Connect with us

Technology

Dallas County Schools Show Continued Progress in 2026 Accountability Ratings

Published

on

Results provide an updated look at student outcomes across Dallas County, with more campuses earning A or B ratings and fewer receiving D or F ratings

DALLAS, Aug. 14, 2026 /PRNewswire/ — The Texas Education Agency (https://tea.texas.gov/) today released its 2026 A–F Accountability Ratings, providing families, district leaders, and communities across Texas with an annual look at student outcomes across Texas public schools.

Accountability ratings provide a comparable measure of school performance, helping families and education leaders understand where students are experiencing strong academic outcomes and where additional attention and support may be needed.

Dallas County Results
This year’s results show modest improvement across Dallas County. In 2026, 60% of campuses received an A or B rating, 26% received a C, and 14% received a D or F.

Compared with 2025, the share of Dallas County campuses earning an A or B increased from 58% to 60%, while the share receiving a D or F declined from 16% to 14%. The share of campuses receiving a C remained relatively stable at 26%. Overall, Dallas County outpaced the state, with stronger growth in A- or B-rated campuses and a greater decline in D- or F-rated campuses.

This year’s results provide encouraging momentum for Dallas County, while also pointing to an important opportunity to build on that progress. While relatively few campuses are receiving the state’s lowest ratings, there remains significant room to help more schools move toward stronger student outcomes that ultimately ladder up into postsecondary success.

2026 Statewide Results
Dallas County’s results largely mirrored trends across the state. Across Texas, 61% of campuses received an A or B rating, 24% received a C, and 15% received a D or F, compared with 60%, 26%, and 14% in Dallas County, respectively.

Statewide results remained relatively stable compared with 2025, with a slight shift toward higher ratings. The share of Texas campuses earning an A or B increased from 60% to 61%, while C-rated campuses declined from 25% to 24% and D- or F-rated campuses remained at 15%.

“Seeing more Dallas County campuses earn higher ratings is encouraging, especially as the county saw stronger improvement than the state overall. These ratings reflect stronger outcomes for students, and the opportunity now is to build on those results and ensure that more schools and students experience that same success,” said Miguel Solis, president of The Commit Partnership (www.commitpartnership.org). “Helping more schools achieve stronger student outcomes will require continued focus on what we know matters most for students: high-quality instruction and materials, expanding instructional time, and ensuring schools can attract, develop, and retain effective teachers. By pairing those investments with actionable data that helps educators understand and respond to student needs, we can prepare more students for success in college, career, and beyond.”

What Is the A–F Accountability System?
Texas’ accountability system assigns every eligible public school district and campus an overall grade from A through F based on student outcomes.

Ratings are based on three components that consider overall student achievement, academic progress year-over-year, and outcomes across different student groups. Importantly, the system considers the better of student achievement or academic progress, allowing schools to receive credit when students demonstrate strong growth regardless of where they begin academically. For high schools, ratings also incorporate graduation rates and measures of college, career, and military readiness (CCMR).

The system provides families with a transparent and comparable way to understand school performance while helping education leaders identify which campuses are demonstrating strong instruction, areas for improvement, and schools where additional support may be needed.

Economically Disadvantaged Students Remain Less Likely to Attend Higher-Rated Schools
The 2026 ratings also provide an important look at whether students across Dallas County have equitable access to high-performing schools.

Economically disadvantaged students remain more than twice as likely to attend a D- or F-rated campus than students who are not economically disadvantaged.

In 2026:

14% of economically disadvantaged students attend a D- or F-rated campus. That compares with 6% of students who are not economically disadvantaged.57% of economically disadvantaged students attend an A- or B-rated campus, compared with 77% of their peers.

This persistent gap highlights the need to ensure that every student attends a school with the staffing, resources, and support necessary to deliver strong academic outcomes, regardless of their economic circumstances.

Middle Schools Make Significant Gains in 2026
Accountability ratings also reveal differences in outcomes across school types. In Dallas County, 60% of middle schools received an A or B rating in 2026, compared with 52% of elementary schools and 90% of high schools. At the same time, 14% of middle schools received a D or F, compared with 19% of elementary schools and no high schools.

