Today, DCPS released its educators’ official performance ratings for the 2010-11 school year. Teachers and other school-based staff, such as library media specialists and counselors, were evaluated for the second year using IMPACT, the assessment system developed to help DCPS ensure that all school-based staff are effective in their service to our students.

DCPS continues with a laser-like focus on rewarding high performers, providing support to those who need it, and moving out low performers.

DCPS launched IMPACT in fall 2009 to better support and develop teachers. The assessment system clearly articulates what is expected and provides teachers with the support they need to improve. As teachers receive their final performance rating for the school year today, each will have a personalized outcome based on their score.

While IMPACT assesses all school-based staff, and the contributions of everyone in a school are certainly important, the data on members of the Washington Teachers' Union (which is made up primarily of classroom teachers) are particularly noteworthy:

• 663 (16%) received ratings of highly effective. These teachers not only received high observation scores from their principals and master educators, they also showed a real contribution to student achievement.
  • These educators are eligible for performance bonuses of up to $25,000 and will be guests of honor at our second annual Standing Ovation for DC Teachers. 
  • 290 (7%) of these educators 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 the annual bonuses.

• 2765 (69%) received ratings of effective. These teachers are doing a solid job and should be commended for their work.

• 387 (9%) received ratings of minimally effective for the first time, meaning that they could be terminated after the upcoming school year if their performance does not improve substantially.

• 227 (6%) are subject to termination based on their performance. This includes 65 who received ratings of ineffective (the lowest rating), 141 who received ratings of minimally effective for the second year in a row, and 21 who received a grace year last year and have not found a position.
  • An additional 94 WTU members have received notice that they are subject to termination based on inadequate licensure, meaning that 321 WTU members total have been notified that they are subject to termination.

A key aspect of the reforms is providing feedback, support, and opportunities for development to teachers who need it. It is exciting to note that of the teachers who were rated minimally effective last year, and stayed in the system,* more than half improved to ratings of effective or highly effective this year. (*Approximately one-third of those rated minimally effective last year left the system by choice already.)

Please click here to see the DCPS' press release on today's announcement, which includes more details and results for all school-based staff.

The philanthropic community plays a critical role in the continued improvement of DC Public Schools.

DC Public Education Fund supports the belief that teachers are the key lever of change in the district and is working with many local and national partners to support DCPS’ work in this area. As we move into the 2011-12 school year, we will place a particular focus on teacher support and development.