51���

Current Statute

Under current guidelines, probationary periods for newly hired teachers who have been in public education for at least five of the previous eight years cannot exceed one year. 

Proposed

Flexibility in regards to the probationary contracts allows the district to evaluate the effectiveness and opportunity for growth of new educators to NISD in order to meet the needs of our students, staff, and community.   

Additional advantages may include: 

• Additional time to fully determine the teacher’s effectiveness in the classroom. 
  • From 1 year to 2 years
• Aiding the district in growing a highly accomplished faculty
• Retention of teachers
• Additional time to align the teacher to 51��� expectations

This exemption provides additional time to campus leaders to better evaluate an employee’s effectiveness and provide an opportunity for professional growth as needed.

Affected Regulation and Policy

DCA Legal/Local, DBA Legal / Local

HR 16 Regulation

Current Statute

All teachers paid by a school district must hold the appropriate teacher certificate or permit.

Proposed

Flexibility in regards to the educator certification requirements allows the district to hire teachers for hard to fill, high demand secondary courses in order to meet the needs of our students, staff, and community. Due to federal guidelines, this flexibility doesn’t apply to special education and bilingual/ESL teachers.

Additional advantages may include:

• The enrichment of applicant pools in specific secondary content areas 

More details:

Teachers hired without an existing certification will be required to enroll in and successfully complete an alternative certification program. 

Teachers hired with an existing out-of-state certification will be required to pass Texas state exams.

The 51��� and hiring campus will assess appropriate professional learning needs for any teacher hired under this exemption. 

The Board can review the 51��� process for assessment of annual needs. 

Affected Regulation and Policy

DK Legal / DK Local, DK Exhibit, DBA Legal / Local

HR 24 Regulation

Current Statute

The state issued a teacher appraisal system in 2016-2017 called the Texas Teacher Evaluation and Support System (T-TESS) and the Texas Principal Evaluation and Support System (T-PESS). The domains within these systems are developed by the State to meet the needs of the entire State of Texas.

Proposed

Flexibility in regards to the Teacher/Administration Appraisal System allows the district to develop best fit instruments to meet the needs of our students, staff, and community.   

Additional advantages may include:

• Alignment to the NISD Strategic Framework
• Support of the NISD Learner Profile 
• Differentiation by professional role

Affected Regulation and Policy

DNA Legal / DNA Local

DK Legal / Local/ Exhibit

ADM 20 Regulation

DNB Legal / Local 

ADM 21 Regulation

51��� ISD has and will continue to adhere to an established grievance policy with procedures and timelines as outlined in its local Board’s policies DGBA, FNG and GF. Such policies ensure thorough documentation of each step in the grievance process and provide adequate time for complaints to be filed, and for complaints to be heard. All records related to grievances, including submitted forms, communications, investigations, findings, resolutions, and any corrective actions are systematically maintained at the district level to ensure transparency, accountability, and compliance with legal and policy standards. The 51��� is committed to monitoring the legality and appropriateness of every decision and action taken. The 51��� is further committed to hearing, reviewing, and attempting to resolve all complaints, as well as to taking corrective action, where appropriate. 51��� ISD’s long-standing grievance policy will ensure that all such complaints are carefully reviewed and that district responses are in alignment with state and federal regulations, as well as all other local board policies.

51��� ISD follows established grievance procedures as outlined in district policy, specifically in relation to the timelines for filing an appeal prior to Texas Education Code §26.002 and for hearing such complaints. The district believes that a requirement for complaints to be submitted within 15 district business days from the date the grievant either knows, or with reasonable diligence should have known, of the decision or action that is the subject of the grievance ensures prompt attention and resolution of concerns. In cases where the grievant does not receive the requested relief at the prior grievance level, or if the response deadline has passed without a reply, the parent may proceed by requesting a conference with the Superintendent or the Superintendent’s designee to appeal the previous decision. This appeal must be submitted in writing, using the district-provided form, within ten (10) district business days of receiving the written response from Level One or Level Two. If no written response is provided, the appeal must be submitted within ten (10) days following the deadline for the response at the applicable level. The 51���’s current grievance policies also provide for a Level Three grievance to the board of trustees, except for grievances related to extracurricular activities. Accuracy of information and access to individuals that are needed to provide necessary information surrounding an issue could be compromised after 60 to 90 days. It is imperative that grievances and complaints are filed in a timely manner to ensure the best prompt response. 

• DGBA Legal / Local/ Exhibit
• FNG Legal / Local/ Exhibit
• GF Legal / Local/ Exhibit