Teacher Career Pathway

TCP logo

At KIPP Texas Public Schools, we believe excellent teaching is the key to delivering on promises to students and families. The prestigious profession of teaching is the most important work done each day at KIPP Texas. To recognize the work of our teachers, we have created the Teacher Career Pathway (TCP) with the goal of developing, recognizing, and rewarding excellent teaching.

Development & Evaluation Framework

The Development and Evaluation Framework represents what we believe excellent teaching looks like at KIPP Texas.

Student Growth & Achievement

An excellent KIPP teacher consistently prepares students for success to and through college by ensuring students meet and exceed academic expectations.

Quality of Instruction

An excellent KIPP teacher facilitates student learning and growth through rigorous, joyful instruction.

Student & Family Relationships

An excellent KIPP teacher builds strong relationships and maintains high expectations for all students.

Self and Others

An excellent KIPP teacher is committed to KIPP Texas’s mission, lives and values, and demonstrates a high level of professionalism and growth mindset.

Development and Evaluation

Placement, Rewards, & Recognition

Teachers are placed, or advance along the Pathway, at the conclusion of each year. After placement, teachers are eligible for a wide variety of rewards and recognition associated with each of our stages on the Pathway.

There are five stages on the Teacher Career Pathway

Emerging Teacher

Teachers at this stage are working to master important foundational teaching practices and receive significant coaching and support to build their teaching skills. Emerging Teachers are learning to build meaningful relationships with students and their families.

Proficient Teacher

Proficient Teachers have shown a foundational level of effectiveness and are continuing to receive coaching and support. They work hard to improve their practice in order to increase student growth and improve classroom culture and core instruction. Proficient Teachers achieve significant results for at least some students, have strong foundational teaching practices, and are active members of the school community.

High-Performing Teacher

High-Performing Teachers are consistent contributors and key to the success of the school. They achieve significant, consistent results for most students and are effective in almost every area of their teaching practice. High-Performing Teachers have strong relationships with students, building their character while also maintaining regular communication with families. Achieving the designation of a High-Performing Teacher is honorable given the high standards that must be consistently met to reach this level.

Distinguished Teacher

Distinguished Teachers are highly effective, with proven track records of quality instruction and significant, consistent student achievement and/or growth for almost all students. Distinguished Teachers are strong in almost every area of their teaching practice and exemplary in many areas Distinguished Teachers work closely with families to help their students be successful and consistently keep families updated on their child’s progress. It’s a great achievement to earn KIPP Distinguished Teacher.

Master Teacher

Master Teachers are masters of their craft and consistently have extraordinary results with all students. They articulate a vision for student performance that unequivocally puts students on track to a life of choice and their student outcomes are consistently exemplary year to year. Master Teachers place an emphasis on student growth and work to ensure that students have the tenacity to find success after they leave KIPP Texas. They are models for classroom practice with embedded excellence in academic rigor, a culture of joy, deep student engagement, and real character development. They have high expectations, and empower students to be leaders in their own education and lives.

Rewards and Recognition Overview

KIPP Texas teachers on the TCP earn increased compensation, differentiated professional development opportunities, leadership opportunities, and formal recognition as they advance. There are multiple rewards and types of recognition from which Teacher Career Pathway teachers can benefit.

Nadia Abdalah from KIPP Texas Austin Paseo Primary (left), being recognized by Assistant Principal, Anne Boswell (right)

Distinguished and Master Teacher Dinner

Each year KIPP Texas brings together our Distinguished and Master teachers to celebrate their impact on students and our community.

Photo: Nadia Abdalah from KIPP Texas Paseo Primary (left), being recognized by Assistant Principal, Anne Boswell (right)

Sherl Russo from KIPP Spirit College Prep-KIPP Texas in Houston.

Planning Days

Teachers at various stages along the Pathway have the opportunity to spend a half-day or a full-day long-term planning for their classrooms. This is an excellent opportunity for teachers to take a step back and create exciting ways to engage their students!

