March - April: Select teaching staff The regular interview and hiring cycle for Legacy will be from November through April with midyear positions being posted when they become available, however, Legacy has the option to post positions outside of the DPS hiring cycle whenever positions are planned or needed. Cultural Competency To ensure that Legacy staff members have the necessary cultural competencies to support Legacy’s at-risk and diverse student population, the school will implement the following strategies: Cultural competency questions will be included in the interview and hiring process School leaders will work with the Office of Student Engagement to develop questions and rubrics Professional development will be provided on culturally responsive instruction and cultural competency Instruction will be differentiated based on needs (equity = opportunity, access, and inclusion) Create multiple formats for dialogue and collaboration across cultures Retention of Effective Teachers The Legacy staff culture will support team-building and developing a healthy and fun work environment. Legacy will provide effective teachers with multiple leadership development opportunities including facilitating professional development, participating on the school advisory board, and taking on a position on the school leadership team. Additionally, effective teachers will be eligible for ProComp and school based incentive pay. Legacy has targeted a 90% retention rate of based on teachers who have been invited to stay, an exceptionally high retention rate for an intensive pathways school. With an extensive hiring process, intensive professional development and supports, and a positive school culture and work environment, Legacy will attract and retain the effective teachers that are necessary to reach its goals and will develop the school’s future leaders. B. Teacher Coaching Every teacher will receive weekly observations and feedback on their instruction, instructional planning, and use of student data. The principal and assistant principal will supervise and evaluate the teachers on the instructional team. Each teacher will be observed and receive feedback and coaching at least twice a month from their supervisor. Administrative Assistants will provide additional informal feedback and instructional coaching to teachers based on individual professional growth plans. The leadership team will conduct weekly Learning Walks at various times of the day. Teachers will participate in learning walks individually or as a team during their planning time. During the pre-opening year, the school leader will research classroom observation protocols and feedback instruments used by effective schools and will work with the leadership team and teachers to customize those tools to align with the vision, mission, and goals of the school and the LEAP evaluation framework.
March - April: Select teaching staff The regular interview and hiring cycle for Legacy will be from November through April with midyear positions being posted when they become available, however, Legacy has the option to post positions outside of the DPS hiring cycle whenever positions are planned or needed. Cultural Competency To ensure that Legacy staff members have the necessary cultural competencies to support Legacy’s at-risk and diverse student population, the school will implement the following strategies: Cultural competency questions will be included in the interview and hiring process School leaders will work with the Office of Student Engagement to develop questions and rubrics Professional development will be provided on culturally responsive instruction and cultural competency Instruction will be differentiated based on needs (equity = opportunity, access, and inclusion) Create multiple formats for dialogue and collaboration across cultures Retention of Effective Teachers The Legacy staff culture will support team-building and developing a healthy and fun work environment. Legacy will provide effective teachers with multiple leadership development opportunities including facilitating professional development, participating on the school advisory board, and taking on a position on the school leadership team. Additionally, effective teachers will be eligible for ProComp and school based incentive pay. Legacy has targeted a 90% retention rate of based on teachers who have been invited to stay, an exceptionally high retention rate for an intensive pathways school. With an extensive hiring process, intensive professional development and supports, and a positive school culture and work environment, Legacy will attract and retain the effective teachers that are necessary to reach its goals and will develop the school’s future leaders. B. Teacher Coaching Every teacher will receive weekly observations and feedback on their instruction, instructional planning, and use of student data. The principal and assistant principal will supervise and evaluate the teachers on the instructional team. Each teacher will be observed and receive feedback and coaching at least twice a month from their supervisor. Administrative Assistants will provide additional informal feedback and instructional coaching to teachers based on individual professional growth plans. The leadership team will conduct weekly Learning Walks at various times of the day. Teachers will participate in learning walks individually or as a team during their planning time. During the pre-opening year, the school leader will research classroom observation protocols and feedback instruments used by effective schools and will work with the leadership team and teachers to customize those tools to align with the vision, mission, and goals of the school and the LEAP evaluation framework.