Ohio TIF and Ohio Teacher Evaluation System (OTES) Critical Paths for Successful Implementation

Size: px
Start display at page:

Download "Ohio TIF and Ohio Teacher Evaluation System (OTES) Critical Paths for Successful Implementation"

Transcription

1 Ohio TIF and Ohio Teacher Evaluation System (OTES) Critical Paths for Successful Implementation March 2012

2 Ohio TIF and the Ohio Teacher Evaluation System (OTES) Critical Implementation Paths Effective educator evaluations are an important part of strengthening the teaching profession. Because research shows that educator effectiveness is the single most important factor relative to improving student achievement, it make sense for school districts to invest time and resources in bringing out the best in all educators. There is an urgency to ensure all students graduate from high school prepared for success in college, careers, and future opportunities. And having an effective educator in every classroom is one way to help achieve this goal. In , Ohio TIF districts will be implementing the teacher performance side of the Ohio Teacher Evaluation System (OTES) framework, a year ahead of when all Ohio school districts must align their evaluation systems to OTES. Implementing the phased-in OTES work in will be challenging, and districts have expressed a variety of concerns including fairness and capacity for implementation. However, phased-in implementation of the OTES will provide Ohio TIF districts with the opportunity to test out the system in a phase-in year and inform the statewide roll-out in In discussing the OTES implementation with Ohio TIF districts, ODE and BFK have identified three critical paths for implementation: 1. Student Growth 2. Professional Learning 3. Communications ODE and BFK will be working to support Ohio TIF districts around these areas in spring 2012 to ensure a successful implementation of the OTES framework in the school year. This document outlines the essential components for smart implementation around these three critical paths, and the timeline for key action items. The Ohio Department of Education and Battelle for Kids 1

3 Critical Implementation Path: Student Growth Focused preparation on the student growth side of OTES is critical to ensure Ohio TIF districts successfully implement the full OTES framework in The U.S. Department of Education has provided flexibility in the use of student growth for In this phase-in year, student growth only needs to be part of the district s strategic compensation award model. It does not need to be part of the overall teacher evaluation. This flexibility provides Ohio TIF districts with the opportunity to work through some of the challenges and opportunities related to reliability and validity in a student growth system. Essential components for successful implementation 1. Assessment instruments and measures are grounded with school improvement utility. 2. Measures are valid and offer an increasing amount of reliability over time. 3. Levels of assessment literacy are increased so metrics are used wisely and well. 4. Local buy-in is achieved and driven by mutual commitment to values and fairness. Challenges Capacity for implementation there is considerable time involved in building assessment literacy. Transparency of metrics metrics used in the evaluation system must be transparent and easily understood by both administrators and teachers. Fair and reliable, but not equal fairness often thought of to mean measures being equal; however, measures can still be fair and reliable while not being equal. The challenge lies in achieving support of this notion among teachers. Complexity the measures used in teacher evaluations are complex, and there is a challenge to ensure that administrators and teachers understand the metrics being used to determine both the student growth and teacher performance aspects of evaluations. Speed verses quality there is a challenge to not sacrifice quality due to perceived urgency to make decisions regarding student growth. Expertise there is a limited number of experts with whom to share ideas or vet instruments. Inconsistent information as with any complex issue, there will be mixed messages and inconsistent information on guidelines for student growth that exist across education partners in Ohio. Opportunities Focus on student outcomes there is an opportunity to focus work on getting the student growth section of OTES right, with emphasis of evaluation on student learning. Using data to inform practice teachers have the opportunity to use student growth data to inform their classroom practice and professional growth. Opportunity to inform the process as statewide pioneers the phase-in year provides districts the opportunity to be innovative and creative, and provide feedback to inform the statewide implementation in The Ohio Department of Education and Battelle for Kids 2

4 Critical Implementation Path: Professional Learning Focused professional learning is needed in to facilitate successful implementation of OTES. Professional learning opportunities will include training in several critical areas, targeted to different audiences with varying levels of need. Many audiences, including teachers and principals, district administrators and school boards, and external stakeholder groups will need to build understanding and knowledge of the components and implementation plan of OTES. Audience Summary of OTES Professional Learning Needs by Audience Technical knowledge of Teacher Standards and OTES Coaching, Mentoring, Critical Conversations Vision of Educator Effectiveness Professional Learning and Growth Plans Teachers x x x x Principals x x x x x Superintendents x x x x x Local School Boards Statewide Associations Union Leadership Parent and Communities x x x x x x x x x x x x x x For the purposes of this document, the immediate needs of the teachers, principals, and superintendents are addressed. x Fairness and Capacity for Implementation Essential components for successful implementation 1. Professional learning will provide opportunities for districts to shift the conversation and attitudes regarding OTES from compliance-driven to an opportunity to support professional growth. The trainings will also explain how information gleaned from the evaluations will enhance instruction and educational opportunities for students. 2. Professional learning will build knowledge and understanding of Ohio s Standards for the Teaching Profession. 3. Professional learning will build knowledge and understanding of the OTES components, what they mean, and how they are being implemented. 4. Trainings will provide principals and other evaluators the critical skills necessary to serve as coaches and mentors, and have critical conversations with individuals being evaluated. 5. Districts will have the knowledge necessary to make decisions regarding metrics that can be used with a high level of validity and reliability within the evaluation system. The Ohio Department of Education and Battelle for Kids 3

