Strategic PlanWSD LOgo

L & T:                2015-2016        2016-2017        2017-2018        2018-2019        2019-2020

All Employees:        2015-2016        2016-2017        2017-2018        2018-2019        2019-2020

Strategy Four: Balance Change For All With Excellence For All

Objective 4.4:        Highly Trained and Engaged Staff - Learning & Teaching

Executive Sponsor:        Jodi Smith Payne , Assistant Superintendent L&T

Three-Year Benchmark Objectives, Actions, Barriers and Outcomes

2015-16

  1. Complete Year 2 of the Washington-Transforming Professional Learning grant as a Lab district.  (PBIS Tier 1).
  1. Provide teacher and administrator training on instructional materials and strategies for new curriculum adoptions:
  1. Provide training for new instructional coaches on Cognitive Coaching and group facilitation strategies.
  1. Provide embedded professional development.
  1. Train new K-5 staff on GLAD strategies and expand GLAD further at the secondary level.
  1. Learn the latest brain research for leading change initiatives and shifting adult mindsets.
  1. Provide training on Social Emotional Learning that supports PBIS Tier 1, Tier 2 and Tier 3 (June 2106).

2016-17:

  1. Refresh Professional Learning Communities (August 2016).
  1. Provide WHS with Marcia Tate engagement training in support of extended instructional periods (August PD Day).  (Done.)
  2. Train staff on Tier 2 and Tier 3 PBIS. (Ongoing.)
  3. Train staff on new curriculum adoptions.  (Done.)
  4. Transition from original WA-TPL Team to Professional Learning Design Team.  (Done.)
  5. Expand Learning Lab embedded professional learning to include secondary staff. (Done.)
  6. Continue training staff on GLAD strategies - Phase 1 and Phase 2. (Done.)

2017-18:

  1. Provide “Teaching with Poverty in Mind” August 2017 (Eric Jensen).
  2. Assess staff needs and update plans accordingly.
  3. Refresh professional learning communities (started fall 2017, ongoing) Began with building/reviewing understanding of the continuous cycle of improvement and team collaboration.  Developed clock hour options; required PBIS cycle and classroom management plan; communicated matrix of highly effective strategies.
  4. Provide Dyslexia awareness training and instructional strategies training for reading intervention staff - December 2017

2018-19:


2019-20:


Who needs to be involved in the planning discussion and action steps for this objective?  

Obstacles or Barriers

What do employees need to be successful?

What measures need to be developed to monitor the outcomes of the objective benchmarks?


OBJECTIVE 4.4:        Highly Trained and Engaged Staff - All Employees

EXECUTIVE SPONSORS:        Lisa Turner, Executive HR Director; Jodi Smith Payne, Assistant Superintendent L&T

Three-Year Benchmark Objectives, Actions, Barriers and Outcomes

2015-16:

  1. Ensure that every employee receives the appropriate training to be successful and legally compliant in their position. Create a tracking system to be able to provide real-time compliance reporting.

2016-17:

  1. Provide real time data and training records to ensure compliance and respond to district needs.
  2. Identify implementation plan for complete Hep B compliance.
  3. Identify means of tracking professional development by staff member to identify future training needs.
  4. Identify system for new hires to receive past trainings.

2017-18:

  1. Create PD calendar based on needs of current staff.
  2. Complete implementation for Hep B.
  3. Identify training protocols for substitute employees.

2018-19:


2019-20:


Outcomes:

What action steps or strategies need to be explored or developed to reach benchmarks?

What obstacles or barriers need to be addressed?

What do employees need to be successful?

Who needs to be involved in the planning discussion and action steps for this objective?

What measures need to be developed to monitor the outcomes of the objective benchmarks?


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