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MAPA Toolkit: Making Your MAPA More Effective. MAPA Task Group. And I quote….

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MAPA Toolkit:

Making Your MAPA More Effective

MAPA Task Group


And i quote
And I quote…

“Leadership is not a magnetic personality - that can just as well be a glib tongue. It is not making friends and influencing people - that is flattery. Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.”

- Peter F. Drucker



Mapa electronic resources
MAPA ELECTRONIC RESOURCES

http://dodea.edu/offices/hr/employees/MAPA.htm

MAPA Evaluation Instrument MAPA Timeline

MAPA Training Document Resource Matrix

Training PowerPoint Feedback Guides

Evidence for Proficient Rating SMART Objectives

Q & A about MAPA and ILPs Sample ILPs (x4)

Performance Assessments Mentoring

Task Group Members MAPA Misconceptions



Evidence for a proficient rating
Evidence for a Proficient Rating

This is a list of examples,not requirements.

Focus should be on quality, not quantity.

Other evidence may be used.

Method of documentation is determined by supervisor and you.

Inclusion of evidence does not guarantee a specific rating.


Pithy quote
Pithy Quote

It’s your aptitude, not just your attitude that determines your ultimate altitude.

  • Zig Ziglar



Resource matrix1
Resource Matrix

Comprehensive list of websites that provides resources for various aspects of administrator performance.

Includes descriptionsof contents of websites

Correlates with 4 goals of MAPA

Provides various modes of sharing information, i.e., web page, blog, podcast

Excellent list of websites for any educator to use as resources

All sites are public domain


Notable quotable
Notable Quotable

By failing to prepare, you are preparing

to fail.

Benjamin Franklin


Sample ilp
Sample ILP

ILP Example, Technology


The ilp what it is
The ILP…What it is!

Promotes professional growth

Aligned to our Community Strategic Plan

Vehicle for dialogue with supervisor

YOUR plan, YOUR Objective

1-2 page document

Short term (1-2 year) plan

Addresses one area of CSP

Data-driven (multiple data sources recommended)

Written in SMART format


The ilp what it is not
The ILP…What it is not!

A one-size fits all plan

Designed to address multiple goals

Expected to be lengthy or cumbersome

Expected to last more than 1 or 2 cycles


Activity
Activity

Guiding Questions

  • What data will serve as the baseline?

  • What data will indicate success?

  • How and when are data collected?

  • Are there barriers to the successful completion of this objective?

  • Are there sufficient resources available?

  • Does the objective support an organizational or a strategic goal?

  • How does the successful completion of this objective influence staff, students or community?

  • Are there conflicting events that might not support success?


Notable quotable1
Notable Quotable

Don't use words too big for the subject. Don't say 'infinitely' when you mean 'very'; otherwise you'll have no word left when you want to talk about something really infinite.

C. S. Lewis (1898 - 1963)


Writing effective performance appraisals
Writing Effective Performance Appraisals

Characteristics of Good

Self-Assessments

Focus on results, not tasks.

Use the rubric to write to a specific performance level.

Be clear, concise, and precise in writing.


Writing effective performance appraisals1
Writing Effective Performance Appraisals

Tips for the Pre-Write

Have your mid-year or previousperformance assessment handy while writing.

Have any documentation of evidence available when writing.

Start early; do not wait for the deadline.

Use rubric as a reference.


Writing effective performance appraisals2
Writing Effective Performance Appraisals

Tips for Writing – Be Clear, Be Precise, Be Concise

Write to the rubric. (Yes, we’re saying it again!)

Be specific.

Use action verbs.

USE DATA - Avoid slang, generalizations, and opinions.

Use bulleted or short, direct statements…do not use flowery language.

Use active, not passive voice.

Results…How do your actions increase student achievement?


Switching gears
SWITCHING GEARS

Performance and performance alone dictates the predator in any food chain.

-SEAL Team


Writing effective performance appraisals3
Writing Effective Performance Appraisals

Guidelines for Comments from Supervisors

Should be aligned with one or more goals of MAPA.

Designed to acknowledge success and improve performance.

Recognizes self-assessments or presentations of evidence.

Considers professional needs of the individual and continuous professional growth.

On-going and continuous – not a once a year event.

KAIZEN!


Actual comments
Actual Comments

What not to write……….

“This employee is depriving a village of its idiot.”

“The wheel is turning but the hamster’s dead.”

“If you gave a penny for his thoughts, you’d get change.”

“…a photographic memory, but with the lens cover glued on.”


Activity1
Activity

Activity Checklist

  • Aligned with one or more goals of MAPA

  • Designed to acknowledge success and improve performance; helpful suggestions

  • Recognized self-assessments or presentations of evidence

  • Considered professional needs of the individual and continuous professional growth; growth oriented

  • Implied on-going and continuous – not a once a year event


Notable quotable2
Notable Quotable

“Don't say you don't have enough time. You

have exactly the same number of hours per

day that were given to Helen Keller, Pasteur,

Michelangelo, Mother Teresa, Leonardo da

Vinci, Thomas Jefferson, and Albert Einstein."

H. Jackson Brown


Icing on the cake
Icing on the Cake!

Time to Shine!

Conferencing

Mentoring

Face-to-Face Interaction


Conferencing tips
Conferencing Tips

Schedule at least 3 face-to-face conferences per cycle

Address documentation and supporting evidence for each goal

Should be collaborative between employee and supervisor


Mentoring
Mentoring

Mentoring is a brain to pick, an ear to listen, and a push in the right direction.

John Crosby


Mentoring1
Mentoring

Definition of Mentoring

A mentor is an experienced professional who partners with an administrator to assist and supportthe individual in developing leadership skills in a collegial and safeenvironment. Mentoring refers to the process in which a knowledgeable person willingly guides and advises the other administrator.

- Carl J. Weingartner, 2009


Mentoring2
Mentoring

Characteristics of Effective Mentors

positive outlook

committed to process

communication skills/effective listeners

problem solver/sound judgment

visionary/able to support as well as lead

willing to share knowledge/ask thought-provoking questions

effective time managers



Notable quotable3
Notable Quotable

The real man smiles in trouble, gathers strength from distress, and grows brave by reflection.

Thomas Paine (1737 - 1809)


Summarizing activity
Summarizing Activity

3 - 2 – 1

Jot down 3 thoughts you will definitely share with a colleague about today’s presentation.

Think of 2words that describe your reaction to today’s presentation.

Tell 1 other individual your 3 thoughts and 2 words.


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