Appreciate employee contributions and efforts though meaningful recognitions and celebrations of excellence. to acknowledge their professionalism, hard work, and commitment to EHMS EHMS formed a Team Building Committee where faculty members have worked to facilitate ways to enhance the school culture for the adults Facilitated a Team Building PD for staff through specific activities that are designed to cultivate trust, teamwork, and togetherness The Team Building Committee is working on planning a holiday social for staff Faculty Appreciation EHMS will continue to create a culture that celebrates, expects, encourages, and embraces the spirit of excellence, hard work, and support Faculty appreciation awards Staff recognition/spotlight’ Mid-Year Rating End of Year Rating Aligned to High Leverage Strategy: (3) “Faculty Culture” Engage and empower employee innovation and talent by promoting faculty voice, input and feedback on organizational decision making. EHMS has established the committees and created opportunities for to have a voice and real input Committees are meeting at least once per month and provide faculty members with multiple opportunities to communicate their voice, to be solution based, and to part of the process. EHMS has established a Principal’s Advisory Team to plan for 2017-2018 in the areas of achievement, equity, and school culture Faculty Empowerment/Voice/Feedback Continue to build a distributed leadership model to empower teachers, coaches, Team Leaders, and AP’s. Stakeholders will be encouraged to create and lead initiatives and special projects. Attendance Task Force Family Engagement Task Force Hallway Task Force Restorative Justice Task Force PBIS Task Force Scheduling Task Force School Data Team Technology Task Force Team Building Provide multiple opportunities for faculty feedback and input on organizational decision making throughout the year Surveys and focus groups as needed Mid-Year Rating End of Year Rating
Leadership development Utilize professional development structures reflective of educator empowerment/choice, collaboration/professional learning teams, and the development/deployment of internal expertise Action Plans (Connected to District High Leverage Strategies) Action Plan Descriptions Mid-Year Report End of Year Report Aligned to High Leverage Strategy: (1) Attract, hire, develop, and promote a talented and diverse work force at all district level EHMS has partnered with to secure interns and build a partnership of collegiality On 11/3 – UCONN NEAG Dean Gladis Kersaint visited EHMS to discussion our vision and to increase dialogue between EHMS and UCONN EHMS will shift the current coaching program from primarily administrators to teachers. On 11/8, Ryan Murphy and Melissa Luke facilitated the EHMS Coaching Model with 16 EHMS teachers. Areas: Co-Teaching, Rigor, Engagement, Classroom Management, Student-Led Classroom, Differentiation, Specific Feedback, Questioning Strategies, discourse Next Steps: To connect each coach with 7-10 staff members, facilitate breakout sessions, and develop a coaching schedule Facilitated monthly Team Leader Meetings to build and monitor our shared vision and to plan and adjust necessary Developed the EHMS Academy where the assigned AP facilitates monthly academy meeting with their 6-8 teams Attract, hire, develop, and promote a talented and diverse work at all district levels EHMS values its teachers, staff, and students and understands the central role staff plays in the improvement process. EHMS will continue to recruit, identify, develop, and retain exceptional teaching and support staff Continue to participate in recruitment events including minority teacher fairs Explore opportunities to partner up with local colleges to secure interns/tutors EHMS offers a robust career ladder for teachers ready and willing to explore leadership opportunities Teacher Leadership Academy Coaching Program EHMS Academies Task participation Team Leadership Mid-Year Rating End of Year Rating Aligned to High Leverage Strategy: (2) Develop faculty capacity by providing growth opportunities centered on the following district themes: Culturally responsive practice(s) Leadership development
Develop a school understanding and focus on Cultural Competencies Conduct and administer training through PD sessions and/or faculty meetings Continued work on Effective Staff and Students Interactions and discussions on Disproportionate Minority Contact Mid-Year Rating End of Year Rating Aligned to High Leverage Strategy: (2-3) Develop a Talented and Diverse Work Place EHMS has established the committees and ELA Department Supervisor—Michelle Eckler facilitated the EHMS Reading process with staff on 10/19 Department Supervisors (Ed Quick, Michelle Eckler, Tod Kenney, Melssa Gavarrino) provided PR to EHMS staff on rigor on 11/18/17. Ms. Houghton and Department Supervisors have met with the new EHMS to review the EHMS Intentional Instructional Planning framework. This area will continue to be addressed. The EHMS coaches have been in classrooms to assist and monitor progress regarding Reading. In October, staff will receive PD on Close Reading. The EHMS Faculty participated in a school-wide PD on team building. The Trinity, CCSU, and Yale academies have held grade 6-8 town hall meeting to foster leadership and team building, UCONN, Trinity, Yale, and CCSU have held monthly academy meetings. Professional Development Themes Growth Mind Set EHMS Intentional Instructional Planning Objective, Agenda, Do-Now, Exit Academic Conversations, DOK?’s Rigor, Differentiation Team Building (School/Academy) EHMS Close Reading Process 1St Read: What does the text say? 2nd Read: How does the text work? 3rd Read: What does the text mean? 4th Read: What does the text inspire you to do? Restorative Practices School-wide practices Classroom management Individual student practices Skills instruction/interventions Culturally Responsive Practices EHMS Coaching Model Conversations about improvement through a collaborative model focused on sharing practices and learning from colleagues to empower teachers Mid-Year Rating End of Year Rating
The CCSU Academy is beginning to discuss ways to pilot the Google Program EHMS has converted Computer Lab sign-ups to an electronic system EHMS is in the process of converting parent conference sign-up to an electronic system. EHMS has put together a committee to learn about Power School to help with the transition School Technology Development Complete the technology inventory/plan 1 to 1 Notepads for Grades 6-8 1 to 1 Notepads for Yale Grades 6-8 1 to1 Notepads for Trinity Grades 6-8 Replace 175 computers that are 5 years or older at EHMS to complete the total update for EHMS Explore Google Pilot Program Explore electronic sign-up for teacher conferences Explore electronic sign up for EHMS Computer labs Explore transition from Eschool to PowerSchool as a student information system Mid-Year Rating End of Year Rating Appendix A- Transform Student Learning (State Accountability Measures)
(As of 1/19/17) SY16 # Students Chron. absent as of Day 180 SY16 % Students absent as of Day 180 SY17 # Students Chron. absent as of 1/19/17 SY17 % Students Chron. absent as of 1/19/17 EHMS 1035 105 8% 102 9.86% 1357 122 131 9.65% District 6784 923 11% 743 10.95% Appendix F: Rich and Vibrant Learning Cultures- Climate East Hartford Public Schools Climate Data