The recent First Year Principal Meeting focused on a presentation by Eleanor Goldberg. Ms. Goldberg discussed Effective Reading Strategies with the principals.
We would like school-based administrators to share an effective reading strategy currently being used in their buildings. Post a strategy. Review the other postings if you need a few, new ideas.
Thursday, December 9, 2010
Friday, October 29, 2010
FCAT LEARNING GAINS
The Learning Gains by Teacher by Standard tool is a valuable tool in today's climate of accountability, and "raising the bar" to show increases in student achievement. This document will help school planners, whether Principal, Assistant Principal or other Leadership Team members, target specific areas to monitor and provide adequate assistance and reinforcement.The FCAT Learning Gains Teacher Report creates a visual for individual teachers to see student achievement levels in each Adequate Yearly Progress (AYP) subgroup. It will also enable teachers to reflect on instructional practices from the current/past year and set a path toward increasing student achievement in various AYP subgroups.
The Personal Learning Gains Plan provides an instrument for teachers to use when conducting data chats with individual students. This document will enable students to see area(s) of strength and area(s) needing improvement. A plan for future improvement will be created and be made available for review at later dates to check for progress.
The Learning Gains documents described above are available for download in the column to the right.
What strategies are you implementing to raise student achievement in these targeted areas? Post a comment below describing a strategy so others may benefit.
Thursday, October 7, 2010
VISION, MISSION and CULTURE
The Awesome Threesome: Vision, Mission and Culture, combine to support each other and guide the school to success. All leaders have a personal vision for their school. The high-performing leaders have the knowledge, skills, and dispositions to develop, articulate, and implement a shared vision, that is supported by the larger organization and the school community.
The Vision may be thought of as the destination.
The Mission is the roadmap to the desired destination.
The Culture is the collective traditions, expectations, norms, and shared experiences, which form the vehicle used to get to the desired destination.
Reflect on the Vision, Mission & Culture presentation given by Ms. Maria Tracy. Post your comments.
The Vision may be thought of as the destination.
The Mission is the roadmap to the desired destination.
The Culture is the collective traditions, expectations, norms, and shared experiences, which form the vehicle used to get to the desired destination.
Reflect on the Vision, Mission & Culture presentation given by Ms. Maria Tracy. Post your comments.
Monday, October 4, 2010
Professional Learning Communities & YOU
This month Intern Principals Cindy Pluim and John Vetter present a timely update on Professional Learning Communities (PLC) and the evolving cultural shift in the purpose and activities of the PLC.
Professional Learning Communities are driven by a sense of purpose and clear goals. A key component of all school-based PLCs is student achievement. According to Shirley Hord, Southwest Educational Development Laboratory, Professional Learning Communities’ research suggests that teachers learn best from and with each other in ongoing, job-embedded activities.
In education circles, the term learning communities has become commonplace. It is being used to mean any number of things, such as extending classroom practice into the community, bringing community personnel into the school to enhance the curriculum and learning tasks for students, or engaging students, teachers, and administrators simultaneously in learning-to suggest just a few.
The leading researchers on professional learning communities (PLC) are probably not strangers to anyone in education. Richard and Rebecca Dufour, Robert Eaker and Dr. Robert Marzano have done extensive work in the field. Unfortunately, the term PLC has been overused so much that the terminology needs to be revisited.
The term professional learning community describes a collegial group of administrators and school staff who are united in their commitment to student learning. They share a vision, work and learn collaboratively, visit and review other classrooms, and participate in decision-making (Hord, 1997b). The benefits to the staff and students include a reduced isolation of teachers, better-informed and committed teachers, and academic gains for students. Hord (1997b) notes, "As an organizational arrangement, the professional learning community is seen as a powerful staff-development approach and a potent strategy for school change and improvement."
The attributes of a Professional Learning Community are: (1) Supportive and shared leadership, (2) Collective creativity, (3) Shared values and vision, (4) Supportive conditions, and (5) Shared personal practice according to Rosenholtz (1989).
One school has won the Blue Ribbon School award four times. This means they have sustained forward educational progress for twenty years in a row. The school is Stevenson Adlai Stevenson High School in Lincolnshire Nebraska. The power of the professional learning community is evident. This school is one of many examples of a true PLC at work.
The PLC is not a group but instead a new way working together. It is a complete culture change for MANY schools and businesses.
