Classified Performance Management. Advisory Committee Meeting May 23, 2011
|
|
- Lucas Maxwell
- 8 years ago
- Views:
Transcription
1 Classified Performance Management Advisory Committee Meeting May 23, 2011
2 Classified Performance Management Page 2 Overview of all the pieces For LAUSD Inspirational Vision Every LAUSD student will receive an education in a safe, caring environment, and every student will be college-prepared and career-ready Mission LAUSD will provide high quality instruction and a coherent and rigorous curriculum in every classroom to facilitate student learning and achievement Goals % graduation 2. Proficiency+ for All % Attendance 4. Engaged Parents/Families 5. Safe Schools Theory of Change Personalized learning (student, educators, family & community) Set by the Board and Superintendent Strategies 1.Using Data to Drive Standards Based Instruction 2. Supporting All Employees 3. Budgeting for Student Achievement 4. Creating and Supporting Quality Schools Metrics / Objectives The specific metrics & objectives under each strategy that will help us realize our goals Operational Operational Plan <In development with Leadership Team> How we will achieve our objectives
3 Classified Performance Management Page 3 Theory of Change We envision an organization where we know every child and adult by name and face and we personalize the learning experience for all students and adults. Student personalized learning experience based on the needs and talents of our students Educators personalized learning experience based on the needs and talents of our employees. We are all teachers and learners including administrators, classified staff, and support staff Family & Community personalized learning experience based on the needs and talents of our families and community members.
4 Classified Performance Management Page 4 Strategies LAUSD has four interconnected strategies that will help us meet our goals and ensure all students are college-prepared and career-ready. We will make the District budget more transparent, align resources for greater impact and equity, and give schools the ability to target resources to meet their school specific needs, bringing funding and decisionmaking closer to schools and classrooms. We will analyze multiple data points to differentiate the service and support we deliver to schools. In addition, we will capture and share best practices across all of our schools regardless of school models. Use data to drive standards based, effective instruction for all students, coupled with support and intervention, when students need extra assistance or accelerated learning. We are accountable for our students success. We will use data to personalize the supports that all of our employees need to be efficient and successful, from professional development and training, to creating measurable performance goals.
5 5 Classified Performance Management Page 5 Strategy: Supporting All Employees Definition We are accountable for our students success. We will use data to personalize the supports that all of our employees need to serve our students, from professional development and training, to creating measurable performance goals. Supporting Board Resolutions: Leaders of Leaders Program (July 10, 2007) Teach LAUSD Campaign (July 10, 2007) Quality Leadership and Teaching to Ensure a World Class Education for All Students (April 28, 2009) Teacher Quality: A Call to Legislators (June 9, 2009) Protecting Equal Access and Opportunity for All Our Students (June 15, 2010)
6 6 Classified Performance Management Page 6 Supporting All Employees Modeled after the Human Capital Framework for K-12 Education: Organizing for Success, Wurtzel & Curtis (Aspen Institute, July 2008).
