What if teaching were the most attractive and compelling profession in the nation?
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SXSWedu PanelPicker Resource for a proposed exploration of how systems can attract and retain great teachers and become "employers of choice" for those educators.
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Lawren Michalik-resume
Lawren Michalik is an experienced elementary school teacher seeking a new teaching position. She has over 15 years of experience developing and instructing grade-appropriate lesson plans to encourage students' social and academic growth. Michalik has held various roles including librarian, instructional coach, assistant principal, and master teacher. She is skilled in curriculum development, classroom management, parent involvement, and collaboration. Michalik received her Bachelor's degree in Elementary Education from the University of New Orleans and holds a Louisiana teaching certificate.
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Chris Sexton is an exemplary teacher and administrator at The Archer School for Girls. He employs creative teaching methods that engage students in mathematics and environmental education. As the Experiential Education Coordinator, he oversees a $20,000 budget for 25 outings led by faculty each year in a fiscally responsible manner with the students' growth and safety in mind. Students respect him for his excellent rapport with them in and out of the classroom, often seeking his advice on academic and social issues. The Assistant Head of School considers Chris one of the most gifted educators she has worked with.
Elementary Teacher-Hannah lee
An elementary teacher has several responsibilities including instructing students in core subjects like math, language, science and social studies. They plan and lead activities to foster learning in young children, maintain classroom discipline and organize their lessons. To become an elementary teacher requires a bachelor's or master's degree in education and completion of an approved teacher training program. Salaries range from $30,970 to $80,970 annually depending on level of education and experience. Elementary teachers work in a classroom environment with 20-30 students in their early years of education. The outlook for growth in this profession is faster than average through 2028.
Elementary Teacher(2)
An elementary teacher has several responsibilities including instructing students in core subjects like math, language, science and social studies. They plan and lead activities to foster learning in young children, maintain classroom discipline and organize their lessons. A bachelor's and master's degree in education is typically required along with state certification. Salaries range from $30,970 to $80,970 annually depending on experience and additional education. Elementary teachers work in a classroom environment with 20-30 students and the career outlook is expected to grow faster than average through 2028.
CV-Shelly DuBose
Shelly DuBose has over 20 years of experience in mathematics education, having worked as a teacher, school leader, consultant, and national supporter of mathematics instruction improvement efforts. She is currently an implementation and support specialist for the Math in Focus curriculum, utilizing her deep understanding of mathematics and Singaporean pedagogy, as well as research-based knowledge of how students learn. Her noted strengths include effective communication, motivation, and ability to influence positive change.
Neil Roskilly Working With Parents And Governors Revised Mt
This document discusses the importance of heads of schools working effectively with parents and governors. It notes that working collaboratively in good times allows more to be achieved more quickly, while in difficult times others can help shoulder burdens. The document provides advice on defining roles and responsibilities, mapping stakeholders to understand influences and positions, and moving all stakeholders towards high involvement and support. Effective parental engagement is also discussed, including addressing common barriers through two-way communication and meaningful involvement in decision-making.
The London Challenge
The London Challenge document outlines a program aimed at improving outcomes for disadvantaged children in London schools. The key elements of the London Challenge included:
1) Setting high expectations and ambitious goals to raise standards and close achievement gaps between groups of students.
2) Providing support and challenge to schools through expert advisers who designed improvement strategies and brokered solutions tailored to individual schools' needs.
3) Focusing on improving teaching quality through programs to recruit, train, and develop effective teachers.
4) Creating strong accountability through regular monitoring and review of schools' progress towards targets. Structural changes like academies were also used.
360 degree survey leadership project
Laroi Williams proposes instituting a 360 degree survey program at St. Paul School to provide a formal method for students, parents, teachers, and administrators to give feedback on job performance. A committee with representatives from all stakeholders would determine the survey questions, format, administration, and use of the data collected. The surveys would engage and empower all parties to identify areas for growth, and educate teachers and administrators on improving education quality through feedback on performance.