5 Challenges Capacity for implementation there are vast training needs, and the resources to provide needed professional learning do not currently exist. Fairness an individual s understanding of the fairness existing within the system is dependent on their knowledge or perception of the metrics. Expertise There is no lack of expertise in many of these areas; however the critical considerations are affordability, training that meets district needs, and securing the right training when it is needed. Opportunities Principal leadership and coaching modules There is a critical need to help principals, and this experience can help build-out principal leadership and coaching online learning modules. Opportunity to inform the process as statewide pioneers The professional learning experiences can be used to build out a lean and highly effective professional learning and training module for statewide implementation. The Ohio Department of Education and Battelle for Kids 4

6 Critical Implementation Path: Communications Effectively communicating the OTES requirements is critical to ensure Ohio TIF districts successfully implement required OTES components in Communications will need to target both internal and external stakeholders, and focus on building support for OTES as an evaluation tool for professional growth and helping all students succeed, as well as help stakeholders understand the components and requirements of the system. Essential components for successful implementation 1. Enhance internal communications and collaboration between Battelle for Kids, Ohio TIF district leadership, the Evaluation for Improvement Team and the Ohio Department of Education. 2. Enhance understanding among Ohio TIF districts for the importance and use of evaluation for professional growth. 3. Increase awareness and support for the components and requirements of OTES. 4. Target ongoing communications to internal and external audiences, including: Internal Stakeholders TIF Coordinators Principals and other building-level administrators Teachers union Teachers, instructional and non-instructional staff Central office personnel and Board of Education External Stakeholders Parents/community members Business leaders Local government officials Media Challenges Capacity for implementation Districts are concerned about time, capacity, resources, and how to build support for the work. Conversations in districts are focused around compliance, rather than the opportunity OTES presents to design evaluation systems focused on professional growth. Fairness Districts are concerned about the issue of fairness as it relates to OTES, specifically around student growth measures for teachers with value-added reports versus teachers who don t have value-added reports. Making connections A major challenge is showing how OTES is integrated into the larger goal of strengthening educational opportunities for students and how it relates to other work schools are doing to achieve this, such as the Common Core implementation and formative instructional practices (FIP). Reliability/Accuracy Educators are concerned about the reliability and accuracy of the measures and components of the evaluation system. Opportunities Opportunity to inform the process as statewide pioneers Ohio TIF districts are required to implement components of the OTES framework in the school year. This is a phase-in year, and provides districts with the opportunity to be innovative and provide feedback to inform the statewide implementation in The Ohio Department of Education and Battelle for Kids 5

7 Ohio TIF Critical Implementation Path Timeline Spring/Summer 2012 Student Growth Professional Learning Communications February 2012 March 2012 April 2012 May 2012 June 2012 July 2012 Feb. 10: TIF Statewide Districts receive FAQs Districts participate in Districts participate in June 25-26: Principal Advisory Group meeting regarding Linkage linkage process linkage process Academy Feb. 15: Evaluation for Improvement Team Meeting (EFIT) Feb. 29: EFIT Meeting Basecamp site created for Evaluation for Improvement Team (EFIT) Communications platform and plan shared with Evaluation for Improvement Team ODE to publish approved assessment list with guidance for student growth March 16: TIF meeting, report-out from student growth design teams Districts update own assessment inventory, identify overlaps with ODE s approved list for student growth District-wide learning on student growth components and options for weighting OTES ratings guidance from ODE BFK to develop collaborative networks around OTES for various groups in the TIF project March 16: TIF meeting, districts receive OTES communications toolkit Districts utilize communications toolkit resources to create awareness among staff about OTES and the importance of evaluation for professional growth Information shared regarding ODE s No Child Left Behind (NCLB) waiver request Districts submit assessment inventory to BFK Districts work on updating Year 2 Award models (guidance from ODE and BFK) ODE and Evaluation for Improvement Team (EFIT) to receive guidance on creating local student growth measures from AIR April 1: Districts required to submit MOU to ODE Districts utilize toolkit to build understanding of the OTES components among district staff Districts utilize resources from BFK to explain how OTES will impact principals (capacity) and teachers (fairness) May 10: OAC/TIF Quarterly Meeting, report-out from design teams May 11: Statewide Advisory Group meeting District-wide training on Ohio Standards for the Teaching Profession, student growth components and options for weighting Evaluator training on credentialing and support Evaluator learning opportunities through OTES Principal User Group Districts engage in communications around TIF Year 2 Award Models being submitted to ODE/BFK Districts continue communications to district staff about OTES BFK to update districts on collaborative opportunities for student growth experimentation ODE to publish guidance for creation of local growth measures (SLOs) District-wide training on growth and improvement models, student growth components and options for weighting Evaluator training coaching and mentoring; credentialing and support; ongoing learning Teacher training on collection of evidence for OTES teacher performance Districts develop strategy for engaging external stakeholders in conversations around OTES (parents, community, media); utilize resources developed by ODE and BFK ODE and BFK working on support and training resources for school year (assessment literacy, local student growth measures, etc.) Evaluator training on OTES components OTES ratings guidance from ODE Evaluator training on credentialing and support Districts prepare back-toschool communications around OTES and the work in the school year Ohio Department of Education and Battelle for Kids 6

Review of Whitnall School District Goals

Review of Whitnall School District Goals Review of 2016-17 Whitnall School District Goals Student Achievement & Readiness: Engage students as active participants in quality learning experiences to prepare students for all opportunities both within

More information

BELLEVILLE PUBLIC SCHOOLS Director of Operations/Chief Talent Officer

BELLEVILLE PUBLIC SCHOOLS Director of Operations/Chief Talent Officer Department: Central Office Reports to: Superintendent of Schools Number of Days: 12 Months Security Access: District Current Date: 2016 Overtime Status: Exempt Overview: BELLEVILLE PUBLIC SCHOOLS Director

