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IMPACT: The DCPS Evaluation and Feedback System for School-Based Personnel

IMPACT: The DCPS Evaluation and Feedback System for School-Based Personnel

In 2009, DCPS reinvented its teacher evaluation process into a research-based approach to evaluation based on a rigorous, multiple measure system that sets expectations for all school-based employees and provides opportunities for clear and actionable feedback. IMPACT has evolved over the past ten years—and has again evolved as a result of the IMPACT Review. 

IMPACT Review: A Focus on Continuous Improvement

Through IMPACT, DCPS provides continuous feedback to both celebrate our high-quality school-based staff and provide opportunities for ongoing growth and development.

Fall 2019 marked the 10-year anniversary of the implementation of IMPACT. Informed by Chancellor Ferebee’s engagement with DCPS staff and our district’s commitment to ensuring that DCPS continues to attract and retain the best teachers in the nation, DCPS launched a comprehensive review of IMPACT, focused on teacher evaluation, starting Spring 2020. Through this process, DCPS embarked on a multi-year examination of how we can update our current performance evaluation system to ensure our teachers have the support that they need to succeed and continue to be held to consistent, high standards.

This process has been informed by feedback from DCPS stakeholders – from members of the Washington Teachers’ Union to school leaders to national evaluation experts – to better ensure that our evaluation system evolves in ways that continue to support the success of all educators and to provide all students with access to high-quality instruction. In this process, we have partnered with educational experts to support our feedback-gathering and analysis, so that IMPACT will further reflect the needs of our community and will be further aligned with national best practices that continue to make DCPS a leader in teacher quality and support.

July 2022 IMPACT Review Update

Evolutions to IMPACT (to be implemented in SY22-23) were shared with DCPS stakeholders in July 2022. 

Note that an initial set of evolutions to IMPACT were shared with DCPS stakeholders in August 2021.

You can find IMPACT Review Findings—includes IMPACT data and analysis and stakeholder perception feedback results and analysis—at

What’s next? DCPS will continue to gather and analyze feedback and consider potential evolutions to IMPACT for teachers. At the same time, DCPS will begin exploring evolutions to School Leader IMPACT.

Putting Growth First

IMPACT reflects our belief that everyone in our system plays a critical role in improving student outcomes. With an outstanding teacher in every classroom and excellent staff members throughout our schools, our students will graduate prepared for success. IMPACT supports professional growth by:

  1. Clarifying Expectations — IMPACT outlines clear performance expectations and provides a common language of success for all school-based employees.
  2. Providing Frequent and Meaningful Feedback — Quality feedback is a key element in improving one’s practice. Regular feedback opportunities support reflection and action planning toward excellence.

“I’m so lucky to have started my teaching career in DCPS and to have developed my craft under IMPACT. The feedback I have received from observers over the years has made me a better teacher and in turn has helped my students learn in a more joyful classroom. Teaching in DCPS isn’t like teaching anywhere else. Having a framework like IMPACT — the inspiring Essential Practices, the professional development opportunities, the continuous focus on growth and collaboration with leadership — shows how much DCPS values its teachers and values learning. I’m very thankful to be a part of it.”

- DCPS Teacher, Eastern Senior High School

IMPACT for Teachers

DCPS teachers receive feedback through four core IMPACT measures:

Instructional Practice: DCPS' definition of great instruction is captured in its recently created Essential Practices (EP) observation rubric. Among the key ideas in the EPs are rigor, student ownership of learning, and an inclusive and supportive classroom culture.
Student Achievement: All DCPS teachers set ambitious student achievement goals specific to their content areas. Many teachers also have a "value-added" measure (based on the PARCC assessment) that assesses growth in student learning.


Instructional Culture: Many DCPS teachers receive feedback on classroom culture from their students through a research-based survey administered each year. The survey asks students to respond to statements like: "My teacher gives us time to explain our thoughts."
Collaboration: Teachers are recognized for the many contributions they make to their school communities beyond their core instructional duties.

Celebrating Teachers

Great teachers are essential to student success. That is why DCPS teachers who earn Highly Effective ratings are rewarded with bonuses up to $25,000 and can earn up to $3.7 million over the course of their careers through IMPACTplus—DCPS’s performance-based compensation system. By paying teachers what they are worth, DCPS excels at retaining its most effective teachers, particularly in its highest-need schools.

93%+ of "Highly Effective" teachers are retained in DCPS; 94%+ of DCPS' best teachers are retained in high-poverty schools.

Highly Effective teachers are also celebrated at Standing Ovation, an annual gala hosted by the DC Public Education Fund. This star-studded celebration honors the achievements of DCPS' top teachers, publicly recognizing their outstanding work and awarding cash prizes. Grammy-winning recording artists such as John Legend, Wyclef Jean, and Roberta Flack have performed at this event to honor DCPS teachers.

Learn more about IMPACT: