expectations and ensure consistency and seamless implementation of all operating procedures Expand the school schedule and staffing model to allow for opportunities Finalize school schedule and staffing model June 2014 80% of teachers believe the schedule allows for sufficient time to support school culture, as measured by an annual survey February 2015 Mid-year staff survey
Strategy 2C: Set clear expectations for outstanding instruction, and provide regular instructional coaching and support to teachers. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Develop and utilize consistent expectations for outstanding instruction, based on proven best practices at urban public schools Document instructional expectations in a handbook for all staff; train every teacher on instructional expectations during staff orientation. August 2014 100% of teachers employ consistent instructional methods. October 2014 Principal and UP Education Network academic team observations. Classroom walkthroughs in Q4 of 2014-15 academic year indicate strong adherence to and implementation of outstanding instructional practices. 95% of teachers are noticeably utilizing feedback from their DCI in ways that accelerate student achievement Classroom walkthroughs in Q4 of 2014-15 academic year indicate that the vast majority of strategies taught during professional development sessions are being implemented by all teachers on a consistent basis June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Relentlessly coach teachers throughout the year on exceptional instructional practices DCIs begin bi-weekly classroom observations and coaching debriefs September 2014 80% of teachers are noticeably utilizing feedback from their DCI in ways that accelerate student achievement November 2014 Principal and UP Education Network academic team observations. Facilitate PD for one hour once per week to improve upon instructional methods and practices across the school First weekly instructional professional development session completed. September 2014 80% of teachers indicate that they used something they learned from the previous week’s PD session in the past week in their classroom. October 2014 Weekly staff surveys Strategy 2D: Develop systems and processes to utilize data from external and internal assessments to drive instructional decision-making. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Utilize interim (“six-week”) assessments to analyze data effectively to drive instruction Sign contract with interim assessment provider for Math and ELA interim assessments and support resources for 2014-15 academic year June 2014 90% of teachers report being aware of group and individual skill gaps February 2015 Mid-year staff survey Fulfillment of Student Achievement MAGS (e.g., student achievement on the Massachusetts Comprehensive Assessment System) June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team quality,
Strategy 3C: Develop new ways to ensure the academic success of the school’s English language learners. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Hire an ELL Coordinator ELL Coordinator is hired. July 2014 ELL Coordinator observes all ELL programming throughout the school and makes specific adjustments, as needed, to enhance the supports offered. October 2014 Principal and UP Education Network academic team observations. Fulfillment of Student Achievement MAGS for ELLs June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team UP Academy Holland academic program for ELLs (see above) is implemented with fidelity The school effectively assigns English language learners to most appropriate schedule and support model based on ELD level and specific student needs. September 2014 90% or more of core subject teachers are effectively utilizing appropriate sheltered English strategies in their classrooms. October 2014 Principal and UP Education Network academic team observations. Form Parent Advisory Committee focused on English language learners Parent Advisory Committee focused on education of ELLs is created and meets for the first time November 2014 At least one recommendation from the Parent Advisory Committee is implemented by the school’s leadership team. January 2015 UP Education Network observations. Strategy 3D: Develop new ways to ensure the academic success of the school’s Special Education students. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Launch a new service delivery model for students with disabilities emphasizing inclusion in the general education classroom, where appropriate, and appropriate All staff members are trained on the UP Academy Holland Special Education service delivery model August 2014 Students with disabilities are observed to be receiving appropriate education and supports as required by their IEPs October 2014 Principal and UP Education Network academic team observations. Fulfillment of Student Achievement MAGS for students with disabilities June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team
