Human Resources Advisory Council
February 20, 2015
Facilitated by
Melissa Aguero Ramirez
HR Director
Region One ESC
Welcome, Introductions, Announcements
 New
 Retirements
 EPP representatives
EPP Roundtable Discussion
• New Teacher / Principal Survey
• EPP changes
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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 Resource
www.region10.org/nclbpublications
Loan Forgiveness Programs
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General information
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http://www.tea.state.tx.us/loan
Viviana Lopez at viviana.lopez@tea.state.tx.us
2014 – 2015 Teacher shortage areas:
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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
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Federal Teacher Loan Forgiveness
TEACH for Texas Loan Repayment Assistance (outside source)
Federal Perkins Loan Teacher Cancellation (outside source)
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Public Service Loan Forgiveness Program
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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-loanforgiveness.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_Sup
port_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:
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$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
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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:
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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
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.
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 resources
http://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
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Factors for consideration
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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 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
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
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 Update
Courtesy 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 retirees
 Contract
 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
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Policy Code
DFB series
DFD
DFE*
DFF
DFFA
DFFB
DG
DGBA
DH
DHE
DI
DIA
retaliation
DK
DN series
Policy Title
Termination of term contracts
Hearings before hearing examiner
Resignation
Reduction in force
Reduction in force due to financial exigency
Reduction in force due to program change
Employee rights and privileges
Employee complaints/grievances
Employee standards of conduct
Searches and alcohol/drug testing
Employee welfare
Freedom from discrimination, harassment, and
Assignment and schedules
Performance appraisal
Texas Teacher of the Year
http://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
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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