Instruction is Continue implementation of Leads: Admin., A. PP $ sufficiently rigorous, Kamaile Winslow, N. Zisko, Academy’s “Great Title I $ differentiated and that P. Kepka & E. Teacher” Competency Model ongoing Title II $ consistently include: self-assessment, Wyand (initial Other $ implemented and professional development planning meeting N/A monitored school-wide and performance reviews & completed (Teacher Retention) observations at the beginning Resources: Admin; PD of school) Strengthened Implementation of a recruitment Vacancies Leads: Principal, PP $ recruitment & plan: A. Winslow Beginning of SY Title I $ retention system that ongoing Conduct faculty exit Supports: Mid-year Title II $ increases teacher surveys, review results and Ho‘okako‘o HR End of the Year Other $ retention (Teacher identify strengths, Manager, C. Konno N/A Positions Filled & weaknesses and trends and Director, D. Teacher Recruitment) Highly Qualified Rate Create recruitment schedule Gibson location of job Beginning of SY fairs/events to Mid-year attend End of the year Create and distribute recruitment materials highlighting the benefits of working at Kamaile Establish local partnerships with teacher preparation programs Post jobs in a timely manner and w/ consistent procedures Implementation of a long-range retention plan that include: professional growth opportunities, career ladder, leadership roles,
Instruction is sufficiently rigorous, differentiated and consistently implemented and monitored school-wide (Teacher Retention) Continue implementation of Kamaile Academy’s “Great Teacher” Competency Model that include: self-assessment, professional development planning and performance reviews & observations Resources: Admin; PD ongoing (initial meeting completed at the beginning of school) Leads: Admin., A. Winslow, N. Zisko, P. Kepka & E. Wyand PP $ Title I $ Title II $ Other $ N/A Strengthened recruitment & retention system that increases teacher retention (Teacher Positions Filled & Teacher Recruitment) Implementation of a recruitment plan: Conduct faculty exit surveys, review results and identify strengths, weaknesses and trends Create recruitment schedule location of job fairs/events to attend Create and distribute recruitment materials highlighting the benefits of working at Kamaile Establish local partnerships with teacher preparation programs Post jobs in a timely manner and w/ consistent procedures Implementation of a long-range retention plan that include: professional growth opportunities, career ladder, leadership roles, ongoing Vacancies Beginning of SY Mid-year End of the Year Highly Qualified Rate Beginning of SY Mid-year End of the year Leads: Principal, A. Winslow Supports: Ho‘okako‘o HR Manager, C. Konno and Director, D. Gibson PP $ Title I $ Title II $ Other $ N/A
275_2017-20_AcademicPlan.docx