Quarterly Benchmarks #4 Strategy 4A: Enact world-class processes during the pre-operational period to find and recruit top leaders, teachers, and support staff from across the United States and from within Boston to work at UP Academy Holland; sustain these recruiting and hiring practices over the long-term. Sub-Strategy Implementation By when Early Evidence of By when Measurement Expected Outcome By when Owner Milestone Change tool Conduct a Hire exceptional May 2014 80% of UP Academy February 2015 Mid-year staff Fulfillment of Student June 2015 UP Academy nationwide Principal and DOO for Holland staff agree or Achievement MAGS (note: date Holland survey. search to UP Academy Holland strongly agree that the (e.g., student achievement applies to all Leadership identify, recruit, Principal supports the on the Massachusetts expected Team and hire school by providing effective Comprehensive outcomes listed exceptional instructional leadership. Assessment System) to the left) Principal and DOO Ensure UP Turnaround plan March 2014 The school’s staff is September UP Education Academy articulates beginning to provide Network 2014 Principal has comprehensive Principal appropriate services and observation. the authority to staffing authorities and supports to meet the needs hire an entirely flexibilities of student body. new school leadership team, faculty, and support staff in order to maximize student achievement; ensure the Principal has the authority to organize the faculty in a way that maximizes student achievement Recruit and hire Publicize for, recruit, July 2014 All staff members are August 2014 Observation by UP nearly 100 identify and begin hiring deeply engaged in Education Network effective staff exceptional teachers preparations for 2014-15 members for the school year during August 2014-15 orientation, as evidenced by academic year. participation and by the products that come out of the orientation (e.g., curriculum)
Quarterly Benchmarks #4 Strategy 4A: Enact world-class processes during the pre-operational period to find and recruit top leaders, teachers, and support staff from across the United States and from within Boston to work at UP Academy Holland; sustain these recruiting and hiring practices over the long-term. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Conduct a nationwide search to identify, recruit, and hire exceptional Principal and DOO Hire exceptional Principal and DOO for UP Academy Holland May 2014 80% of UP Academy Holland staff agree or strongly agree that the Principal supports the school by providing effective instructional leadership. February 2015 Mid-year staff survey. Fulfillment of Student Achievement MAGS (e.g., student achievement on the Massachusetts Comprehensive Assessment System) June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Ensure UP Academy Principal has the authority to hire an entirely new school leadership team, faculty, and support staff in order to maximize student achievement; ensure the Principal has the authority to organize the faculty in a way that maximizes student achievement Turnaround plan articulates comprehensive Principal staffing authorities and flexibilities March 2014 The school’s staff is beginning to provide appropriate services and supports to meet the needs of student body. September 2014 UP Education Network observation. Recruit and hire nearly 100 effective staff members for the 2014-15 academic year. Publicize for, recruit, identify and begin hiring exceptional teachers July 2014 All staff members are deeply engaged in preparations for 2014-15 school year during August orientation, as evidenced by participation and by the products that come out of the orientation (e.g., curriculum) August 2014 Observation by UP Education Network
holland-final-plan.docx