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Lake County Schools Investing In Excellence! College and Career Readiness. Academic Services C² Collaborative Cohort October 18, 2012. Sustaining New Teacher Development. Pathways. to. Progress. Progress.

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slide1

Lake County Schools

Investing In Excellence!

College and Career Readiness

Academic Services

C²Collaborative Cohort

October 18, 2012

slide2

Sustaining New Teacher Development

Pathways

to

Progress

Progress

Presented by::

Melissa Bradley ◊ Cathy Caudill ◊ Jeanmarie York

LCS Academic Services Unit / Professional Development

slide3

Common Board Configuration

Date: October 18, 2012

Vocabulary: C² Ready, Teacher Leader, Model Classroom

Bell Ringer: Turn and Talk: Reflection

Agenda:

I DO: Review need for New Teacher Support System.

WE DO: Identify instructional “starting points” for differentiated new teacher support.

YOU DO: Develop comprehensive plan to aid in development of highly effectivenew teachers.

Learning Goal: Educational Leaders will understand the necessity of a differentiated school-based New Teacher Support System.

Benchmark: District Goals

#1 – Student Achievement

#5 – Highly Developed and High Performing Staff

Summarizing Activity:

Collaborative planning session using Capacity Builders’ Guide.

  • Objective: Educational Leaders will develop a Capacity Builders’ Plan to support the development of an effective new teacher.

Homework:Utilize tools provided to complete your Capacity Builders Planning Guide. Review and refine Guide with your school leadership team for Instructional Reviews and share plan at future C2 Cohort Sessions

Essential Question: How do we revolutionize the way we teach, lead, and learn for 21st century success?

lake county schools
Lake County Schools

Vision Statement

A dynamic, progressive and collaborative learning community embracing change and diversity where every student will graduate with the skills needed to succeed in postsecondary education and the workplace.

Mission Statement

The mission of the Lake County Schools is to provide every student with individual opportunities to excel.

Lake County Schools is committed to excellence in all curricular opportunities and instructional best practices. This focus area addresses closing the achievement gap, increased graduation rate, decreased dropout rate, increase in Level 3 and above scores on the FCAT, achieving an increase in the number of students enrolled in advanced placement and dual enrollment opportunities and implementing the best practices in instructional methodology.

academic services
Academic Services

Curriculum & Instruction ~ Professional Development ~ Teaching & Learning

The Office of Academic Services encompasses the core business of Lake County Schools. We provide guidance and support to develop instructional leaders through the coordination of district curriculum initiatives, professional learning, along with teaching and learning programs that result in improved learning for ALL. Our goal is to work collaboratively with schools to continuously and significantly improve student achievement, align curriculum and instructional practice to Florida’s standards, assist schools to develop their capacity to implement data-driven planning and review processes that foster continuous school improvement.

Assurances

We will ensure that we work with district staff and school administrators to design and collaborate on systems that address professional learning needs related to improving student outcomes.

We will ensure that curriculum is current and at a high level (rigorous) meeting local, state, and national standards.

We will ensure that researched-based best practices (programs and processes) are utilized regarding student curricular needs and student learning patterns.

We will ensure services are provided that target closing the achievement gap by improving the performance of all students while drastically accelerating the achievement of students of color, English Language Learners (ELL), Exceptional Student Education (ESE) and students living in poverty.

21 st century skills tony wagner the global achievement gap
21st Century Skills Tony Wagner, The Global Achievement Gap

Critical Thinking and Problem Solving

Collaboration and Leadership

Agility and Adaptability

Initiative and Entrepreneurialism

Effective Oral and Written Communication

Accessing and Analyzing Information

Curiosity and Imagination

turn talk
“Turn & Talk”

1. Revisit your own pathway to progress.

2. Reflect on your first year of teaching; think about one of your most humorous or memorable experiences.

3. Turn to your shoulder partner. You will have one (1) minute each to share your experience with your partner.

Countdown Clock

instructional coach connections
Instructional Coach Connections

Linda

Bradley *

* Title Services

Karen Conrad *

Cathy

Caudill

Jeanmarie York

Melissa

Bradley

New Teachers

District provided support to assist in the development of new teachers.

