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Priority School (SIG) TA Session Cohort III


C Corbett Education Consulting LLC Virginia Department of Education Priority School (SIG) TA Session Cohort III & New Principals VDOE Office of School Improvement – PowerPoint PPT presentation

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Title: Priority School (SIG) TA Session Cohort III

Priority School (SIG) TA SessionCohort III New
C Corbett Education Consulting LLC
Virginia Department of Education
VDOE Office of School Improvement Holiday Inn
Koger Center Richmond, VA October 18, 2012
October 20, 2012
Technical Assistance Sessions for Cohorts I II
  • October 18th 20th (Thurs. Sat.)
  • Cohort III New Principal Boot Camp
  • January 2013
  • Tue. 01/08/13 Building Autonomy, Leading Change
    and Establishing SIG Working Relationships
  • March 6-7, 2013 (Wed.-Thurs.)
  • Working with Stakeholders, Professional
    Development, and Reforming Instruction
  • April 24, 2013 (Wed.)
  • Increasing Learning Time and Reflections and
    Planning for 2013-14

Agenda (1 of 2)
Thursday, Oct. 18th
Welcome Intro to VAs Turnaround Program 530 630 PM
Advice Lessons Learned 645 800 PM
Friday, Oct. 19th
Optional Continental Breakfast 800 830 AM
Intro to SIG/Priority Schools 830 930 AM
Required Indicators 930 1015 AM
Break 1015 1030 AM
Selecting Working with LTPs 1030 1200 PM
Lunch 1200 100 PM
Teacher Principal Evaluations 100 245 PM
Quick Wins 245 400 PM
Long Break 400 530 PM
Agenda (2 of 2)
Friday, Oct. 19th
Pick up Dinner 530 545 PM
Selecting and Working with External LTPs 545 800 PM
Saturday, Oct. 20th
Optional Continental Breakfast 800 830 AM
Leading Change Communication 830 930 AM
Break 1015 1030 AM
Intro to Indistar 1030 1145 AM
Pick Up Lunch 1145 1200 PM
Panel Teacher Observations 1200 1245 PM
Transformation Toolkit, Intro to Goal Setting Planning 1245 130 PM
Breakout Sessions 130 200 PM
Fri Introduction
Introduction to SIG
  • In January 2010, the US Dept. of Education (USED)
    released revised guidance for use of the School
    Improvement Grants (under 1003(g) of the
    Elementary and Secondary Education Act)
  • The 3.5 billion must be used to implement one of
    four models outlined by USED
  • The revised guidelines significantly changed the
    roles and responsibilities for the school,
    district, state and partners

Defining School Improvement
Fri Introduction
  • School improvement
  • Is an intensive intervention effort in a school
    and often requires changes at the district level
    as well.
  • Is not a short-term fix, but a long-term systemic
    solution to change how schools work.
  • Can be accomplished by implementing a variety of
    strategies that vary in the level of
    prescriptiveness and intensity of support needed.
  • Efforts will not always be successful, but in the
    majority of cases, current efforts to improve
    chronically low-performing schools are not
    producing the needed results.
  • Why are the four proposed models so different
    from past improvement efforts?
  • Past federal and state guidance allowed and
    promoted piecemeal efforts.
  • In effect, few schools exited and stayed off
    improvement lists.
  • Students are the focus of these improvement
    efforts allowing schools to operate with
    limited effectiveness for multiple years
    drastically increases the likelihood of
    low-student achievement and high dropout rates.

Four Models to Improve Persistently
Low-Performing Schools
Fri Introduction
  • Turnaround Model
  • Requires many specific actions, including
  • Leadership staff changes
  • New governance structure
  • New or revised instructional program assessment
  • Increased operating flexibilities
  • Increased student supports
  • Restart Model
  • Close failing school
  • Reopen under education management organization
    (could be a charter)
  • Must admit any former student who wishes to
    attend (within appropriate grade levels)
  • School Closure
  • Close failing school
  • Enroll students at higher-achieving schools in
  • Transformational Model
  • Reform plan must include specific actions to
  • -Teacher and leader effectiveness
  • Comprehensive instructional strategies
  • Expanded learning
  • Increased operating flexibilities

Strands Indicators (Transformation Model)
Fri Introduction
Strand Content Area of Indicators
A Establishing Orienting the District Transformation Team 4
B Moving Toward School Autonomy 6
C Selecting a Principal Recruiting Teachers 8
D Working with Stakeholders Building Support for Transformation 7
E Contracting with External Providers 8
F Establishing Orienting the School Transformation Team 2
G Leading Change 6
H Evaluating, Rewarding, and Removing Staff 22
I Providing Rigorous Staff Development 11
J Increasing Learning Time 8
K Reforming Instruction 11
Total 93
Fri Process Expectations
Overview of the SIG Process Expectations
3 Year Process to Build Capacity
Fri Process Expectations
Shifting State Role Compliance to Support
Fri Process Expectations
Roles Responsibilities
Fri Process Expectations
  • Lead collaborative school-based improvement team
  • Develop leadership skills of strong teachers and
    junior administrators
  • Communicate regularly with all other team members
    to ensure school needs are addressed
  • Act as the Change Leader
  • Provide overall guidance, timeline, resources,
    support for implementation
  • Provide additional staff and capacity building
    services, with decreasing intensity over time
  • Have the authority direct contact with the
    superintendent to make timely decisions
  • Communicate with superintendent school board
    about process and changes
  • Facilitate changes within the district to allow
    autonomy at the school level
  • Monitor implementation of all action steps, work
    of partners, and obligations noted in the MOU
  • Communicate needs from the field to the VDOE
  • Share learnings with other facilitators
  • Connect the local team to other supports and
    services at VDOE (help streamline the system)

Fri Process Expectations
  • Work in the best interest of the students
  • Contribute to a collaborative environment
  • Challenge the status quo
  • Attend participate in all required Technical
    Assistance sessions, meetings and conference
  • Implement with fidelity
  • Everyone must do the work
  • Ensure efforts are aligned work towards the
    same goals
  • Over communicate with each other outsiders
  • Work towards sustainability
  • Picking and choosing indicators is not an
    option, all 93 must be included in the overall
    plan, but focus on the ones that directly address
    the schools needs

Fri LTPs
Selecting Working with an External Lead
Turnaround Partner?
Hiring Process
Fri LTPs
  • Hire or Appoint the divisions Internal Lead
  • Develop scope of work, roles responsibilities,
    reporting structure, etc
  • Define hiring process
  • Complete a high-level needs assessment to
    determine your school and districts most
    relevant strengths and weaknesses
  • Release an RFP based on your divisions needs
  • Score proposals
  • Proposal evaluation template (CDE Guide, pages
  • Invite finalists to present their proposals
  • Sample interview questions (CDE Guide, pages
  • Call references!
  • Determine finalist and begin contract
  • http//

Fri LTPs
  • Include in the contract
  • Scope of work
  • Deliverables
  • Timeline
  • Personnel
  • Expectations/needs of the district school (from
    the vendor)
  • Goals and performance management
  • Rewards and consequences
  • Renewal process
  • Cost
  • IP Rights
  • Contract amendment process

Moving Forward Hints
Fri LTPs
Moving Forward
  • Address challenges and communication problems
  • If you dont ask, you wont get it
  • Always keep on eye on sustainability
  • Ask for help when needed
  • Communicate, communicate, communicate
  • Remember that its about the students and the
    education they receive
  1. Work with the LTP to hire the core-LTP staff to
    ensure a good fit
  2. Ensure the divisions Lead Turnaround Partner has
    the authority and autonomy to make decisions
  3. Define relationships and boundaries of all on the
  4. Jointly complete the diagnostic/needs assessment
  5. Determine priorities
  6. Create implementation plan for year 1

Fri Evaluations
Teacher Principal Evaluations
Sat Quick Wins
Quick Wins
What actions demonstrate the change in culture?

Quick Wins
Fri Quick Wins
Purpose Evidence that significant change is occurring
Timeline Within the first two months
Outcome Observable
Benefits Signify change in culture Bring positives to potential opponents
Examples Paint walls/murals, clean facilities, complete easy structural improvements (water fountains, bathrooms, flickering lights) Have all teachers/administrators greet students at the beginning of the day Rearrange faculty lounge, provide coffee/breakfast for the first week (ask for local donations)
Frequency September and January of each year Anytime there is a lull in confidence or implementation fidelity
Prioritize the Indicators
Sat Toolkit Planning
  • Within each strand, please rank each indicator
    in priority order
  • (1 top priority)
  • Please determine the level of difficulty for
  • 1 easy win little to no controversy
  • 3 requires a great deal of planning, input,
    numerous action steps could be controversial
  • 4 could be a potential barrier to the work or
    requires major changes to division
  • 3. Indicate a general timeline for completion
    (including the month in year 1, ongoing, or years

Sat Leading Change
What does it Mean to be a Change Leader?
Leading Change
Sat Leading Change
Even positive change can be stressful. An
effective change leader can maximize the
opportunities of change while minimizing the
risks. Jody Spiro
  • Prepare for
  • Unforeseen circumstances
  • Participants who feel uncertain unprepared for
    what is to come
  • Stakeholders who oppose disruption of their
    current influence
  • People who feel disempowered
  • People will not make the changes, no matter what
  • Prepare by
  • Continuous analysis
  • Mid-course corrections
  • Plan ahead
  • Act quickly
  • Commit to the goals
  • Support each other
  • Resources
  • Spiro, Jody. Change Leader Handbook,

Change Action Steps
Sat Leading Change
  • Resources
  • Spiro, Jody. Change Leader Handbook,

Readiness and Structure
Sat Leading Change
  • Low readiness HIGH STRUCTURE
  • Leader initiated
  • Specific, clear outcomes with timelines and
    evaluation criteria
  • Templates for work plans and budgets
  • Written meeting agenda including ground-rules for
  • Written records of decisions reached at meeting
  • Continuous review of progress and mid-course
    corrections through a defined structure, such as
    regularly-scheduled meetings
  • Structured questioning to lead group conversations

  • Medium-readiness MODERATE STRUCTURE
  • Decision-sheets, perhaps written by each
    participant on a rotating basis for a series of
  • Jointly-set meeting agendas and ground-rules
  • Collaborative planning

  • High-readiness LIGHT STRUCTURE
  • Jointly set the objectives
  • Let the group decide how to achieve objectives,
    divide responsibilities, determine action plans
  • Resources
  • Spiro, Jody. Change Leader Handbook,

Sat Stakeholders
Stakeholder Engagement
Who should be involved in this work? Who
and what could prohibit this work from happening?
How do we involve stakeholders? What
actions demonstrate the change in culture?
Identifying and Planning with Stakeholders
Sat Stakeholders
  • Which groups will gain or lose from this
    initiative or aspects of this work?
  • Which groups could prohibit or thwart the work
    from happening? How?
  • What incentives could be used to engage
  • What are the priorities for each group and how
    can they be incorporated into the action plan?
  • Identify your schools stakeholders and develop
    messages or action plans to educate the
    stakeholders and get them to assist the
    turnaround process.

Sat Indistar
Indistars Purpose
What is it? How to use it (technically)?
How does it guide the improvement process?

Sat Toolkit Planning
Transformation Toolkit Intro to Planning
  • Transformation Toolkit, Center on Innovation
  • http//
  • Before making a detailed school and district
    improvement plan, we must determine
  • What are our needs? (Diagnostic)
  • What are our strengths? (Diagnostic)
  • What gaps exist? (Diagnostic)
  • What should we tackle first? (Priorities

Questions for Consideration
Sat Toolkit Planning
  • Whats the diagnostic process?
  • Whats the timeline?
  • Whos in charge? Whos involved?
  • Whats the desired outcome?
  • Whats done with the diagnostic after its
  • Discuss communication strategies how you work
  • Who should meet, with what frequency for what

