Targeted school-based site visits are conducted regularly under the direction of the School Chief, school leadership team, and as needed, core curriculum directors. These visits take the form of comprehensive walk-throughs where effective instructional practices and indicators are reviewed, including performance-based data, evidence of differentiation, school climate, and attendance. Following the walk-through, various forms of debriefing sessions take place to plan for, and then ensure, appropriate levels of subsequent action. I.C.iv. Delivery Details for Planned Interactions The Offices of School Innovation and Teaching and Learning will work collaboratively to support the implementation of the SIG plans. Details regarding these interaction are included in Table 1 below. Table 1. District Transformation Support Plan Interaction Frequency Person Responsible OSI Executive Director; South Zone School Chief; Chief of School Transformation; Performance Management Plan Every 5 weeks Deputies; Director of Expanded Learning; Principal; Partners Office of School Innovation Budget Personnel Fiscal Performance Review Monthly Office of Professional Learning Deputy Superintendents Office of Grants Office of School Innovation Budget Review Biweekly Office of Grants Senior Budget Analysts Biweekly School Chief; School Visits (at a minimum) Chief of School Transformation School-Based Planning Team Monthly Principal Integrated Intervention Team (IIT) 2015-2016 School NYS IIT Visit Year DTSDE Review Year-End RCSD DTSDE Team Quarterly SCEP and Related Data Review Executive Cabinet & School Teams (at a minimum) Coaches Daily ELA and Math Coaches I.D. Teacher and Leader Pipeline I.D.i. Recruitment Strategies That Ensure Equal Access to High-Quality Educators Successful recruitment efforts rely heavily on strategic efforts, not just when vacancies occur, but all throughout the year. The need to promote flexibility in teaching staff reaches beyond recruitment of new teachers. Teachers with multiple certifications provide many benefits to the educational system. Each year, RCSD is faced with displacement or elimination of teachers and/or administrators who are critical to programs within schools due to statutory and contractual
Targeted school-based site visits are conducted regularly under the direction of the School Chief, school leadership team, and as needed, core curriculum directors. These visits take the form of comprehensive walk-throughs where effective instructional practices and indicators are reviewed, including performance-based data, evidence of differentiation, school climate, and attendance. Following the walk-through, various forms of debriefing sessions take place to plan for, and then ensure, appropriate levels of subsequent action. I.C.iv. Delivery Details for Planned Interactions The Offices of School Innovation and Teaching and Learning will work collaboratively to support the implementation of the SIG plans. Details regarding these interaction are included in Table 1 below. Table 1. District Transformation Support Plan Interaction Frequency Person Responsible Performance Management Plan Every 5 weeks OSI Executive Director; South Zone School Chief; Chief of School Transformation; Deputies; Director of Expanded Learning; Principal; Partners Fiscal Performance Review Monthly Office of School Innovation Budget Personnel Office of Professional Learning Deputy Superintendents Office of Grants Budget Review Biweekly Office of School Innovation Office of Grants Senior Budget Analysts School Visits Biweekly (at a minimum) School Chief; Chief of School Transformation School-Based Planning Team Monthly Principal Integrated Intervention Team (IIT) Visit 2015-2016 School Year NYS IIT DTSDE Review Year-End RCSD DTSDE Team SCEP and Related Data Review Quarterly (at a minimum) Executive Cabinet & School Teams Coaches Daily ELA and Math Coaches I.D. Teacher and Leader Pipeline I.D.i. Recruitment Strategies That Ensure Equal Access to High-Quality Educators Successful recruitment efforts rely heavily on strategic efforts, not just when vacancies occur, but all throughout the year. The need to promote flexibility in teaching staff reaches beyond recruitment of new teachers. Teachers with multiple certifications provide many benefits to the educational system. Each year, RCSD is faced with displacement or elimination of teachers and/or administrators who are critical to programs within schools due to statutory and contractual
Proposal%20Narrative%2044%20LINCOLN%20PARKMonay%20w.rta%2020150716.docx