Human Resource Leadership
"School executives will ensure that the school is a professional learning community. School executives will ensure that processes and systems are in place which result in recruitment, induction, support, evaluation, development, and retention of high performing staff. "
Standard 4A describes the importance of ensuring the school is a professional learning environment for adults.
- As a member of the Instuctional Leadership team I work with the Opportunity Culture staff and administration to provide structures that support a high performing staff. We assess the implementation of professional learning communities and plan for results-oriented professional development by attending PLC's to monitor progress, engaging in school wide data analysis, and evaluating our progress with the district teacher coahing initiative. I support the Human Resources in the school by attending PLC meetings in order to report to administration the current status of learning for students and teachers within the building.
Our Instructional Leadership Team Drive stores our coaching tracker and coaching resources.
Our school believes in the power of professional development to build the confidence and capacity of our teachers to impact school improvement. The Instructional Leadership Team to created this coaching tracker to support the district coaching initiative to deliver job-embedded PD. I utilize this tracker and the Get Better Faster Coaching Scope and Sequence to support the professional learning of the teachers I coach.
- I routinely participate in professional development focused on improving instructional programs and practices such as NCPAPA's Distinguished LeadershipConference, No Child Hungry Conference, Ron Clark Academy Educator Training and the National Rural Educators Conference. Attending the professional development affords me the opportunity to become aware of the challenges schools face and the innovative strategies transformative leaders have used to improve their school.
Standard 4B describes how the school leader must recruit, hire, mentor to develop a high-quality high-performing staff.
I support, mentor, and coach staff members and emerging teacher leaders. Below is an example of an email conveying how I my relationship with my coachee’s is conducive to them asking for and recieving managerial of instructional support from me. Also you see an example of a coaching plan used to facilitate a “See it, Name it, Do it” coaching conference for another teacher on my coaching team.
- This year our school experienced a beginning and middle of year vacancy in the two elective positions of Art and Problem Based Learning. I have participated in recruitment for these positions by being a point of contact for interested candidates, leading school tours, and creating a video to convey our vision for PBL in grades K-2. I have conducted interviews (in person and virtual) to fill classified and non classified positions within school. I have also called references completing district mandated reference paperwork.
Standard 4C describes how a leader's focus on improving performance when evaluating teachers and staff will ultimately impact student achievement.
I have focused on improving performance when evaluating teachers within the NCEES evaluation system. I have had the opportunity to pre conference, observe, and post conference with teachers, guidance counselors, multi classroom leader and media center specialist. I focus on improving performance by having a strength based approach when pre conferencing and administering a bite size action step that will immediately impact performance during the post conference.
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