Moving Towards Actions
Sat Toolkit Planning
Task Complete quick wins to change culture of
school Person Accountable Principal Indicator
Strand G4
Task Action Steps Constraints Resources Responsible Timeline Process Notes
Paint mural in lobby Select students to help Graffiti Seek donations from local art hardware store Asst. principal and art eacher Early-mid August
Reveal mural 1st day of school Asst. principal 1st day
Greet students in the morning as they arrive Half of staff take turns each day Teachers not wanting to participate Department heads to divide staff mid-late August
Provide breakfast for the days greeters Seek donations from local bakeries/cafes PTA mid-late August
Resources (1 of 2)
Sat Additional Resources
  • School Improvement School Turnaround
  • Brinson, D., Rhim, L. M. (2009). Breaking the
    habit of low performance Successful school
    restructuring stories, http//
  • Case studies, examples of implementation,
    analysis and other publications are available in
    Mass Insight Education Research Institutes
    School Turnaround Resource Center,
  • Hassel, B., Hassel, E. A., Rhim, L. M. (2007).
    Introduction Overview of restructuring. In H.
    Walberg (Ed.), Handbook on Restructuring and
    Substantial School Improvement (pp. 1-14).
    Charlotte, NC Information Age Publishing. (Also
    available at http//
  • Improving Low-Performing Schools Lessons from
    Five Years of Studying School Restructuring under
    No Child Left Behind. Center on Education Policy,
    2009, http//
  • Lane, B. (2009). Exploring the pathway to rapid
    district improvement.
  • Redding, S. The mega system. Deciding. Learning.
    Connecting. A handbook for continuous improvement
    within a community of the school. Lincoln, IL
    Academic Development Institute, 2007.
  • School Turnarounds Actions and Results. Center
    on Innovation and Improvement Public Impact,
    2007. http//
  • School turnarounds A review of the cross-sector
    evidence on dramatic organizational improvement,
    Public Impact, 2007.
  • State and Local Implementation of the No Child
    Left Behind Act. American Institutes for Research
    U.S. Department of Education, 2007,
  • The Turnaround Challenge Why Americas best
    opportunity to dramatically improve student
    achievement lies in our worst performing schools.
    Mass Insight Education Research Institute,
    2007. http//
  • Wong, K. (2007). District-wide framework for
    improvement. In H. Walberg (Ed.), Handbook on
    restructuring and substantial school improvement
    (pp. 15-27). Charlotte, NC Information Age
    Publishing. (Also available at http//www.centerii

Resources (2 of 2)
Sat Additional Resources
  • Community Engagement
  • Starting fresh in low-performing schools
    Engaging parents and the community. National
    Association of Charter School Authorizers
    (NACSA). (2006). http//
  • Steiner, L. and D. Brinson, Fixing Failing
    Schools Building Family and Community Demand for
    Dramatic Change, Public Impact, May 2011.
  • Expanded Time
  • National Center for Time Learning,
  • Guidance
  • Handbook on Effective Implementation of School
    Improvement Grants, Center for Innovation
    Improvement, http//
  • School Restructuring Guide. Center for
    Comprehensive School Reform and Improvement
    Public Impact, 2008, http//
  • Toolkit for Implementing the School Improvement
    Grant Transformation Model. Center for
    Innovation Improvement, http//
  • United States Department of Education Final
    Requirements for School Improvement Grants,
    January 15, 2010 http//
  • Leadership Professional Development
  • Kowal, J. and J.Ableiding. Leading Indicators of
    School Turnaround How to know when dramatic
    change is on track. Public Impact and UVAs
    Partnership for Leaders in Education,
  • Principal Effectiveness. New Leaders for New
    Schools, 2008, http//
  • School Turnaround Competencies. Public Impact,
    Chicago Public Education Fund DC Public
    Schools, 2008, http//
  • Spiro, Jody. Leading Change Handbook Concepts
    and Tools, Wallace Foundation, 2009.
  • UVA Darden-Curry Partnership for Leaders in
    Education, http//

Contact Info
Wrap Up
  • Julie Corbett
  • 312-479-7719
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