7 Classified Performance Management Page 7 Components 1. Employee & Management Development Preparation for a position Where to find or grow employees 2. Career Stages The process of growing within one s career In a position To a higher-level position 3. Aligned & Supportive Infrastructure Resources for maintaining employee morale & loyalty
8 Classified Performance Management Page 8 1. Employee & Management Development Preparation & certification Training & development Recruitment, selection, & assignment Job analysis (competency-based) Job specifications/class descriptions Sourcing/pipeline Assessment factors Length of probationary period Continuing education Training & development
9 Classified Performance Management Page 9 2. Career Stages Induction ( apprenticeship ) New employee orientation Hiring interview Probationary performance evaluation Standards for probationary period Tenure & review process ( journey-level ) Goal setting Performance evaluation (360 ) see next page for components Career lattices & pathways Career lattices
10 Classified Performance Management Page 10 Performance Evaluation (360 ) Establishment of standards District competencies Classification competencies Site competencies Individual competencies Individual growth plan Professional development aligned to growth plan Professional development for supervisors/evaluators
11 Classified Performance Management Page Aligned & Supported Infrastructure Employee evaluation Recognition Counseling Discipline Compensation issues Differentiated compensation
12 Classified Performance Management Page 12 Project Mission/Objectives Highlighting the role that classified employees have in student achievement Providing a means for classified employees to play a more active role in their career in LAUSD Helping classified employees to embody the District s core beliefs Start with students Families are our partners Success is in the classroom Diversity is our strength Effective teaching, leadership, and accountability are the keys to our success Providing access to multiple career paths
13 Classified Performance Management Page 13 Role of Advisory Committee Internal & external stakeholders Review existing tools/resources (if any) in current state Review new/proposed tools/resources and provide feedback as future state Communication to their stakeholder groups regarding the performance management system Research best practices and communicate with Advisor based on input from stakeholder network Consider legislative impact of new system
14 Classified Performance Management Page 14 Role of Personnel Commission Staff & Resource Team Present both current state and future state tools/resources Provide technical expertise in components of classified performance management Work with Policy Advisor to ensure successful implementation of the performance management system Consider legislative impact of new system
15 Classified Performance Management Page 15 Role of Policy Advisor Collect/capture tools and resources to present to Advisory Committee Research best practices in performance management and integrate into system as appropriate Work with Personnel Commission to develop any needed tools/resources Develop policy and procedures for implementation of performance management system
16 Classified Performance Management Page 16 Role of Policy Advisor (continued) Review legislation to ensure alignment with performance management system Consider issues that may be relevant to bargaining agreements and act accordingly Oversee implementation of performance management system along with the Personnel Commission Lead communication campaign as we roll out the performance management system Consider legislative impact of new system
17 Classified Performance Management Page 17 Proposed Timeline for Advisory Committee Engagement Initial Meeting Overview & introduction May 23, 2011 Research & development of future state and best practices by Policy Advisor, Personnel Commission, and Advisory Committee members May through November 2011 Meeting 2 Review/discussion of Employee Development component mid-september 2011
18 Classified Performance Management Page 18 Proposed Timeline for Advisory Committee Engagement Meeting 3 Review/discussion of Career Stages component mid-october 2011 Meeting 4 Review/discussion of Aligned & Supportive Infrastructure component mid-november 2011
19 Classified Performance Management Page 19 Proposed Timeline for Project Conduct research & develop tools and resources to align to the performance management process May through November 2011 Develop & conduct baseline survey for SAAs in order to establish performance management baseline launch mid-september 2011 Work with Advisory Committee to establish the process, focusing on SAAs as the key classified employees in schools, that will then be utilized for all other classes complete by end of calendar year 2011
20 Classified Performance Management Page 20 Proposed Timeline for Project (continued) Work with Personnel Commission to develop performance management materials for all other classified job families (many components will be the same, but some are job family or classification specific) begin in January 2012 ongoing Conduct communication & training campaign for initial year of SAA reviews February through May 2012 Conduct post-survey for SAAs after first cycle of new system early October 2012 Conduct pre-survey for all other classifications as appropriate TBD
21 Classified Performance Management Page 21 Proposed Timeline for Project (continued) Conduct communication & training campaign for all other classifications as appropriate TBD Conduct post-survey for all other classifications as appropriate TBD
22 Classified Performance Management Page 22 Definitions Classification (job or class) Task A collection of tasks and responsibilities that an employee is responsible to conduct Classifications have titles A typically defined as a unit of work, that is, a set of activities needed to produce some result Examples - vacuuming a carpet, writing a memo, sorting the mail, etc. Functions A large number of tasks that may be included in complex positions in the organization
23 Classified Performance Management Page 23 Definitions (continued) Job Descriptions Lists of the general tasks, or functions, and responsibilities of a position May also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job Analysis Role Examination the tasks and sequences of tasks necessary to perform the job Looks at the areas of knowledge and skills needed by the job The set of responsibilities or expected results associated with a job
24 Classified Performance Management Page 24 Definitions (continued) Competencies General descriptions of the abilities needed to perform a role in the organization Described in terms such that they can be measured Characteristics of an employee that leads to demonstration and transfer of skills and knowledge
25 Classified Performance Management Page 25 Contact Information Heidi Hrowal Program & Policy Development Advisor 333 S. Beaudry Ave., 24 th floor Los Angeles, CA (213)
NAAS - inacol Standards for Quality Online Programs
NAAS - inacol Standards for Quality Online Programs Institutional Standards Institutional standards address the organization's vision, mission, philosophy and beliefs. The institutional standards define
More informationSBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule
THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION POSITION TITLE: CONTRACT YEAR: PAY GRADE: School Assistant Principal Eleven Months* Approved School-based Administrators Salary Schedule QUALIFICATIONS:
More informationHuman Resources 2014 2015 REORGANIZATION 1
Human Resources 2014 2015 REORGANIZATION 1 Table of Contents I. Our Focus 3 II. How We Get There 4 III. Organizational Charts 5-9 IV. Summary of Reorganization 10-13 V. Buckets of Work for 2014-2015 13
More informationChapter 8a Public Education Human Resource Management Act. Part 1 General Provisions
Chapter 8a Public Education Human Resource Management Act Part 1 General Provisions 53A-8a-101 Title. This chapter is known as the "Public Education Human Resource Management Act." 53A-8a-102 Definitions.
