Leandro principals work group draft recommendations
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Draft priorities of the principals work group of the NC Governor's Commission on Access to Sound Basic Education.
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Leandro teacher work group draft recommendations
Draft priorities of the teacher work group of the NC Governor's Commission on Access to Sound Basic Education.
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The document outlines draft priorities for a constitutionally compliant public school finance system in North Carolina. It identifies five core values that should guide the system, including ensuring adequate and equitable funding, compensation, and resources to meet student needs. It then lists seven items for discussion, such as determining an adequate level of funding accounting for individual student needs, ensuring low-wealth districts can attract high quality staff, adjusting allotments to support high-needs students, and implementing statewide salary schedules to adequately compensate educators.
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The Commission on Access to Sound Basic Education Assessment and Accountability Work Group drafted priorities around improving North Carolina's school accountability system. The priorities included: (1) including multiple measures of school performance beyond test scores to provide a more well-rounded view; (2) creating a balanced statewide assessment plan; (3) revising the school performance grade formula; and (4) ensuring support for low-performing schools through comprehensive needs assessments and professional development. The priorities also focused on improving 3rd grade reading proficiency and defining the roles of School Resource Officers.
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Leandro finance work group draft recommendations
The document outlines draft priorities for a constitutionally compliant public school finance system in North Carolina. It identifies five core values that should guide the system, including ensuring adequate and equitable funding, compensation, and resources to meet student needs. It then lists seven items for discussion, such as determining an adequate level of funding accounting for individual student needs, ensuring low-wealth districts can attract high quality staff, adjusting allotments to support high-needs students, and implementing statewide salary schedules to adequately compensate educators.
Leandro assessment accountability work group draft recommendations
The Commission on Access to Sound Basic Education Assessment and Accountability Work Group drafted priorities around improving North Carolina's school accountability system. The priorities included: (1) including multiple measures of school performance beyond test scores to provide a more well-rounded view; (2) creating a balanced statewide assessment plan; (3) revising the school performance grade formula; and (4) ensuring support for low-performing schools through comprehensive needs assessments and professional development. The priorities also focused on improving 3rd grade reading proficiency and defining the roles of School Resource Officers.
Leandro early childhood work group draft recommendations
Draft priorities for the early childhood/whole child work group of the NC Governor's Commission on Access to Sound Basic Education.
Gov Leandro Commission principals recommendations
The document outlines a set of draft priorities for the Commission on Access to Sound Basic Education Principal Work Group. The priorities include: 1) Aligning state administrator preparation standards with national standards; 2) Requiring year-long, paid internships for administrator certification programs; 3) Ensuring administrator training covers topics like early childhood development, student wellness, and community engagement. Other priorities are expanding leadership development programs, creating a statewide mentorship program, and revising principal salaries and assistant principal allotments.
Gov Leandro Commission accountability recommendations
Governor's Commission on Access to Sound Basic Education revised accountability/assessment recommendations from October 2019 meeting.
Gov Leandro Commission teachers recommendations
Governor's Commission on Access to Sound Basic Education revised teacher recommendations from October 2019 meeting.
Gov Leandro Commission finance recommendations
Governor's Commission on Access to Sound Basic Education's revised finance recommendations from October 2019 meeting.
Gov Leandro Commission early childhood recommendations
Governor's Commission on Access to Sound Basic Education revised early childhood/whole child recommendations from October 2019 meeting.
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The document outlines 9 draft priorities for the Commission on Access to Sound Basic Education Principal Work Group:
1. Align administrator preparation standards with national standards and require full-time, year-long internships with stipends for students seeking administration certification.
2. Ensure administrator training covers early childhood development, social-emotional needs, support staff roles, teacher retention, and collaborative leadership.
3. Expand the Principal Fellows program by tying internship stipends to experience and ensuring no pay loss during internships.
4. Scale high-quality principal preparation partnership programs like NELA and TP3 so every district has at least one, focusing on recruiting and supporting a diverse pool of administrators.
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Changes to the recommendations from the principals work group of the Governor's Commission on Access to Sound Basic Education are in red.
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The document outlines recommendations for improving the systems of school funding, teacher recruitment and development, principal recruitment and development, and overall education funding in North Carolina. Key recommendations include revising the school funding formula to provide more resources to high-needs students, increasing overall education spending incrementally over 8 years, and determining an adequate level of per-student funding. It also recommends expanding programs like the Teaching Fellows program and principal preparation programs, increasing teacher and principal salaries, and providing more support for new and experienced teachers and principals.
