tacoma school district

Tacoma School District

Goal: I. Academic Achievement

SMART Goal: By 2007-2008 the achievement gap in the Tacoma Public Schools willdecrease by 50% as measured by the percent of students in eachsub-group (ethnicity, Special Education, Limited English Proficiency)meeting standard, while overall student achievement will increase asmeasured by the percent of students meeting standard on 4th, 7th ,10th grade WASL.

Strategy: 1. Add cultural competency professional development for all staffRationale: 9 Characteristics of High-Performing SchoolsActivities Tasks Timeline Resources

Amount /Type /Description

Who isResponsible?

MonitoringEffectiveness

A. Define culturalcompetency as it relatesto serving TPS students

9/1/2005 -6/30/2006

A. Office of Diversity& Equity

Document exists

B. Conduct needsassessment

9/1/2005 -6/30/2006

B. R & Ev Results obtained

C. Identify ProfessionalDevelopment model basedon survey results

9/1/2005 -6/30/2006

C. ProfessionalDevelopment,Diversity & Equity

Model selected

D. Design implementationplan

9/1/2005 -6/30/2006

D. (to bedetermined)

(to be determined)

E. Provide training for allstaff

1. Trainertraining

9/1/2006 -6/30/2007

E.1. ProfessionalDevelopment

(to be determined)

Procedures for evaluating success in reaching this goal: WASL

Strategy: 2. Develop a learning culture across the district that refuses to acceptstudent failure.

Rationale: 9 Characteristics of High-Performing Schools

Activities Tasks Timeline ResourcesAmount /Type /Description

Who isResponsible?


A. Extend the 9th gradefailure rate analysis toother grade levels

9/1/2005 -6/30/2006

A. Research &Evaluation

Reports are distributed toschools; increaseddiscussion about failures

B. Provide ProfessionalDevelopment to increaseuse of differentiatedinstruction. Identify &implement effectiveintervention strategieswith students at risk(Y2-Implement)

1. Trainertraining

9/1/2005 -6/30/2007

B. 1. (to bedetermined)

(to be determined)

C. Engage parents earlyand ongoing withintervention strategies

1. Instructionalstaff trainedon parentcollaborationskills

9/1/2005 -6/30/2006

C.1. Schoolteams, teachers,guidance staff

(to be determined)

D. Strengthen theintegrity of StudentLearning Plan process

9/1/2005 -6/30/2006

D. AsstSuperintendents,Buildingprincipals, staff

(to be determined)


Strategy: 3. Develop and implement public communications of Goal 1.Rationale: 9 Characteristics of High-Performing SchoolsActivities TasksTimeline Resources


Who is Responsible?MonitoringEffectiveness

A. Develop district-widecommunications plan toaddress a variety ofaudiences andcommunications needs

9/1/2005 -6/30/2006

A. CommunityRelations, LearningSupport, TEA

(to be determined)

B. Collect, analyze &communicate datacollaboratively withbuildings for individualand district-wide reporting

9/1/2006 -6/30/2007

B. R&E, CommunityRelations

B. Data packets sharedbroadly; broad range ofdiscussion about closingachievement gap

Procedures for evaluating success in reaching this goal: (to be determined)

Strategy: 4. Analyze course taking, with respect to achievement.Rationale: 9 Characteristics of High-Performing SchoolsActivities Tasks Timeline Resources


Who isResponsible?


A. Collect, analyze &report data

9/1/2004 -6/30/2006

A. R&E,Curriculum

Analysis shared; schoolshave data to guidescheduling

B. Recruitunder-representedstudent populations tocourses that lead tomeeting standards

1. ProfessionalDevelopment forGuidance staff andteachers

9/1/2004 -6/30/2006

B.1.Guidance,C&I, Principals

Training conducted; shiftin course taking trendsfor under-representedpopulations

C. Provide equitableaccess to all curricularcourses and programs.

1. Ensure SpecialEducation staff haveaccess to resourcesthat reflectscientifically-basedbest practices forsupplementarymaterials. 2.Support andencourageparticipation ofSpecial Educationstaff in trainingprovided forcurriculum adoptionand district effortsin raising student