Recommended
Lawren Michalik-resume
Lawren Michalik is an experienced elementary school teacher seeking a new teaching position. She has over 15 years of experience developing and instructing grade-appropriate lesson plans to encourage students' social and academic growth. Michalik has held various roles including librarian, instructional coach, assistant principal, and master teacher. She is skilled in curriculum development, classroom management, parent involvement, and collaboration. Michalik received her Bachelor's degree in Elementary Education from the University of New Orleans and holds a Louisiana teaching certificate.
Neitzel rec
Chris Sexton is an exemplary teacher and administrator at The Archer School for Girls. He employs creative teaching methods that engage students in mathematics and environmental education. As the Experiential Education Coordinator, he oversees a $20,000 budget for 25 outings led by faculty each year in a fiscally responsible manner with the students' growth and safety in mind. Students respect him for his excellent rapport with them in and out of the classroom, often seeking his advice on academic and social issues. The Assistant Head of School considers Chris one of the most gifted educators she has worked with.
Elementary Teacher-Hannah lee
An elementary teacher has several responsibilities including instructing students in core subjects like math, language, science and social studies. They plan and lead activities to foster learning in young children, maintain classroom discipline and organize their lessons. To become an elementary teacher requires a bachelor's or master's degree in education and completion of an approved teacher training program. Salaries range from $30,970 to $80,970 annually depending on level of education and experience. Elementary teachers work in a classroom environment with 20-30 students in their early years of education. The outlook for growth in this profession is faster than average through 2028.
Elementary Teacher(2)
An elementary teacher has several responsibilities including instructing students in core subjects like math, language, science and social studies. They plan and lead activities to foster learning in young children, maintain classroom discipline and organize their lessons. A bachelor's and master's degree in education is typically required along with state certification. Salaries range from $30,970 to $80,970 annually depending on experience and additional education. Elementary teachers work in a classroom environment with 20-30 students and the career outlook is expected to grow faster than average through 2028.
CV-Shelly DuBose
Shelly DuBose has over 20 years of experience in mathematics education, having worked as a teacher, school leader, consultant, and national supporter of mathematics instruction improvement efforts. She is currently an implementation and support specialist for the Math in Focus curriculum, utilizing her deep understanding of mathematics and Singaporean pedagogy, as well as research-based knowledge of how students learn. Her noted strengths include effective communication, motivation, and ability to influence positive change.
Neil Roskilly Working With Parents And Governors Revised Mt
This document discusses the importance of heads of schools working effectively with parents and governors. It notes that working collaboratively in good times allows more to be achieved more quickly, while in difficult times others can help shoulder burdens. The document provides advice on defining roles and responsibilities, mapping stakeholders to understand influences and positions, and moving all stakeholders towards high involvement and support. Effective parental engagement is also discussed, including addressing common barriers through two-way communication and meaningful involvement in decision-making.
The London Challenge
The London Challenge document outlines a program aimed at improving outcomes for disadvantaged children in London schools. The key elements of the London Challenge included:
1) Setting high expectations and ambitious goals to raise standards and close achievement gaps between groups of students.
2) Providing support and challenge to schools through expert advisers who designed improvement strategies and brokered solutions tailored to individual schools' needs.
3) Focusing on improving teaching quality through programs to recruit, train, and develop effective teachers.
4) Creating strong accountability through regular monitoring and review of schools' progress towards targets. Structural changes like academies were also used.
360 degree survey leadership project
Laroi Williams proposes instituting a 360 degree survey program at St. Paul School to provide a formal method for students, parents, teachers, and administrators to give feedback on job performance. A committee with representatives from all stakeholders would determine the survey questions, format, administration, and use of the data collected. The surveys would engage and empower all parties to identify areas for growth, and educate teachers and administrators on improving education quality through feedback on performance.
What if teaching were the most compelling profession in the nation?
SXSWedu PanelPicker resource for a proposed exploration of how systems can become great places for great teachers to work
MATC ACE Syllabus-Grant Writing Essentials_ArthurUpham
This document outlines the syllabus for a 5-session grant writing essentials course. The course will cover the key elements of a successful grant application, including needs statements, project descriptions, budgets, and evaluations. Each of the 5 sessions focuses on a different element, with presentations by the instructor followed by practice activities, group work, and feedback. Students will leave the course being able to develop the core components of a grant proposal and understand the grant searching and application process.
