T-TESS for Late Hires

Like all teachers new to the district, late hires are required to have a full Texas Teacher Evaluation and Support System (T-TESS) or locally developed appraisal during the first year of employment. 

HR should remind campus administrators of the need to provide a full appraisal for late hire teachers and ensure it is completed.  The full appraisal includes creating and monitoring the Goal Setting and Professional Development (GSPD) plan, holding pre- and post-conferences, conducting the 45-minute observation and walk-throughs, scheduling the end-of-year conference, and providing the written summative annual appraisal report.

Appraisal Benefits

Implementing the full appraisal process during the first partial year provides the opportunity for the administrator to become well acquainted with the teacher, the teacher’s pedagogical practices, and the performance of the teacher’s students. The appraisal process also gives the administrator ample knowledge to determine future employment action and contract decisions. If adverse employment action is taken, the appraisal records serve as documentation to show the decision is job-related and nondiscriminatory.

T-TESS Procedures

Teachers new to the profession and new to a district must be provided an orientation to the T-TESS regardless of whether the teacher started before or after the first day of instruction.

Orientation for teachers starting prior to the first day of instruction must be held no later than the final day of the first three weeks of school and at least two weeks before the first observation. Best practice for late hires would be a similar timeline providing an orientation within the first three weeks of the teacher’s start date.

Just like the beginning of the year training, the orientation must be conducted in a face-to-face setting and provide all state and local district appraisal policies along with the appraisal calendar. The teacher must be given the opportunity to participate in a discussion of the T-TESS specifics and have any questions about the process answered. Formal observations are prohibited in the two weeks following the orientation.

A teacher in the first year of appraisal under T-TESS and teachers new to the district must participate in a GSPD plan conference. Teachers beginning before the first day of instruction must submit their plan for approval to their appraiser within six weeks from the day of completion of the orientation. Using a similar timeline for teachers hired after the first day of instruction would be the best approach.

Busy administrators may forget to implement all or some of the appraisal process or to adhere to the district’s appraisal calendar. A full appraisal process is important to confirm a teacher was the right hire. Reminding appraisers to be diligent in these duties will benefit the late hire teacher and the district.    

Resources

The Administrator’s Guide to Managing Employee Performance is a valuable resource that provides guidance for supervisors on how to effectively use the evaluation process to successfully manage and improve employee performance. This guide can be purchased in the online TASB store.

A multitude of sample evaluation forms, including a sample self-appraisal form, are available in the HR Services Resource Library, filtered for performance (member login required). It is common to include a section on the evaluation form for general skills expected from all employees and a specialized skills section specific to the job.

Additional resources for the T-TESS appraisal process can be found on the Texas Education Agency’s (TEA) T-TESS website. For campus administrators appraised through T-PESS, more information can be found on TEA’s T-PESS website.