9/1/2005 -6/30/2006

A.1. Asst.Supt., Ele. Ed.2. DeputySupt. 3.SpecialEducation 4.SpecialEducation 5.Deputy Supt.6-7. Guidance

Program review

achievement. 3.Ensure appropriatereferral proceduresof ELL students andSpecial Educationstudents. 4.Establish commoncriteria for studentaccess toinstructionalprograms (AP, IB,pre/post-requisitecourses, etc. 5.Establish guidelinesfor course selectionand post-highschool planningthroughcollaborationbetween Guidanceand Curriculum. 6.Establish a middleschool collegereadiness/awareness initiative.7. Expand artsexperiences acrossall grade levels(ISP,Artist-in-Residence).


Strategy: 5. Increase achievement expectations for special population students.Rationale: 9 Characteristics of High-Performing SchoolsActivities TasksTimeline Resources


Who is Responsible? MonitoringEffectiveness

A. Ensure the integrityand implementation oflearning plans for specialpopulations (SpecialEducation, ELL, LAP,Highly Capable, studentsat risk)

9/1/2005 -6/30/2006

A. Learning Support,Building Administration,teacher leaders

Increased achievement ofspecial populationstudents

B. Ensure intentionaltransition protocols for allspecial populationstudents

9/1/2005 -6/30/2006

B. Learning Support,Guidance, Building levelteams

Transition plans in place;K-12 articulation

C. Increase parentparticipation indevelopment &implementation of learningplans (IEPs, SLPs)

9/1/2005 -6/30/2006

C. Building level teams Parent participation in plandevelopment and parentconferences; increasedachievement by specialpopulation students


Strategy: 6. Increase the use of effective instructional strategies to meet theneeds of diverse learners.

Rationale: 9 Characteristics of High-Performing SchoolsActivities Tasks Timeline Resources


Who isResponsible?


A. Provide professionaldevelopment for allinstructional staff oneffective teaching

1. Providetraining for TPSstaff on effectivestrategies thatwill lead toqualityinstruction forELL students. 2. Offer basicconversationalSpanish classesto staff atselected sites. 3.

9/1/2005 -6/30/2007

A.1-3. C&I,ProfessionalDevelopment

Workshops are held andattended; Walk-throughsshow students engaged inrigorous work

Continue workon reviewingnew mathcurriculum withC & I staff todeterminetraining on beststrategies formainstream staffwho service ELLstudents.

B. Implementcollaboration among basiceducation, SpecialEducation, LAP/Title I,ELL, and Highly Capablestaff

9/1/2005 -6/30/2007

B. LearningSupport,Buildingadministration,centraldepartmentheads

Protocols, minutes, notesof collaborative meetings;improved studentperformance


Strategy: 7. Provide a unified district curriculum; Ensure effective instructionalpractices are utilized in all classrooms.

Rationale: Align curriculum, instruction and assessment with standards. (9Characteristics of High-Performing Schools)


Who isResponsible?


A. Maintain alignment ofdistrict curriculumcontent to the EALRsand national standards.

1. Ensurealignment of thedistrict curriculumwith the stateGLEs. 2. TrainSpecial Educationstaff to align IEPgoals/objectives tothe EALRS.

9/1/2004 -6/30/2006

A.1. Curriculum& Instruction 2.SpecialEducation/SELS

Curriculum Review

B. Support the 1. Research 9/1/2004 B.1. Special Program Review

implementation of bestinstructional practices inall classrooms.

effectivecurriculum in theareas of SpecialDesignedInstruction. 2. Identify andmaintain aresource list ofeffectiveinstructionalpractices. 3. Develop modelsfor curriculumintegration. 4. Reconfigure thehigh schooldepartment headmodel to includehalf-time contentarea InstructionalFacilitator usingTitle II monies. 5. Support bestinstructionalpractices inscience withmaterials andprofessionaldevelopmentthrough theScience MaterialsResource Center.6. Continuouslyprovide resourcesand research oneffectiveinstruction toprincipals andstaff. 7. Direct andtrainPrincipals/Assistant

