Strategy 4B: Implement innovative ways to develop and compensate all staff members in a manner that reflects their professionalism and values student achievement. Sub-Strategy Implementation By when Early Evidence of By when Measurement Expected Outcome By when Owner Milestone Change tool Provide the Principal and DOO July 2014 Principal and DOO September UP Education 80% of staff members June 2015 UP Academy Principal and are meeting weekly meet effectively and tangibly Network who went on a (note: date Holland 2014 DOO with UP Education implements feedback from observation. performance improvement applies to all Leadership ample coaching Network Director of his/her manager. plan during the school expected Team and support Principal Leadership year are successfully exited outcomes listed from UP and Director of School from the plan. to the left) Education Operations, respectively, Network for coaching/managerial sessions. Classroom walkthroughs in Q4 of 2014-15 Provide every Both weekly PD and September The school’s staff expresses Mid-year staff February 2014 academic year indicate teacher with biweekly observation 2014 satisfaction with coaching survey. that the vast majority of regular, and coaching sessions and PD opportunities. taught during coaching are occurring regularly professional development and professional sessions are being development implemented by all teachers on a consistent Develop and Cohort and grade-level Grade-level and cohort November Conversations April 2014 basis hire for cohort leadership descriptions leaders feel empowered to 2014 between Principal and grade-level make critical decisions to and grade-level and are completed leadership support their grade levels cohort leaders. positions within and cohorts. End of year staff survey the school indicates that 90% of community staff members report understanding the Establish a new Initial design of adjusted April 2014 Mid-year staff survey February 2015 Mid-year staff survey compensation system and teacher compensation system is indicates that staff feel that it appropriately compensation complete. members comprehend the rewards performance system with new compensation model stronger ties to teacher performance. Strategy 4C: Implement an improved staff evaluation system and tool. Sub-Strategy Implementation By when Early Evidence of By when Measurement Expected Outcome By when Owner Milestone Change tool Implement a Teachers receive details August 2014 80% of teachers report January 2015 Data from Principal 90% of teachers believe June 2015 UP Academy comprehensive of the evaluation process that components of the and DCIs that the school’s staff (note: date Holland teacher evaluation tool are being evaluation tool and applies to all Leadership during staff orientation evaluation used in regular coaching, process is fair and expected Team system and tool meetings with their DCIs. supports the school’s that values
Strategy 4B: Implement innovative ways to develop and compensate all staff members in a manner that reflects their professionalism and values student achievement. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Provide the Principal and DOO with ample coaching and support from UP Education Network Principal and DOO are meeting weekly meet UP Education Network Director of Principal Leadership and Director of School Operations, respectively, for coaching/managerial sessions. July 2014 Principal and DOO effectively and tangibly implements feedback from his/her manager. September 2014 UP Education Network observation. 80% of staff members who went on a performance improvement plan during the school year are successfully exited from the plan. Classroom walkthroughs in Q4 of 2014-15 academic year indicate that the vast majority of taught during professional development sessions are being implemented by all teachers on a consistent basis End of year staff survey indicates that 90% of staff members report understanding the compensation system and feel that it appropriately rewards performance June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Provide every teacher with regular, coaching and professional development Both weekly PD and biweekly observation and coaching sessions are occurring regularly September 2014 The school’s staff expresses satisfaction with coaching and PD opportunities. February 2014 Mid-year staff survey. Develop and hire for cohort and grade-level leadership positions within the school community Cohort and grade-level leadership descriptions are completed April 2014 Grade-level and cohort leaders feel empowered to make critical decisions to support their grade levels and cohorts. November 2014 Conversations between Principal and grade-level and cohort leaders. Establish a new teacher compensation system with stronger ties to teacher performance. Initial design of adjusted compensation system is complete. April 2014 Mid-year staff survey indicates that staff members comprehend the new compensation model February 2015 Mid-year staff survey Strategy 4C: Implement an improved staff evaluation system and tool. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Implement a comprehensive teacher evaluation system and tool that values Teachers receive details of the evaluation process during staff orientation August 2014 80% of teachers report that components of the evaluation tool are being used in regular coaching, meetings with their DCIs. January 2015 Data from Principal and DCIs 90% of teachers believe that the school’s staff evaluation tool and process is fair and supports the school’s June 2015 (note: date applies to all expected UP Academy Holland Leadership Team
holland-final-plan.docx