An Evaluation of Teacher and Principal Experiences During the Pilot Phase of AISD Reach, A Strategic Compensation Initiative

Abstract

In an effort to address issues of teacher quality, the AISD (Austin Independent School District) began implementation of AISD REACH: a Strategic Compensation Initiative in July 2007. The initiative targets three key areas: student growth, professional growth, and recruitment and retention of teachers and principals at highest needs schools. Combining an outcome-based pay for performance component based on student achievement measures with two input-based components - one for professional development and another for teaching in hard to staff schools; the district's goals for this program are: - A quality teacher in every classroom, especially in Austin's highest-needs schools; - Improved student learning at all schools and for all students; - Professional growth for teachers; and - Increased retention rates among AISD teachers and principals. ... Accordingly, this independent evaluation, which is being conducted alongside a comprehensive internal evaluation, is designed to offer feedback about teacher and principal experiences with REACH and recommendations to inform the scaling-up of the program. Our evaluation is guided by three project questions: 1.What are AISD REACH teacher attitudes toward pay for performance in general? 2.What are AISD REACH teacher attitudes toward REACH components? 3.What are teacher and principal perceptions of the implementation of AISD REACH?