Dr. Cele Oldham, Program Specialist TOP

can one coach fully develop an effective new teacher
Can one coach fully develop an effective new teacher?

Coach

www.newteachercenter.org

NO.

Developing effective new teachers requires a strategic school-based support system.

new teacher support cohort series preview
New Teacher Support Cohort Series Preview

Look

Ahead

  • Coaching Conversations
  • Focused Feedback
  • Based on Participant feedback
  • Developing Effective Instructional Mentors
  • Mentor Support and Direction
online anticipation guide
Online Anticipation Guide

or

or

Scan your QR Code on your notes page of your toolkit

http://www.questionpress.com/newteachers

let s talk numbers
Let’s Talk Numbers

85%

Retention Rate of First-Year Teachers?

FLDOE , EAIS Report May 2011

let s talk numbers1
Let’s Talk Numbers

61%

Retention rate of Florida’s teachers after their 5th year?

FLDOE , EAIS Report May 2011

let s talk numbers2
Let’s Talk Numbers

In 2008, how many teachers were predicted to leave the profession by the year 2011?

50%

National Commission on Teaching and America’s Future (NCTAF), 2008

let s talk numbers3
Let’s Talk Numbers

Annual cost of teacher turnover in the U.S.?

$7.3 billion

National Commission on Teaching and America’s Future (NCTAF), 2008

let s talk numbers4
Let’s Talk Numbers

Lake County – 2011 Rate of Retention

94%

94% - LCS Office of Planning, Evaluation and Accountability

cause for applause current b est p ractices for developing and retaining new teachers
Cause for ApplauseCurrent best practices for developing and retaining new teachers
  • PLCs for new teachers
  • School-based New Teacher Boot Camps
  • Teacher Leaders modeling effective strategies
  • G.I.V.E.S. Garnering Inspiration by Viewing other Educators
what is your school s retention rate
What is your school’s retention rate?

Make a note…

=

?

Reflection: Consider the last few years on your school campus.

What subject area needs to be filled most often?

Which grade level sees the largest turnover?

…And another!

# of New Teacher Hires

Total # of Teachers

slide20

Lack of strong leadership

Certification Issues

Spending more time inducting / mentoring new staff

slide22

“From Hire to Higher”

The New Teacher Induction Process

slide23

Common Board Configuration

Date: October 18, 2012

Vocabulary: C² Ready, Teacher Leader, Model Classroom

Bell Ringer: Turn and Talk: Reflection

Agenda:

I DO: Review need for New Teacher Support System.

WE DO: Identify instructional “starting points” for differentiated new teacher support.

YOU DO: Develop comprehensive plan to aid in development of highly effectivenew teachers.

Learning Goal: Educational Leaders will understand the necessity of a differentiated school-based New Teacher Support System.

Benchmark: District Goals

#1 – Student Achievement

#5 – Highly Developed and High Performing Staff

Summarizing Activity:

Collaborative planning session using Capacity Builders’ Guide.

  • Objective: Educational Leaders will develop a Capacity Builders’ Plan to support the development of an effective new teacher.

Homework:Utilize tools provided to complete your Capacity Builders Planning Guide. Review and refine Guide with your school leadership team for Instructional Reviews and share plan at future C2 Cohort Sessions

Essential Question: How do we revolutionize the way we teach, lead, and learn for 21st century success?

elements of successful school based support systems for new teachers
Elements of Successful School-Based Support Systems for New Teachers
revisiting current support teams
Revisiting:Current Support Teams

School Administrator

School-based Mentors

Other Teacher Leaders

Instructional Coach for new hires

slide26

Have they made Team members aware of their roles and responsibilities?