More information

The Role of Program Evaluation on Communication Strategies: Examples From Three Teacher Incentive Fund Districts

The Role of Program Evaluation on Communication Strategies: Examples From Three Teacher Incentive Fund Districts The Role of Program Evaluation on Communication Strategies: Examples From Three Teacher Incentive Fund Districts March 2012 Peter Witham University of Wisconsin Madison Clarissa McKithen Westat Jenna Aurand

More information

Strategic Plan Development. LaToya W. Harrison Assistant Superintendent, Curriculum & Instruction

Strategic Plan Development. LaToya W. Harrison Assistant Superintendent, Curriculum & Instruction Strategic Plan Development LaToya W. Harrison Assistant Superintendent, Curriculum & Instruction 2018-2023 School Board Goals 1. Ensure all students demonstrate academic growth and acquire skills to become

More information

Region One Incentive Strategies for Educators

Region One Incentive Strategies for Educators Region One Incentive Strategies for Educators Promoting Educator Effectiveness through HCM and PBC Systems MAY 26, 2017 USDOE 13 Successful Grantees Region One Education Service Center Texas Cross Country

More information

Improving Teacher and Principal Effectiveness. Self-Assessment and Reflection Tool

Improving Teacher and Principal Effectiveness. Self-Assessment and Reflection Tool Improving Teacher and Principal Effectiveness Self-Assessment and Reflection Tool In K-12 education people are our most important resource. Improvements in teacher effectiveness and principal effectiveness

More information

STRATEGIC COMPENSATION IN EDUCATION

STRATEGIC COMPENSATION IN EDUCATION STRATEGIC COMPENSATION IN EDUCATION Tony Bagshaw, Managing Director, Human Capital Presented to: The North Carolina Educator Effectiveness and Compensation Task Force March 17, 2014 About Battelle for

More information

DESIGNING & IMPLEMENTING PAY PLANS. Rural Districts

DESIGNING & IMPLEMENTING PAY PLANS. Rural Districts DESIGNING & IMPLEMENTING PAY PLANS Rural Districts What is Strategic Compensation? The strategic alignment of desired organizational goals and compensation Principles Defined by TDOE No current employed

More information

Update on Effective Teachers Core Initiative

Update on Effective Teachers Core Initiative Update on Effective Teachers Core Initiative HISD Board of Education Board Workshop August 19, 2010 HISD Executive Sponsors: Julie Baker, Chief Major Projects Officer Ann Best, Chief Human Resources Officer

More information

Mississippi Mentoring and Induction Program for Beginning Teachers

Mississippi Mentoring and Induction Program for Beginning Teachers Mississippi Mentoring and Induction Program for Beginning Teachers June 27-28, 2018 Dr. Vernesia Wilson Office Director II Office of Teaching and Leading vwilson@mdek12.org Mississippi Department of Education

More information

Colorado s Great Early Childhood Education Workforce

Colorado s Great Early Childhood Education Workforce Colorado s Great Early Childhood Education Workforce Progress and Deliverables in Strengthening the Early Childhood Professional Development Infrastructure Through the Race to the Top-Early Learning Challenge

More information

CORE COMPETENCIES. For all faculty and staff

CORE COMPETENCIES. For all faculty and staff SELF-AWARENESS & PROFESSIONALISM Being mindful of one s impact on others and managing thoughts, feelings and actions in an effective manner. INTEGRITY Conducting oneself and activities according to the

More information

Strategic Monitoring Tools and Techniques for Successful Strategic Plan Implementation

Strategic Monitoring Tools and Techniques for Successful Strategic Plan Implementation Strategic Monitoring Tools and Techniques for Successful Strategic Plan Implementation An ECRA White Paper 2016 ECRA Group All Rights Reserved Strategic Monitoring 0 :. 1 :. Strategic Monitoring 1 :. Introduction

More information

Demonstrated Competencies FAQ

Demonstrated Competencies FAQ Demonstrated Competencies FAQ How many points can you earn? Initially, an individual can earn up to 10 points for Demonstrated Competencies. However, the total points for the credential remains 100 points

More information

Design Parameters Training Technical Assistance Tools & Materials Brands Quality Assurance

Design Parameters Training Technical Assistance Tools & Materials Brands Quality Assurance CareerWise would like to begin discussions with Colorado communities who are interested in partnering with CareerWise for a launch in June of 2020 or beyond. Given that we are still in our early pilot

More information

Improving Performance through a Systemic Human Capital Approach

Improving Performance through a Systemic Human Capital Approach Module 4 Ongoing Performance Management: Evaluation & Professional Development LEAD Connecticut Leadership Institute Improving Performance through a Systemic Human Capital Approach J U N E 2 0 1 3 2013

More information

Teacher and Leader Effectiveness Assessing the Effectiveness of a Teacher Induction Program

Teacher and Leader Effectiveness Assessing the Effectiveness of a Teacher Induction Program Teacher Roles & Responsibilities Proficient Level Data Collection Notes and Examples of Evidences Overview: The induction guidance domains collectively provide for an effective induction program and require

More information

ESTABLISHING A TIMELINE AND BUDGET FOR DESIGN AND IMPLEMENTATION. of an Innovative Assessment and Accountability System

ESTABLISHING A TIMELINE AND BUDGET FOR DESIGN AND IMPLEMENTATION. of an Innovative Assessment and Accountability System ESTABLISHING A TIMELINE AND BUDGET FOR DESIGN AND IMPLEMENTATION of an Innovative Assessment and Accountability System December 2016 Acknowledgements Thanks to generous support from the Nellie Mae Education