More informationIOWA DEPARTMENT OF EDUCATION
IOWA DEPARTMENT OF EDUCATION Guidance on the Iowa Teacher Leadership and Compensation System July 15, 2013 Overview Division VII of House File 215 establishes the Teacher Leadership and Compensation System,
More informationSuperintendent Effectiveness Rubric*
Public Document 3 Purpose: Outlines the standards that are the foundation for the evaluation. Name of Superintendent: Date: Performance Rating Scale: Distinguished (4) Accomplished (3) standards for most
More informationInstructional Technology Initiative Task Force: Vision, Mission, & Core Values
Instructional Technology Initiative Task Force: Vision, Mission, & Core Values Our Vision: All schools use technology as a tool to differentiate and personalize instruction, increase academic rigor, and
More informationEssential Principles of Effective Evaluation
Essential Principles of Effective Evaluation The growth and learning of children is the primary responsibility of those who teach in our classrooms and lead our schools. Student growth and learning can
More informationDirector of Human Resources and Employee Performance
JOB DESCRIPTION Niles Township High School District 219 Director of Human Resources and Employee Performance REPORTS TO : POSITION OBJECTIVE : Assistant Superintendent of Human Resources To support the
More informationRowland Unified School District, Rowland Heights, CA Career Certification Program. Program Summary
Rowland Unified School District, Rowland Heights, CA Career Certification Program Program Summary Mission & Goals. The mission of Rowland Unified School District is to inspire and educate individuals to
More informationAUSTIN DISTRICT/CHARTER COMPACT: An Education Collaboration in Austin, TX
AUSTIN DISTRICT/CHARTER COMPACT: An Education Collaboration in Austin, TX Austin, Texas is a city of unique character, with a prime location and business-friendly outlook. It is one of the fastest growing
More informationHow To Create A Community Partnership School
MEMORANDUM OF AGREEMENT BETWEEN THE MINNEAPOLIS FEDERATION OF TEACHERS AND MINNEAPOLIS PUBLIC SCHOOLS, SPECIAL DISTRICT No. 1 MPS / MFT COMMUNITY PARTNERSHIP SCHOOLS WHEREAS, Minneapolis Public Schools
More informationHUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are
HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of
More informationPLAN COMMUNICATION 2015-2016. Arlington. Public Schools. Educating all students, preparing and inspiring them to achieve their full potential.
