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This document describes PPfT school-wide value-added measure by showing how to gain access to your SAS Education Value-Added Assessment System (EVAAS) account, stepping through the school growth measures, and discussing how growth is scored in PPfT appraisal.

The purpose of this report is to help stakeholders of Professional Pathways for Teachers (PPfT) understand and refine the methods used to measure program implementation and outcomes. This report also contains summative data on the progress of PPfT, which just completed its third year. PPfT first launched district-wide in AISD in the 2016-2017 school year, and since then the concept behind the program has been refined to that of empowering teachers and improving the quality of teaching through a multi-measure appraisal and compensation system. [For the executive summary, see ED629689.]

The purpose of the 2018-2019 CARES evaluation was to (a) help program staff conceptualize the CARES implementation work and goals; (b) define measurable indicators of implementation, outputs, and outcomes; and (c) provide summative data on the first year of program implementation. Results of the 2018-2019 CARES program evaluation activities were organized into four reporting areas: conceptualization of CARES, evaluation of implementation activities, baseline measurement of customer experiences, and exploratory correlation analyses.

The purpose of this Professional Pathways for Teachers (PPfT) evaluation was to examine the measurement validity and reliability of PPfT appraisal data from the 2017-2018 school year in the Austin Independent School District. The PPfT appraisal is a multi-measure system that covers three areas: instructional practices (IP), professional growth and responsibilities (PGR), and two student growth measures: a teacher-level student learning objective (SLO) measure and a campus-level school-wide value-added (SWVA) measure. A separate technical report also was published. [For the technical report, see ED629585.]

The purpose of this Professional Pathways for Teachers (PPfT) evaluation was to examine the measurement validity and reliability of PPfT appraisal data from the 2017-2018 school year in the Austin Independent School District. The PPfT appraisal is a multi-measure system that covers three areas: instructional practices (IP), professional growth and responsibilities (PGR), and two student growth measures: a teacher-level student learning objective (SLO) measure and a campus-level school-wide value-added (SWVA) measure. A separate research brief report also was published. [For the research brief, see ED629586.]

Professional Pathways for Teachers (PPfT) is a human capital system that blends three primary components: appraisal, compensation, and professional development (PD) opportunities. The purpose of PPfT is to build the capacity of Austin Independent School District (AISD) teachers through a comprehensive system of supports and compensation with the ultimate goal of having a positive impact on teacher retention and student achievement. This report presents descriptive analyses of the 2017-2018 PPfT appraisal and compensation data. A separate executive summary also was published. [For the executive summary, see ED629571.]

EEIP is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This report summarizes the four-year implementation of EEIP schools and provides valuable lessons learned from the program. A separate technical report and executive summary report also were published. [For the technical report, see ED629565. For the executive summary, see ED629568.]

EEIP is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This technical report summarizes the four-year implementation of EEIP schools and provides valuable lessons learned from the program. A separate summative report and executive summary report also were published. [For the summative report, see ED629567. For the executive summary, see ED629568.]

This report presents a question-driven exploration of growth and achievement data using SAS EVAAS reports. The purpose of this exploration was to bring additional data, information, and ways of thinking about student growth to ongoing district conversations about the measurement of campus-level student growth.

This report summarizes program evaluation activities for the 2016-2017 school year in AISD. A separate research brief also was published. [For the research brief, see ED629314.]

This research brief summarizes highlights from the full report (published separately) on program evaluation activities for the 2016-2017 school year in AISD. [For the full report, see ED629313.]

Telecommuting is currently used in many industries and is celebrated for fostering job satisfaction and increased productivity. However, telecommuting is not widely practiced in K-12 environments. Two departments in AISD implemented pilot telecommuting programs. This report presents survey results from these pilot implementation models and summarizes the lessons learned to better understand the challenges and best practices of implementation.

Educator Excellence Innovation Program (EEIP) is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This report describes feedback from teachers at the six EEIP schools and summarizes implementation in the third year of the program.

This report presents data on equity in AISD, using an index of student performance, an index of the instructional services provided to students, and school per pupil expenditures.