Middle schools demonstrated notable growth in 2026. The share of Dallas County middle schools receiving an A or B increased 14 points year over year, while the share receiving a D or F declined 7 points.

Building on this progress will be important as students navigate the middle grades and develop the academic foundation needed to successfully transition into high school and remain on track for postsecondary success. Improving middle school outcomes is also among the Texas House Public Education Committee’s interim charges, signaling an area of focus for lawmakers as they study potential policy solutions ahead of the 90th Legislative Session. Furthermore, strengthening student proficiency in math and reading is among the key charges of the Texas Classroom Commission, which held its inaugural meeting this month with Governor Abbott, demonstrating a sustained commitment to improving student outcomes ahead of the 90th legislative session.

Sustained Campus Turnarounds Show What Is Possible
While accountability ratings provide an annual snapshot of school performance, looking across multiple years can help identify campuses demonstrating sustained improvement.

Across Dallas County, 40 campuses that received a D or F rating in 2023 improved to an A or B by 2026, improving or maintaining their rating each year along the way. Thirteen of these campuses are elementary schools, 7 are middle schools, 17 are high schools, and 3 span multiple school levels.

These sustained turnarounds demonstrate that significant improvements in student outcomes can be achieved and maintained over time. Understanding what contributed to their success can help identify practices and investments that could support improvement at other campuses across Dallas County and the state.

Looking Ahead: Texas’ 2028 Accountability Refresh
Texas periodically refreshes its A–F accountability system to ensure it continues to reflect the state’s expectations for student success. The next refresh will take effect with the 2028 accountability ratings and incorporate feedback from families, school leaders, and policymakers.

One area of continued evolution is how the system measures college, career and military readiness (CCMR). The 2026 reports show 87% of Texas graduates met the state’s CCMR standard for accountability, meanwhile the latest THECB HS Graduates to Higher Ed Outcomes report on postsecondary completion show only 26% of graduates ultimately earn a credential. This highlights a gap between how the current system measures readiness and students’ longer-term postsecondary outcomes.

As part of the refreshed system, Texas will begin differentiating among CCMR indicators based on how strongly they are associated with postsecondary success. The Class of 2030, or students entering ninth grade this school year, will be the first class evaluated under the new CCMR framework. The updated weighting will be reflected in accountability ratings beginning in 2031.

The changes provide an opportunity to better align how Texas defines and rewards college and career readiness with the outcomes students experience after high school, while also giving school systems time to adjust how they prepare students for postsecondary education and the workforce.

“Accountability is most useful when it helps us turn information into action,” said Bridget Worley, Chief State Impact Officer at the Commit Partnership. “Families deserve clear information about how their schools are serving students, and education leaders need reliable data to understand where students are succeeding and where additional support is needed. As Texas prepares for changes to how college, career, and military readiness is measured, we’re grateful that districts have been given time to evaluate their outcomes and adjust how they prepare students, and we’re already seeing districts across Dallas County and Texas begin that work.”

Explore the 2026 Accountability Data
The Commit Partnership will continue analyzing the 2026 Accountability Ratings in the coming weeks, including statewide and regional trends, Dallas County performance, student-group outcomes, and campuses demonstrating significant improvement.

Explore Commit’s initial analysis and interactive accountability resources:

2026 Accountability Latest Learnings AnalysisAccountability Ratings Data Dashboard

About The Commit Partnership
The Commit Partnership (www.commitpartnership.org) aims to break the cycle of poverty in Dallas County by examining its numerous root causes and working with others to remove systemic barriers to opportunity for all students. Commit Partnership discovers robust data insights and activates them through trusted relationships to innovate systems and unlock public funding in ways that address the root causes creating current student outcomes. Commit Partnership’s true north goal is that, by 2040, at least half of all 25–34-year-old residents in Dallas County, irrespective of race, will earn a living wage.

