# data[].attributes.body
Gather authentic feedback from the ones doing the work anonymously, provide the why behind new things added on our job duties.

# data[].attributes.body
As an agency we need a cost of living raise across the board not merit-based

# data[].attributes.body
Opportunity: We have talked about it in the past, we need to reduce the number of platforms we need to touch to do our work.

# data[].attributes.body
Professional Growth opportunity needs to be aligned with pay incentives.

# data[].attributes.body
The low score speaks volumes, unequal pay scales, lack of opportunities will lead to more and more movement costing the division to continuously hire and retrain. This takes time and resources away for the focus of the purpose of the division.

# data[].attributes.body
With the additional workload this year and tighter window constraints, the survey results potentially will decrease this year.

# data[].attributes.body
Continued working remotely could pose challenges to Workplace data moving forward.

# data[].attributes.body
We are in desperate need of a functional CRM that would save hours of time. We have to go to too many places to find information.

# data[].attributes.body
Treats: survey is rising a warning, just be mindful when new activities are added and all previous activities are kept.

# data[].attributes.body
Evaluate job descriptions and ensure that they are aligned, not overlapping and equality aligned.

# data[].attributes.headline
Duplication of work was very distracting. Having to enter feedback in so many different ways and so many times was frustrating. Making corrections to the rubric mid way through reviews was disheartening. I have hope that this year will be much better.

# data[].attributes.subject
Duplication of work was very distracting. Having to enter feedback in so many different ways and so many times was frustrating. Making corrections to the rubric mid way through reviews was disheartening. I have hope that this year will be much better.

# data[].attributes.body
Although it wasn't a drop (+2 gain), the results of Job Sat are still lower over the past two years. What could this say about the progress needed here?

# data[].attributes.body
Could we analyze how each team's ToA overlaps and determine if any shifts in work can be made to lessen work loads if duplication is occurring?

# data[].attributes.body
Info Systems not only dropped but over the history of data, it is the lowest since 2018. The means and ways of collecting and accessing information for our work could be a struggle. If this continued, could this also stifle Workgroup and Job Sat. in time?

# data[].attributes.body
Great job on this!  I think it's due to being able to work remotely and we have better life/work balance now.  We can meet or ask a question to our supervisor or coworker instantly via TEAMS and I think that is what helped contribute to such high scores on these two.

# data[].attributes.body
Due to recent pay surveys by TASB districts have provided pay compensations and pay incentives throughout LEA and Charter schools.

# data[].attributes.body
Evaluate the job description and ensure that the work aligns. Change takes time so new processes and systems made in haste are discarded after year. This is not a valuable use of employee efforts and time. Consider what you are requesting and understand the needs of your staff.

# data[].attributes.body
The nature of TEA is bottom (specialist) heavy. There are few growth opportunities that come with a pay increase, so likely talent will go elsewhere to find higher paying jobs.

# data[].attributes.body
A continued & heightened culture of distrust between LEA's, parents, TEA, and Legislature that may worsen with the upcoming election season.

# data[].attributes.body
The opportunities to engage in ESC and/or campus visits with other TEA groups, such as Governance, gives us further understanding of how they work and provides us with background and context in doing our work.

# data[].attributes.headline
Job Satisfaction: Caseload numbers are outside of our control and vary each year. 

# data[].attributes.subject
Job Satisfaction: Caseload numbers are outside of our control and vary each year. 

# data[].attributes.body
Job performance is not recognized financially.  Merit increases are practically non-existent.

# data[].attributes.body
Pay is never in any conversation during the SEE survey results, why?

# data[].attributes.body
While some of the lower performing questions are largely out of department control (Pay, IT) the department can focus a lens internally on career development planning and trainings to support a lens of career growth upward mobility. Deniann set an excellent example of this in a training a couple of weeks ago.