  • How do they provide meaningful feedback?
  • How do they create environments where new teachers thrive?
  • Are they familiar with new teacher requirements?
  • Have they instilled protocols to support new teachers and mentors?
  • What considerations are given when selecting capable mentors?
  • How are they trained?
  • What tools are they using to develop new teachers?
  • Have useful resources been provided to them?
  • Is there a broad spectrum of talent represented?
  • Are they effective when supporting others through coaching, modeling and feedback?
  • Do they represent a cross section of experience? (Emerging to Seasoned)

School-Based Support Team

important take aways for stakeholders
Important Take Aways for Stakeholders

Roles and responsibilities must be transparent and clarified for all team members

Effective collaboration requires flexibility

Providing varied opportunities to connect increases awareness and strengthens relationships

slide30

Common Board Configuration

Date: October 18, 2012

Vocabulary: C² Ready, Teacher Leader, Model Classroom

Bell Ringer: Turn and Talk: Reflection

Agenda:

I DO: Review need for New Teacher Support System.

WE DO: Identify instructional “starting points” for differentiated new teacher support.

YOU DO: Develop comprehensive plan to aid in development of highly effectivenew teachers.

Learning Goal: Educational Leaders will understand the necessity of a differentiated school-based New Teacher Support System.

Benchmark: District Goals

#1 – Student Achievement

#5 – Highly Developed and High Performing Staff

Summarizing Activity:

Collaborative planning session using Capacity Builders’ Guide.

  • Objective: Educational Leaders will develop a Capacity Builders’ Plan to support the development of an effective new teacher.

Homework:Utilize tools provided to complete your Capacity Builders Planning Guide. Review and refine Guide with your school leadership team for Instructional Reviews and share plan at future C2 Cohort Sessions

Essential Question: How do we revolutionize the way we teach, lead, and learn for 21st century success?

refining using data to determine new teacher support
Refining:Using Data to Determine New Teacher Support
  • “Hire vs Higher” - Determine instructional effectiveness of all new teachers regardless of HR grouping.
  • How can Support Team collect data on each new teacher?
refining prioritizing new teacher needs
Refining: Prioritizing New Teacher Needs

Next Step!

Use SBST data to determine the level of support for each new teacher.

revitalizing developing differentiated new teacher support
Revitalizing:Developing Differentiated New Teacher Support

Use the instructional “starting points” to establish a matrix of model classrooms across varied content / grade levels

Highlight model classrooms and teacher leaders where strategies are performed with fidelity

Create opportunities for new or struggling teachers to visit model classrooms

benefits of creating a model community
Benefits of Creating a Model Community
  • Provides differentiated support to new teachers
  • Can identify gaps in depth and breadth of model instruction
  • Helps to accelerate Common Core focused instruction
  • Encourages development of teacher leaders
  • Promotes open community of learning
connect reflect developing a model community matrix
Connect & Reflect: “Developing a Model Community Matrix”
slide39

Common Board Configuration

Date: October 18, 2012

Vocabulary: C² Ready, Teacher Leader, Model Classroom

Bell Ringer: Turn and Talk: Reflection

Agenda:

I DO: Review need for New Teacher Support System.

WE DO: Identify instructional “starting points” for differentiated new teacher support.

YOU DO: Develop comprehensive plan to aid in development of highly effectivenew teachers.

Learning Goal: Educational Leaders will understand the necessity of a differentiated school-based New Teacher Support System.

Benchmark: District Goals

#1 – Student Achievement

#5 – Highly Developed and High Performing Staff

Summarizing Activity:

Collaborative planning session using Capacity Builders’ Guide.

  • Objective: Educational Leaders will develop a Capacity Builders’ Plan to support the development of an effective new teacher.

Homework:Utilize tools provided to complete your Capacity Builders Planning Guide. Review and refine Guide with your school leadership team for Instructional Reviews and share plan at future C2 Cohort Sessions

Essential Question: How do we revolutionize the way we teach, lead, and learn for 21st century success?

planning activity gallery walk
Planning Activity & Gallery Walk

Brainstorm & write your ideas here for each area

new teacher development toolkit
New Teacher Development Toolkit

Pathways to Progress New Teacher Development Toolkit