COMMUNICATION 2015-2016 PLAN Educating all students, preparing and inspiring them to achieve their full potential. 315 N. French Ave., Arlington, WA 98223 360-618-6217 www.asd.wednet.edu Arlington Public
More informationDRAFT. Denver Plan 2014. Every Child Succeeds
Denver Plan 2014 Every Child Succeeds 100 80 Introduction Every child takes that first step into their first day of school with butterflies and talent, potential and dreams. It s the day that the door
More informationBuilding Highly Skilled Teachers and Education Leaders
Building Highly Skilled Teachers and Education Leaders Presentation to SHEEO by Robert L. King, President Kentucky Council on Postsecondary Education It is in the best interest of higher education that
More informationRecruiting, Selecting and Hiring TAP Leaders
Recruiting, Selecting and Hiring TAP Leaders Tap Recruitment Process Overview Sample Job Advertisement for Master/Mentor Teachers Sample Recruitment Flier for Master/Mentor Teachers Sample Meeting Agenda
More informationGeneration Next Leadership Council SPECIAL SESSION
Generation Next Leadership Council SPECIAL SESSION AGENDA June 11, 2014 9:00 9:45am Minneapolis Public Schools 1250 W. Broadway, Minneapolis Assembly Room S1-404, 1st Floor 9:00 AM Introduction R.T. Rybak
More informationOak Park School District. Administrator Evaluation Program
Oak Park School District Administrator Evaluation Program Table of Contents Evaluation Purpose...1 Evaluation Timeline...2 Rubric for Instructional Administrator Standard 1...3 Standard 2...5 Standard
More informationAdopted March 2010 ESEA REAUTHORIZATION PRINCIPLES AND RECOMMENDATIONS. A Policy Statement of the Council of Chief State School Officers
Adopted March 2010 ESEA REAUTHORIZATION PRINCIPLES AND RECOMMENDATIONS A Policy Statement of the Council of Chief State School Officers INTRODUCTION This policy statement presents a vision for a new deal
More informationDISTRICT SCHOOL BOARD OF PASCO COUNTY JOB DESCRIPTION ASSISTANT SUPERINTENDENT FOR ADMINISTRATION
DISTRICT SCHOOL BOARD OF PASCO COUNTY JOB DESCRIPTION ASSISTANT SUPERINTENDENT FOR ADMINISTRATION QUALIFICATIONS: (1) Master s Degree from an accredited educational institution. (2) Certification in Educational
More informationK - 12 Principal & Superintendent
BOSA COMPETENCY MATRIX Minnesota Administrative Licensure K - 12 Principal & Superintendent WINONA STATE UNIVERSITY COLLEGE OF EDUCATION DEPARTMENT OF EDUCATIONAL LEADERSHIP Name: Place of Employment Mailing
More informationOrange County Small Learning Communities Site Implementation Checklist
Orange County Small Learning Communities Site Implementation Checklist Cohort V, Year 2, 2006-07 OCDE SLC Goals: 1. Increase student academic performance in literacy & mathematics 2. Provide personalized
More informationDouglas County School District. Human Resources. Strategic Plan 2014-17
Douglas County School District Human Resources Strategic Plan 2014-17 Introduction About the Strategic Plan About the Department Human Resources is passionately dedicated to those who are impacting the
More informationSUPERINTENDENT S STRATEGIC PLAN FOR HIGH PRIORITY SCHOOLS [July 2008 to June 2013]
SUPERINTENDENT S STRATEGIC PLAN FOR HIGH PRIORITY SCHOOLS [July 2008 to June 2013] David L. Brewer III, Superintendent Los Angeles Unified School District 333 South Beaudry Avenue Los Angeles, California
More informationNAEYC SUMMARY OF EARLY CHILDHOOD EDUCATOR/PROGRAM PROVISIONS IN THE HIGHER EDUCATION OPPORTUNITY ACT OF 2008 PUBLIC LAW 110-315
NAEYC SUMMARY OF EARLY CHILDHOOD EDUCATOR/PROGRAM PROVISIONS IN THE HIGHER EDUCATION OPPORTUNITY ACT OF 2008 PUBLIC LAW 110-315 The Higher Education Act of 1965 (HEA) had not been reauthorized for many
More informationA Blueprint for Transforming Philadelphia s Public Schools. Safe, high-quality schools. Fiscal sustainability.