-6/30/2006

Education/SELS2. Exec. Dir.,Curr. & Inst. 3.Curriculum &Instruction 4. Asst. Supt.,H.S. Ed. 5-6. Curriculum &Instruction 7-8.Ele., M.S., H.S.Ed. 9-10. HumanResources 11. Curriculum &InstructionCurriculum &Instruction

Principals to usethe evaluation toolto assess powerfulinstruction(research based).8. Provide trainingfor Principals andteachers in the useof data, datacollection and usein instruction. 9. Provide acomputerizedmethod of trackingtemporaryassignmentsconverting toregularassignments orexplore eliminatingunnecessaryassignment ofpersonnel. 10. Providecomputerizedmethod of trackingteacherassignments toensure teachersare assigned toarea ofendorsements. 11.Provide materialsand training forwriting instruction,K-12.

C. Utilize InstructionalFacilitators to supportimplementation of bestpractices in classrooms.

1. Increase thenumber ofInstructionalFacilitators inelementary

9/1/2004 -6/30/2006

C.1. Asst.Supt., H.R.2-3. Exec. Dir.,Curr. & Inst. 4.Second

Staff Evaluation

schools, middleschools and highschools. 2. Implement aspecializedselection processfor InstructionalFacilitators. 3. Provide continuousand ongoingtraining onfacilitation andcoaching skills. 4. Provide training toInstructionalFacilitators ineffectiveinstructionalstrategies for ELLstudents.

LanguageAcquisition



Goal: II. Improvement of Instruction

SMART Goal: Central Administration Departments individually and collectively willsupport the improvement of instruction so that each Tacoma schoolwill meet or exceed state uniform bar goals as measured by the WASLat grades 4, 7, 10 in reading and math by 2007-2008.

Strategy: 1. Develop a broad skill-set for monitoring teaching and learning.Rationale: Frequently monitor teaching and learning. (9 Characteristics of

High-Performing Schools)Activities Tasks Timeline Resources


Who isResponsible?


A. Support thedevelopment and use ofmultiple classroom-basedassessments andstrategies: *Walkthroughs*Cognitive Coaching*CBAs *Frequentlymonitor teaching &learning.

1. Train andcoach teachersandadministratorsto use ongoingassessment toinforminstruction. 2. Provide training,materials,guidelines,benchmarks andtimelines forK-12 literacyassessment. 3. Review data andimplementationbarriers in orderto providetargeted supportto buildings. 4. Developdistrict-widerubrics in

9/1/2004 -6/30/2006

A.1. Exec.Dir., Curr. &Inst. 2. EarlyLearning 3. TransformationTeam 4. Curriculum &Instruction 5. Asst. Supt.,H.S. Ed. 6. Deputy Supt.7. Curr. &Inst. 8. Exec.Dir., Curr. &Inst. 9. DeputySupt.

(measure to bedetermined)

appropriatecontent areas.5. Scheduleregular trainingon integratingthe guidingprinciples of theCulminatingProject acrossthe curriculum.6. Set theexpectation forbuildingadministratorsto use authenticevaluations thatare focused oninstruction. 7. Establish modelsfor collaborativeexamination andanalysis ofstudent work. 8.Expand the roleof departmentchairs, middleschool liaisonsand elementarycurriculumleadership cadremix to facilitatebuilding-basedprofessionaldevelopment. 9.Develop buildingschedulingmodels thatpromotecollaboration.

B. Monitor implementationof Project Quality

1. Assesscurrent

9/1/2004 -

B.1. DeputySupt.


recommendations throughcollaboration betweenLearning Support and TEA.

implementationof ProjectQuality. 2. Based on thedata reviewexpand ProjectQuality asindicatedthrough thereview. 3. Develop aninstrument thatallows staff toassess thisprofessionalgrowth.