This report summarizes changes in student discretionary discipline removals from AISD schools and changes in staff's climate survey results as well as student's climate survey results from 2011-2012 through 2015-2016, with a focus on when learning support centers (LSCs) were implemented in 2012-2013.

This report provides a summary of the district's gap analyses, Equity Self-Assessment Survey results, current research, and district action steps.

This report describes feedback from teachers at the six EEIP schools in AISD during school year two of the program (2015-2016). EEIP includes implementation of a new teacher appraisal system, student learning objectives, professional learning communities, novice teacher mentoring, and targeted peer observation.

AISD conducts an online survey of professional employees leaving the district. The Human Resources Exit Survey asks four questions about the reasons for leaving. This report describes teachers' reasons for leaving in 2015-2016.

AISD conducts an online survey of professional employees leaving the district. The Human Resources Exit Survey asks four questions about the reasons for leaving. This report describes non-teaching professionals' reasons for leaving in 2015-2016.

AISD conducts an online survey of administrative employees leaving the district. The Human Resources Exit Survey asks four questions about the reasons for leaving. This report describes principals' reasons for leaving in 2015-2016.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees in the Superintendent's Office.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees in the Human Capital Office.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees in the Technology Learning and Systems Office.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees in the Finance Office.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees.

Since 2005, the AISD Central Office Work Environment Survey has been conducted to gather information about working conditions. The following report presents the survey results for Spring 2012 through Spring 2016 for AISD central office employees in the Teaching and Learning Office.

The Teaching, Empowering, Leading and Learning (TELL) AISD Survey gathers information about school conditions from the educators working in schools. TELL obtains perceptions on a variety of issues related to student achievement and staff retention. In 2016, 5,309 AISD teachers (91%) and 3,092 other campus employees completed the survey. This full report summarizes results. A separate executive summary report also was published. [For the executive summary, see ED626942.]

Austin Independent School District (AISD) teacher appraisal results from 2014-2015 were used to identify areas of need for professional development in 2015-2016. Results from the Professional Development and Appraisal System and Professional Pathways for Teachers (PPfT) were included. A separate executive summary also was published. [For the Executive Summary, see ED626916.]

This technical supplement provides details for the full report (published separately) which includes two studies that describe the local context for teacher employment decisions. The first examines the local labor market, and the second examines employment for teachers who left Austin Independent School District (AISD). A separate executive summary also was published. [For the full report, see ED626855. For the executive summary, see ED626856.]

This report examines the practical implications of student learning objective (SLO) assessment decisions for teacher appraisal. We present student-level growth data from SLO assessments administered in2013-2014. Growth data are compared according to type (i.e., multiple-choice or rubric/performance based) and source (i.e., common or teacher-created) of assessment. A one-page executive summary also was published. [For the executive summary, see ED626662.]

This report summarizes Fall 2017 Texas Kindergarten Early Assessment (TX-KEA) results for Austin Independent School District (AISD) kindergarten students, examining those with or without prior AISD prekindergarten experience. Test domains summarized in the report include vocabulary, listening comprehension, blending, letter names, letter sounds, math, and socioemotional.

This report includes two studies that describe the local context for teacher employment decisions. The first examines the local labor market, and the second examines employment for teachers who left Austin Independent School District (AISD). A separate executive summary and a technical report also were published. [For the executive summary, see ED626856. For the technical report, see ED626821.]

In 2013, the Austin Independent School District began administering a voluntary online exit survey to all professional and administrative employees leaving the district. Responses and respondent characteristics are described for 2014. A separate research brief also was published. [For the research brief, see ED626496.]

In 2013, the Austin Independent School District began administering a voluntary online exit survey to all professional and administrative employees leaving the district. Responses and respondent characteristics are described for 2014. This is a research brief of a full report (published separately). [For the full report, see ED626497.]

Educator Excellence Innovation Program (EEIP) is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This report summarizes the third year of implementation in Austin Independent School District (AISD).

