The document outlines an organizational chart and roles for implementing a technology action plan in a school district. Key roles include:
- The Assistant Superintendent will oversee the plan and budget.
- The Technology Director will provide input, support, and feedback on the plan.
- The Principal will oversee campus technology needs and assign an Instructional Technology Specialist.
- The Specialist will manage inventory, survey teacher needs, and provide workshops to support the technology plan.
![Organizational Chart for Technology Implementation and Professional Development<br />1765935130810Assistant Superintendent and Curriculum Director00Assistant Superintendent and Curriculum Director<br />3023235622300<br />176593539370Technology Director Michael Anderson and his Staff00Technology Director Michael Anderson and his Staff<br />3023235431800<br />176593520320Principal and overseer of technology-Thomas Harp00Principal and overseer of technology-Thomas Harp<br />3023235431800<br />176593520320Instructional Technology Campus Specialist-Alice Laugherty00Instructional Technology Campus Specialist-Alice Laugherty<br />3023235431800<br />176593520320Department Heads/StaffIvan Reyes00Department Heads/StaffIvan Reyes<br />Breakdown of Roles and Responsibility for Action Plan<br />Assistant Superintendent and Curriculum Director- Suzanne Blasingame<br />Technology Director (Michael Anderson) and his Staff<br />Principal and Overseer of Technology-Thomas Harp<br />Instructional Technology Campus Specialist- Alice Laugherty<br />Department Head- Ivan Reyes <br />,[object Object],Principals Role in Ensuring Technology Implementation<br />The principals’ role in ensuring technology implementation is essential in order to reach district goals. As the leader of a large organization, the principal must take the lead in implementation and learning. He or she must be able to open up and be vulnerable. This is hard for some principals. Principals must be the lead learner on campus. They must make others feel comfortable about being uncomfortable. They must show others that it is ok to be open about not knowing it all in the technical world. If done correctly, the principal will foster a culture of learning.<br />Once I reviewed the information from my week 3 documents I decided to start planning what type of professional developments I would have to improve our campus. Our STaR chart revealed that we were in the beginning stages of technology implementation in our district. In order for us to improve from the ground up we must address the issues of unfamiliarity to technology as a whole. We are going to begin with a basic staff development to address issues with email and navigating our website. Alice felt that several people did not know how to create mass emails, signatures for themselves, mailboxes for specific teachers etc. We felt that the STaR chart paints an accurate picture of technology know how. By also having a session that dealt specifically with navigation of the school website we felt that teachers would feel more comfortable open in asking questions about the vast resources through the site.<br />Addressing equipment issues was also a big problem that we did not know we had. Several teachers expressed their frustration in the inability to fix the minor issues with the technology they did have available. As a team, we felt that this had to be addressed. By having several staff developments throughout the year, teachers could build upon their knowledge and scaffold their technology experience so that a level of comfort could be fostered a little at a time. <br />Evaluation Process and Procedures<br />Timeline- Our timetable for beginning this process would begin A.S.A.P. Because of TAKS, I believe planning the implementation of the staff developments for the following school year would serve us far better. Rushing the process for the sake of saying you’ve done something quickly and effectively is practicing stupidity if you ask me. You would also be lying.<br />Monitoring- The vice principal would check in with Alice and I to see what staff developments we are working on. Areas of focus would be scheduling and setting the agendas for the developments. <br />Administrator Check InDate Accomplishment14/20/11Vice principal and technology group would meet so that a brainstorming session could plan out staff developments25/15/11Vice principal would meet with Alice to schedule the staff development to fit 2011-12 calendar.35/30/11Alice, along with technology group, would come together and create mock mini developments46/15/11Vice principal would go through mock staff developments in order to foresee any questions or problems that will arise.56/30/11Vice principal along with technology group would finalize planned sessions and plan summer sessions in order to stay sharp with the material being presented.<br />Evaluation- The principal and vice principal would evaluate teacher knowledge by putting out mock scenarios in order to gauge the competency gained by the technology sessions. This information will be vital in order to continue planning more sessions and scaffolding the sessions so that prior knowledge must be used in order to progress as a faculty and staff.<br />](https://image.slidesharecdn.com/ivansweek4organizationalchartfortechnologyimplementationandprofessionaldevelopment-110320221003-phpapp02/85/Ivan-s-week-4-organizational-chart-for-technology-implementation-and-professional-development-1-320.jpg)