More information

Induction and Mentoring Guidelines

Induction and Mentoring Guidelines STATE OF SOUTH CAROLINA DEPARTMENT OF EDUCATION MOLLY M. SPEARMAN STATE SUPERINTENDENT OF EDUCATION SECRETARY TO THE STATE BOARD OF EDUCATION South Carolina State Board of Education The South Carolina

More information

TEACHER EQUITY IN RURAL SCHOOL DISTRICTS

TEACHER EQUITY IN RURAL SCHOOL DISTRICTS TEACHER EQUITY IN RURAL SCHOOL DISTRICTS Teacher retention plays a critical roles in supporting equity Presenter Tony Bagshaw Managing Director of Human Capital at Battelle for Kids Tennessee Race to the

More information

SUPERINTENDENT BALANCED GOVERANCE EVALUATION MANUAL

SUPERINTENDENT BALANCED GOVERANCE EVALUATION MANUAL APPENDIX Superintendent Evaluation Manual Adopted: 11/13/03 Revised: 04/14/05; 03/11/10; 09/22/16; 05/25/17 Board of School Trustees CLARK COUNTY SCHOOL DISTRICT SUPERINTENDENT BALANCED GOVERANCE EVALUATION

More information

American Electric Power

American Electric Power 1 Riverside Plaza Columbus, OH 43215 Phone: (614) 716-1000 Fax: (614) 716-4800 www.aep.com Locations Columbus, OH Leadership Program Contact Michael Evarts Manager Development Solutions 1 Riverside Plaza

More information

An Introduction to Accountability

An Introduction to Accountability July 2018 An Introduction to Accountability Implementation: A Preface to the Operations, Performance Standards, and Evaluation Resources THE COUNCIL OF CHIEF STATE SCHOOL OFFICERS The Council of Chief

More information

Graham Local Schools District Goals, Objectives & Work Plans

Graham Local Schools District Goals, Objectives & Work Plans 2016 2020 Graham Local Schools District Goals, Objectives & Work Plans District Vision SUCCESS TODAY, PREPARED FOR TOMORROW District Mission Partnering with our community, Graham Local Schools offers a

More information

A Rubric for Achieving the Gold Standard

A Rubric for Achieving the Gold Standard A Rubric for Achieving the Gold Standard Role and Understands and Live your mission, vision, values, and goals Board doesn t have an articulated, strategic vision and direction to guide work toward achieving

More information

Proposed Balanced Compensation Plan MCS Outreach Sessions

Proposed Balanced Compensation Plan MCS Outreach Sessions Proposed Balanced Compensation Plan MCS Outreach Sessions Fall 2013 Education Resource Strategies, Inc., 2013 Key conversation starters The balanced compensation plan IS NOT Traditional merit pay or pay-for-performance

More information

COMPETENCY: Governance & Leadership. Levels 1, 2, & 3

COMPETENCY: Governance & Leadership. Levels 1, 2, & 3 COMPETENCY: Governance & Leadership Levels 1, 2, & 3 Primary Themes Addressed: Effectively executes governance & leadership responsibilities Establishes and maintains collaborative, effective relationships

More information

LONDON CITY SCHOOLS. Meeting: Date/Time: Tuesday, September 20, 2016 Location: LES Room Objectives NOTES

LONDON CITY SCHOOLS. Meeting: Date/Time: Tuesday, September 20, 2016 Location: LES Room Objectives NOTES LONDON CITY SCHOOLS Shared Solutions (Notes) Meeting: Date/Time: Tuesday, September 20, 2016 Location: LES Room 222 ----- Objectives ----- NOTES Purpose: The purpose of this team is to ensure proactive

More information

Performance Evaluation System Protocol. Licensed Personnel Subject to the Master Agreement

Performance Evaluation System Protocol. Licensed Personnel Subject to the Master Agreement Colorado Springs School District 11 Dr. Nicholas Gledich, Superintendent Performance Evaluation System Protocol Licensed Personnel Subject to the Master Agreement Revised May 2014 Department of Human Resources

More information

CASE STUDY Material Handling Equipment Distributors Association naylor.com

CASE STUDY Material Handling Equipment Distributors Association naylor.com CASE STUDY Material Handling Equipment Distributors Association naylor.com MHEDA knew it had to be involved with video but with so many options, didn t know where to start. That s when they turned to Naylor.

More information

Leading Enterprise Change by Developing & Leveraging HR Business Partners

Leading Enterprise Change by Developing & Leveraging HR Business Partners Leading Enterprise Change by Developing & Leveraging HR Business Partners B y Agni Kitsios, Kitsios Consulting, Inc. May 15 18, 2016 Dallas, Texas, USA 1 Introduction How do you provide the necessary change

More information

FRAMEWORK FOR POLICY DEVELOPMENT

FRAMEWORK FOR POLICY DEVELOPMENT Achieving Excellence in Catholic Education through Learning, Leadership and Service FRAMEWORK FOR POLICY DEVELOPMENT Approved: May 27, 2014 *Revised July 18, 2016 Introduction Policy is a set of organizational

More information

GSR Management System - A Guide for effective implementation

GSR Management System - A Guide for effective implementation GSR Management System - A Guide for effective implementation 1 Introduction Governments are facing challenges in meeting societal expectations and have an interest in Governmental Social Responsibility

More information

Performance Management Professional Keys Effectiveness System (PKES)

Performance Management Professional Keys Effectiveness System (PKES) Performance Management Professional Keys Effectiveness System (PKES) Growth & Opportunity What is Performance Management? Performance Management = The process of maintaining or improving employee job performance

