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

In 2009, DCPS reinvented its teacher evaluation process into a rigorous, multiple measure system that gives all school-based employees clear and actionable feedback. Designed with input from teachers and administrators, this research-based approach to evaluation created a strong performance-based culture across the district. IMPACT has driven changes in teacher quality that have produced, on average, four additional months of student learning per year—both in reading and in math.1

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:

1Adnot, M., Dee, T., Katz, V. &Wyckoff, J. (2017). “Teacher Turnover, Teacher Quality and Student Achievement in DCPS” Educational Evaluation and Policy Analysis.