HISD Hits Pause: Evaluation Error Halts Teacher Nonrenewal Talks
Houston, TX – In a move that sent ripples of confusion and concern through the ranks of Houston ISD educators, the district abruptly paused conversations regarding teacher contract non-renewals this past Friday. The reason? A significant calculation error that incorrectly skewed teacher evaluation scores.
Imagine being an HISD teacher, potentially called in for a difficult conversation about your future, only to have the process halted mid-stream due to a district mistake. That's the reality faced by an unknown number of educators after Houston Independent School District (HISD) discovered that scores from February and March classroom observation walkthroughs (known as "spot scores") were given too much weight in overall performance calculations.
The Heart of the Problem: Skewed Scores, Inflated Concerns
According to reports from the Houston Chronicle, this miscalculation led the district to believe a higher number of teachers fell into its lower performance tiers – "Unsatisfactory" and "Progressing I." Under the current system, a teacher's evaluation heavily relies on "Quality of Instruction" (which includes classroom observations, walkthroughs, and professionalism – making up 65% of the score) and student achievement. Teachers receive six spot observations annually and can drop their lowest score.
The consequences for landing in these lower tiers can be severe. State-appointed Superintendent Mike Miles has previously stated that teachers rated "Unsatisfactory" are removed from the district. This error, therefore, potentially put teachers' livelihoods at risk based on faulty data.
Uncertainty and a Call for Correction
While HISD has stopped the file review conversations and pledged to notify teachers who were incorrectly flagged once recalculations are complete, significant questions linger. It remains unclear exactly how many teachers were initially told their contracts were under review due to the error, or how far these sensitive conversations had progressed before the district realized its mistake.
Jackie Anderson, President of the Houston Federation of Teachers, which represents roughly 7,000 employees, expressed strong concerns. "They are too quick to be punitive, too quick to go after employees, rather than taking their time and looking at the big picture and making sound decisions," Anderson told the Chronicle, calling the situation "a matter of incompetence." She urged the district to withdraw all notices for file review issued recently until the problem is fully resolved. Anderson also noted a telling spike in union interest, with 35 teachers calling to join HFT this week alone, likely fueled by anxiety over the review process.
Context is Key: Looming Changes Magnify Stakes
This evaluation blunder occurs at a particularly sensitive time for HISD. The district is actively conducting these file reviews ahead of a major shift next academic year to a new evaluation framework: the "Teacher Excellence System," which the board approved in March.
Furthermore, this incident coincides with Superintendent Miles's recent announcement of a bold move towards a pay-for-performance model. This new system, set to be informed by evaluation data collected starting next year (for payouts in 2026-27), will tie teacher compensation directly to performance metrics rather than the traditional salary schedule based on experience. HISD aims to become the largest district in the country using such a model.
Moving Forward: Accuracy Must Be Paramount
While halting the flawed process was the necessary immediate action, this incident underscores the critical need for accuracy and diligence in HISD's evaluation systems, especially as the district embarks on transformative, high-stakes changes. The stress inflicted upon teachers who were potentially wrongly flagged is undeniable, and such errors risk eroding trust between educators and district leadership.
As HISD recalculates and communicates with affected staff, the focus must be on transparency and implementing rigorous checks and balances to prevent future mistakes. With teacher careers and the district's ambitious new compensation structure on the line, getting the evaluations right isn't just important – it's essential.