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The document discusses factors that determine the success or failure of corporate strategic initiatives and organizational change. Some believe external factors like the economy are key, while others point to commitment from senior executives or a company's culture. However, the document argues that there is truth to all these perspectives, and that successful change depends on overcoming common challenges like lack of resources, internal resistance, and an inability to anticipate market trends. It also notes that as a consultant, the author has seen many projects that should have succeeded ultimately fail due to being sidetracked, under-resourced, or delayed, representing significant wasted costs.
CV_Ben Taylor Engineering
Benjamin Taylor is seeking an opportunity in process and instrumentation engineering. He has a BSc in psychology and recently completed a BTEC in process and instrumentation engineering with distinction. He has work experience in retail, gaming, and environmental conservation. His skills include computer proficiency, teamwork, customer service, and health and safety training.
2014 CSU-LSAMP PROUD Publication
CSU-LSAMP is a program funded by the National Science Foundation and California State University that aims to increase participation and success of underrepresented minority students in STEM fields. It involves all 23 CSU campuses and provides academic preparation, research experiences, funding, and professional development for over 3,500 students annually. Data shows that CSU-LSAMP participants have higher graduation rates, are more likely to earn STEM degrees, and continue on to graduate programs compared to non-participants and other students. The program has helped close achievement gaps for Latino and African American students.
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Four Cal State LA students, Ebony Anthony, Ethan Chen, Ernesto Covarrubias, and Doris Guzman, were each awarded $5,000 per year by The Ebell of Los Angeles through the Ebell/Flint Scholarship. The scholarship recognizes outstanding academic achievement and community dedication. The students are pursuing degrees in civil engineering, biology, mechanical engineering, and education, respectively, and plan to give back to their communities through careers in infrastructure, healthcare, engineering education, and special education teaching.
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Dokumen ini berisi pedoman dan petunjuk bagi peserta untuk mengikuti proses seleksi kualifikasi jasa konsultasi pengawasan pembangunan gedung DKL Way Halim. Terdiri dari 8 bab yang membahas tentang umum, persyaratan peserta, larangan KKN dan pertentangan kepentingan, pengambilan dan isi dokumen kualifikasi, serta tata cara evaluasi kualifikasi."
Lesson 8
This document discusses four IT-based projects that can be used to develop higher-level thinking skills among students: research-based projects, simple creations, guided hypermedia projects, and web-based projects. Research-based projects involve students finding information to answer a problem posed by the teacher. Simple creations focus on developing creativity through tasks like brainstorming, judging ideas, and adopting flexibility. Guided hypermedia projects can use tools like PowerPoint or multimedia presentations. Web-based projects involve students creating and posting web pages on a given topic, but this may be too sophisticated for most students.
Alina Resume
Alina R. Weeks has over 15 years of experience in pharmacy technician work, customer service, and administrative roles. She is certified by the Virginia Board of Pharmacy and the National Pharmacy Technician Certification Board. Her experience includes positions at Genworth Financial, Centra Health, Medical Associates of Central Virginia, Startek, and Alpha Omega Resources, where she performed duties such as processing prescriptions, answering customer questions, monitoring call quality, and providing IT support. She has a background in pharmacy, medical terminology, billing and insurance, and customer service.
Trinity Kings World Leadership: Family Franchising Systems: Human Capital Man...
1 Peter 5:2-3Easy-to-Read Version (ERV)
2 take care of the group of people you are responsible for. They are God’s flock.[a] Watch over that flock because you want to, not because you are forced to do it. That is how God wants it. Do it because you are happy to serve, not because you want money. 3 Don’t be like a ruler over those you are responsible for. But be good examples to them.
1 Corinthians 14:40Easy-to-Read Version (ERV)
40 But everything should be done in a way that is right and orderly.
Sendolo Diaminah 2014 PA-PAC Questionnaire
Sendolo Diaminah is applying for a position on the Durham Public School Board of Education. In the application, Diaminah emphasizes the importance of engaging all stakeholders, including parents, educators, administrators, students, in decision-making processes. Diaminah believes teacher and administrator evaluations should involve peer review panels and focus on growth over standardized test scores. Diaminah also expresses concerns about the increasing segregation in Durham schools and advocates for equitably allocating resources to improve low-income schools.