Review the attachments labeled Cultural Shifts in a PLC and reflect on this… Is my school ready to focus on student learning and willing to work as a team to do it? Are we willing to challenge the norm and recognize that the system we are currently using is outdated and needs to be fixed? Are we willing to start tomorrow and not wait for the right time?
What specific steps would you take as a Principal to ensure your school staff will share the Professional Learning Community mentality and model it throughout the school year? Post your comment(s) below.
Professional Learning Communities are driven by a sense of purpose and clear goals. A key component of all school-based PLCs is student achievement. According to Shirley Hord, Southwest Educational Development Laboratory, Professional Learning Communities’ research suggests that teachers learn best from and with each other in ongoing, job-embedded activities.
In education circles, the term learning communities has become commonplace. It is being used to mean any number of things, such as extending classroom practice into the community, bringing community personnel into the school to enhance the curriculum and learning tasks for students, or engaging students, teachers, and administrators simultaneously in learning-to suggest just a few.
The leading researchers on professional learning communities (PLC) are probably not strangers to anyone in education. Richard and Rebecca Dufour, Robert Eaker and Dr. Robert Marzano have done extensive work in the field. Unfortunately, the term PLC has been overused so much that the terminology needs to be revisited.
The term professional learning community describes a collegial group of administrators and school staff who are united in their commitment to student learning. They share a vision, work and learn collaboratively, visit and review other classrooms, and participate in decision-making (Hord, 1997b). The benefits to the staff and students include a reduced isolation of teachers, better-informed and committed teachers, and academic gains for students. Hord (1997b) notes, "As an organizational arrangement, the professional learning community is seen as a powerful staff-development approach and a potent strategy for school change and improvement."
The attributes of a Professional Learning Community are: (1) Supportive and shared leadership, (2) Collective creativity, (3) Shared values and vision, (4) Supportive conditions, and (5) Shared personal practice according to Rosenholtz (1989).
One school has won the Blue Ribbon School award four times. This means they have sustained forward educational progress for twenty years in a row. The school is Stevenson Adlai Stevenson High School in Lincolnshire Nebraska. The power of the professional learning community is evident. This school is one of many examples of a true PLC at work.
The PLC is not a group but instead a new way working together. It is a complete culture change for MANY schools and businesses.
Review the attachments labeled Cultural Shifts in a PLC and reflect on this… Is my school ready to focus on student learning and willing to work as a team to do it? Are we willing to challenge the norm and recognize that the system we are currently using is outdated and needs to be fixed? Are we willing to start tomorrow and not wait for the right time?
What specific steps would you take as a Principal to ensure your school staff will share the Professional Learning Community mentality and model it throughout the school year? Post your comment(s) below.
Friday, September 24, 2010
CLASSROOM WALKTHOUGH 3.0.1
Teachscape, the company that produces and maintains the Classroom Walkthrough tool and database, has updated to Classroom Walkthrough 3.0.1 (CWT 3.0.1) and is currently available at www.teachscape.com.
As of 09/30/2010, all Florida districts should use the CWT Florida Standard Look Fors-DA. The CWT 2.0 workspaces are still visible to administrators. All walks captured should be done with the new Data Collection Tool and CWT 3.0. Once this is activated, the current tool in use will be removed from your access, however, you can still run reports on data collected against these surveys/tools.
If you use a hand-held device, Teachscape recommends that you delete the 2.0 software first before downloading 3.0. You will find installation instructions in the Using the Data Collection Tool module in the Classroom Walkthrough Resource Library workspace. The Look Fors tool will be posted on the HRD website and is also available on the Teachscape website (www.teachscape.com) on the Resource Library tab: Introduction to CWT.
Please feel free to share this information with your leadership teams conducting Classroom Walkthroughs. CWT 3.0.1 courses are offered regularly. Dates, times and locations are available on ESS by searching for CWT 3.0.1 2-Day Training. For further information please contact Camille Spence, Coordinator, Teacher Development/HRD, at (754) 321-5013.
As of 09/30/2010, all Florida districts should use the CWT Florida Standard Look Fors-DA. The CWT 2.0 workspaces are still visible to administrators. All walks captured should be done with the new Data Collection Tool and CWT 3.0. Once this is activated, the current tool in use will be removed from your access, however, you can still run reports on data collected against these surveys/tools.