More information

OPC/OPSOA. Supervisory Officer s Qualification Program. The Practicum Handbook

OPC/OPSOA. Supervisory Officer s Qualification Program. The Practicum Handbook OPC/OPSOA Supervisory Officer s Qualification Program The Practicum Handbook Practicum Handbook Purpose The practicum is a culminating exercise designed to demonstrate the candidate s leadership attributes

More information

FULSTON MANOR ACADEMIES TRUST MISSION STATEMENT VISION VALUES

FULSTON MANOR ACADEMIES TRUST MISSION STATEMENT VISION VALUES FULSTON MANOR ACADEMIES TRUST MISSION STATEMENT Fulston Manor Academies Trust s mission is to change for the better the lives and life chances of all members of our community. In order to achieve this

More information

Illinois State Board of Education

Illinois State Board of Education Illinois State Board of Education February 2010 Guidance Document 10-01 Illinois Induction Program Continuum This document is intended to provide non-regulatory guidance on the subject matter listed above.

More information

H U M A N R E S O U R C E S M A N A G E R

H U M A N R E S O U R C E S M A N A G E R DESCRIPTION OF WORK: H U M A N R E S O U R C E S M A N A G E R Employees in this banded class provide leadership and supervision to professional/technical staff in the delivery of a contemporary human

More information

Ohio TIF District Budget Guide Year School Year

Ohio TIF District Budget Guide Year School Year Ohio TIF District Budget Guide Year 3 2012 School Year This TIF District Budget Guide is intended to provide TIF Coordinators, treasurers and superintendents with details regarding the Ohio TIF budget

More information

Progress Report to the

Progress Report to the Division of Human and Organizational Development Progress Report to the Board of Trustees May 5, 2009 Presenter: Denys Blell Vice Chancellor for Human and Organizational Development Human and Organizational

More information

Proposed for elimination as a Key. Performance Indicator Proposed for elimination as a Key. Performance Indicator

Proposed for elimination as a Key. Performance Indicator Proposed for elimination as a Key. Performance Indicator STRATEGIC PLANNING KEY PERFORMANCE INDICATORS KEY PERFORMANCE INDICATOR POINT PERSON/ LEAD PARTY STATUS TIME LINE TEACHING AND LEARNING Increase the number of teaching and learning activities reflected

More information

Research Shared Services:

Research Shared Services: Research Shared Services: A Case Study in Implementation November 19 th, 2015 YOUR MISSION OUR SOLUTIONS Huron Consulting Group Inc. All Rights Reserved. Huron is a management consulting firm and not a

More information

the council initiative on public engagement

the council initiative on public engagement public engagement at the city of edmonton share your voice shape our city the council initiative on public engagement new public engagement practice and implementation roadmap final report CITY OF EDMONTON

More information

NEW COLLEGE LEICESTER. Policy for the Induction of Newly Qualified Teachers (NQTs) at New College Leicester

NEW COLLEGE LEICESTER. Policy for the Induction of Newly Qualified Teachers (NQTs) at New College Leicester NEW COLLEGE LEICESTER Policy for the Induction of Newly Qualified Teachers (NQTs) at New College Leicester 2017-2018 Policy for the Induction of Newly Qualified Teachers (NQTs) at New College Leicester

More information

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY

BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY BRITISH COLUMBIA INSTITUTE OF TECHNOLOGY THREE-YEAR BUSINESS PLAN 2014 /15 2016 /17 September 2014 95% Employment among recent degree graduates One of BC s Top Employers since 2011 TABLE OF CONTENTS Executive

More information

The Power of Good Relationships: Teamwork and Leadership Strategies for Board-Superintendent Teams

The Power of Good Relationships: Teamwork and Leadership Strategies for Board-Superintendent Teams The Power of Good Relationships: Teamwork and Leadership Strategies for Board-Superintendent Teams Steering the Ship Together for Student Success Jamie Stacks, Superintendent Who am I? Educator for 28

More information

McGill ITS Strategic Plan

McGill ITS Strategic Plan McGill Strategic Plan Context: Our 5 Year Roadmap Approved in April 205 Focuses on improvements to the following areas Teaching and Learning Research Student systems Campus Administration Must be cyclically

More information

TOOL 9.4. HR Competency Development Priorities. The RBL Group 3521 N. University Ave, Ste. 100 Provo, UT

TOOL 9.4. HR Competency Development Priorities. The RBL Group 3521 N. University Ave, Ste. 100 Provo, UT TOOL 9.4 HR Competency Development Priorities The RBL Group 3521 N. University Ave, Ste. 100 Provo, UT 84604 801.373.4238 www.hrfromtheoutsidein.com [9.4] HR COMPETENCY DEVELOPMENT PRIORITIES Directions:

More information

Learning Center Key Message Guide. 3M Company

Learning Center Key Message Guide. 3M Company Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC

More information

HENNEPIN COUNTY ACTIVATES TOTAL REWARDS FROM THE OUTSIDE IN

HENNEPIN COUNTY ACTIVATES TOTAL REWARDS FROM THE OUTSIDE IN HEALTH WEALTH CAREER HENNEPIN COUNTY ACTIVATES TOTAL REWARDS FROM THE OUTSIDE IN BY MICHAEL ROSSMAN, RON KEIMACH AND LYN HARPER MERCER Mercer engaged with Hennepin County, Minnesota, to develop and activate

More information

Division of Human Resources Annual Report Aurora Public Schools

Division of Human Resources Annual Report Aurora Public Schools Division of Human Resources Annual Report 2007-2008 Aurora Public Schools Division of Human Resources Annual Report 2007-2008 Aurora Public Schools is committed to increase student achievement and one

More information

Health Career Pathway Development: How do we take it to the next level?

