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Staff Powerpoint 09 10[1]
 

Staff Powerpoint 09 10[1]

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  • Why is it important to have a culture where everyone asks for, gives, and receives supportive feedback? Feedback is a gift. What is your role as a leader in creating and maintaining such a culture? 2-way feedback. How do we start to do this? (provide the space to do this: i.e. LWs; regularly recognize hard work but also areas that as a team we can do better in, then it’s less of a big deal to have the individual conversation)

Staff Powerpoint 09 10[1] Staff Powerpoint 09 10[1] Presentation Transcript

  • WELCOME BACK!!!!
  • Parkdale High School “ Building a Brighter Future – One Child at a Time ” Presented by: David P. Burton August 17, 2009
  • Parkdale’s Mission
    • “ The mission of Parkdale High School is to provide a quality education in a safe environment, to promote social harmony, and to help students develop the knowledge, skills, and values they need to become Productive and Honorable Students (PHS) and life-long learners in our technological, global society.”
  • Things to “Celebrate”
    • We all have our jobs!
    • 5 IB diplomas awarded
    • STEP team
    • National Board Certification Cohort
    • New MP room sound system
    • Field maintenance by “Fields of Tomorrow” (Redskins Charitable Org.)
    • Mrs. King and Mr. Hintz accepted in Leadership Program
    • Overall increase in AP scores
  • New Business for the 2009-2010 Academic Year
    • Improved Academic Advisory
    • Institute For Learning (IFL)/Disciplinary Literacy (DL)
    • Learning Walks
    • FIRST
    • Growth-Over-Time Targets
    • Performance Management
    • Collaborative Planning
    • ETM (Education that is Multicultural)
    • Teacher of the Month
    • Middle States Visitation
    • New PTSO Officers
    • Parent Liaison - One day a week
    • Additional PPW (9 th Grade)
  • School Climate Survey Overview
    • Staff : Overall pleased with where we are and where we are going but want to be included more in decision making .
    • Parents : Okay with where we are as compared to some other schools in the County but things could be much better .
    • Students : Displeased with where we are as a school and feel we don’t care about them or value their opinions .
  • Adequate Yearly Progress (AYP)
    • 19 targets ( H igh S chool A ssessments)
    • Graduation Rate
    • Math (Algebra) / English (English 2)
      • All Students
      • Special Education
      • Limited English Proficient (LEP)
      • Free/ Reduced Meals (FARMS)
      • American Indian / Native American
      • Asian/ Pacific Islander
      • African Americans
      • White
      • Hispanic
  • MSDE AMO Targets
    • Reading AMO
    • Spring Administration
    • 2006 45.3
    • 2007 52.2
    • 2008 59.0
    • 2009 65.8
    • 2010 72.7
    • Math AMO
    • Spring Administration
    • 2006 29.8
    • 2007 38.6
    • 2008 47.3
    • 2009 56.1
    • 2010 64.9
  • 2009 HSA “Raw” Data Review
  • 2009 HSA “Raw” Data Review (cont.)
  • 2009 HSA “Raw” Data Review (cont.)
  • 2009 HSA “Raw” Data Review (cont.)
  • 2009 HSA “Raw” Data Review (cont.)
  • Growth-Over-Time
    • Established by the Division of Accountability
    • Growth Targets (Pilot Models)
      • 80 percent of entering juniors have met 1602
      • 90 percent of entering seniors have met 1602
    • Three years to target (SY11 for Parkdale)
    • Determination for FIRST
  • Growth-Over-Time Targets
  • Growth-Over-Time Targets
  • Growth-Over-Time Targets
  • School Vision
    • “ Every Student will graduate from Parkdale High School within four years college and career ready. This will be accomplished by establishing a strong foundation in the 9th Grade Academy and ensuring that all ninth grade students are successfully promoted from 9th to 10th grade in one year. In addition, it is critically important that all students pass the four HSA’s or achieve a satisfactory composite score.”
  • 100% Graduation Rate
    • Using Data to Drive Decision-Making
    • Rigorous and Relevant Instruction
    • Create Personalized Learning Environments
    • Incorporate a Framework for Teaching
    • Collaborative Planning
    • Building Partnerships with the Community
    • Involving Students in the Decision Making Process
  • 100% Graduation Rate (Cont.)
    • Improve Attendance
    • Reduce Suspensions
    • Reduce Truancy
    • Effort-Based Learning
    • More Alternatives for Struggling Students
    • “ Working together we can make a difference ”
  • Suspension Data
  • Suspension Data (Cont.)
  • Performance Management
    • Uses data to implement effective improvement strategies
    • Provides a framework for:
      • Review and monitoring of data
      • Drill down to root causes
      • Focusing on areas of need
      • Developing action plans for improvement
      • Documentation of Best Practices and Dissemination
    Focus – Metrics and goals at the center of conversations about student achievement
  • Performance Management (Cont.)
    • feedback feedback
    • feedback feedback
    Data Driven Decisions Student Achievement 3 Follow-Up and Follow- Through Plan and Execute 2 Set Expectations and Goals 1
  • What Performance Management Is and Is Not
    • Focuses on data to drive decisions
    • Periodic meetings to consistently and continuously monitor the data
    • Problem identification and focusing resources to solve them
    • Means to identify students needing attention and providing levels of intervention
    • Drives continuous improvement
    • Collaboration and sharing best practices
    • Another initiative
    • Punitive
    • Complex
    • Separate from School Improvement Planning
    • Not just a process to review data
    What It Is What It Is Not It is the way we do our work!
  • Create a Culture of Learning and a Culture of Feedback Understanding and Commitment Capacity Building Reinforcing Systems “ . . . I see my leaders showing that I’m valued.” “ . . . I’m considered a stakeholder in my decisions.” “ . . . communication is clear, consistent, and from the source.” “ . . . I feel non-threatened and am not scared to make a mistake.” Role Modeling Personal Insight “ . . . I know that the organization trusts me and my decisions.“