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4a. Professional Development/Learning Communities: The school executive ensures that the school is a professional learning community.
Exhibit 4a Distinguished Leadership in Practice (DLP) Assignment 2.2 and 2.3. In this assignment, I reviewed data from Teacher Working Conditions survey and identified Professional developments as an area of improvement. I completed the what is working and not working chart above. Afterwards, I wrote personal reflections on Human Resources Leadership.
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4b. Recruiting, Hiring, Placing and Mentoring of staff: The school executive establishes processes and systems in order to ensure a high-quality, high-performing staff.
https://drive.google.com/file/d/0B6_uKLxKyb5abzZMTUVac092ODA/view?usp=sharing
Exhibit 4b.1 & 2. A video of an interview with the Human Resource Department and my reflections from that interview.
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Exhibit 4c. NC Educator Effectiveness System. During my residency, I was granted administrator rights which allowed me to conduct comprehensive teacher evaluations during the school year.
4c. 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.
Growth Chart
1= emerging; 2 = developing; 3 = proficient; 4 = accomplished
Artifacts:
- Teacher Evaluation
- Human Resource Interview Video and Reflections
- DLP Assignment 2.2 and 2.3
- Conflict Resolution
- Crucial Conversations
- Facilitative Leadership
- On Common Ground: The Power of Professional Learning Communities (DuFour)
- Reframing Organizations (Bolman & Deal)
- The Ten Minute Inservice (Whitaker & Breaux)