Media Contact
John Walls
Director, Communications & Engagement
The Commit Partnership
john.walls@commitpartnership.org

View original content to download multimedia:https://www.prnewswire.com/news-releases/dallas-county-schools-show-continued-progress-in-2026-accountability-ratings-302852228.html

SOURCE The Commit Partnership

Continue Reading
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

Technology

Karsan Autonomous e-ATAK Begins Passenger Service at the World-Famous Efteling Theme Park

Published

on

By

ISTANBUL, Aug. 15, 2026 /PRNewswire/ — Developing advanced transportation solutions with its vision of staying one step ahead in the future of mobility, Karsan is further strengthening its global leadership in autonomous public transportation with another landmark project. As part of the project launched at the world-renowned Efteling theme park, Karsan Autonomous e-ATAK began carrying passengers on August 12, 2026, connecting Efteling’s main public transport hub with hotels, accommodation facilities and visitor amenities in the area. Commenting on the project, Karsan CEO Utku Ayyarkın said: “We are extremely proud that Karsan Autonomous e-ATAK has become the first autonomous bus to operate on public roads in the North Brabant region of the Netherlands. Following our operation at Rotterdam The Hague Airport, this second autonomous deployment in the Netherlands further strengthens our position in Europe with another important reference project. The fact that Autonomous e-ATAK has been selected for Efteling, a globally recognized destination welcoming millions of visitors every year, is an important testament to the maturity of our technology and the confidence our partners place in Karsan. At Karsan, we do not simply anticipate the future of mobility; we make our advanced technology solutions part of everyday life. Through autonomous projects implemented across different countries and use cases, we are turning the future of public transportation into reality today. We will continue to lead the wider adoption of autonomous public transportation, particularly across Europe and on a global scale.”

One of the pioneering brands driving the transformation of electric and autonomous public transportation in Europe, Karsan is adding another real-world deployment to its portfolio of advanced mobility solutions. Autonomous e-ATAK, which began operating at Efteling, one of the Netherlands’ leading tourist destinations, will serve a route of approximately 6 kilometers. The vehicle will carry passengers between Efteling Hoofdingang and Wonderhotel stops in mixed traffic using SAE Level-4 autonomous driving technology.

Designed to be accessible to passengers with disabilities and offered free of charge, the service will connect Efteling’s main public transport hub with hotels, accommodation facilities and visitor amenities in the surrounding area. In doing so, the project will support not only the advancement of autonomous technology but also a more accessible, inclusive and sustainable approach to mobility.

A Landmark Collaboration for Autonomous Mobility at Efteling!

The official launch of the project took place at Efteling on August 10, 2026. Representatives from Efteling, Arriva, Province of North Brabant, the Municipality of Loon op Zand, Netherlands Vehicle Authority (RDW) and Dutch Automated Mobility, attended the launch ceremony. Covered by Dutch national and trade media, the event brought together public authorities, technology companies and public transport operators for an important milestone in autonomous mobility. Implemented through the collaboration of Karsan, Arriva, the Province of North Brabant, the Municipality of Loon op Zand, SmartwayZ.NL, Dutch Automated Mobility, Applied Autonomy and ADASTEC, the project stands out as a compelling example of strong public-private cooperation shaping the future of autonomous mobility in Europe. 

Photo: https://mmx.prnewswire.com/media/MS1970184/Efteling-Karsan-Autonomous.jpg?id=OA2888191&token=eyJhbGciOiJkaXIiLCJlbmMiOiJBMjU2R0NNIn0..PMxuJ-J-hzAmxs0X.ZxiDa4f1szgqo7GvneE2_0jbYQ1f6AeLN101B8bdhA3KBlqi26osbUSmyxbHw3oWwwpgaBqeGB5vrXjj5MPXr5bnODvMhDx7aq9gIjSXU0dFULOOu5H-fiqBYtKn9tZrEno.n8970jXjz8HXPvqXk3QZYg

Logo: https://mmx.prnewswire.com/media/MS1811739/KARSAN-Logo.jpg?id=OA2888190

View original content to download multimedia:https://www.prnewswire.com/news-releases/karsan-autonomous-e-atak-begins-passenger-service-at-the-world-famous-efteling-theme-park-302852309.html

SOURCE KARSAN OTOMOTİV SAN.VE TİC.A.Ş.

