Name of School: Drew Freeman Middle School Tier: II Turnaround Model LEA Design and Implementation of the Timeline for Name and Intervention Model Implementation Position of (include alignment of additional resources) Responsible Person(s) Requirements for the Turnaround Model (LEA must implement actions 1-9) Replace the principal and grant the principal Turnaround schools will have a competitive hiring March 2010: sufficient operational flexibility (including in process to recruit and select an elite principal, Principals currently Area Assistant staffing, calendars/time, and budgeting) to preferably with experience in school turnaround but serving as principal Superintendents implement fully a comprehensive approach in order committed to bold and innovative reform: notified that they to substantially improve student achievement will be replaced. The school system will advertise for the outcomes and increase high school graduation rates turnaround principal positions separately, ensuring the selection process is independent HIGH PRIORITY: Staff Profile, Assessments, from other systemic principal hiring. School Culture and Climate, Organizational The recruitment process will include both Structure, Comprehensive and Effective internal and external searches, utilizing mass Planning, and Effective Leadership communications that include both local and national media, such as newspapers and online sources, as well as national associations such as National Association for Secondary School May - June 2010: Bob Gaskins, Administrators. Candidates will be assessed Recruitment and Human Resources, along the following criteria, including but not selection of new Executive Cabinet limited to: experience with effective management principals. members, School of student behavior, positive relationships with Leadership Office parents and community, instructional knowledge/content expertise, evidence of the use of data to inform instruction, disciplinary literacy, organizational structure, culture building and effective collaboration with peers, teacher evaluation, community relations, student interventions, team-building, communications, and commitment to excellence. The principal for Drew-Freeman will have to be able to build capacity of new teachers and build relationship with a strong Suitland Community. Turnaround principal candidates will interview before a panel of Executive Cabinet members
Name of School: Drew Freeman Middle School Tier: II Turnaround Model LEA Design and Implementation of the Intervention Model (include alignment of additional resources) Timeline for Implementation Name and Position of Responsible Person(s) Requirements for the Turnaround Model (LEA must implement actions 1-9) Replace the principal and grant the principal sufficient operational flexibility (including in staffing, calendars/time, and budgeting) to implement fully a comprehensive approach in order to substantially improve student achievement outcomes and increase high school graduation rates HIGH PRIORITY: Staff Profile, Assessments, School Culture and Climate, Organizational Structure, Comprehensive and Effective Planning, and Effective Leadership Turnaround schools will have a competitive hiring process to recruit and select an elite principal, preferably with experience in school turnaround but committed to bold and innovative reform: The school system will advertise for the turnaround principal positions separately, ensuring the selection process is independent from other systemic principal hiring. The recruitment process will include both internal and external searches, utilizing mass communications that include both local and national media, such as newspapers and online sources, as well as national associations such as National Association for Secondary School Administrators. Candidates will be assessed along the following criteria, including but not limited to: experience with effective management of student behavior, positive relationships with parents and community, instructional knowledge/content expertise, evidence of the use of data to inform instruction, disciplinary literacy, organizational structure, culture building and effective collaboration with peers, teacher evaluation, community relations, student interventions, team-building, communications, and commitment to excellence. The principal for Drew-Freeman will have to be able to build capacity of new teachers and build relationship with a strong Suitland Community. Turnaround principal candidates will interview before a panel of Executive Cabinet members March 2010: Principals currently serving as principal notified that they will be replaced. May - June 2010: Recruitment and selection of new principals. Area Assistant Superintendents Bob Gaskins, Human Resources, Executive Cabinet members, School Leadership Office
PGCPSSIGIYear3RevisedLEAandSchoolPlansSY20122013.docx