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This document provides recommendations from a Teacher Work Group regarding staffing North Carolina schools with qualified teachers. It recommends:
1. Increasing funding for teacher positions, teaching assistants, and instructional support staff to allow for differentiated instruction based on student needs.
2. Expanding the North Carolina Teaching Fellows program to recruit more teachers, prioritizing high-need subjects and low-wealth districts.
3. Providing induction supports like mentoring for all beginning teachers in low-wealth districts and high-poverty schools through programs like North Carolina New Teacher Support Program.
4. Eliminating the teaching pay penalty over 5 years and providing differentiated compensation for teachers in high-need fields/schools
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Here are the key next steps I see based on the document:
- Work to gain support from key stakeholders like educators, families, policymakers to enact recommended changes to assessment and accountability systems. Buy-in will be important for successful implementation.
- Address potential barriers like cost of expanding assessments, data collection, accountability metrics. Additional funding may be needed.
- Pilot recommended changes on a small scale first before statewide rollout to identify and troubleshoot issues. An iterative process can help refine approaches.
- Provide guidance and professional development for educators on using new or revised assessments formatively to better support student learning. Changes will require adjustment in practices.
- Monitor progress regularly using the expanded accountability metrics and dashboard to ensure
WestEd Leandro Report: Teachers and School Leaders
The document provides an overview of recommendations from the WestEd Action Plan and the Governor's Commission on Access to Sound Basic Education to strengthen the teaching and principal workforces in North Carolina. There is general alignment between the two sets of recommendations, with some differences in specifics. The WestEd plan includes more detailed recommendations regarding funding amounts, timelines, eligibility requirements, and data/evaluation components. The Commission's recommendations in some cases call for broader reforms or applicability across different regions or certification areas. Both aim to improve teacher and principal preparation programs, increase compensation, support new teachers and principals, and expand professional learning opportunities.
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The document outlines an action plan for improving education in North Carolina based on 13 studies and policy analyses. It identifies several areas for action from the consent agreement, including developing high-quality teachers and principals, ensuring adequate and equitable school funding, improving assessment and accountability systems, and expanding access to early childhood education. The plan calls for stakeholder engagement and the development of a systemic implementation plan to carry out recommendations from Phase I of the studies.
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Changes to the recommendations from the early childhood/whole child work group of the Governor's Commission on Access to Sound Basic Education are in red.
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Changes to the recommendations from the assessment/accountability work group of the Governor's Commission on Access to Sound Basic Education are in red.
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Teacher quality has been one of the most hotly debated education policy issues over the past ten years. Central to the discussions are strategies to align teacher education and professional development programs at colleges and universities with the reform of K-12 education.
In many states, public officials have joined K-12 and postsecondary education leaders to restructure teacher preparation and professional development programs under the auspices of statewide K-16 initiatives. And yet, according to a national commission on teaching, America is still a very long way from realizing that future.
Colleges and universities often have been criticized for contributing to the deficiencies of K-12 schools. Year in and year out, schools of education produce graduates who staff the great majority of our nation's classrooms, with usually significant prowess. At the same time, schools of education are assigned much of the blame for all that is imperfect or lacking in K-12. Common sense suggests that there is plenty of blame to go around and that schools of education can only do what their profession and their universities permit them to do. That said, much stands in the way of their becoming what they must be to produce uniformly excellent teachers for reformed high-performance schools.
It is disappointing that higher education in general has had so little involvement in the contemporary school reform initiatives, thus, begging the question of the relationship of higher education to the K-12 enterprise and the consequences thereof for teacher education.
Work in the states is being supported by a number of national initiatives aimed at reforming the teaching profession, from recruitment to initial preparation, to the transition of the beginning years of teaching, and throughout continuing professional development. These national blueprints for achieving quality in teacher education serve to involve interested states as partners in the design and implementation of effective strategies and programs.
This policy brief will examine state-level strategies aimed at incorporating quality teacher education and professional development programs as part of new state K-16 or P-16 systems. It includes analyses of critical components that contribute to the success of the initiatives. The brief concludes with suggestions of what more could be done to strengthen the preparation and development of quality teachers within states' P-16 paradigms.