Educational Leaders Provide a Practitioner Perspective on Topics Ranging from...
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The document summarizes a discussion between educational leaders from across Georgia about various topics impacting public education. The leaders represented different school districts, roles, and levels of experience. They discussed accountability metrics like CCRPI and teacher evaluations, standardized testing, the impact of poverty on student achievement, and challenges like frequent changes to testing and standards that impact the work of teachers and student learning. The educators welcomed accountability but sought to place more emphasis on student success and recognized the difficulties sub-groups face in meeting performance targets. They saw collaboration as a way to enhance student achievement and felt pressures of testing limited time for meaningful learning experiences.How To Get Started Improving Your Efforts To Support And Assess Novice Teachers
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/
The Key to Enhancing Educator Effectivness. Document
American education is facing challenges including budget cuts, increased standards, and high teacher attrition. Effective talent management can help districts improve teacher effectiveness and retention by providing personalized learning, tracking performance, and supporting career growth. Integrated talent management systems allow districts to deliver differentiated instruction to educators through all stages of their career. These systems make talent management more efficient and data-driven while empowering teachers with customized development opportunities. Case studies show districts that implement talent management software see benefits like increased compliance, insight into training needs, and improved outcomes.
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This was a tool used to network and rally 265 educators on a school campus by informing and reinforcing school cultural values of transparency and clear messaging.
BEST-NC-Teacher-Pay-Report.pdf
This document summarizes challenges with North Carolina's teacher pay system and makes recommendations for strengthening compensation. Specifically, it finds that:
- Teacher pay has not kept pace with other female-dominated professions and offers few opportunities for advancement, undermining retention.
- Starting salaries are not competitive regionally, making recruitment difficult.
- Pay increases mainly based on experience and education reinforce inequities in student access to teachers.
- Differentiated pay is needed to fill hard-to-staff positions and schools.
Strategic investments in teacher pay that reward performance and support recruitment/retention can boost student achievement while maximizing funding.
What are your hopes for 2017 in education?
Professionals in education shared their hopes for 2017, including: greater diversity in school leadership; researchers better communicating findings to help teaching; unqualified teachers becoming outstanding with proper support; addressing workload and recruitment issues; grassroots support for women leaders; embracing educational research; governance playing a bigger role; and a "maker movement" with technology in classrooms.
4. Student Achievement Principal Hhfs
The principal led a low-performing elementary school to become the highest performing in the district within 4 years. Test scores rose through detailed analysis of instruction and alignment of curriculum with assessments. Students were monitored individually and given targeted support plans. Learning was prioritized over interruptions, and assessment data was carefully reviewed. Engaging parents in students' progress and transition to middle school contributed to the school's success. Quality teaching that students and parents connected with made the biggest impact on achievement.
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What if teaching were the most compelling profession in the nation?
SXSWedu PanelPicker resource for a proposed exploration of how systems can become great places for great teachers to work
MATC ACE Syllabus-Grant Writing Essentials_ArthurUpham
This document outlines the syllabus for a 5-session grant writing essentials course. The course will cover the key elements of a successful grant application, including needs statements, project descriptions, budgets, and evaluations. Each of the 5 sessions focuses on a different element, with presentations by the instructor followed by practice activities, group work, and feedback. Students will leave the course being able to develop the core components of a grant proposal and understand the grant searching and application process.
Slideshare presentation-v04
The document discusses factors that determine the success or failure of corporate strategic initiatives and organizational change. Some believe external factors like the economy are key, while others point to commitment from senior executives or a company's culture. However, the document argues that there is truth to all these perspectives, and that successful change depends on overcoming common challenges like lack of resources, internal resistance, and an inability to anticipate market trends. It also notes that as a consultant, the author has seen many projects that should have succeeded ultimately fail due to being sidetracked, under-resourced, or delayed, representing significant wasted costs.
CV_Ben Taylor Engineering
Benjamin Taylor is seeking an opportunity in process and instrumentation engineering. He has a BSc in psychology and recently completed a BTEC in process and instrumentation engineering with distinction. He has work experience in retail, gaming, and environmental conservation. His skills include computer proficiency, teamwork, customer service, and health and safety training.