Continue Reading

Technology

5 Cloud Engineering Career Lessons The Apex Institute Teaches on “The 1% Move”

Published

on

By

Host Tayo Lusi, founder of The Apex Institute, breaks down the recurring lessons behind cloud engineering careers that pay $300K to $500K.

The five cloud engineering career lessons tech professionals take from The 1% Move podcast are: pick one high leverage skill, build proof instead of collecting certificates, describe your work in money rather than tools, understand that positioning sets the offer before the interview, and interview while you still have a job.

BOWIE, Md., Aug. 15, 2026 /PRNewswire/ — Plenty of skilled tech professionals sit at $120,000 to $150,000 for years. They are not bad at their jobs. Most are good engineers. But engineering and career positioning are two different skills, and almost nobody teaches the second one.

That gap is why Tayo Lusi started The 1% Move, a weekly podcast where he talks with cloud engineers, hiring managers and career coaches about what actually moves someone from a comfortable salary to a life changing one. The first episode releases Tuesday, August 18, 2026. Five lessons keep surfacing in these conversations. Here they are, in plain language.

What is the first career lesson for tech professionals?

Pick one high leverage skill, not five. The market does not pay for a long list of tools. It pays for depth in one area that costs a company real money when it breaks.

Most people collect. A certificate here, a course badge there, and eventually a resume full of logos with no real depth anywhere. Depth is what gets priced.

Right now that depth lives in cloud infrastructure. It is the layer everything else sits on top of, and when it fails the cost is immediate and expensive. The U.S. Bureau of Labor Statistics projects continued growth in computer and information technology occupations through the decade, and the roles nearest the infrastructure are the hardest ones to fill.

The fix is easy to say and hard to do. Choose one lane and go twelve months deep before adding anything else. If you are not sure which lane, the free Cloud Engineering Career Path Roadmap lays out the four highest leverage options and what to learn in what order.

Why does proof beat certificates in a tech job search?

 2. Proof beats certificates. A certificate says you studied something. A working project says you made decisions under pressure on a real system, which is what hiring managers are actually buying.

Hiring managers feel this difference even when they cannot explain it. Two candidates look similar on paper, and one of them still feels more trustworthy. The gap is almost always proof.

A built project that solved a real problem outweighs any badge, because it shows judgment rather than memory. The action step is direct. Build and document three real projects, and for each one write down the problem, the fix and the result. That is the difference between a resume that gets skipped and one that gets a callback. The free Cloud Project Portfolio Blueprint covers the five tests a project has to pass before it counts as evidence.

How should engineers describe their work to get paid more?

     3. Talk about your work in money, not tools. Saying you used a tool tells a hiring manager almost nothing. Saying you cut deploy time and saved the team hours every week tells them everything.

This is where Tayo says most engineers lose the most value, and it has nothing to do with their skill level. One sentence is a tool name. The other is a business outcome. Companies do not hire tools. They hire outcomes.

The action step is to rewrite every resume line as an outcome with a number attached. Not what you touched. What changed because you touched it.

“The gap between a $150K engineer and a $350K engineer is usually not talent,” Tayo said. “It is proof and positioning. That is fixable in months, not years.”

Is the salary offer decided before the interview?

     4. Mostly, yes. Positioning, referrals and how you showed up early in the process quietly set the range before anyone says a number out loud. Negotiation usually moves the final ten percent, not the whole offer.

This one surprises people the most, because it means the highest leverage work happens before the calendar invite exists. It happens in the relationships you built and the proof you carried into the room.

That does not make negotiation optional. The last ten percent of a $300,000 offer is $30,000, and most people leave it on the table because they freeze on the call. The free Tech Salary Negotiation Scripts give you word for word language for every stage of that conversation.

Why should you interview when you do not need the job?

     5. Because desperation prices you low. Most people only interview after they lose a job or cannot stand the current one. Interviewing while employed gives you real market data instead of a guess.

Take two interviews a quarter, even while employed, even while happy. Not to leave. To learn what someone with your skill set is worth this quarter, rather than finding out once a year during a review written by someone with a fixed budget.