The new initiative has identified five goals:
1. To improve student achievement from preschool through postsecondary educa-tion;
2. To help students move smoothly from one education system to another;
3. To ensure that all students who enter postsecondary education are prepared to succeed;
4. To increase access and success of all students in postsecondary education, especially from minority and low income groups;
Source: https://ebookscheaper.com/2022/05/25/excellent-teachers-for-high-performance-schools/
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2. Ensure administrator training covers early childhood development, social-emotional needs, support staff roles, teacher retention, and collaborative leadership.
3. Expand the Principal Fellows program by tying internship stipends to experience and ensuring no pay loss during internships.
4. Scale high-quality principal preparation partnership programs like NELA and TP3 so every district has at least one, focusing on recruiting and supporting a diverse pool of administrators.
Leandro principals work group priorities - September 2019
Changes to the recommendations from the principals work group of the Governor's Commission on Access to Sound Basic Education are in red.
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The document outlines recommendations for improving the systems of school funding, teacher recruitment and development, principal recruitment and development, and overall education funding in North Carolina. Key recommendations include revising the school funding formula to provide more resources to high-needs students, increasing overall education spending incrementally over 8 years, and determining an adequate level of per-student funding. It also recommends expanding programs like the Teaching Fellows program and principal preparation programs, increasing teacher and principal salaries, and providing more support for new and experienced teachers and principals.
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This document provides recommendations from a Teacher Work Group regarding staffing North Carolina schools with qualified teachers. It recommends:
1. Increasing funding for teacher positions, teaching assistants, and instructional support staff to allow for differentiated instruction based on student needs.
2. Expanding the North Carolina Teaching Fellows program to recruit more teachers, prioritizing high-need subjects and low-wealth districts.
3. Providing induction supports like mentoring for all beginning teachers in low-wealth districts and high-poverty schools through programs like North Carolina New Teacher Support Program.
4. Eliminating the teaching pay penalty over 5 years and providing differentiated compensation for teachers in high-need fields/schools
WestEd Leandro Report: Early Childhood Education
Here are the key next steps I see based on the document:
- Work to gain support from key stakeholders like educators, families, policymakers to enact recommended changes to assessment and accountability systems. Buy-in will be important for successful implementation.
- Address potential barriers like cost of expanding assessments, data collection, accountability metrics. Additional funding may be needed.
- Pilot recommended changes on a small scale first before statewide rollout to identify and troubleshoot issues. An iterative process can help refine approaches.
- Provide guidance and professional development for educators on using new or revised assessments formatively to better support student learning. Changes will require adjustment in practices.
- Monitor progress regularly using the expanded accountability metrics and dashboard to ensure
WestEd Leandro Report: Teachers and School Leaders
The document provides an overview of recommendations from the WestEd Action Plan and the Governor's Commission on Access to Sound Basic Education to strengthen the teaching and principal workforces in North Carolina. There is general alignment between the two sets of recommendations, with some differences in specifics. The WestEd plan includes more detailed recommendations regarding funding amounts, timelines, eligibility requirements, and data/evaluation components. The Commission's recommendations in some cases call for broader reforms or applicability across different regions or certification areas. Both aim to improve teacher and principal preparation programs, increase compensation, support new teachers and principals, and expand professional learning opportunities.
WestEd: Intro Report
The document outlines an action plan for improving education in North Carolina based on 13 studies and policy analyses. It identifies several areas for action from the consent agreement, including developing high-quality teachers and principals, ensuring adequate and equitable school funding, improving assessment and accountability systems, and expanding access to early childhood education. The plan calls for stakeholder engagement and the development of a systemic implementation plan to carry out recommendations from Phase I of the studies.
