Human Resources Advisory Council February 20, 2015

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Human Resources Advisory CouncilFebruary 20,
2015

• Facilitated by
• Melissa Aguero Ramirez
• HR Director
• Region One ESC

2
Welcome, Introductions, Announcements

• New
• Retirements
• EPP representatives

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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

4
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

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NCLB Resourcewww.region10.org/nclbpublications
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Loan Forgiveness Programs

• General information
• http//www.tea.state.tx.us/loan
• Viviana Lopez at viviana.lopez_at_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  (outsid
  e source)
• Public Service Loan Forgiveness Program

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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_Teac
  her_Evaluation_and_Support_System_FAQ.pdf

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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_Pri
  ncipal_Evaluation_and_Support_System_FAQs.pdf

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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

10
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

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Types of Permits

• Permit requirements
• http//info.sos.state.tx.us/pls/pub/readtacext.Vi
  ewTAC?tac_view5ti19pt7ch230schFrlY
• 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

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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

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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

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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

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Core Content continued
See Score Report Sample Scenarios
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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

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Educational Aides

• 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
  GED
• Relevant experience and/or skills as determined
  by the local school district

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Educational Aide Certification Levels
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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
  certification
• http//info.sos.state.tx.us/pls/pub/readtacext.Vi
  ewTAC?tac_view5ti19pt7ch230schErlY

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Legislative Updates

• bills to watch that could impact HR functions
• https//taspa.site-ym.com/?84thlegislature

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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 resources
• http//www4.esc13.net/admapp/forms

22
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

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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 students 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)

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Implications of Staffing Decisions

• Contracts
• Letter of reasonable assurance
• Unemployment Compensation Liability

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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

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Types of Contracts

• Probationary for all teachers new to a district
  or who have been employed less than 2 yrs since
  1967 with some exceptions
• Can 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 year
• Can be Non-renewed at end of term for reasons
  defined in policy with 10 day notice

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Types of Contracts - continued

• Continuing similar to tenure not renewed
  because there is not expiration
• Can only be terminated for good cause with
  specific rights
• Non Certified Administrator contracts
• Letter of Reasonable Assurance

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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

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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 employees campus. If the
  employee isnt there, notice must be sent by
  certified mail, return receipt requested, or by
  express delivery service to the employees home
  address.

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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 cant be a district employee and cant
  work for a firm with employment relationships
  that might represent a conflict of interest

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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

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Legislative Update SB 8 Courtesy TASB

• Permits districts to declare an educators
  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
  educators contract void if the certification was
  not renewed or extended simply because SBEC has
  not had a chance to approve the renewal).

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Legislative UpdateCourtesy TASB

• H.B. 2380Probationary 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.

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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 retirees
• Contract
• Retire/Rehire Addendum
• Salary
• Surcharge?
• Exceptions

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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

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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

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Texas Teacher of the Yearhttp//www.tasanet.org/p
age/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

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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 - workshop42467
• 99 fee includes lunch
• Administrative Assistants Day (April 22, 2015)
• Teacher Appreciation Week (May 4 8, 2015)
• Nurses Week (May 6 12, 2015)

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Job Fairs

• March 31, 2015 University of Texas - San Antonio
• April 7, 2015 - Texas AM University
  - Kingsville April 8, 2015 - Texas AM
  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 AM International University
• June 2, 2015 Region One ESC Educator Fair
• For RECRUITERS workshop 44374

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TASPA News
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TASPA News

• 75 registration fee
• Register at http//www.taspa.org/events/event_
  details.asp?id595704

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Comments, Concerns, Solutions

• HR activities (TASB monthly)
• Staffing Efficiency Studies
• ONEAPP
• SubHub http//www.esc1.net/Page/2136
• Surveys
• Nurse survey
• Staffing guidelines
• Paperless office

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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