Photo: Sherl Russo from KIPP Spirit College Prep

Geoffrey Carlisle from KIPP Texas Austin College Prep.

Observations of High-Performing Teacher Classrooms

High Performing teachers have the opportunity for a full-day observation at another KIPP Texas school in the same city.

Photo: Geoffrey Carlisle from KIPP Texas Austin College Prep

TCP In Action

Each year, TCP-eligible teachers engage in a variety of development, recognition, and reward opportunities. Let’s take a look at what a year on the Teacher Career Pathway looks like at the Proficient and High-Performing stages.

2Proficient Stage

Meet Jeremy. Jeremy is a 4th grade teacher who just finished his 1st year teaching at KIPP Texas. Based on his TCP results from his 1st year, he placed at the Proficient Stage. This is what Jeremy can expect during his 1st year as a Proficient Teacher on the Teacher Career Pathway:

Beginning-of-Year Conversation:
Jeremy and his coach discuss his goals and development plan for the year ahead.


Prep Day:
As a Proficient teacher, Jeremy earns a Prep Day during which he can spend the school day doing classroom planning.

Student & Family Relationship (SFR) Surveys:
Jeremy receives feedback on his performance this school year directly from his students and families.


Salary Add-On:
Jeremy receives the 1st half of his $1,500 Salary Add-On for being a Proficient teacher on the TCP.

Middle-of-Year Conversation:
Jeremy discusses his current areas of strength and growth with his coach. Together, they update Jeremy’s development plan for the rest of the school year.

SFR and Self & Others Surveys:
Jeremy receives feedback on his performance this school year directly from his students and families AND from his teammates.


End-of-Year Conversation:
Jeremy and his coach meet to discuss all of the amazing things he has accomplished this school year as well as what to expect for his development next school year.


Salary Add-On:
Jeremy receives the 2nd half of his $1,500 Salary Add-On for being a Proficient teacher on the TCP.

Coaching Cycles

During the school year, Jeremy regularly meets with his coach to receive feedback on his current performance in the classroom and on his school team.

3High-Performing Stage

Meet Elena. Elena is a 9th grade teacher who just finished her 1st year teaching at KIPP Texas. Based on her TCP results from her 1st year, she placed at the High-Performing Stage. This is what Elena can expect during her 1st year as a High-Performing Teacher on the TCP.

Beginning-of-Year Conversation:
Elena and her coach discuss her goals and development plan for the year ahead.


Prep Day:
As a High-Performing teacher, Elena earns a Prep Day during which she can spend the school day doing classroom planning.

Student & Family Relationship (SFR) Surveys:
Elena receives feedback on her performance this school year directly from her students and families.


Career Development Stipend:
Elena receives a Career Development Stipend from the TCP Team. She can use this stipend to pay for a Professional Development Opportunity that she would like to attend.


Salary Add-On:
Elena receives the 1st half of her $5,000 Salary Add-On for being a High-Performing teacher on the TCP.

Middle-of-Year Conversation:
Elena discusses her current areas of strength and growth with her coach. Together, they update Elena’s development plan for the rest of the school year.


Appreciation Gift:
Elena receives an appreciation gift from the TCP Team as a special thank-you for all her hard work as a High-Performing teacher this school year.

SFR and Self & Others Surveys:
Elena receives feedback on her performance this school year directly from
her students and families AND from her teammates.


End-of-Year Conversation:
Elena and her coach meet to discuss all of the amazing things she has accomplished this school year as well as what to expect for her development next school year.


Salary Add-On:
Elena receives the 2nd half of her $5,000 Salary Add-On for being a High-Performing teacher on the TCP.

Coaching Cycles

During the school year, Elena regularly meets with her coach to receive feedback on her current performance in the classroom and on her school team.

Questions?

Do you have any questions about the Teacher Career Pathway at KIPP Texas?

Contact us