2014 CSU-LSAMP PROUD Publication
CSU-LSAMP is a program funded by the National Science Foundation and California State University that aims to increase participation and success of underrepresented minority students in STEM fields. It involves all 23 CSU campuses and provides academic preparation, research experiences, funding, and professional development for over 3,500 students annually. Data shows that CSU-LSAMP participants have higher graduation rates, are more likely to earn STEM degrees, and continue on to graduate programs compared to non-participants and other students. The program has helped close achievement gaps for Latino and African American students.
Ebell-Flint Scholarship Publication
Four Cal State LA students, Ebony Anthony, Ethan Chen, Ernesto Covarrubias, and Doris Guzman, were each awarded $5,000 per year by The Ebell of Los Angeles through the Ebell/Flint Scholarship. The scholarship recognizes outstanding academic achievement and community dedication. The students are pursuing degrees in civil engineering, biology, mechanical engineering, and education, respectively, and plan to give back to their communities through careers in infrastructure, healthcare, engineering education, and special education teaching.
39 dokumen kua-pw-jk.pm.06
Dokumen ini berisi pedoman dan petunjuk bagi peserta untuk mengikuti proses seleksi kualifikasi jasa konsultasi pengawasan pembangunan gedung DKL Way Halim. Terdiri dari 8 bab yang membahas tentang umum, persyaratan peserta, larangan KKN dan pertentangan kepentingan, pengambilan dan isi dokumen kualifikasi, serta tata cara evaluasi kualifikasi."
Lesson 8
This document discusses four IT-based projects that can be used to develop higher-level thinking skills among students: research-based projects, simple creations, guided hypermedia projects, and web-based projects. Research-based projects involve students finding information to answer a problem posed by the teacher. Simple creations focus on developing creativity through tasks like brainstorming, judging ideas, and adopting flexibility. Guided hypermedia projects can use tools like PowerPoint or multimedia presentations. Web-based projects involve students creating and posting web pages on a given topic, but this may be too sophisticated for most students.
Alina Resume
Alina R. Weeks has over 15 years of experience in pharmacy technician work, customer service, and administrative roles. She is certified by the Virginia Board of Pharmacy and the National Pharmacy Technician Certification Board. Her experience includes positions at Genworth Financial, Centra Health, Medical Associates of Central Virginia, Startek, and Alpha Omega Resources, where she performed duties such as processing prescriptions, answering customer questions, monitoring call quality, and providing IT support. She has a background in pharmacy, medical terminology, billing and insurance, and customer service.
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What if teaching were the most compelling profession in the nation?
What if teaching were the most compelling profession in the nation?
MATC ACE Syllabus-Grant Writing Essentials_ArthurUpham
MATC ACE Syllabus-Grant Writing Essentials_ArthurUpham
Similar to What if teaching were the most attractive and compelling profession in the nation?
Trinity Kings World Leadership: Family Franchising Systems: Human Capital Man...
1 Peter 5:2-3Easy-to-Read Version (ERV)
2 take care of the group of people you are responsible for. They are God’s flock.[a] Watch over that flock because you want to, not because you are forced to do it. That is how God wants it. Do it because you are happy to serve, not because you want money. 3 Don’t be like a ruler over those you are responsible for. But be good examples to them.
1 Corinthians 14:40Easy-to-Read Version (ERV)
40 But everything should be done in a way that is right and orderly.
Sendolo Diaminah 2014 PA-PAC Questionnaire
Sendolo Diaminah is applying for a position on the Durham Public School Board of Education. In the application, Diaminah emphasizes the importance of engaging all stakeholders, including parents, educators, administrators, students, in decision-making processes. Diaminah believes teacher and administrator evaluations should involve peer review panels and focus on growth over standardized test scores. Diaminah also expresses concerns about the increasing segregation in Durham schools and advocates for equitably allocating resources to improve low-income schools.
Educational Leaders Provide a Practitioner Perspective on Topics Ranging from...