This is an executive summary of a full report that helps stakeholders of Professional Pathways for Teachers (PPfT) understand and refine the methods used to measure program implementation and outcomes. The full report also contains summative data on the progress of PPfT, having just completed its third year. PPfT first launched district-wide in AISD in the 2016-2017 school year, and since then the concept behind the program has been refined to that of empowering teachers and improving the quality of teaching through a multi-measure appraisal and compensation system. [For the full report, see ED629688.]

Professional Pathways for Teachers (PPfT) is a human capital system that blends three primary components: appraisal, compensation, and professional development (PD) opportunities. The purpose of PPfT is to build the capacity of Austin Independent School District (AISD) teachers through a comprehensive system of supports and compensation with the ultimate goal of having a positive impact on teacher retention and student achievement. This executive summary highlights key findings from the full report (published separately), presenting descriptive analyses of the 2017-2018 PPfT appraisal and compensation data. [For the full report, see ED629570.]

EEIP is a Texas Education Agency (TEA) grant program that funds innovation in teacher supports and leadership opportunities. This executive summary provides information on the four-year implementation of EEIP schools and provides valuable lessons learned from the program. A separate summative report and technical report also were published. [For the summative report, see ED629567. For the technical report, see EED629565.]

Austin Independent School District (AISD) teacher appraisal results from 2014-2015 were used to identify areas of need for professional development in 2015-2016. Results from the Professional Development and Appraisal System and Professional Pathways for Teachers (PPfT) were included. This executive summary provides highlights from the full report (published separately). [For the full report, see ED626915.]

This executive summary highlights findings from the main report (published separately) which examines the practical implications of student learning objective (SLO) assessment decisions for teacher appraisal. We present student-level growth data from SLO assessments administered in 2013-2014. Growth data are compared according to type (i.e., multiple-choice or rubric/performance-based) and source (i.e., common or teacher-created) of assessment. [For the full report, see ED626661.]

This executive summary highlights results from the full report (published separately) which includes two studies that describe the local context for teacher employment decisions. The first examines the local labor market, and the second examines employment for teachers who left Austin Independent School District (AISD). A separate technical report also was published. [For the full report, see ED626855. For the technical report, see ED626821.]

AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks 34 questions about a variety of topics. This report describes campus-based, non-teaching professionals' reasons for leaving in 2014-2015.

AISD conducts an online survey of professional & administrative employees leaving the district. The Human Resources Exit Survey asks 34 questions about a variety of topics. This report describes teachers' reasons for leaving in 2014-2015.

NextGen operations are associated with a variety of changes to the national airspace system (NAS) including changes to the allocation of roles and responsibilities among operators and automation, the use of new technologies and automation, additional information presented on the flight deck, and the entire concept of operations (ConOps). In the transition to NextGen airspace, aviation and air operations designers need to consider the implications of design or system changes on human performance and the potential for error. To ensure continued safety of the NAS, it will be necessary for researchers to evaluate design concepts and potential NextGen scenarios well before implementation. One approach for such evaluations is through human performance modeling. Human performance models (HPMs) provide effective tools for predicting and evaluating operator performance in systems. HPMs offer significant advantages over empirical, human-in-the-loop testing in that (1) they allow detailed analyses of systems that have not yet been built, (2) they offer great flexibility for extensive data collection, (3) they do not require experimental participants, and thus can offer cost and time savings. HPMs differ in their ability to predict performance and safety with NextGen procedures, equipment and ConOps. Models also vary in terms of how they approach human performance (e.g., some focus on cognitive processing, others focus on discrete tasks performed by a human, while others consider perceptual processes), and in terms of their associated validation efforts. The objectives of this research effort were to support the Federal Aviation Administration (FAA) in identifying HPMs that are appropriate for predicting pilot performance in NextGen operations, to provide guidance on how to evaluate the quality of different models, and to identify gaps in pilot performance modeling research, that could guide future research opportunities. This research effort is intended to help the FAA evaluate pilot modeling efforts and select the appropriate tools for future modeling efforts to predict pilot performance in NextGen operations.