Health Career Pathway Development: How do we take it to the next level? Health Career Pathway Development: How do we take it to the next level? Kevin Barnett, Senior Investigator, Public Health Institute Co-Director, CHWA Jeff Oxendine, Associate Dean, Public Health Practice

More information

Portland Public Schools Board of Education 501 N. Dixon Street Portland, Oregon

Portland Public Schools Board of Education 501 N. Dixon Street Portland, Oregon Portland Public Schools Board of Education 501 N. Dixon Street Portland, Oregon Performance Appraisal: Superintendent Carole Smith June 2009 to September 2010 In May 2008, the Portland Public Schools Board

More information

TALENT REVIEW INSTRUCTIONS

TALENT REVIEW INSTRUCTIONS OFFICE OF HUMAN RESOURCES TALENT REVIEW INSTRUCTIONS SUMMARY The Talent Review process is a means to gain a better understanding of what is expected of the employee and how the employee can improve his/her

More information

Adopt a School Toolkit for School and Business Partners

Adopt a School Toolkit for School and Business Partners Adopt a School Toolkit for School and Business Partners The goal of AAS Partnerships is to forge mutually beneficial partnerships between local schools and businesses. This toolkit is provided for guidance

More information

What is the Partnership to Advance Youth Apprenticeship (PAYA)?

What is the Partnership to Advance Youth Apprenticeship (PAYA)? PAYA GRANTS FAQ The Partnership to Advance Youth Apprenticeship (PAYA) seeks applicants from partnerships in states and cities that are expanding participation in high-quality youth apprenticeship programs

More information

PUBLIC SCHOOL COUNCIL/BOARD TRAINING

PUBLIC SCHOOL COUNCIL/BOARD TRAINING PUBLIC SCHOOL COUNCIL/BOARD TRAINING Module 3: School ning D17/0558197 Roles and decision rights Effective relationships Setting direction Integrity Accountability In this module, you will learn about:

More information

Miami County s Local Board of Developmental Disabilities. Strategic Plan

Miami County s Local Board of Developmental Disabilities. Strategic Plan Miami County s Local Board of Developmental Disabilities Strategic Plan 2016-2018 Prepared by Riverside DD Executive Team September 2015 Contents INTRODUCTION... 1 MISSION AND VISION STATEMENTS... 1 VISION

More information

TRAINING & EDUCATION: Course Offerings & Descriptions

TRAINING & EDUCATION: Course Offerings & Descriptions TRAINING & EDUCATION: Course Offerings & Descriptions All of our trainings can be tailored to meet specific organizational needs. A minimum of 15 participants is necessary to schedule trainings and we

More information

Office School Improvement. Updates METIS Conference Summer 2017

Office School Improvement. Updates METIS Conference Summer 2017 Office School Improvement Updates METIS Conference Summer 2017 State Board of Education 5-Year Strategic Plan for 2016-2020 Vision To create a world-class educational system that gives students the knowledge

More information

Strategic Plan for the Heritage Trust of Nova Scotia

Strategic Plan for the Heritage Trust of Nova Scotia Strategic Plan for the Heritage Trust of Nova Scotia This Strategic Plan for the Heritage Trust of Nova Scotia will guide the decisions and actions of the Trust over the next three years (2012 2015), after

More information

PORTAGE COMMUNITY SCHOOL DISTRICT 1000/page 1 of ADMINISTRATION District Organization 1110 Assessment of District Goals

PORTAGE COMMUNITY SCHOOL DISTRICT 1000/page 1 of ADMINISTRATION District Organization 1110 Assessment of District Goals PORTAGE COMMUNITY SCHOOL DISTRICT 1000/page 1 of 1 1000 1100 District Organization 1110 Assessment of District Goals 1210 Board - District Administrator Relationship 1220 Employment of the District Administrator

More information

GREATNESS BY DESIGN. Supporting Outstanding Teaching to Sustain a Golden State

GREATNESS BY DESIGN. Supporting Outstanding Teaching to Sustain a Golden State GREATNESS BY DESIGN Supporting Outstanding Teaching to Sustain a Golden State A report by State Superintendent of Public Instruction Tom Torlakson s Task Force on Educator Excellence September 2012 Provide

More information

HISD Implementation. 4. Ensure data-driven accountability

HISD Implementation. 4. Ensure data-driven accountability HISD Implementation 4. Ensure data-driven accountability What we will do Build robust systems and processes that enable easy access to and use of key data to inform decisions and manage high levels of

More information

Dr. Mychele Rhodes, Superintendent McDuffie County School System Superintendent Evaluation Instrument

Dr. Mychele Rhodes, Superintendent McDuffie County School System Superintendent Evaluation Instrument Dr. Mychele Rhodes, Superintendent McDuffie County School System Superintendent Evaluation Instrument 2017-2018 The McDuffie County School System Governance Team (school board and superintendent) have

More information

SUPERINTENDENT EVALUATION. 1 Copyright 2015 by the New York State School Boards Association

SUPERINTENDENT EVALUATION. 1 Copyright 2015 by the New York State School Boards Association SUPERINTENDENT EVALUATION 1 Copyright 2015 by the New York State School Boards Association SUPERINTENDENT EVALUATION The New York State School Boards Association (NYSSBA) recognizes that boards of education

More information

System Framework Personnel/Workforce (PN) Component Draft updated October 23, 2014

System Framework Personnel/Workforce (PN) Component Draft updated October 23, 2014 The Early Childhood Technical Assistance Center System Framework Personnel/Workforce (PN) Component Draft updated October 23, 2014 An introduction to the System Framework: http://ectacenter.org/sysframe

More information

ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN

ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN Effective 7-1-2017 Each item in this addendum is a change or addition to this plan s contents. This addendum DOES NOT replace the contents of this plan.