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This document summarizes the Enhanced Basic Education Continuity Plan of Baliwasan Senior High School Stand-Alone in Zamboanga City for School Year 2021-2022. It outlines the school's best practices, challenges, and interventions in areas like learning delivery, learning resources, learning modalities, and health protocols. Key points include mapping learners' locations and needs, providing orientation on distance learning, producing self-learning materials both printed and digital, upskilling teachers, and ensuring safety measures like disinfection and developing a support system for COVID-19 cases. The school implements a blended modular distance learning approach supplemented by a school portal while addressing needs like a shortage of teachers and high repetition rates through recommended policies
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A study of cost adequacy, distribution and alignment of funding for NC's K-12 public education system
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This document reports on a study that assessed learning achievement in three types of BRAC schools in Bangladesh: BRAC Primary Schools (BPS), BRAC Community Schools (BCS), and BRAC Formal Primary Schools (BFPS). The study found that students performed best in BFPS, followed by BCS and BPS. BFPS students performed best in most subject areas. Gender differences were larger in BPS. The study identified several reasons for the performance differences, including differences in economic status of students, teacher qualifications, teaching resources, and time spent in school between the school types. Recommendations focused on increasing time in BPS, improving teacher training and recruitment, and enhancing teaching resources across school types.
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The document discusses teacher training under India's Sarva Shiksha Abhiyan (SSA) program. It outlines SSA's emphasis on building teacher capacity through regular in-service training programs. SSA provides up to 20 days of annual training per teacher, with 10 days at the block resource center level and 10 days at the cluster/school level. It also provides 30 days of induction training for newly recruited teachers and 60 days of training for untrained teachers. The training covers pedagogical issues and child-centered teaching methods. National guidelines developed by NCERT recommend a "split up" 10-day training model with classroom observation and experience sharing. States have developed training modules focused on subjects, active learning methods,
Reform initiatives for school
In a thirty year period UAE developed a public national education system which is parallel to Western countries’ hundred year effort for education establishment.
Education has turn into a main concern in the UAE.
Modern economic and social infrastructure growth is provided by applying vast resources in health, education, and social welfare.
Annual operational plan template
This operational plan aims to increase enrollment, improve student welfare, and develop faculty. Key strategies include intensive enrollment campaigns, upgrading facilities, strengthening guidance services, offering scholarships, and providing faculty development opportunities. Success will be measured through indicators such as enrollment numbers, student satisfaction ratings, and the percentage of faculty completing doctoral programs. Regular monitoring and evaluation of activities will allow corrective measures to ensure goals are achieved.
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Changes to the recommendations from the early childhood/whole child work group of the Governor's Commission on Access to Sound Basic Education are in red.
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Leandro principals work group priorities - September 2019
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WestEd Leandro Report: Teachers and School Leaders
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Students Learning Performance in Various Types of BRAC Schools
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14. teacher training under the sarva shiksha abhiyan
14. teacher training under the sarva shiksha abhiyan
Assessment/accountability draft recommendations June
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Leandro early childhood work group priorities - September 2019
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Leandro accountability work group priorities — September 2019
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Teacher quality has been one of the most hotly debated education policy issues over the past ten years. Central to the discussions are strategies to align teacher education and professional development programs at colleges and universities with the reform of K-12 education.
In many states, public officials have joined K-12 and postsecondary education leaders to restructure teacher preparation and professional development programs under the auspices of statewide K-16 initiatives. And yet, according to a national commission on teaching, America is still a very long way from realizing that future.
Colleges and universities often have been criticized for contributing to the deficiencies of K-12 schools. Year in and year out, schools of education produce graduates who staff the great majority of our nation's classrooms, with usually significant prowess. At the same time, schools of education are assigned much of the blame for all that is imperfect or lacking in K-12. Common sense suggests that there is plenty of blame to go around and that schools of education can only do what their profession and their universities permit them to do. That said, much stands in the way of their becoming what they must be to produce uniformly excellent teachers for reformed high-performance schools.
It is disappointing that higher education in general has had so little involvement in the contemporary school reform initiatives, thus, begging the question of the relationship of higher education to the K-12 enterprise and the consequences thereof for teacher education.
Work in the states is being supported by a number of national initiatives aimed at reforming the teaching profession, from recruitment to initial preparation, to the transition of the beginning years of teaching, and throughout continuing professional development. These national blueprints for achieving quality in teacher education serve to involve interested states as partners in the design and implementation of effective strategies and programs.
This policy brief will examine state-level strategies aimed at incorporating quality teacher education and professional development programs as part of new state K-16 or P-16 systems. It includes analyses of critical components that contribute to the success of the initiatives. The brief concludes with suggestions of what more could be done to strengthen the preparation and development of quality teachers within states' P-16 paradigms.
