Principal will assemble a site-based leadership team that will have the autonomy to make school-level instructional decisions based on individual needs of the staff, students, parents, and community. For example, school teams will have the authority to adopt a such as “theme” or Middle Years Programme Creative and in addition to making a decision Performing Arts to continue the gender-based instruction at Freeman MS. Drew-Freeman’s is “theme” the Whole Child with Excellence “Educating and Equity.” 2. Use locally adopted competencies to measure the The newly hired turnaround principal will be the final effectiveness of staff who can work within the decision-maker in school-level staffing. turnaround environment to meet the needs of May 15-June 30 Duane Arbogast, The principal will lead a hiring committee that students 2010: Chief Academic includes a representative from the Area office, (A) Screen all existing staff and rehire no more Principal selects Officer Human Resources, and Curriculum & than 50 percent; and new instructional Acting Turnaround Instruction. (B) Select new staff and support staff; Director, All staff (existing and new) will be screened develops budget, Turnaround according to local measures of teacher master schedule, Principals, HIGH PRIORITY: Staff Profile, Effective effectiveness, including: Prior Evaluations, summer professional Budget Office, Leadership Formative Assessment Data (MSA/HSA data; development Human Resources, quarterly assessments), Attendance, and program. Title I Certification. The committee will explicitly include measures of student achievement when interviewing teachers; teachers will be required to demonstrate past performance in increasing student May 15-June 30 Duane Arbogast, achievement, and will need to bring artifacts (i.e. 2010: Chief Academic FAST data, MSA/HSA data, analysis of student Principal selects Officer work) to support these accomplishments. new instructional Acting Turnaround Teachers will also be expected to discuss
Principal will assemble a site-based leadership team that will have the autonomy to make school-level instructional decisions based on individual needs of the staff, students, parents, and community. For example, school teams will have the authority to adopt a “theme” such as Middle Years Programme or Creative and Performing Arts in addition to making a decision to continue the gender-based instruction at MS. Drew-Freeman’s “theme” is “Educating the Whole Child with Excellence and Equity.” 2. Use locally adopted competencies to measure the effectiveness of staff who can work within the turnaround environment to meet the needs of students (A) Screen all existing staff and rehire no more than 50 percent; and (B) Select new staff HIGH PRIORITY: Staff Profile, Effective Leadership The newly hired turnaround principal will be the final decision-maker in school-level staffing. The principal will lead a hiring committee that includes a representative from the Area office, Human Resources, and Curriculum & Instruction. All staff (existing and new) will be screened according to local measures of teacher effectiveness, including: Prior Evaluations, Formative Assessment Data (MSA/HSA data; quarterly assessments), Attendance, and Certification. The committee will explicitly include measures of student achievement when interviewing teachers; teachers will be required to demonstrate past performance in increasing student achievement, and will need to bring artifacts (i.e. FAST data, MSA/HSA data, analysis of student work) to support these accomplishments. Teachers will also be expected to discuss May 15-June 30 2010: Principal selects new instructional and support staff; develops budget, master schedule, summer professional development program. May 15-June 30 2010: Principal selects new instructional Duane Arbogast, Chief Academic Officer Acting Turnaround Director, Turnaround Principals, Budget Office, Human Resources, Title I Duane Arbogast, Chief Academic Officer Acting Turnaround Freeman
PGCPSSIGIYear3RevisedLEAandSchoolPlansSY20122013.docx