School Desired Accountable Year(s) of Strategies & Actions Relevant Interim Measures Funding Sources Outcomes Lead(s) Activity Based on Strategic How will you know if you are on Check applicable How When Who will you achieve your goal? What will will be Plan Staff Success track to meet your goal? How will boxes to indicate resources will you leverage? this occur? leading? monitor progress? Indicators you source of funds. Teacher retention Clarify and communicate Compare retention historical ☐ PP $ 2017-2018 Admin ☐ Title I $ expectations for teachers and data; as of SY16-17, 57% of 2018-2019 ☐ Title II $ students faculty have been here 5 years or ☐ Other $ 2019-2020 Revisit teacher evaluation process, more ☐ N/A and make appropriate adjustments; Compare responses from teacher incorporate feedback questionnaires Understand the motivations and Observe and document the perspectives of teachers overall tone quarterly Standardize curriculum and scope Measure against benchmarks for consistency across grades Analyze performance reviews for trends Continually assess placement of Compile data of credentials such ☐ PP $ Teacher Positions 2018-2019 Admin ☐ Title I $ retained and new teachers as licenses and areas of expertise Filled ☐ Title II $ Develop a school-wide Use student learning data to ☐ Other $ professional development plan evaluate effectiveness of teacher ☐ N/A Provide embedded, on-site, preparation program/courses individualized professional Language fluency of teachers learning for teachers in Seek feedback from grade level instructional teams strategies/differentiation, and subject areas Revise expectations for grade level teams to function as professional learning communities
Desired Outcomes Strategies & Actions School Year(s) of Activity Relevant Interim Measures Accountable Lead(s) Funding Sources Based on Strategic Plan Staff Success Indicators How will you achieve your goal? What resources will you leverage? When will this occur? How will you know if you are on track to meet your goal? How will you monitor progress? Who will be leading? Check applicable boxes to indicate source of funds. Teacher retention Clarify and communicate expectations for teachers and students Revisit teacher evaluation process, and make appropriate adjustments; incorporate feedback Understand the motivations and perspectives of teachers Standardize curriculum and scope for consistency across grades 2017-2018 2018-2019 2019-2020 Compare retention historical data; as of SY16-17, 57% of faculty have been here 5 years or more Compare responses from teacher questionnaires Observe and document the overall tone quarterly Measure against benchmarks Analyze performance reviews for trends Admin ☐ PP $ ☐ Title I $ ☐ Title II $ ☐ Other $ ☐ N/A Teacher Positions Filled Continually assess placement of retained and new teachers Develop a school-wide professional development plan Provide embedded, on-site, individualized professional learning for teachers in instructional strategies/differentiation, and subject areas Revise expectations for grade level teams to function as professional learning communities 2018-2019 Compile data of credentials such as licenses and areas of expertise Use student learning data to evaluate effectiveness of teacher preparation program/courses Language fluency of teachers Seek feedback from grade level teams Admin ☐ PP $ ☐ Title I $ ☐ Title II $ ☐ Other $ ☐ N/A