Implementing Robust Human Capital Management Systems

TxCEE has drawn on research, best practices, and our experiences with schools to provide innovative models that systematically enhance instructional and leadership skills. The overarching approach for this work involves coordinating education initiatives and Human Capital Management System (HCMS) practices to support educator excellence and student success. Research indicates that aligning organizational systems for recruiting, promoting, supporting, evaluating, and compensating educators can enhance job satisfaction, collegiality, and effectiveness.

Learn about how the Texas Educator Excellence Model (TEEM) and Texas Educator Excellence Management System (TEEMS) can assist you in implementing a robust HCMS.

The Texas Educator Excellence Model (TEEM) is a Human Capital Management System (HCMS) that strengthens district processes to improve student outcomes. The eight TEEM strategies can be leveraged individually, but when used together as one system, districts can identify and retain effective educators, foster professional growth, and improve student learning.

TEEM Key Strategies

Click on the component titles below for additional information.

Data Driven Instruction Instructional Support –Establishing a culture of data use and continuous improvement promotes a positive campus culture and enhances student learning.
High-quality, Job-embedded Professional Development –Providing differentiated, sustained professional learning opportunities supports educator growth and ultimately improves student learning.
Educator Mentoring and Support – Implementing systems to strengthen induction, coaching, and mentoring programs leads to improved instruction and student growth.
Teacher Career Pathways – Offering a variety of career pathway opportunities to become campus leaders allows effective teachers to advance professionally while having options to maintain an instructional role.
Educator Evaluation Systems – Employing rigorous, research-based observation tools and student growth measures informs a variety of human capital management decisions.
Recruiting, Retaining, and Rewarding High-Quality Educators – Having human resource systems aligned with best practices fosters opportunities to attract, retain, and reward effective educators and improve student outcomes.
Family, Community, and Educator Involvement – Actively involving educators, parents, institutions of higher education, and other community members leads to improved educator effectiveness and student learning.
Leadership Pipelines – Providing structures to identify, support, and retain effective leaders creates environments that attract and retain other skilled educators as well as improve student outcomes.

How TxCEE Can Help:

Conduct an HCMS inventory to identify areas of strength and areas for development
Facilitate processes to engage stakeholders
Engage educators in timely and relevant onsite support and consultation to enhance the TEEM strategies
Provide a toolkit of resources for TEEM implementation
Guide implementation monitoring and support for TEEM strategies
Provide a license to use the Texas Educator Excellence Management System (TEEMS)

Every day in Texas classrooms educators are tasked with the challenge of setting rigorous academic standards based on varied educational data elements. School districts need support in making meaning from the ever-increasing supply of educational data, and transforming this data into information that can easily and effectively inform a variety of critical decisions.

With the generous support of the U.S. Department of Education, TxCEE developed the Texas Educator Excellence Management System (TEEMS). TEEMS supports the human capital needs of Texas school districts in an intuitive, easy-to-use, and functionally robust manner. TxCEE’s approach empowers district and school administrators to invest in educators and make data-driven decisions to improve effectiveness and student performance.

TEEMS informs a variety of human capital decisions such as educator evaluation, retention, promotion, dismissal, compensation, leadership potential, and professional development. These components of the data management system assist districts and campuses in their efforts to improve instruction in the classroom, improve administrator leadership, and develop structures that support educator effectiveness-particularly teachers and principals.

TEEMS can be used by Texas school districts to accomplish the following goals:

Manage Educator Evaluation data such as T-TESS, T-PESS, or McREL
Create customized Educator Evaluation Instruments using the TEEMS evaluation rubric builder
Manage Student Learning Objective (SLO) data using the TxCEE SLO Process
Calculate educator effectiveness ratings using multiple measures
Calculate performance-based compensation amounts using multiple measures
Support professional learning communities

Implementing Robust Human Capital Management Systems

TEEM Key Strategies

Click on the component titles below for additional information.

Data Driven Instruction Instructional Support –Establishing a culture of data use and continuous improvement promotes a positive campus culture and enhances student learning.

High-quality, Job-embedded Professional Development –Providing differentiated, sustained professional learning opportunities supports educator growth and ultimately improves student learning.

Educator Mentoring and Support – Implementing systems to strengthen induction, coaching, and mentoring programs leads to improved instruction and student growth.

Teacher Career Pathways – Offering a variety of career pathway opportunities to become campus leaders allows effective teachers to advance professionally while having options to maintain an instructional role.

Educator Evaluation Systems – Employing rigorous, research-based observation tools and student growth measures informs a variety of human capital management decisions.

Recruiting, Retaining, and Rewarding High-Quality Educators – Having human resource systems aligned with best practices fosters opportunities to attract, retain, and reward effective educators and improve student outcomes.

Family, Community, and Educator Involvement – Actively involving educators, parents, institutions of higher education, and other community members leads to improved educator effectiveness and student learning.

Leadership Pipelines – Providing structures to identify, support, and retain effective leaders creates environments that attract and retain other skilled educators as well as improve student outcomes.

How TxCEE Can Help: