Opportunity Culture Dashboard
Annual Opportunity Culture Teacher and Staff Survey, Spring 2023 Highlights
| 97% of Multi-Classroom Leaders (MCLs) | Would like Opportunity Culture roles to continue in their schools |
| 96% of MCLs | Agree that the Opportunity Culture model has improved student learning |
| 96% of MCLs | Agree that the supports provided translate into improved instructional practice |
| 95% of MCLs | Agree that excellent teachers have the opportunity to lead peers in their schools |
| 94% of MCLs | Report that pay opportunities are better with Opportunity Culture roles |
| 94% of MCLs | Report a positive impact on staff collaboration resulting from Opportunity Culture models |
| 95% of staff in all Opportunity Culture roles | Agree that teachers are held to high professional standards for delivering instruction |
Survey Details
In early 2023, teachers and staff in Opportunity Culture (OC) sites across the country anonymously answered a series of questions about their schools and their jobs. The questions focused on respondents’ perceptions of their school, their role, and the impact of Opportunity Culture implementation. The survey also invited respondents to identify potential improvements.
Public Impact correlates survey results with schoolwide student growth to increase our understanding of what factors contribute to Opportunity Culture success. We share the resulting insights via free materials on OpportunityCulture.org, a national e-newsletter for educators in Opportunity Culture schools, and in consultation with Opportunity Culture sites.
For each question, teachers and staff in Opportunity Culture sites indicated their level of agreement with a series of statements, selecting from “Strongly Disagree,” “Disagree,” “Agree,” and “Strongly Agree.” The survey had a response rate of 65 percent, with 6,946 teachers and staff in 195 Opportunity Culture schools responding.
For each question, figure 1 below show two results: (1) the percentage of teachers in the Multi-Classroom Leader (MCL) role who agreed or strongly agreed with the statement, and (2) the percentage of staff in all Opportunity Culture roles who agreed or strongly agreed with the statement (including MCL; Master Team Reach Teacher [MTRT]; Team Reach Teacher [TRT] roles; teachers on MCL teams; teacher residents on MCL teams; and Reach Associates [RAs], advanced paraprofessionals who support Opportunity Culture teams).
Figure 1. Percentage of MCLs and Staff in All Opportunity Culture Roles Who Agreed or Strongly Agreed
| Please rate how strongly you agree or disagree with the following statements | 2023 MCLs* | 2023 All OC Roles** |
|---|---|---|
| I would like Opportunity Culture to continue in my school next year. | 97% | 87% |
| Supports provided translate to improvements in instructional practices by teachers. | 96% | 91% |
| My school’s Opportunity Culture model has improved student learning at my school. | 96% | 85% |
| Teachers receive feedback that can help them improve teaching. | 95% | 90% |
| Excellent teachers in my school have opportunities to lead peers. | 95% | 89% |
| My school’s Opportunity Culture staffing model has improved the effectiveness of teachers. | 95% | 84% |
| Teachers are held to high professional standards for delivering instruction. | 94% | 95% |
| I have a clear understanding of the Multi-Classroom Leader’s role and responsibilities. | 94% | 86% |
| The Opportunity Culture staffing model has had a positive impact on staff collaboration. | 94% | 84% |
| Pay opportunities in an Opportunity Culture school are better than they would be without Opportunity Culture. | 94% | 82% |
| My evaluation is matched to my current role responsibilities. | 93% | 93% |
| The Opportunity Culture staffing model has had a positive impact on my school’s staff culture. | 92% | 80% |
| I have a clear understanding of how the Opportunity Culture staffing model fits the school’s vision and mission. | 92% | 80% |
| Teachers in this school really believe every child can learn. | 91% | 91% |
| My role responsibilities are clearly defined. | 90% | 91% |
| Faculty and staff have a shared vision. | 89% | 86% |
| I feel confident that pay supplements/stipends will remain available for those chosen for Opportunity Culture roles. | 88% | 81% |
| Teachers in this school are able to get through to difficult students. | 88% | 80% |
| Teachers here are confident they will be able to motivate their students. | 86% | 83% |
| I have a clear understanding of the Reach Associate’s role and responsibilities. | 86% | 70% |
| Faculty and staff in this school trust each other. | 84% | 79% |
| I have a clear understanding of the Team Reach Teacher’s role and responsibilities. | 82% | 63% |
| My school provides ongoing communication regarding the progress of my school’s Opportunity Culture staffing model. | 81% | 74% |
| I have a clear understanding of the Master Team Reach Teacher’s role and responsibilities | 74% | 60% |
| Note: “OC roles” include: MCLs, MTRs, TRTs, teachers on MCL teams, RAs, and teacher residents. | *N=438 | **N=1,571 |
Figure 2. Role-Specific Questions Asked Only of MCLs*
| Please rate how strongly you agree or disagree with the following statements | % Agree or Strongly Agree |
|---|---|
| I have protected time to build relationships with the students my team teachers are responsible for. | 80% |
| I have protected time to support/coach team teachers on my team. | 79% |
| I have protected time to provide instruction to my team teachers’ students. | 78% |
| *N=438 |
Figure 3. Role-Specific Questions Asked Only of MCLs, MTRTs, and TRTs*
| Question Text: Please rate how strongly you agree or disagree with the following statements | % Agree or Strongly Agree |
|---|---|
| My principal and/or assistant principal take actions that support my success in my Opportunity Culture role. | 90% |
| I have adequate planning time for my extended reach role. | 69% |
| *N=565 |
Figure 4. Role-Specific Questions Asked Only of Teachers Supported by an MCL*
| Question Text: Please rate how strongly you agree or disagree with the following statements | % Agree or Strongly Agree |
|---|---|
| I appreciate the support I receive from my MCL. | 89% |
| My MCL and I are both held accountable for my students at the end of the school year. | 84% |
| My MCL’s support is tailored to my students’ needs. | 82% |
| My MCL’s support is tailored to my needs. | 81% |
| *N=1,085 |
Sites Participating in the 2023 Opportunity Culture Survey
- Aldine Independent School District, TX
- Arkansas Department of Education, AR
- Baltimore City Public Schools, MD
- Chesapeake Public Schools, VA
- Cumberland County Schools, NC
- Ector County Independent School District, TX
- Fort Bend Independent School District, TX
- Guilford County Schools, NC
- Hertford County Schools, NC
- Houston Independent School District, TX
- Klein Independent School District, TX
- La Vega Independent School District, TX
- Memphis Charter Cohort, TN
- Midland Independent School District, TX
- Nash County Public Schools, NC
- Spring Independent School District, TX
- Uplift Education, TX
- Vance County Schools, NC
- Waco Independent School District, TX
- Wilson County Schools, NC
- Winchester Public Schools, VA
- Winston-Salem/Forsyth County Schools, NC