6/30/2006


Strategy: 2. Develop leadership capacity in current and emerging buildingprincipals; provide for the continuous development of teachers andsupport staff as leaders.

Rationale: Ensure effective school leadership. (9 Characteristics ofHigh-Performing Schools)


Who isResponsible?


A. Establish andimplement an annualongoing professionaldevelopment plan focusedon leadership and learningfor school level anddistrict administration.

1. Supportprincipals in “challenging”evaluationsituations. 2. Establish aprotocol for “walk-throughs”.

9/1/2004 -6/30/2006

A.1. ProfessionalDevelopment2. Elementary,High SchoolEducation

Survey

B. Establish andimplement an annualongoing professional

1. Strengthenthe roles of andincrease support

9/1/2004 -6/30/2006

B.1. Curr. &Inst.

Program Review

development plan focusedon leadership and learningfor building staff.

for elementaryleadership cadre,middle schoolliaisons and highschooldepartmentchairs in the SIPprocess.


Strategy: 3. Encourage parent and community involvement in schools.Rationale: Create a high level of family and community involvement. (9

Characteristics of High-Performing Schools)Activities Tasks Timeline Resources


Who isResponsible?


A. Create and maintainpartnerships withcommunity organizationsand agencies.

1. Representdistrict onvariouscommunityboards andcommittees. 2. Provide trainingfor ParentInvolvementCouncilrepresentatives.3. Provideworkshops forparents atschools. 4. Develop businessand communitysupport systemsto contribute tothe sustainabilityof the Science

9/1/2004 -6/30/2006

A.1. K-12Admin. andTeacherLeaders 2. Title I 3. Deputy Supt.4. Exec. Dir.,Curr. & Inst.


MaterialsResource Center.

B. Ensure a welcomingatmosphere for all parentsand community membersin all district facilities.

1. Coordinateservices forhomelessstudents andtheir families. 2. Offer SchoolChoice andSupplementalServices. 3. Develop abrochure on IEPmeetings forfamilies. 4. Provideinterpreters forschoolorientations,back-to-schoolnights,back-to-schoolnights and othermajor parentinformationevents. 5. Provideprofessionaldevelopment forfront officem,food servicesandtransportationstaff in workingwith ourcommunity. 6. Implement theFamilyInvolvementPolicy.

9/1/2004 -6/30/2006

B.1. HighSchool 2. TitleI 3. ExecutiveDirector,SpecialEducation 4. Asst. Supt.,Ele. Ed.



Strategy: 4. Ensure effective communication and collaboration across thedistrict.

Rationale: Develop high levels of collaboration and communication. (9Characteristics of High-Performing Schools)


Who isResponsible?


A. Establish and maintainstandards for timeliness,integrity, accuracy andquality ofcommunications.

1. Implement theexistingcommunicationplan.

9/1/2004 -6/30/2006

A.1-3. DeputySupt. 4. SecondLanguageAcquisition 5. Asst. Supt.,H.S. Ed. 6. CommunityRelations 7. Deputy Supt.

Program Review

B. Create a culture ofcollaboration across thedistrict.

1. UtilizePartnershipConferencing tocollaborate withparents aboutstudentachievement. 2. Provide principalstools to createcollaborativecultures in schools3. Collaboratewith CommunityRelations tocommunicateinitiatives tostakeholders. 4. Establish a modelfor vertical

9/1/2004 -6/30/2006

B.1. ElementaryEducation 2. Asst. Supt.,Ele. Ed. 3. CommunityRelations 4. Deputy Supt.

Survey

teaming.C. Increase the cultuallyrelevant opportunities forparent/communityinvolvement for ELLstudents.

1. Establish amodel for utilizingvolunteers andbusinesscontributions tosupport districtinitiatives. 2. Preparetranslations ofschool districtmajor publicationsto enhancedissemination ofmaterials. 3. Increase the levelofparent/communityinvolvement forESL students.