More information

SUPERINTENDENT EVALUATION

SUPERINTENDENT EVALUATION SUPERINTENDENT EVALUATION NYSSBA would like to thank the State of New York for its support of NYSSBA s Student Achievement Institute. Original content reproduced under license from the New York State Education

More information

RICHARDSON INDEPENDENT SCHOOL DISTRICT Where all students learn, grow and succeed. Retention Task Force Update May 4, 2015

RICHARDSON INDEPENDENT SCHOOL DISTRICT Where all students learn, grow and succeed. Retention Task Force Update May 4, 2015 RICHARDSON INDEPENDENT SCHOOL DISTRICT Where all students learn, grow and succeed Retention Task Force Update May 4, 2015 Goal: The Retention Task Force is charged with developing a comprehensive retention

More information

IFC EMPLOYABILITY TOOL. Bridging Education to Employment

IFC EMPLOYABILITY TOOL. Bridging Education to Employment IFC EMPLOYABILITY TOOL Bridging Education to Employment 2 IFC Employability Tool IFC education portfolio IFC IN EDUCATION EXPANDING ACCESS TO QUALITY AND AFFORDABLE EDUCATION IS A CENTRAL ELEMENT TO ELIMINATING

More information

Developing a Succession Plan

Developing a Succession Plan Introduction Developing a Succession Plan provided by Rose Miller, SPHR Pinnacle Human Resources, LLC 1 2 3 4 5 6 7 Covered in Part I Succession planning at Agencies can be a high-stakes endeavor. The

More information

Personnel Systems and Benefits

Personnel Systems and Benefits Summary The Hernando County School District is using 9 of the 11 personnel systems and benefits best practices. The district has successful training programs for teachers and those interested in becoming

More information

TEMPLATE 1.6A PERFORMANCE EVALUATION TEMPLATE FOR:

TEMPLATE 1.6A PERFORMANCE EVALUATION TEMPLATE FOR: THIS TEMPLATE IS PROVIDED AS A GUIDE. PLEASE MODIFY IT TO SUIT YOUR MUNICIPALITY S REQUIREMENTS. TEMPLATE 1.6A PERFORMANCE EVALUATION TEMPLATE FOR: CAO SELF-ASSESSMENT; MAYOR AND COUNCIL; OR (PLEASE CIRCLE

More information

Region One Incentive Strategies for Educators

Region One Incentive Strategies for Educators Region One Incentive Strategies for Educators Promoting Educator Effectiveness through HCM and PBC Systems MAY 26, 2017 USDOE 13 Successful Grantees Region One Education Service Center Texas Cross Country

More information

How Leaders Invest Staffing Resources in Instructional Improvement and Equity: Results from a National Study

How Leaders Invest Staffing Resources in Instructional Improvement and Equity: Results from a National Study How Leaders Invest Staffing Resources in Instructional Improvement and Equity: Results from a National Study Marge Plecki Mike Knapp Tino Castañeda Thomas Halverson Robin LaSota Chad Lochmiller University

More information

Concordia University Portland College of Education Professional Education Plan (PEP) Professional Administrator Certificate

Concordia University Portland College of Education Professional Education Plan (PEP) Professional Administrator Certificate Concordia University Portland College of Education Professional Education Plan (PEP) Professional Administrator Certificate High-quality, informed district-level leadership for our public school districts

More information

BYU Manager s Toolbox. Development. Planning. The Manager s Responsibility For. Development. On The Job: Facilitating Job Movement:

BYU Manager s Toolbox. Development. Planning. The Manager s Responsibility For. Development. On The Job: Facilitating Job Movement: There are two kinds of people in organizations those that have 20 years of experience and those that have one year of experience repeated 20 times. - Gene Dalton, BYU Development Planning in which they

More information

Teacher and Leader Effectiveness Principal Induction Guidance Self-Assessment. Roles & Responsibilities

Teacher and Leader Effectiveness Principal Induction Guidance Self-Assessment. Roles & Responsibilities Teacher and Leader Effectiveness Self-Assessment Roles & Responsibilities The induction guidance and domains collectively provides for an effective induction program and requires an investment from all

More information

PERSONNEL EVALUATION AND RECORD KEEPING

PERSONNEL EVALUATION AND RECORD KEEPING PERSONNEL EVALUATION AND RECORD KEEPING PERFORMANCE EVALUATIONS The purpose of Performance Evaluations at OCS is to enhance the total learning environment for students and to strive for expert instruction

More information

Employee Performance Management Process. Management Training Participant Workbook

Employee Performance Management Process. Management Training Participant Workbook Employee Performance Management Process Management Training Participant Workbook Welcome to Training on EPMP Today s course is focused on preparing managers for the immediate implementation of the DPS

More information

Teacher and Leader Effectiveness Assessing the Effectiveness of a Leader Induction Program

Teacher and Leader Effectiveness Assessing the Effectiveness of a Leader Induction Program Leader Roles & Responsibilities Proficient Level of Development Data Collection Notes and Examples of Evidences Overview: The induction guidance and domains collectively provide for an effective 1. Work

More information

TOOLKIT J U N E Gina Ikemoto, Lori Taliaferro and Benjamin Fenton New Leaders

TOOLKIT J U N E Gina Ikemoto, Lori Taliaferro and Benjamin Fenton New Leaders TOOLKIT J U N E - 2014 Gina Ikemoto, Lori Taliaferro and Benjamin Fenton New Leaders Jacquelyn Davis George W. Bush Institute, Alliance to Reform Education Leadership INTRODUCTION The was designed in conjunction

