hasn’t spent much time working on way that would be useful for action time management or observing the planning. principals in coaching situations and providing guidance on how to be effective with feedback and coaching. How do you know? How do you know? How do you know? (data/evidence) (data/evidence) (data/evidence) District financial records, Principal appraisal data, Conversations with research and resources data conversations with principal evaluation staff supervisor, principal appraiser and supervisor schedule Root Cause Root Cause Root Cause Because financial incentives are The principal supervisor lacks the Our district does not have systems minimal, recruitment efforts tend skills to effectively coach principals or practices in place to only to work for new teachers who on improving their instructional systematically collect and interpret are looking for jobs and not coaching for inexperienced campus climate data so that we experienced teachers. As a result, teachers. can better understand our more experienced teachers tend to teaching conditions challenges be attracted to neighboring and aim to actively improve districts with more attractive salary teaching conditions so that we and incentives packages. might reduce teacher burnout and improve retention. Blank Root Cause Analysis Planning Template Problem Statement: How you frame this problem How might you frame this problem How might you frame this statement in terms of ATTRACTING statement in terms of challenge statement in terms of a excellent teachers? SUPPORTING excellent teachers? challenge in RETAINING excellent teachers? Why do you this is the case? Why do you think this is the case? Why do you think this is the case? How do you know? How do you know? How do you know? (data/evidence) (data/evidence) (data/evidence) Why do you think this is the case? Why do you think this is the case? Why do you think this is the case?
hasn’t spent much time working on time management or observing the principals in coaching situations and providing guidance on how to be effective with feedback and coaching. way that would be useful for action planning. How do you know? (data/evidence) How do you know? (data/evidence) How do you know? (data/evidence) District financial records, resources data Principal appraisal data, conversations with principal supervisor, principal appraiser and supervisor schedule Conversations with research and evaluation staff Root Cause Root Cause Root Cause Because financial incentives are minimal, recruitment efforts tend only to work for new teachers who are looking for jobs and not experienced teachers. As a result, more experienced teachers tend to be attracted to neighboring districts with more attractive salary and incentives packages. The principal supervisor lacks the skills to effectively coach principals on improving their instructional coaching for inexperienced teachers. Our district does not have systems or practices in place to systematically collect and interpret campus climate data so that we can better understand our teaching conditions challenges and aim to actively improve teaching conditions so that we might reduce teacher burnout and improve retention. Blank Root Cause Analysis Planning Template Problem Statement: How you frame this problem statement in terms of ATTRACTING excellent teachers? How might you frame this problem statement in terms of SUPPORTING excellent teachers? How might you frame this challenge statement in terms of a challenge in RETAINING excellent teachers? Why do you this is the case? Why do you think this is the case? Why do you think this is the case? How do you know? (data/evidence) How do you know? (data/evidence) How do you know? (data/evidence) Why do you think this is the case? Why do you think this is the case? Why do you think this is the case?
step3.docx