A Blueprint for Transforming Philadelphia s Public Schools Safe, high-quality schools. Fiscal sustainability. 1 Four Guiding Questions 1 What s the problem? 2 What can we do about it? 3 4 How long will
More informationAgenda for Reform. Summary Briefing December 14, 2009
Summary Briefing December 14, 2009 The Vision The Board of Regents envisions a New York where all students are prepared for college, the global economy, 21 st century citizenship, and continued learning
More informationHuman Resources Management Program Standard
Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges
More informationPittsburgh Public Schools. We Dream Big. We Work Hard. We Promise. Promise-Readiness Corps
Pittsburgh Public Schools We Dream Big. We Work Hard. We Promise. Promise-Readiness Corps 1 Promise-Readiness Corps (PRC) Salary Plan: Additional Compensation: Residency: FLSA Status: Work Day: Work Year:
More informationAlabama Standards for Instructional Leaders
Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,
More informationSection Three: Ohio Standards for Principals
Section Three: Ohio Standards for Principals 1 Principals help create a shared vision and clear goals for their schools and ensure continuous progress toward achieving the goals. Principals lead the process
More informationCALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE)
Education Code section 44270.5 allows an examination alternative to the Administrative Services preparation program as long as the examination is aligned with the current Administrative Services Program
More informationAdministrative Procedure Manual
General Accountability: This position is accountable for providing overall leadership and strategic direction in the development, implementation and evaluation of programs and services within the Park
More informationSt. Charles School District. Counselor Growth Guide and. Evaluation Documents
St. Charles School District Growth Guide and Evaluation Documents 2014-2015 City of St. Charles School District MISSION The City of St. Charles School District will REACH, TEACH, and EMPOWER all students
More informationON THE SAME PAGE EFFECTIVE IMPLEMENTATION OF COLLEGE- AND CAREER-READY STANDARDS THROUGH LABOR-MANAGEMENT COLLABORATION
TM ON THE SAME PAGE EFFECTIVE IMPLEMENTATION OF COLLEGE- AND CAREER-READY STANDARDS THROUGH LABOR-MANAGEMENT COLLABORATION This publication has been adapted from Assessing Implementation of the Common
More informationOPP CITY SCHOOLS JOB DESCRIPTION. (1) Master s degree from an accredited educational institution.
OPP CITY SCHOOLS ASSISTANT PRINCIPAL, ELEMENTARY SCHOOL JOB DESCRIPTION QUALIFICATIONS: (1) Master s degree from an accredited educational institution. (2) Certification in Educational Leadership, School
More informationColorado High School Graduation Guidelines
Colorado High School Graduation Guidelines Adopted by the State Board of Education May 2013 Introduction In 2007, the General Assembly adopted H.B. 07-1118 that set forth a process for developing statewide
More informationGeorgia District Performance Standards
Vision and Mission: Purpose and direction for continuous improvement with a commitment to high expectations for learning and teaching VM 1: Creates and communicates a collaboratively-developed district
More informationMaster of Arts in Educational Administration, Principal Endorsement Program Course Sequence and Descriptions
Master of Arts in Educational Administration, Principal Endorsement Program Course Sequence and Descriptions EDU 615 Principal as School Leader (3 credit hours) In this course, candidates will develop
More informationAyers Institute Leadership Resources: PSEL Alignment
Professional Standards for al Leaders Standard 1: Mission, Vision, and Core Values Effective educational leaders develop, advocate, and enact a shared mission, vision, and core values of high-quality education
More informationTeacher Observation Form
Teacher Observation Form The Novato Unified School District Teacher Evaluation is based, in part, on a formal discussion of performances and conferences conducted on the following dates: Temporary (Conference
More informationRevised Body of Knowledge And Required Professional Capabilities (RPCs)
Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s
More informationDo you have what it takes?
UTC Bolton takes a new and different approach to education. UTC Bolton is one of the first schools in the UK specialising in health sciences and engineering technologies for 14 to 19 year olds. The UTC
More informationHow To Manage Human Capital
Program on Education & Society Human Capital Framework for K-12 Urban Education: Organizing for Success (Working Draft, July 2008) by Judy Wurtzel Rachel Curtis Thinking and acting strategically about
More informationJOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver
JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and
More informationDESCRIPTION OF GOVERNANCE STRUCTURE
Organizational Structure DESCRIPTION OF GOVERNANCE STRUCTURE Currently, the principal has direct responsibility for the organizational structure, management and programming of the local school. There are
More informationJob Title: Executive Director of Organizational and Professional Learning
Equal Opportunity Employer Job Description Job Title: Executive Director of Organizational and Professional Learning Reports to: Chief Academic Officer Department: Teaching and Learning Number of Days:
More informationTalent Management A Holistic Approach to Managing your Workforce
Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing
More informationDomain 1: Strategic/Cultural Leadership
Framework for Leadership Types of Evidence Supervisor: Curriculum and Instruction Please note: The evidence identified here is provided to stimulate conversations that occur between a supervising authority
More informationDimensions and Functions for School Leaders
Dispositions, Dimensions, and Functions for School Leaders Preparation and Support for the Next Generation of Kentucky s School and District Leaders Kentucky Cohesive Leadership System Continuum for Principal
More informationPrincipal Practice Observation Tool
Principal Performance Review Office of School Quality Division of Teaching and Learning Principal Practice Observation Tool 2014-15 The was created as an evidence gathering tool to be used by evaluators
More information2014/15 Strategic Update for the Community
An update to last year s Unparalleled Altitude To realize our goal of being a world-class district, we have several years of climbing to complete. This update is the climb for the 2014/15 school year.