Educational Leaders Provide a Practitioner Perspective on Topics Ranging from...David W. Reynolds, MEd, EdS
The document summarizes a discussion between educational leaders from across Georgia about various topics impacting public education. The leaders represented different school districts, roles, and levels of experience. They discussed accountability metrics like CCRPI and teacher evaluations, standardized testing, the impact of poverty on student achievement, and challenges like frequent changes to testing and standards that impact the work of teachers and student learning. The educators welcomed accountability but sought to place more emphasis on student success and recognized the difficulties sub-groups face in meeting performance targets. They saw collaboration as a way to enhance student achievement and felt pressures of testing limited time for meaningful learning experiences.How To Get Started Improving Your Efforts To Support And Assess Novice Teachers
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/
The Key to Enhancing Educator Effectivness. Document
American education is facing challenges including budget cuts, increased standards, and high teacher attrition. Effective talent management can help districts improve teacher effectiveness and retention by providing personalized learning, tracking performance, and supporting career growth. Integrated talent management systems allow districts to deliver differentiated instruction to educators through all stages of their career. These systems make talent management more efficient and data-driven while empowering teachers with customized development opportunities. Case studies show districts that implement talent management software see benefits like increased compliance, insight into training needs, and improved outcomes.
Sample Internal Communication
This was a tool used to network and rally 265 educators on a school campus by informing and reinforcing school cultural values of transparency and clear messaging.
BEST-NC-Teacher-Pay-Report.pdf
This document summarizes challenges with North Carolina's teacher pay system and makes recommendations for strengthening compensation. Specifically, it finds that:
- Teacher pay has not kept pace with other female-dominated professions and offers few opportunities for advancement, undermining retention.
- Starting salaries are not competitive regionally, making recruitment difficult.
- Pay increases mainly based on experience and education reinforce inequities in student access to teachers.
- Differentiated pay is needed to fill hard-to-staff positions and schools.
Strategic investments in teacher pay that reward performance and support recruitment/retention can boost student achievement while maximizing funding.
What are your hopes for 2017 in education?
Professionals in education shared their hopes for 2017, including: greater diversity in school leadership; researchers better communicating findings to help teaching; unqualified teachers becoming outstanding with proper support; addressing workload and recruitment issues; grassroots support for women leaders; embracing educational research; governance playing a bigger role; and a "maker movement" with technology in classrooms.
4. Student Achievement Principal Hhfs
The principal led a low-performing elementary school to become the highest performing in the district within 4 years. Test scores rose through detailed analysis of instruction and alignment of curriculum with assessments. Students were monitored individually and given targeted support plans. Learning was prioritized over interruptions, and assessment data was carefully reviewed. Engaging parents in students' progress and transition to middle school contributed to the school's success. Quality teaching that students and parents connected with made the biggest impact on achievement.
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The document discusses "Irreplaceable" teachers, who are highly effective and successful teachers that are nearly impossible to replace. It finds that low-performing schools often hire less effective replacements when an Irreplaceable teacher leaves. Additionally, most schools retain Irreplaceable teachers and low-performing teachers at similar rates. The document argues that poor leadership, working conditions, and policies contribute to Irreplaceable teachers leaving at similar rates as low performers. It advocates for a focus on retaining Irreplaceable teachers through improved leadership, working conditions, and policies.
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This document provides an agenda for the OERC Fall 2014 Conference on using data to inform policy, practice, and teacher success. The conference included panels on preparing effective teachers, bridging opportunity gaps, and national staffing needs in education. It also featured a keynote on the economic value of teacher quality and breakout sessions. The goal of the conference was to discuss how to improve teacher preparation programs and support, recruit high-quality teachers, and address challenges in underserved areas through collaboration between education institutions and districts.
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The document discusses college readiness among American students. It notes that while college enrollment is at an all-time high, less than half of students complete their degrees. This suggests that many students are placed in college but are unprepared. The paper then explores teacher effectiveness as a solution, describing how one principal overhauled a low-performing school by focusing on improving teacher quality. Within three years, student achievement increased dramatically as teachers became more effective. The conclusion is that effective teachers are the key to student success and readiness for college or careers.
