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Board reviews TAPR results and teacher turnover; district staff plan follow-up analyses
Summary
District staff presented the Texas Academic Performance Report highlights—attendance 94.2%, graduation rate 96.3% (class of 2023), and CCMR at 65.6% for that cohort—and the board discussed an elevated teacher-turnover rate that spiked after the pandemic.
(Note: This article summarizes the meeting—s public hearing on the Texas Academic Performance Report (TAPR) and the subsequent discussion of staff retention and district finance.)
Trustees received the district—s TAPR highlights and related staffing and finance context. Administration showed STAAR results where the district exceeded regional and state averages on "Approaches" and "Meets;" mastery rates were closer to the region. Attendance was reported at 94.2% for 2023-24, chronic absenteeism was lower than the region and state, and the dropout rate was 1.2%.
On postsecondary metrics, the TAPR reflects lagged data: the presentation used data for the class of 2023 (published as the 2024 TAPR). That report listed a 96.3% four-year graduation rate and a CCMR rate of 65.6% for that cohort (compared with 76.3% statewide in the cited period). District leaders noted increases in industry-based certifications and SAT participation (district SAT participation at 84.8% with 37.3% meeting SAT criteria; average SAT slightly above 1,000).
In a substantial discussion following the TAPR presentation, district human-resources and leaders reported a post-pandemic rise in teacher turnover: turnover spiked in 2022-23 and remained high in 2023-24 compared with earlier years and several peer districts. HR staff said the district will use exit surveys and other data to identify retention drivers and will treat the 2024-25 year as a baseline for retention strategies. The board and staff discussed recruitment, induction and supports for new teachers.
On finance, the chief financial officer noted district general-fund operating dollars per student in the 2022-23 year were lower than the state average (about $8,700 vs. a state average slightly over $10,000 when federal and bond items are excluded). Staff explained multiple causes, including district demographic mix (lower rate of economically disadvantaged students than many Texas districts), the district—s compressed tax-rate choices and differences in local property tax decisions.
Board members requested a follow-up that compares the district—s teacher pay by years of experience with peer districts and asked staff to return with comparative pay tables and narratives about midpoint choices and their effects on raises and retention.
Ending Administration said additional TAPR-related documents will be posted online per TEA requirements and that staff will return with comparative pay data and a targeted plan to investigate and reduce teacher turnover.