More informationSelf-Assessment Duval County School System. Level 3. Level 3. Level 3. Level 4
Standard 1: Purpose and Direction 1.1 The system engages in a systematic, inclusive, and comprehensive process to review, revise, and communicate a system-wide propose for the student success. The system
More informationLOS ANGELES UNIFIED SCHOOL DISTRICT MEMORANDUM
LOS ANGELES UNIFIED SCHOOL DISTRICT MEMORANDUM TITLE: NUMBER: MEM 6516.0 ISSUER: DATE: June 15, 2015 Summer 2015 Professional Develoent for Special Education Teachers of Students on the Core Curriculum
More informationSelf Assessment Tool for Principals and Vice-Principals
The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry
More informationJUST THE FACTS. Memphis, Tennessee
JUST THE FACTS Memphis, Tennessee The Institute for a Competitive Workforce (ICW) is a nonprofit, nonpartisan, 501(c)(3) affiliate of the U.S. Chamber of Commerce. ICW promotes the rigorous educational
More informationStrategic Plan 2015-2020. Every Student: College and Career Ready. Strong Students Strong Schools Strong Staff Strong System
Strategic Plan 2015-2020 Every Student: College and Career Ready Strong Students Strong Schools Strong Staff Strong System Letter From the Superintendent & Board Chair Dear Staff, Students, Families and
More informationMIDDLE STATES ASSOCIATION OF COLLEGES AND SCHOOLS COMMISSIONS ON ELEMENTARY AND SECONDARY SCHOOLS AN INTRODUCTION TO THE SCHOOL COUNSELING
MIDDLE STATES ASSOCIATION OF COLLEGES AND SCHOOLS COMMISSIONS ON ELEMENTARY AND SECONDARY SCHOOLS AN INTRODUCTION TO THE SCHOOL COUNSELING PROGRAM OF DISTINCTION V. 2 3624 Market Street 2 West Philadelphia,
More informationTechnical Assistance Team. Introduction and Overview
Technical Assistance Team Introduction and Overview September 2013 The Teacher Incentive Fund (TIF) Technical Assistance (TA) Team is federally funded to provide technical support to the 36 TIF 4 grantees
More informationBridging Theory and Practice: Lessons from Clinical Teacher Education programs in the U.S. Jesse Solomon Executive Director BPE
Bridging Theory and Practice: Lessons from Clinical Teacher Education programs in the U.S. Jesse Solomon Executive Director BPE United States Context Teacher Education facing significant criticism Teach
More informationBUFFALO PUBLIC SCHOOLS MODEL SUPERINTENDENT EVALUATION
BUFFALO PUBLIC SCHOOLS MODEL SUPERINTENDENT EVALUATION This model evaluation draws elements from various other 'models' proposed by the New York State Council of School Superintendents, the Ohio Department
More informationPerformance Appraisal: Director of Education. Date of Next Review: September 2015 (every 2 years)
POLICY SECTION: SUB-SECTION: POLICY NAME: POLICY NO: Board of Trustees Director Performance Appraisal: Director of Education H.C.06 Date Approved: September 26, 2013 Date of Next Review: September 2015
More informationREPORT TO THE BOARD OF EDUCATION JUNE
Curriculum and Instructional Program Review 1 REPORT TO THE BOARD OF EDUCATION JUNE 2, 2015 Donna Micheaux, Ph.D. Denise Collier, Ed.D. Purpose and Context PPS Vision 2 All students graduating high school
More informationDESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION
DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,
More informationCobb Keys School Counselor Evaluation System Performance Rubric with Examples of School Counselor Evidence
Foundation Standard (F): The professional school counselor plans and organizes the foundation of a standards-based, data-driven comprehensive school counseling program that is aligned with the school strategic
More informationOrganizational Report for Post-Baccalaureate Non-Degree Educator Preparation Programs. (Institution, Organization, or LEA name)
Organizational Report for Post-Baccalaureate Non-Degree Educator Preparation Programs (Institution, Organization, or LEA name) Page 2 of 13 Instructions for Writing the Organizational Report The Organizational
More informationSTEPHEN J. KOFFMAN, LCSW
STEPHEN J. KOFFMAN, LCSW skoffman@usc.edu PROFESSIONAL PROFILE Dedicated to establishing professional relationships, working partnerships and providing effective connections and support to strengthen communities.