If you do not know your number going in, start with the free Cloud Engineering Salary Benchmark, which shows you where to pull your real range from primary sources in about thirty minutes.

What do these lessons look like on the podcast?

Each episode is one guest and one real story. Tayo sits down with a cloud engineer, hiring manager or career coach and walks through how one of these lessons played out in their own career, and what changed after.

The format stays simple on purpose. No panels, no filler. One person, one turning point, and the specific decision that moved their income.

“Every guest on the show says a version of the same thing,” Tayo said. “The money moved when they changed how they talked about their own work.”

Where can you listen to The 1% Move?

The 1% Move releases new episodes weekly starting Tuesday, August 18, 2026, on Apple Podcasts, Spotify and YouTube.

Episodes cover cloud engineering career growth, the modern AWS career path and practical tech career advice from people who have lived it.

Listen to the podcast now: Apple Podcasts  |  Spotify  |  YouTube

Take the next step

Know your number before your next review. Get the free Cloud Engineering Salary Benchmark and see what your skills are worth on the open market.

Ready to move faster? Book your free career strategy call

About The Apex Institute

The Apex Institute is a career accelerator that trains professionals in cloud engineering and AI infrastructure skills. The program is led by founder Adetayo Ibijemilusi, known online as Tayo Lusi, a certified cloud engineer and career coach. Students have reported more than $11 million in job offers to date across 41 people. Individual results vary and are not typical. Learn more at apexedu.io.

Media Contact
Tayo Lusi
contact@apexedu.io

View original content:https://www.prnewswire.com/news-releases/5-cloud-engineering-career-lessons-the-apex-institute-teaches-on-the-1-move-302852311.html

SOURCE The Apex Institute

Continue Reading

Technology

Meant Launches as LegitScript-Certified GLP-1 Telehealth Platform with Included Coaching and Supplement Kit

Published

on

By

MANASSAS, Va., Aug. 15, 2026 /PRNewswire/ — Online weight-care programs are everywhere right now, and it isn’t always easy to tell which ones have real clinical oversight behind them. Meant enters that space as a LegitScript-certified telehealth platform, pairing GLP-1 treatment with clinical evaluation, ongoing coaching and a supplement kit – all part of one program.

How Telehealth Is Changing Access to Weight Care?

Telehealth makes it easy to see a provider without leaving home, and that convenience is a big reason more people are exploring GLP-1 treatment. But convenience alone isn’t enough – people also want support that continues after the first visit, which is where Meant’s program comes in: an assessment, a provider review, treatment for those who qualify, a Care Coach and a supplement kit, all built into one plan.

Clinical decisions are handled by OpenLoop Health, whose licensed providers review each patient’s history, decide who qualifies and hold the final call on whether to prescribe. Nothing here is automatic, and treatment isn’t guaranteed for every applicant. That review is only one part of the program – Meant pairs it with coaching for the parts of a weight-care journey a prescription alone doesn’t cover.

What’s Included in the Program?

Personalized Clinical Evaluation: An online health assessment, reviewed by a licensed provider, to help determine whether GLP-1 treatment may be a fit.Ongoing Care Coaching: A private Care Coach who stays with patients throughout the program for guidance and support.Integrated Wellness Support: A supplement kit included with every plan, alongside medication and coaching when clinically appropriate.

Where to Learn More?

Anyone curious about how the assessment works, what the coaching looks like, or how the program is put together can find more details at Meant.

About Meant

Meant is a health and wellness technology company built around personalized GLP-1 weight-care support, delivered through telehealth. The platform brings together an online clinical assessment, licensed oversight through OpenLoop Health, ongoing Care Coach support and supplemental wellness resources. Meant itself does not diagnose or prescribe – that side of care is handled by its clinical partners.

Meant. health, inc.
support@meant.health
1-512-879-9187
10199 Dean Drive, Manassas, VA 20110, USA.

 

View original content:https://www.prnewswire.com/news-releases/meant-launches-as-legitscript-certified-glp-1-telehealth-platform-with-included-coaching-and-supplement-kit-302852077.html

SOURCE Meant

Continue Reading

Trending