If you use a hand-held device, Teachscape recommends that you delete the 2.0 software first before downloading 3.0. You will find installation instructions in the Using the Data Collection Tool module in the Classroom Walkthrough Resource Library workspace. The Look Fors tool will be posted on the HRD website and is also available on the Teachscape website (www.teachscape.com) on the Resource Library tab: Introduction to CWT.
Please feel free to share this information with your leadership teams conducting Classroom Walkthroughs. CWT 3.0.1 courses are offered regularly. Dates, times and locations are available on ESS by searching for CWT 3.0.1 2-Day Training. For further information please contact Camille Spence, Coordinator, Teacher Development/HRD, at (754) 321-5013.
To download the memo with the updated 2-page CWT Florida Look Fors – Differentiated Accountability document, click here.
Wednesday, September 8, 2010
FPMS UPDATE
All school based administrators are required to complete an FPMS Update by September 30, 2010. The only exceptions are the Principals who attended and signed into the Evaluation Coordinators' Summer Leadership Training, and any new Assistant Principal who completed FPMS training within the last 12 months.
Please log onto the link below, complete the Update,and you are done! The Update will take approximately 10 minutes to complete. Contact either Dr. Cathy Kirk or Heather Thompson-Parente if you have any questions or need additional information.
FPMS Update: http://www.quia.com/quiz/2515815.html
Please log onto the link below, complete the Update,and you are done! The Update will take approximately 10 minutes to complete. Contact either Dr. Cathy Kirk or Heather Thompson-Parente if you have any questions or need additional information.
FPMS Update: http://www.quia.com/quiz/2515815.html
Tuesday, September 7, 2010
Reflections on Summer Leadership Academy 2010
This year's Summer Leadership Academy was once again an outstanding opportunity for administrators in Broward County Public Schools to attend new professional learning sessions, networking opportunities, see long-time friends and colleagues and to meet new friends.
Below are some reflections for attendees of this year's Summer Leadership Academy. Please take a few moments and add your favorite memory to this list.
"The variety of training sessions and trainers were amazing!"
"HRD was extremely organized and proactive in putting this event together under the leadership of Ms. Sherry Rose" "The materials provided will help all Administrators be more effective in their current positions"
Cindy Pluim Coordinator,
Interim Assistant Principal Program
Leadership and Non-Instructional Development, HRD
Great effort by HRD running another successful event. Networking with our fellow administrators was great!
Brad A. Schmidt
Intern Principal
Dolphin Bay Elementary School
This year's leadership academy provided clarity on Zero Tolerance legislation, Policy 5006 and how they directly impact the way we deal with and approach our students at the school level. One cannot begin to create a positive learning environment if the sole objective of managing student misconduct is punishment; we must work together to provide resources and tools for students to learn constructive behavior leading them to academic and social success.
Karen Birke
Assistant Principal
Bair Middle School
Truly a spectacular learning experience! I am proud to work with such outstanding professionals.
John Vetter
Intern Principal
Pompano Beach Middle School
I truly believe my experience during the training will assist me with my interpersonal skills, time management and ability to create a culture conducive for learning.
Ms. Keietta L. Givens
Intern Principal
Deerfield Beach Middle School
I enjoyed my Summer Leadership Academy experience tremendously! The workshop that I attended was called "Implementing Change". I can say that this was the most active workshop I have attended in a while. Everyone was participatory and had great input. I am looking forward to utilizing the things that I learned from the workshop within my school, when I get one of course. The trainers were a perfect fit for the workshop, because they were both retired principals who have been there, done that, and got a t-shirt!!! Their leadership during the workshop was awesome!! I am looking forward to next year!
Trials make us think; thinking makes us wise; wisdom makes life profitable.
Wylie L. Howard Jr.
Assistant Director
McFatter Technical Center
Growth demands a temporary surrender of security
Gail Sheehy
and...
~ The only failure is not to try ~
Sharon Boyd
Intern Principal
Boulevard Heights Elementary
Informative and captivating
In order to succeed, your desire for success should be greater than your fear of failure.
Bill Cosby
Channale Williams
Assistant Principal
Coral Springs Middle
"The PowerPoint and handouts from the SREB Prioritizing, Mapping, and Monitoring the Curriculum session will be utilized as reference materials for the Sheridan Technical Center's Cosmetology and Health Science Professional Learning Community activities during the 2010-2011 school year to increase student achievement."
Ellen Albano
Assistant Director
Sheridan Technical Center
The 2010 Leadership Academy was an opportunity to network with colleagues and provided me with resources for this school year.