The new initiative has identified five goals:
1. To improve student achievement from preschool through postsecondary educa-tion;
2. To help students move smoothly from one education system to another;
3. To ensure that all students who enter postsecondary education are prepared to succeed;
4. To increase access and success of all students in postsecondary education, especially from minority and low income groups;
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The involvement of higher education institutions in induction is less prevalent than it should be, given the promise these partnerships offer for improving teacher preparation by redefining the boundaries between college and K-12 classrooms. Sadly, the scarcity of this type of collaboration is a missed opportunity to provide new teachers a link between their pre-service and in-ser-vice teacher development and a missed opportunity for college faculty and school-based personnel to benefit from one another's expertise, open lines of communication, collaborate on projects, share facilities, and benefit in myriad ways.
Collaboration can take many forms and can include teamwork with one or more educational partners involved in supporting beginning teachers - the union, institutions of higher education, the local school board, parents, the state educational agency, the business community, and others.
District-university partnerships can offer benefits to new and experienced teachers alike, from a continued relationship with the university for the novice teacher/alumnus, to possible compensation (in the form of university course vouchers) for veteran teachers who serve as mentors.
If your induction activities are voluntary you will need to encourage new teachers to participate. Remember that new teachers often are overwhelmed by the heavy load they carry. Offer some of the following incentives:
- Extra planning time
- Money for materials
- Limited extracurricular duties
- Reduced workload
- Release time to observe other teachers
- Priority placement in staff development workshops
- Assistance toward earning a master's degree in the first or second year of teaching
- Continuing education credits toward district salary increments
Beginning teachers and mentors who volunteer to participate in the program are required to enroll in graduate courses tailored to their needs. Mentors and mentees visit each other's classes at least once per semester, hold weekly meetings in the fall, and meet at least twice a month in the spring. Experienced teachers who assume mentoring responsibilities do so in addition to their teaching duties.
You already may provide one or more induction program components: orientation activities to introduce novice teachers to your district; support systems, including mentors, to assist teachers as they develop; training in the form of courses, workshops, or ongoing professional development; and/or evaluation designed to foster teacher improvement and/or to determine a teacher's future with the district.
It is important to ensure that all aspects of your program relate to one another and address your district's particular needs. You will need to consider such issues as district standards for teachers and students, and the extent to which students from teacher preparation institutions are prepared to face the challenges in your schools.
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Many professions offer orientation and support experiences for professionals starting out in a field. Medical residents and law associates—even rookie baseball players—receive extended training, development, and mentoring (working alongside a seasoned expert) before taking on the responsibilities of a full professional. In contrast, novice teachers often are left to fend for themselves, with little or inadequate initiation into the profession.
However, an increasing number of school districts offer teacher induction programs to orient, support, assist, train, and assess teachers within their first three years of employment in public schools. Teacher induction is the process of socialization to the teaching profession, adjustment to the procedures and mores of a school site and school system, and development of effective instructional and classroom management skills. Participants in these programs are called inductees, a term which refers simultaneously to teachers who are new to the profession, and teachers with experience who are new to a district, grade level, or certification area.
Teacher induction programming can (and does) take many forms. Induction activities can range from a short orientation session, to mentoring programs, to staff development courses and workshops, to multiyear programs that continue to meet the changing needs of teachers as they develop. Many districts combine several activities to support new teachers.
Why are induction programs needed?
Influx of new hires
Due to escalating teacher retirements and rising student enrollments, the nation currently faces a shortage of qualified teachers. America will need to hire some two million K-12 teachers over the next decade. Although high-wealth suburban districts will always have a glut of applicants, low-wealth urban districts face a hiring demand of 900,000 teachers or more over the next decade.
High attrition rates
Just this year, America's urban school districts will need new teachers to fill some of the nation's most challenging classroom assignments. All too many of these new recruits face battlefield odds as to whether they will still be teaching five years from now. No matter how well they did in college, teacher preparation, or another career, teachers can be overwhelmed by their first years in the classroom. It has been estimated that 30% to 50% of beginning teachers leave in the first five years of teaching.
Reality shock
Central-city public schools are more likely to fill positions with “less than qualified” new teachers than are large or small towns. Even experienced teachers embarking on assignments in new cities or academic disciplines can be sorely tested, especially if they are unfamiliar with the urban environment.
Source: https://ebookschoice.com/how-to-get-started-improving-your-efforts-to-support-and-assess-novice-teachers/
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