CASE 3 Building a CoalitionLearning GoalsMany of the most im.docx
CASE
3
Building a Coalition
Learning Goals
Many of the most important organizational behavior challenges require coordinating plans and goals among groups. This case describes a multiorganizational effort, but the same principles of accommodation and compromise also apply when trying to work with multiple divisions within a single organization. You’ll create a blueprint for managing a complex development team’s progress, steering team members away from negative conflicts and toward productive discussion. You’ll also be asked to help create a new message for executives so they can lead effectively.
Major Topic Areas
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Group dynamics
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Maximizing team performance
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Organizational culture
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Integrative bargaining
The Scenario
The Woodson Foundation, a large nonprofit social service agency, is teaming up with the public school system in Washington, D.C., to improve student outcomes. There’s ample room for improvement. The schools have problems with truancy, low student performance, and crime. New staff quickly burn out as their initial enthusiasm for helping students is blunted by the harsh realities they encounter in the classroom. Turnover among new teachers is very high, and many of the best and brightest are the most likely to leave for schools that aren’t as troubled.
The plan is to create an experimental after-school program that will combine the Woodson Foundation’s skill in raising private money and coordinating community leaders with the educational expertise of school staff. Ideally, the system will be financially self-sufficient, which is important because less money is available for schools than in the past. After several months of negotiation, the leaders of the Woodson Foundation and the school system have agreed that the best course is to develop a new agency that will draw on resources from both organizations. The Woodson foundation will provide logistical support and program development and measurement staff; the school system will provide classrooms and teaching staff.
The first stage in bringing this new plan to fruition is the formation of an executive development team. This team will span multiple functional areas and establish the operating plan for improving school performance. Its cross-organizational nature means representatives from both the Woodson Foundation and the school district must participate. The National Coalition for Parental Involvement in Education (NCPIE) is also going to be a major partner in the program, acting as a representative for parents on behalf of the PTA.
Conflict and Agreement in the Development Team
While it would be perfect if all the groups could work together easily to improve student outcomes, there is little doubt some substantive conflicts will arise. Each group has its own interests, and in some cases these are directly opposed to one another.
School district representatives want to ensure the new jobs will be unionized and will operate in a way consistent with current .
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What if teaching were the most attractive and compelling profession in the nation?
- 1. 0 What if teaching were the most attractive and compelling profession in the nation? Hi! I’m thinking about teaching in your district. What do you think?
- 2. Schooling is the most human of enterprises. The mark of great schools is not this reading program or that staffing model, but educators who approach these things with verve, expertise, clarity, and commitment. In successful schools, educators are invested in the program, have time to get good at it, and cooperate to make it work. – Rick Hess, Education Week, 7/2/15
- 3. Teacher quality is the #1 driver of student performance. There is no relationship between teacher quality and how we assign, compensate and support teachers. What does the data say?
- 4. Demand for teachers is rising, but supply of candidates is dropping N.C. teacher crisis looms Charlotte Observer, 9/9/14 3 Teacher retirements outpacing new hires Gannett Newspapers, 12/1/14 Area schools struggling to find teachers Rapid City (S.D.) Journal, 6/24/14 School starts while teaching jobs remain unfilled Tucson News Now, 8/1/14 Steep drops seen in teacher-prep enrollment numbers Education Week, 10/21/14
- 5. Hi! I’m thinking about teaching in your district. What do you think? Great move! Interesting. We should talk. DON’T DO IT!
- 6. …from these teachers? What differentiates the experience of these teachers… Example: Data from a large Midwestern district Most effective teachers Less effective teachers Unrated teachers “Detractors” Least likely to recommend “Passives” and “Promoters” More likely to recommend 1% ~25% ~25% ~25% ~25%
Editor's Notes
- And this is before we even think about teacher quality – which, according to the data, is the most important factor in a student’s academic performance. But there is no relationship between teacher quality – or measured student outcomes – and how we compensate teachers, let alone how we assign them to schools, or the kinds of supports we provide.
- Today, we are experiencing a teacher shortage. There are a lot of reasons for this, some of which have been in the works for decades. But one major contributing factor is the fact that teaching has become even less desirable as a profession than it was just a few years ago. We need more teachers, but the supply of people who want to teach is shrinking. This all happened in a slow economy, when job prospects for many people weren’t all that good – that’s how much many people don’t want to teach.