in-class and supports Hire a Dean of Special Education or Special Education Coordinator Dean of Special Education or Special Education Coordinator is hired. July 2014 Dean of Special Education or Special Education Coordinator observes all Special Education programming throughout the school and makes specific adjustments, as needed, to enhance the supports offered. October 2014 Principal and UP Education Network academic team observations. Strategy 3E: Partner with community groups and other non-profits to develop and enhance wraparound services for students and families that support the school’s mission. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Establish afterschool options for students at UP Academy Holland At least 50% of afterschool providers for the 2014-15 school year are identified. June 2014 Families enroll their children in the school’s afterschool programming. August 2014 Afterschool rosters Participation rate in afterschool programming increases relative to the 2013-14 academic year. 80% of issues brought to the attention of the Student Support Team receive referral to appropriate internal or external resource June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Establish affiliations with non-profit organizations that can provide services to families of UP Holland. Availability of organizations available to families communicated to families. September 2014 Families indicate that availability of and access to non-profit organizations have been beneficial June 2015 Annual family survey
Quarterly Benchmarks #4 Strategy 4A: Enact world-class processes during the pre-operational period to find and recruit top leaders, teachers, and support staff from across the United States and from within Boston to work at UP Academy Holland; sustain these recruiting and hiring practices over the long-term. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Conduct a nationwide search to identify, recruit, and hire exceptional Principal and DOO Hire exceptional Principal and DOO for UP Academy Holland May 2014 80% of UP Academy Holland staff agree or strongly agree that the Principal supports the school by providing effective instructional leadership. February 2015 Mid-year staff survey. Fulfillment of Student Achievement MAGS (e.g., student achievement on the Massachusetts Comprehensive Assessment System) June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Ensure UP Academy Principal has the authority to hire an entirely new school leadership team, faculty, and support staff in order to maximize student achievement; ensure the Principal has the authority to organize the faculty in a way that maximizes student achievement Turnaround plan articulates comprehensive Principal staffing authorities and flexibilities March 2014 The school’s staff is beginning to provide appropriate services and supports to meet the needs of student body. September 2014 UP Education Network observation. Recruit and hire nearly 100 effective staff members for the 2014-15 academic year. Publicize for, recruit, identify and begin hiring exceptional teachers July 2014 All staff members are deeply engaged in preparations for 2014-15 school year during August orientation, as evidenced by participation and by the products that come out of the orientation (e.g., curriculum) August 2014 Observation by UP Education Network
Strategy 4B: Implement innovative ways to develop and compensate all staff members in a manner that reflects their professionalism and values student achievement. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Provide the Principal and DOO with ample coaching and support from UP Education Network Principal and DOO are meeting weekly meet UP Education Network Director of Principal Leadership and Director of School Operations, respectively, for coaching/managerial sessions. July 2014 Principal and DOO effectively and tangibly implements feedback from his/her manager. September 2014 UP Education Network observation. 80% of staff members who went on a performance improvement plan during the school year are successfully exited from the plan. Classroom walkthroughs in Q4 of 2014-15 academic year indicate that the vast majority of taught during professional development sessions are being implemented by all teachers on a consistent basis End of year staff survey indicates that 90% of staff members report understanding the compensation system and feel that it appropriately rewards performance June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Provide every teacher with regular, coaching and professional development Both weekly PD and biweekly observation and coaching sessions are occurring regularly September 2014 The school’s staff expresses satisfaction with coaching and PD opportunities. February 2014 Mid-year staff survey. Develop and hire for cohort and grade-level leadership positions within the school community Cohort and grade-level leadership descriptions are completed April 2014 Grade-level and cohort leaders feel empowered to make critical decisions to support their grade levels and cohorts. November 2014 Conversations between Principal and grade-level and cohort leaders. Establish a new teacher compensation system with stronger ties to teacher performance. Initial design of adjusted compensation system is complete. April 2014 Mid-year staff survey indicates that staff members comprehend the new compensation model February 2015 Mid-year staff survey Strategy 4C: Implement an improved staff evaluation system and tool. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Implement a comprehensive teacher evaluation system and tool that values Teachers receive details of the evaluation process during staff orientation August 2014 80% of teachers report that components of the evaluation tool are being used in regular coaching, meetings with their DCIs. January 2015 Data from Principal and DCIs 90% of teachers believe that the school’s staff evaluation tool and process is fair and supports the school’s June 2015 (note: date applies to all expected UP Academy Holland Leadership Team
