and coaching to ensure the screening data but not analysis of the EI is implemented as consistently using other data intended measures like progress Student outcome data monitoring data and (screening, progress summative assessment monitoring, and data summative Capacity data are used to assessment/state test) are develop structures to used to determine the support the EI (leadership, impact of the EI organization, competency) Capacity data are used to develop structures to support the EI (leadership, organization, competency) District uses a Job descriptions with the Job descriptions exist and Job descriptions exist but do Job descriptions process for function of positions required include general descriptions not align with competencies selecting staff to support the EI that may align with needed to implement the EI Interview (internal and/or -AND- competencies needed to -OR- protocol external) who Job interview protocol implement the EI Generic job interview protocol (including will implement includes documentation and -OR- (e.g. similar protocol for any procedures and support the assessment of core skills Interview and selection position) exists in the district used during the EI needed to implement the EI protocols exist but do not selection -AND- include documentation and process) Interview protocol includes assessment of core skills or specific procedures for demonstrated ability to assessing candidate capacity perform skills in simulated to perform key skills (e.g., activity during the interview work task, role play) and use -OR- feedback provided during the Interview protocol is refined interview to improve and revised less than annually
and coaching to ensure the EI is implemented as intended Student outcome data (screening, progress monitoring, and summative assessment/state test) are used to determine the impact of the EI Capacity data are used to develop structures to support the EI (leadership, organization, competency) screening data but not consistently using other measures like progress monitoring data and summative assessment data Capacity data are used to develop structures to support the EI (leadership, organization, competency) analysis of the data District uses a process for selecting staff (internal and/or external) who will implement and support the EI Job descriptions with the function of positions required to support the EI -AND- Job interview protocol includes documentation and assessment of core skills needed to implement the EI -AND- Interview protocol includes specific procedures for assessing candidate capacity to perform key skills (e.g., work task, role play) and use feedback provided during the interview to improve Job descriptions exist and include general descriptions that may align with competencies needed to implement the EI -OR- Interview and selection protocols exist but do not include documentation and assessment of core skills or demonstrated ability to perform skills in simulated activity during the interview -OR- Interview protocol is refined and revised less than annually Job descriptions exist but do not align with competencies needed to implement the EI -OR- Generic job interview protocol (e.g. similar protocol for any position) exists in the district Job descriptions Interview protocol (including procedures used during the selection process)
district_capacity_assessment.docx