Effectiveness of staff and The district’s evaluation process will ensure Phase five Reward school leaders, teachers, Title I, Title IIA, and retainment of staff that teachers who are effective or highly (summer and staff who, in implementing this General Funds effective will be retained and encouraged to 2016) model, model increased student Instructional Programs work at the SIG school. Principal and Human Ongoing achievement among staff who are Resources will work in coordination to highly effective, then terminate the Professional Development remove any teachers or staff that are not instructional staff that are not reaching the acceptable benchmarks. There performing satisfactorily. may be incentives earmarked for successful teachers. Use evaluation systems for teachers and staff that consider Principal, Team Leaders, Human Resources student growth and assessments; Director develop with schoolwide involvement. Part 6: Outcome Artifact Schools will be required to produce a tangible “outcome” piece to be shared with IDOE and published on IDOE website as resources for other schools for each year of the grant. This “outcome” piece will serve as the culminating piece of the yearly grant, as well as a piece of monitoring. “Outcome Artifacts” will be due summer of each year. Possible “Outcome Artifacts could include: mini-lesson video, recording of students working on an activity, WebEx, How-To One-Pager, Blog, Podcast. “Outcome Artifacts” should be linked to goals of your SIG grant, as well as one of the following areas: Leadership, Effective Instruction, or Interventions/Data. *schools may have the opportunity to change the outcome artifact after work with grant begins. IDOE will work with grantees to determine best artifact after work begins. Examples of promising practices: Briefly describe what the school will plan to submit as an “Outcome Artifact” at the end of SY 2015-16 and how this will be aligned to your grant and the key area.
Effectiveness of staff and retainment of staff Instructional Programs Professional Development The district’s evaluation process will ensure that teachers who are effective or highly effective will be retained and encouraged to work at the SIG school. Principal and Human Resources will work in coordination to remove any teachers or staff that are not reaching the acceptable benchmarks. There may be incentives earmarked for successful teachers. Principal, Team Leaders, Human Resources Director Phase five (summer 2016) Ongoing Reward school leaders, teachers, and staff who, in implementing this model, model increased student achievement among staff who are highly effective, then terminate the instructional staff that are not performing satisfactorily. Use evaluation systems for teachers and staff that consider student growth and assessments; develop with schoolwide involvement. Title I, Title IIA, and General Funds Part 6: Outcome Artifact Schools will be required to produce a tangible “outcome” piece to be shared with IDOE and published on IDOE website as resources for other schools for each year of the grant. This “outcome” piece will serve as the culminating piece of the yearly grant, as well as a piece of monitoring. “Outcome Artifacts” will be due summer of each year. Possible “Outcome Artifacts could include: mini-lesson video, recording of students working on an activity, WebEx, How-To One-Pager, Blog, Podcast. “Outcome Artifacts” should be linked to goals of your SIG grant, as well as one of the following areas: Leadership, Effective Instruction, or Interventions/Data. *schools may have the opportunity to change the outcome artifact after work with grant begins. IDOE will work with grantees to determine best artifact after work begins. Examples of promising practices: Briefly describe what the school will plan to submit as an “Outcome Artifact” at the end of SY 2015-16 and how this will be aligned to your grant and the key area.
wirt-emerson-visual-performance-art-high-ability-academy-sig-application-ac.docx