Vicky B. Saldala
ESOL & Pre-K-2 Director
Intern Principal Program
During the 2010 Leadership Academy, I participated in the Coaching for Success module. During my training, I gained valuable knowledge on how to further motivate and guide members of my school community towards success. I recommend this professional development course to anyone wanting to move their school or department to the next level.
April Schentrup
Intern Principal
Davie Elementary
CWT 3.0 and Unwrapping the Standards were two great trainings that took administrators back to the heart of teaching in the classroom. I enjoyed the presenters, who found a way to make the trainings educational but entertaining. Thank you, HRD, for another quality event!
Belinda Hope
Intern Principal
Bair Middle School
It was a wonderful opportunity to grow professionally. The training was right on target with the district initiatives and offered real information we could use.
Paul Seay
Intern Principal
Boyd Anderson High School
Below are some reflections for attendees of this year's Summer Leadership Academy. Please take a few moments and add your favorite memory to this list.
"The variety of training sessions and trainers were amazing!"
"HRD was extremely organized and proactive in putting this event together under the leadership of Ms. Sherry Rose" "The materials provided will help all Administrators be more effective in their current positions"
Cindy Pluim Coordinator,
Interim Assistant Principal Program
Leadership and Non-Instructional Development, HRD
Great effort by HRD running another successful event. Networking with our fellow administrators was great!
Brad A. Schmidt
Intern Principal
Dolphin Bay Elementary School
This year's leadership academy provided clarity on Zero Tolerance legislation, Policy 5006 and how they directly impact the way we deal with and approach our students at the school level. One cannot begin to create a positive learning environment if the sole objective of managing student misconduct is punishment; we must work together to provide resources and tools for students to learn constructive behavior leading them to academic and social success.
Karen Birke
Assistant Principal
Bair Middle School
Truly a spectacular learning experience! I am proud to work with such outstanding professionals.
John Vetter
Intern Principal
Pompano Beach Middle School
I truly believe my experience during the training will assist me with my interpersonal skills, time management and ability to create a culture conducive for learning.
Ms. Keietta L. Givens
Intern Principal
Deerfield Beach Middle School
I enjoyed my Summer Leadership Academy experience tremendously! The workshop that I attended was called "Implementing Change". I can say that this was the most active workshop I have attended in a while. Everyone was participatory and had great input. I am looking forward to utilizing the things that I learned from the workshop within my school, when I get one of course. The trainers were a perfect fit for the workshop, because they were both retired principals who have been there, done that, and got a t-shirt!!! Their leadership during the workshop was awesome!! I am looking forward to next year!
Trials make us think; thinking makes us wise; wisdom makes life profitable.
Wylie L. Howard Jr.
Assistant Director
McFatter Technical Center
Growth demands a temporary surrender of security
Gail Sheehy
and...
~ The only failure is not to try ~
Sharon Boyd
Intern Principal
Boulevard Heights Elementary
Informative and captivating
In order to succeed, your desire for success should be greater than your fear of failure.
Bill Cosby
Channale Williams
Assistant Principal
Coral Springs Middle
"The PowerPoint and handouts from the SREB Prioritizing, Mapping, and Monitoring the Curriculum session will be utilized as reference materials for the Sheridan Technical Center's Cosmetology and Health Science Professional Learning Community activities during the 2010-2011 school year to increase student achievement."
Ellen Albano
Assistant Director
Sheridan Technical Center
The 2010 Leadership Academy was an opportunity to network with colleagues and provided me with resources for this school year.
Vicky B. Saldala
ESOL & Pre-K-2 Director
Intern Principal Program
During the 2010 Leadership Academy, I participated in the Coaching for Success module. During my training, I gained valuable knowledge on how to further motivate and guide members of my school community towards success. I recommend this professional development course to anyone wanting to move their school or department to the next level.
April Schentrup
Intern Principal
Davie Elementary
CWT 3.0 and Unwrapping the Standards were two great trainings that took administrators back to the heart of teaching in the classroom. I enjoyed the presenters, who found a way to make the trainings educational but entertaining. Thank you, HRD, for another quality event!
Belinda Hope
Intern Principal
Bair Middle School
It was a wonderful opportunity to grow professionally. The training was right on target with the district initiatives and offered real information we could use.
Paul Seay
Intern Principal
Boyd Anderson High School
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