More information

Field Experience Handbook

Field Experience Handbook Field Experience Handbook Clear Administrative Services (Tier II) Credential Induction and Assessment EDAD 697A: Supervised Field Experience / Induction (3 credits) EDAD 697B: Supervised Field Experience

More information

Mentor Handbook. Office of Career Services // Office of Alumni Relations

Mentor Handbook. Office of Career Services // Office of Alumni Relations Mentor Handbook Office of Career Services // Office of Alumni Relations Fall 2018 - Spring 2019 SUCCEED NETWORK COUNSEL SUPPORT MENTOR GUIDE LEAD INSPIRE MOTIVATE WELCOME! Thank you for participating in

More information

Practice Profile Guidance for West Virginia Schools and Districts

Practice Profile Guidance for West Virginia Schools and Districts Support for Personalized Learning Practice Profile Guidance for West Virginia Schools and Districts April 2012 Table of Contents Support for Personalized Learning & Practice Profiles SECTION I: Introduction...1

More information

THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION

THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION SBBC: B-002 POSITION TITLE: CONTRACT YEAR: School Principal Twelve Months PAY GRADE: School-based Administrators Salary Schedule Category C,

More information

Chesterfield County Public Schools Executive Summary January 2017

Chesterfield County Public Schools Executive Summary January 2017 Overview: Chesterfield County Public Schools is deemed a high-performing school division with a long history of success. The division s schools are recognized nationally: There are six National Blue Ribbon

More information

Office of Technology Services IT Strategy

Office of Technology Services IT Strategy Office of Technology Services IT Strategy Purpose The purpose of this Information Technology Strategy document is to describe how the Office of Technology Services (OTS) supports Lone Star College s vision

More information

Executive Order: Workforce Development Council

Executive Order: Workforce Development Council Executive Order: Workforce Development Council Executive Order Establishing the President s National Council for the American Worker Issued July 19, 2018 1 Executive Order Establishing the President s

More information

BEST PRACTICES IN Talent Management Article Title Format

BEST PRACTICES IN Talent Management Article Title Format SCHOONOVER ASSOCIATES WHITE PAPER BEST PRACTICES IN Talent Management Article Title Format SCHOONOVER ASSOCIATES, LLC. 2015 Dr. Stephen C. Schoonover President, Schoonover Associates, LLC Contents Executive

More information

Lake Erie College Strategic Plan : Supporting. Empowering. Thriving.

Lake Erie College Strategic Plan : Supporting. Empowering. Thriving. 1 Lake Erie College Strategic Plan -2021: Supporting. Empowering. Thriving. Priorities and Strategic Goals for Each Theme Area [NOTE: ACTION STEPS ARE UNDER DEVELOPMENT AND CONSIDERATION AS OF OCTOBER

More information

BREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION

BREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION BREAKTHROUGH CHARTER SCHOOLS CHIEF FINANCIAL OFFICER JOB DESCRIPTION THE BREAKTHROUGH NETWORK Breakthrough Charter Schools ( Breakthrough ) is a nationally recognized network of high-performing, free,

More information

Coaching and Mentoring

Coaching and Mentoring Coaching and Mentoring Staff Development Human Resources Benefits of Coaching and Mentoring The University of Huddersfield has experienced significant change in recent years; a trend which will continue

More information

COMMUNITY READINESS FRAMEWORK

COMMUNITY READINESS FRAMEWORK 2018-2019 COMMUNITY READINESS FRAMEWORK OVERVIEW OF COMMUNITY READINESS FRAMEWORK CAREERWISE BACKGROUND INFORMATION COMMUNITY READINESS FRAMEWORK DETAIL Welcome to the CareerWise COMMUNITY READINESS FRAMEWORK

More information

JOB DESCRIPTION. PERSONNEL EVALUATION RESPONSIBILITY: Professional and non professional personnel if delegated by the principal

JOB DESCRIPTION. PERSONNEL EVALUATION RESPONSIBILITY: Professional and non professional personnel if delegated by the principal JACKSON PARISH SCHOOL BOARD JOB DESCRIPTION TITLE: Administrative Assistant QUALIFICATIONS: 1. Shall be at least the minimum requirements as stated in Bulletin 746 revised - Louisiana Standards for State

More information

SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT

SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT TOOLKIT April 2015 CONTENTS 1 Succession planning 3 What is succession planning? Succession planning process Leadership development 4 What is leadership development?

More information

Request for Proposals Facilitating Utility Smart Energy Education (FUSED)

Request for Proposals Facilitating Utility Smart Energy Education (FUSED) Request for Proposals Facilitating Utility Smart Energy Education (FUSED) Specialized DER Professional Training for Utility Employees Technical point of contact: Business point of contact: Jenny Senff

More information

Measuring Effectiveness

Measuring Effectiveness Measuring Effectiveness 14 th Annual Federal Programs Conference June 22-23, 2016 Workshop Sharon Brown Program Specialist 404-561-4888 shbrown@doe.k12.ga.us 4044561 Greg Petersen Program Specialist 404-291-9714

More information

Strategic Plan SFY Oklahoma Department of Human Services

Strategic Plan SFY Oklahoma Department of Human Services Strategic Plan SFY 2014-2015 Oklahoma Department of Human Services GROWING in a NEW DIRECTION SFY 2014-2015 Strategy Map CWS Strategic Plan Page 1 OUR MISSION We improve the quality of life of vulnerable

More information