification Academy

• February 25th and 26th - Workshop # 45185• March 11th and 12th - Workshop # 45293

• Conference for Administrative Professionals– April 17, 2015 - workshop#42467– $99 fee includes lunch

• Administrative Assistant’s Day (April 22, 2015)

• Teacher Appreciation Week (May 4 – 8, 2015)

• Nurse’s Week (May 6 – 12, 2015)

Job Fairs

• March 31, 2015– University of Texas - San Antonio April 7, 2015 - Texas A&M University - Kingsville

April 8, 2015 - Texas A&M University - Corpus Christi – Texas State University - San Marcos

April 9, 2015 - University of Texas – Brownsville April 10, 2015 - University of Texas Pan American April 13, 2015 – University of Texas at Austin April 23, 2015 - Texas A&M International University

• June 2, 2015 – Region One ESC Educator Fair• For RECRUITERS – workshop #44374

TASPA News

TASPA News

• $75 registration fee• Register at http://www.taspa.org/events/event_details.asp?id=595704

Comments, Concerns, & Solutions

• HR activities (TASB monthly)• Staffing Efficiency Studies• ONE*APP• SubHub http://www.esc1.net/Page/2136

• Surveys– Nurse survey– Staffing guidelines– Paperless office

Human Resources Advisory Council 14-15 Meeting Dates

• All will be held in the Starr Room from 9-12

–April 21 –workshop #43631

–August 28 – workshop #43632