Post on 13-Jan-2016
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Workforce Focus
Marty Moore, Exec. Dir., Leadership Academy
Jed Stus, Exec. Dir., Professional Development
Dale Ellis, Ass’t. Supt., Human Resources
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5.1 Workforce Engagement
Strengths
•Valid, systems-based evaluation system including aligned Individual Growth Plans
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Evaluation Process
•Systems-based
•Growth Model
•District, School, Classroom
•Web based management
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5.1 Workforce Engagement
Strengths
•Motivated faculty and staff developed through multiple communication processes
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I-SS Two-way Communication Model
Leadership•District Strategic Plan•Cabinet Meeting/Notes
•North Carolina •Professional Standards
•SIP/DIP Coaching•Distributive Leadership•Cross-functional Teams
Stakeholders•Professional Learning
•Communities•IGPs
•Teacher Working •Condition Survey
•Classified Working•Condition Survey
•Professional•Development Survey
•Advisory Groups
Two-wayCommunication
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5.1 Workforce Engagement
Strengths
•Use of gap analysis through School and Department Improvement Plans to close achievement gaps and attain high performance.
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5.1 Workforce Engagement
School and Department Improvement Planning Processes that are:
•Collaborative
•Cross-Functional
•Distributive
•Empowering
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5.1 Workforce Engagement
Clearly Defined Gap Analysis Processes
•Systematic Data Analysis Process
•360° Evaluation of Leadership Team
•SWOT (Strengths, Weaknesses, Opportunities for Improvement, Threats)
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5.1 Workforce Engagement
I-SS Succession Plan builds leaders at all levels and ensures sustainability
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I-SS Approach for Leadership Development Strategic Instructional Cultural Managerial Human Resource External Development Micro-Political
Assistant
PrincipalInstruct.
FacilitatorTeacher as
Leader Principal
Senior
Leader
See page 16 of handout for full illustration
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5.2 Workforce Environment
Strengths
•Work accomplished through the ISS models to Raise Achievement and Close Gaps (RACG) and the Aligned Effective and Efficient Support Process (AEESP) models
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See pages 1-2 of handout
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See pages 1-2 of handout
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5.2 Workforce Environment
Strengths
Interview screening processes are closely aligned with I-SS’ core competencies and with the district models for:
•Raising Achievement and Closing the Gap
•Aligned Effective and Efficient Support Operations Model
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7.4 Workforce-Focused Outcomes Strengths
•Favorable trend in local supplement across 5 years in both dollars and percentage
•Favorable trend in HQ teachers across all years reported. 100% of TA’s meet the federal definition of Highly Qualified
•Favorable trend in Worker’s Compensation resulting in cost savings to district that is funneled away from premium and back into the classroom
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Contact Information Marty Moore
marty_moore@iss.k12.nc.us
Jed Stus
jed_stus@iss.k12.nc.us
Dale Ellis
redellis@iss.k12.nc.us