STANDARD FOUR: Human Resource Leadership
A. Professional Development/ Learning Communities: The school executive ensures that the school is a professional learning community.
PLC PD
During my ELP 552: School Based Planning, Management, and Evaluation in Professional Learning Communities, I learned about creating healthy and effective PLCs. after many discussions with others in my cohort, we determined most PLC's were not true PLC's, but just team meetings. For one of our assignments, we had to dig deeper into the meaning of PLCs and develop professional development to deliver groups who are not collaborating as a true PLC. Through this process I learned PLC's need to have certain elements to be effective. Norms must be created and protocols should be used to use time effectively. Data should be present at every meeting and the focus of conversations should be analyzing that data to focus on student achievement. |
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PLC's during Quarantine
This is a vertical ELA PLC agenda. Since our school is very personalized and small, our vertical teams get together once a week to discuss possible projects that students can work on across the grade levels. Some of our students are working in advance standards and I learned this is a good way for students to continue with their learning when they have demonstrated mastery in their grade level.
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This is our sixth grade PLC meeting for the first time since school was closed because of the COVID-19 crisis. It was very important to continue our work and discussing as a team how we would be moving forward with teaching and learning now that the school district is going all digital. I learned that it is important to keep doing this work for our students. They need us more than ever and we need to be able to support them during this time.
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B. Recruiting, hiring, placing and mentoring of Staff: The school executive establishes processes and systems in order to ensure a high-quality, high performing staff.
WSE-Interview Questions
While I was at West Smithfield Elementary I had the opportunity to interview several candidates for teaching and our counselor position. West Smithfield members of the interview team would review the candidates resume and notice any highlights. We then used interview questions where each observer writes the candidates answers and uses the rubric to score the individual. After the interview, we would discuss the candidate and their answers to make an informed decision. I learned it is important to have a procedure for interviewing candidates for a position. It is important to review candidates ahead of time so you can ask specific questions about their job experiences. It is also important to have a rubric and the same set of questions for each candidate to ensure there is a fair process. |
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AP Institute- Human Resources
This training was offered by Johnson County and was specific to the county's procedures. We learned about employee discipline, hiring, and licensure. This was beneficial to me because I learned how our county manages all of these areas and who to call when an issue arises. |
C. Teacher and Staff Evaluation: The school executive evaluates teachers and other staff in a fair and equitable manner with the focus on improving performance and, thus student achievement.
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Teacher Evaluation
During my residency I completed many walkthroughs and joint observations with my principal mentor. After each observation, my mentor an I would debrief the lesson. We would go through each observable standard and compare our ratings. To assist me with this process, I used two tools: Sample Teacher Behaviors from Educational Leadership for Success, LLC, and The North Carolina Teacher Evaluations Process from NCDPI. By using these tools, I was able to be fair in my rating of all teaching staff. I also learned that in our environment of personalized learning, this evaluation tool could be improved upon to fit the needs of schools that are non traditional. |