adult professionalism and student achievement culture of high expectations outcomes listed to the left) Develop and implement a robust Principal and DOO evaluation system UP Education Network finalizes Principal and DOO evaluation system, criteria, and tool May 2014 The Principal and DOO believe that their evaluation tools and processes are fair and support the school’s culture of high expectations. July 2015 End-of-year school leader survey Strategy 4D: Utilize a dispute resolution process that allows for rapid and effective resolution of employee concerns. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Establish dispute resolution process for UP Academy Holland Specific dispute resolution process is proposed as part of turnaround plan. March 2014 Mid-year staff survey indicates that 100% of staff members believe that any disputes have been resolved efficiently and fairly. February 2015 Mid-year staff survey Fulfillment of MAGs related to staff satisfaction June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team Strategy 4E: Work with school district to refine the manner in which the BPS central office’s HR-related systems interact with employees of the school to streamline unnecessary hurdles. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Establish protocols governing the efficient hiring and onboarding of staff identified to work at UP Academy Holland. Meet with Boston Public Schools HR to confirm working relationship regarding onboarding of UP Academy Holland staff members April 2014 100% of UP Academy Holland staff members are compensated correctly, and on time, during the first pay cycle of the year. August 2014 Payroll records. Fulfillment of MAG related to seamless operating procedures June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team
Strategy 4F: Make changes to district policies and agreements as necessary to achieve the goals of the turnaround plan. Sub-Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner The Receiver establishes an MOU with Boston Public Schools and ESE that enable the goals of the turnaround plan to be fulfilled MOU is signed by all parties April 2014 95% of UP Education Network launch task list items are completed effectively and on time August 2014 Fulfillment of tasks on UP Education Network launch task list The working relationship between UP Education Network and Boston Public Schools enables Year 1 goals of the turnaround plan to be achieved June 2015 UP Education Network
Quarterly Benchmarks #5 Strategy 5A: Reach out to families early and often to develop strong relationships, to provide them with information about UP Academy, and to involve them in the school redesign process. Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner During spring and summer 2014, provide multiple ways for Holland Elementary School families to learn about UP Academy Holland. Speak with all Holland Elementary School families, either at the school, at their homes, or by phone. August 2014 Annual re-enrollment rate at Holland is higher than historical average October 2014 District enrollment data. Fulfillment of Student Achievement MAGS (e.g., student achievement on the Massachusetts Comprehensive Assessment System) Families who are part of the redesign planning contribute to the development of specific, ongoing family engagement strategies that comprise the school’s family engagement plan. Fulfillment of MAGs related to family survey data. June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team During spring and summer 2014, hold planning sessions for families interested in being part of the school redesign process. Hold first school planning session for families March 2014 A core group of ten or more families becomes actively involved in the school redesign process. July 2014 Participation records from planning sessions for families Hold family orientation sessions in August 2014 Schedule and communicate about family orientation sessions. July 2014 More than 80% of families attend family orientation sessions. August 2014 Attendance records from family orientation session. Strategy 5B: Build systems that sustain regular and detailed communication with families about student work and achievement. Strategy Implementation Milestone By when Early Evidence of Change By when Measurement tool Expected Outcome By when Owner Implement system through which families receive regular performance data about their children. Train all new staff and all students on the student performance tracking system. August 2014 In communication with UP staff, more than 80% of parents ask about their child’s academic performance January 2015 Family call logs The majority of parents praise UP Academy for its frequent communication on student progress June 2015 (note: date applies to all expected outcomes listed to the left) UP Academy Holland Leadership Team
Measure Measurable Annual Goals (MAGs) 2011 Baseline 2012 Target 2012 Actual 2013 Target 2013 Actual 2014 Target 2015 Target 2016 Target 2017 Target Reducing the percentage of students scoring at the Warning/Failing level on MCAS science tests - All students Schools are expected to reduce the percentage of students in all groups scoring in the Warning/Failing achievement level by half by 2017. -- -- -- -- 57.9 50.7 43.4 36.2 29.0 High needs -- -- -- -- 57.3 50.1 43.0 35.8 28.7 Low income -- -- -- -- 59.2 51.8 44.4 37.0 29.6 ELL and Former ELL -- -- -- -- 54.3 47.5 40.7 33.9 27.2 Students w/disabilities -- -- -- -- 72.2 63.2 54.2 45.1 36.1 Amer. Ind. or Alaska Nat. -- -- -- -- -- -- -- -- -- Asian -- -- -- -- 26.7 23.4 20.0 16.7 13.4 Afr. Amer/Black -- -- -- -- 66.7 58.4 50.0 41.7 33.4 Hispanic/Latino -- -- -- -- 68.8 60.2 51.6 43.0 34.4 Multi-race, Non-Hisp./Lat. -- -- -- -- -- -- -- -- -- Nat. Haw. or Pacif. Isl. -- -- -- -- -- -- -- -- -- White -- -- -- -- -- -- -- -- --