More informationMasters Comprehensive Exam and Rubric (Rev. July 17, 2014)
1 Educational Leadership & Policy Studies Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) The comprehensive exam is intended as a final assessment of a student s ability to integrate important
More informationACS WASC Accreditation Status Determination Worksheet
ACS WASC Accreditation Status Determination Worksheet How are students achieving? Is the school doing everything possible to support high achievement for all its students? Directions 1. Discuss the evidence
More informationBOARD POLICY 6178 Page 1 of 5 CAREER TECHNICAL EDUCATION INSTRUCTION EFFECTIVE: OCTOBER 13, 2015 REVISED:
Page 1 of 5 SUBJECT: ORIGINATING OFFICE: CAREER TECHNICAL EDUCATION ASSISTANT SUPERINTENDENT, CURRICULUM AND INSTRUCTION EFFECTIVE: OCTOBER 13, 2015 REVISED: The Board of Trustees desires to provide a
More informationCULTIVATING EQUITY AND EXCELLENCE. Strategic Plan
CULTIVATING EQUITY AND EXCELLENCE 2015 2020 Strategic Plan Dear Hartford Public Schools Community, A strategic plan gives organizations, and communities, permission to believe that great things are possible.
More informationBakersfield College Program Review Annual Update
Bakersfield College Program Review Annual Update I. Program Information: Program Name: Counseling and Advising Department Program Type: Instructional Non Instructional Program Mission Statement: Academic
More informationExhibit B: Superintendent Performance Evaluation Form
This evaluation tool uses the below assessment measures as a basis for indicating your impression of the superintendent s performance in the areas of Student Growth and Achievement; Organizational Leadership;
More informationCurriculum Management
The vision of the Fayetteville Public Schools is to provide an educational system where every student will leave with a full understanding of his or her potential and the skills necessary to be successful
More informationMINNETONKA PUBLIC SCHOOLS
MINNETONKA PUBLIC SCHOOLS Policy 304: Superintendent s Performance Review 1.0 VISION As members of the Minnetonka School Board, we believe in the power of a collective vision to mobilize people and effect
More informationMetropolitan Nashville Public Schools Office of Innovation
Metropolitan Nashville Public Schools Office of Innovation Charter School Application Recommendation Report Rocketship Education Tennessee Submitted By Rocketship Education Tennessee Evaluation Team Art
More informationOhio Standards for School Counselors
Adopted by state board of education of ohio October, Ohio Standards for School Counselors Ohio Standards for School Counselors ii Contents Section I: Overview of the Ohio Standards for School Counselors...
