Weatherford Democrat

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January 22, 2013

WISD receives ‘clean’ audit


Crosby said the district currently has 938 employees (492 teachers, 89 professional support staff, 109 educational aides, 31 campus administrators, seven central office administrators, and 210 auxiliary staff).

“Our teachers are 100 percent highly qualified,” he added, “which is where the state wants us to be.”

Crosby also shared recent survey result data that indicated an 86-percent approval rating by WISD staff members.

“The drop in employee satisfaction was most likely due to employees’ responses concerning salaries and benefits by some employee groups,” he added.

Crosby also mentioned the Alternative Teacher Appraisal Program that his department began piloting last school year.

“We made some corrections and brought in three additional campuses to the pilot program this year,” he said. “Hopefully, once we work out all the bugs, we will be able to roll out the program to the entire District in about two years.”

AEIS report

Paula Mower, WISD’s Director of Assessment and Organizational Development, provided a review of the District’s Academic Excellence Indicator System report for 2011-12, followed by a public hearing by the board.

Mower said the report includes district and campus student performance information, attendance rates, dropout rates, completion rates, college readiness indicators, and an annual performance on school safety.

“This year’s report did not include district or campus accountability information because of the state’s switch to the new STAAR testing system,” Mower said.

The AEIS report may be viewed on the district’s website or at any school library. Also, hard copies are available at both the district Services Building or at the Weatherford Public Library.

Other business

Other items approved at Thursday’s meeting included:

• Revisions to Board Policy DH (Local). This policy outlines employee standards of conduct as well as an employee’s responsibility to notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of the employee for any felony, any offense involving moral turpitude, and any other offense outlined within the policy.

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