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New Charter School Application Evaluation Process 2016
The document presents an evaluation of the new charter school application process, highlighting its strengths, such as a sound multi-step vetting system and the value added by the governing board interview (GBI). It identifies areas for improvement like enhancing the timing and duration of the application phases, improving accountability, and better training for stakeholders. Overall, the process was found valuable by applicants and interviewers, with significant feedback provided for future enhancements.
New Charter School Application Evaluation Process 2016
- 1. New Charter SchoolApplication Evaluation Process Presented to the SCSB on October 13, 2016 By DeLaina Tonks PhD Student Brigham Young University
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- 4. Intent to Apply SCSB Pre- Screening Application SCSB Screening Interview Full Application Reader Review NewCharter Schools Application Evaluation Process 1 2 3 4 5
- 5. SCSB Review & Interview SCSB Approval or Denial USBE Committee Vote USBE Vote NewCharter Schools Application Evaluation Process Governing Board Interview 6 7 8 9 10
- 7. Evaluation Question 1: Doesthe Governing Board Interview piece of the application process add value, and if so, how?
- 8. Evaluation Question 2: Whatare areas of improvement for the new charter schools application process?
- 9. Evaluation Question 3: Whatare the strengths of the new charter schools application process?
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- 11. Evaluation Question 1: Doesthe Governing Board Interview piece of the application process add value, and if so, how?
- 12. 87.18% of applicants Agree/Strongly Agree thatthe GBI adds value. Applicants
- 13. 90.00% of interviewers Agree /StronglyAgree that the GBI adds value. Interviewers
- 14. Defines Helps applicants define schoolmodel (SpEd, budget, personnel). Applicants
- 15. Prepares Prepares applicants for SCSBInterview. Applicants
- 16. Provides Networking Facilitates networking with charterpros. Applicants
- 17. Allows for Feedback Applicants Provides helpfulfeedback, and improves application overall.
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- 20. Facilitates Mentoring Provides opportunity formentoring. Interviewers
- 21. The Governing BoardInterview piece of the application process adds value in a variety of meaningful ways for interviewers and applicants.
- 22. Lacks Continuity Disconnect between GBI,SCSB, and USBE. Applicants
- 23. Lacks Consistency Differing opinions betweenSCSB and USBE. Applicants Interviewers
- 24. Perceived Favoritism A coupleof applicants felt the interviewers favored a certain model. Applicants
- 25. Evaluation Question 1: TheGoverning Board Interview piece of the application, while valuable, can be improved.
- 26. Timeline 1. Provide atimeline of events so the applicants and interviewers understand the process from start to finish in order to manage expectations
- 27. Roles 2. Clearly defineroles of each decision-maker who has a say in the process to decrease confusion.
- 28. Authority 3. Post and/orreview scope of authority of each entity so the applicants understand who is responsible for what.
- 29. Common Errors 4. Providea list of common errors to be aware of during the application process so applicants can avoid them.
- 30. Evaluation Question 2: Whatare areas of improvement for the new charter schools application process?
- 31. Keep GBI Applicants andinterviewers indicated their support for keeping the GBI even in the responses to the areas of improvement.
- 32. Informative Applicants and interviewers indicatedthey learned a lot from the overall application process.
- 33. There wasn’t enough timeto conduct the interview appropriately. Duration Applicants
- 34. Timing Not enough timeto adjust between GBI and SCSB interviews. Applicants
- 35. Accountability Hold applicants accountable tothe process. Interviewers
- 36. Reliability Only one setof readers reviewed each application. Interviewers
- 37. Training Help applicants knowall the steps of the process and understand them well. Interviewers
- 38. Duration 1. Expand theamount of time or narrow the focus of the GBI on areas of improvement.
- 39. Timing 2. Allow enoughtime in between the GBI and the final deadline for the application submission for applicants to finalize based on interviewer feedback.
- 40. Dealbreakers 3. Identify itemsup front that could delay or terminate a school for accountability purposes. Outline that if x doesn’t happen by x date, the school will be delayed or closed.
- 41. Training 4. Train eachstakeholder (applicants, staff, SCSB, USBE) on each aspect of the entire process to ensure fidelity.
- 42. Evaluation Question 2: Thereare several areas of improvement including timing, duration, awareness of dealbreakers, and additional training.
- 43. Evaluation Question 3: Whatare the strengths of the new charter schools application process?
- 44. Sound Process Overall, theapplicants and interviewers determined the process was not only valuable but sound.
- 45. Multi-step Vetting Providing checksand balances vets schools appropriately. Applicants
- 46. Multiple Stakeholders Interacting with manystake- holders strengthens the application process. Applicants
- 47. Networking The applicants enjoyednetworking with charter pros and SCSB staff. Getting to know others in similar situations was beneficial. Applicants
- 48. Mission Now that theSCSB has developed guiding principles; mission, vision, values, it should make the vetting process easier. Interviewers
- 49. Mentoring The Governing Board Interviewallows space for mentoring, with charter experts teaching applicants. Interviewers
- 50. More board members,fewer administrators, fewer interviewers, more SCSB members. GBI Composition Applicants
- 51. Additional preparation for applicantsto know what to expect. Training Applicants
- 52. Lack of consistency;interviewer perceptions varied from SCSB and/or Utah State Board of Ed. Perceived Disconnect Interviewers
- 53. Feedback 1. Solicit stakeholderfeedback annually in order to make continuous improvements to the new charter school application evaluation process.
- 54. Networking 2. Facilitate communicationamong stakeholders by providing opportunities for new applicants to interact w/seasoned charter professionals.
- 55. Best Practices 3. Formalize thesharing of best practices. Applicants have innovative ideas, pros know what works. Both benefit from sharing.
- 56. Evaluation Question 3: Thereare a variety of strengths including a sound process, multiple steps and stakeholders, mission, mentoring, and networking.
- 57. New Charter SchoolApplication Evaluation Process Presented to the SCSB on October 13, 2016 by DeLaina Tonks