MAPA Toolkit: Making Your MAPA More Effective. MAPA Task Group. And I quote….
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Making Your MAPA More Effective
MAPA Task Group
“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
Me! Me! Me!
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
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.
It’s your aptitude, not just your attitude that determines your ultimate altitude.
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
By failing to prepare, you are preparing
ILP Example, Technology
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
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
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)
Characteristics of Good
Focus on results, not tasks.
Use the rubric to write to a specific performance level.
Be clear, concise, and precise in writing.
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.
Tips for Writing – Be Clear, Be Precise, Be Concise
Write to the rubric. (Yes, we’re saying it again!)
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?
Performance and performance alone dictates the predator in any food chain.
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.
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.”
“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
Time to Shine!
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 is a brain to pick, an ear to listen, and a push in the right direction.
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
Characteristics of Effective Mentors
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
The real man smiles in trouble, gathers strength from distress, and grows brave by reflection.
Thomas Paine (1737 - 1809)
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.