More informationFrequently Asked Questions Contact us: RAC@doe.state.nj.us
Frequently Asked Questions Contact us: RAC@doe.state.nj.us 1 P a g e Contents Identification of a Priority, Focus, or Reward School... 4 Is a list of all Priority, Focus, and Reward Schools available to
More informationTENNESSEE STATE BOARD OF EDUCATION
Alternative Education Program Model/Standards Standard 1.0: Mission An exemplary alternative education program operates with a clearly stated mission, a formal set of standards, and a plan for program
More informationOur 3 Priorities. Raise student achievement, particularly in reading & math. Close achievement gaps for students of color and special education
Our 3 Priorities Raise student achievement, particularly in reading & math Close achievement gaps for students of color and special education Create positive learning environments for all schools Raising
More informationHIRING & COMPENSATION. An approach for supervisors
HIRING & COMPENSATION An approach for supervisors 1 Employment & Recruiting Services (ERS) is available to help you with your recruiting needs More than 3,900 employees help make Caltech a worldwide center
More informationDepartmental & School Wide Professional Developments (Facilitator / Developer)
Departmental & School Wide Professional Developments (Facilitator / Developer) Fieldwork Plan (2010 2011) Major Activities Description Timeline CPSEL Standards Collaborate with teachers and administrators
More informationWhat You Need to Know About Adult Education Programs
AB104 Adult Education Block Grant - Three-Year Consortia Plan Update from AB86 Final Plan Section 1: Consortium Information 1.1 Consortium Planning Grant Number: 15-328-063 1.2 Consortium Name: Southwestern
More informationB408 Human Resource Management MTCU code - 70223 Program Learning Outcomes
B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,
More informationPage 1 of 5 Medical Billing Requirements - New Jersey
Page 1 of 5 JOB TITLE: REPORTS TO: SUPERVISES: REVISED DIRECTOR OF CTE AND COLLEGE READINESS Superintendent or cabinet level designee Staff as assigned NATURE AND SCOPE OF JOB: The Director of College
More informationSouth Washington County Schools World s Best Workforce Summary Report
South Washington County Schools World s Best Workforce Summary Report This comprehensive plan is intended to serve as a foundational document to align school district educational initiatives that serve
More informationETUCE Policy Paper on School Leadership
ETUCE Policy Paper on School Leadership Submitted for adoption by the ETUCE Committee to the ETUCE Conference, the Regional Conference of Education International, meeting in Budapest on 26-28 November
More informationEarly Childhood Education Division
Early Childhood Education Division LAUSD Early Childhood Education Division Los Angeles Unified School District 1360 W. Temple Street Los Angeles, CA 90026 (213) 625-6540 http://www.lausd.k12.ca.us/lausd/offices/cdd/
More informationThis document includes a description of the curriculum structure, goals and a list of learning objectives.
I. Fundamentals of Retail Management II. Curriculum Overview The main objective for the curriculum is to provide the learner with an overview of the retail industry, concepts and processes and an opportunity
More informationPRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001
Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001
More informationAchieveMpls Strategic Plan FY 2014 FY 2016
AchieveMpls Strategic Plan FY 2014 FY 2016 Approved unanimously by the AchieveMpls Board of Directors September 12, 2013 I. Mission As the strategic nonprofit partner of the Minneapolis Public Schools,
More informationDPS Transformation Our Mission
DPS Transformation Our Mission In partnership with parents and our community, Detroit Public Schools exists to provide a comprehensive educational experience that is high quality, challenging, and inspires
More informationWisconsin Educator Effectiveness System. Principal Evaluation Process Manual
Wisconsin Educator Effectiveness System Principal Evaluation Process Manual Updated February 2016 This manual is an interim update to remove inaccurate information. A more comprehensive update for 2016-17
More informationStrategic Plan 2012-2014 2012-2014. San Luis Obispo County Community College District
Strategic Plan 2012-2014 2012-2014 S Strategic Plan 2012-2014 San Luis Obispo County Community College District San Luis Obispo County Community College District STRATEGIC PLAN 2012-2014 San Luis Obispo
More informationCrosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the
Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)
More informationLearning. Framework for Teaching and
Framework for Teaching and Learning Baltimore County Public Schools 2013 The following document provides an overview of the Framework for Teaching and Learning developed by Baltimore County Public Schools
More informationJOB DESCRIPTION. To provide leadership to the organization related to the Human Resources activities of the organization.
JOB DESCRIPTION Title: Status: Responsible to: Director of Human Resources Full Time Executive Director Purpose: To provide leadership to the organization related to the Human Resources activities of the
More informationRIO HONDO COMMUNITY COLLEGE DISTRICT
RIO HONDO COMMUNITY COLLEGE DISTRICT DIRECTOR OF HUMAN RESOURCES DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities and
More informationSupport Services Evaluation Handbook
Support Services Evaluation Handbook for members of Paraprofessionals and School-Related Personnel (PRSP), Baltimore Teachers Union, Local 340 City Union of Baltimore (CUB), Local 800 Baltimore City Public
More information