# data[].attributes.headline
too much politicizing of what teachers and teaching entails at the public and legislative levels

# data[].attributes.subject
too much politicizing of what teachers and teaching entails at the public and legislative levels

# data[].attributes.body
If I read correctly the news, education and government have received increases to retain personnel. What is the Agency plan? cost of living is impacting all of us.

# data[].attributes.body
Communication - lots of folks expressed dissatisfaction with the S drive’s organization, but it remains the same. Can we change it at all?

# data[].attributes.body
Pay is a problem, therefore, promotions and new positions seem to be the only way to keep up with the cost of living. Eventually, if employees do not see a career with this organization, talent will be lost to more competitive organizations.

# data[].attributes.body
These are at an all time high beginning 2019. They all relate to collaboration, colleague support, PM, and how it is managed. This is a strength which points to a culture of effective PM.

# data[].attributes.body
If we are planning for specialist to have such a heavy hand in presentations at SPI then we may need to start that a bit earlier. At the end it felt like a mad rush to get everything done and receive feedback, and implement that feedback before presenting.

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Provided with many different opportunities to grow professionally and personally due to training opportunities.

# data[].attributes.body
Lack of having conversations and collaboration in those areas that are weak may lead to further decreases next year.

# data[].attributes.headline
not having our student data STAAR results in a more timely fashion really hinders our work 

# data[].attributes.subject
not having our student data STAAR results in a more timely fashion really hinders our work 

# data[].attributes.body
Increase in pay could positively impact the other areas that are low

# data[].attributes.body
further cost of living increases & continued inflation, especially in the Austin area, may have a negative effect on plateaued TEA salaries.

# data[].attributes.body
We are doing a whole lot of new things this year in new ways. Many have expressed feelings such as being overwhelmed, going too fast, etc.

# data[].attributes.body
Glad to see that is has improved a bit.

# data[].attributes.body
100% of responses indicate that training is made available to do my job better.  This is a huge win.  I think the training we are providing is relevant and timely for our workflow

# data[].attributes.body
I personally feel that the opportunity to be engaged as a whole group in a virtual setting in many meetings/trainings has created bonding in a different manner and has had a positive impact.

# data[].attributes.body
2022 Results for Training (Employee Development - 100%), Ease of being who you are (Job Satisfaction - 89%) and Communication channels (Internal Communication - 88%) show that we have solid systems in place for transfer of information.

# data[].attributes.body
Is pretty abysmal. It is far behind the cost of living in Austin.

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Communication is a strength that I would like to celebrate. I appreciate the the timely and useful information we receive to support our work.

# data[].attributes.subject
Communication is a strength that I would like to celebrate. I appreciate the the timely and useful information we receive to support our work.

# data[].attributes.body
I think this had a lot to do with the refresh so it felt like at times we were doing our regular job then a completely separate job with added pressure. Especially when we were in the EOY window and doing SI Referesh

# data[].attributes.headline
$$$ people are leaving for higher paying positions. Who actually sets our pay?

# data[].attributes.subject
$$$ people are leaving for higher paying positions. Who actually sets our pay?

# data[].attributes.body
We had established workgroups around the previous years lowest areas that worked to target the areas & gain feedback from everyone as to what needs to be changed or adapted

# data[].attributes.body
We have an opportunity with the new DPAS team to leverage more possibilities of learning/training/development

# data[].attributes.body
Pay remains a significant barrier. I wonder if there is anything we can do to address this since it isn’t really set by the agency (at least that’s what I’ve heard?)

# data[].attributes.body
I think that the division has been much more intentional about giving timely information.

# data[].attributes.body
I believe communication channels have been strengthened and communication is clear and honest.

# data[].attributes.headline
When you look at a lot of the constructs on slide 5 and compare 2022 data to 2019 data, we've made some significant gains in community, supervision and strategic

# data[].attributes.subject
When you look at a lot of the constructs on slide 5 and compare 2022 data to 2019 data, we've made some significant gains in community, supervision and strategic

# data[].attributes.body
Communication channels have definitely been tightened up from eliminating Duplicative efforts in documenting to the elimination of Slack