9/1/2004 -6/30/2006

C.1. CommunityRelations

Assess established model


Strategy: 5. Implement components of successful professional developmentmodels.

Rationale: Provide focused professional development. (9 Characteristics ofHigh-Performing Schools)


Who isResponsible?


A. Provide an exemplaryprofessional developmentprogram for staff.

1. Continue totrain InstructionalFacilitators toprovidejob-embeddedprofessionaldevelopment. 2. Implement year 3

9/1/2004 -6/30/2006

A.1. Curr. &Inst. 2. Curr.& Inst., Elem.Ed. 3. Curr. &Inst. 4. Deputy Supt.5. ProfessionalDevelopment


of EnhancingLiteracyInstructionInitiative. 3.Supportresearch-basedprofessionaldevelopmentmodels, e.g.,coaching, lessonstudy, actionresearch,collaborativeplanning time, etc.4. Providejob-embeddedopportunities forprofessionaldevelopmentincluding time forcollaborationwithin the contractday (waiver days).5. Developpartnerships withother agencies toincrease courseofferings andenhanceprofessionaldevelopmentopportunities forboth classified andcertificated staff.6. Plan andimplement specifictraining to supportliteracy instructionin kindergarten. 7.Establishcooperative

6. Elem. Ed.7-10. ProfessionalDevelopment

relationships withhigher educationinstitutions todevelop consistentcontent andpedagogyprograms forpre-service,induction, andinservice teachers,principals andpara-professionals.8. Exploreexpanding thementoringprogram for newcertificated staff.9. Exploreimplementingteacher leadershipdevelopmentprogram to buildleadershipcapacity. 10. Develop andimplement acomprehensiveprofessionaldevelopmentevaluation system.


Strategy: 6. Provide a unified district curriculumRationale: Align curriculum, instruction and assessment with standards. (9

Characteristics of High-Performing Schools)Activities Tasks Timeline Resources

Amount /Type /

Who isResponsible?


DescriptionA. Maintain alignment ofdistrict curriculum contentto the EALRs and nationalstandards.

A. Maintainalignment ofdistrictcurriculumcontent to theEALRs andnationalstandards.

9/1/2004 -6/30/2006

A.1. Curriculum& Instruction 2.SpecialEducation/SELS

Curriculum Review

B. Utilize InstructionalFacilitators to supportimplementation of bestpractices in classrooms.

1. Increase thenumber ofInstructionalFacilitators inelementaryschools, middleschools andhigh schools. 2.Implement aspecializedselectionprocess forInstructionalFacilitators. 3.Providecontinuous andongoing trainingon facilitationand coachingskills. 4.Provide trainingto InstructionalFacilitators ineffectiveinstructionalstrategies forELL students.

9/1/2004 -6/30/2006

B.1. Asst.Supt., H.R.2-3. Exec. Dir.,Curr. & Inst. 4.SecondLanguageAcquisition

Staff Evaluation

C. Use assessment data toinform instructionalprograms and targetimprovement strategies.

1. Assistbuilding teamsin usingassessmentdata to

9/1/2004 -6/30/2006

B.1. Title I/LAP2. Exec. Dir.,Curr. & Inst. 3.SpecialEducation/SELS

Program Review

determineinstruction. 2.Monitorimplementationof literacyassessment. 3.Align IEP goalsand objectivesandinstructionalstrategies withassessmentdata. 4. Provideinformation andresources foraccessing andinterpretingdata. 5. Exploredistrict-levelcoordination forAdvancedPlacement. 6.Develop,implement andprovide trainingfor a K-12literacy(reading)program.

4. Researchand Evaluation5. High SchoolEd. 6. Exec.Dir., Curr. &Inst.


Strategy: 7. Support the implementation of a district-wide school improvementplanning process.

Rationale: Articulate a clear and shared focus (9 Characteristics ofHigh-Performing Schools)

Activities Tasks Timeline ResourcesAmount /Type /

Who isResponsible?


DescriptionA. Assist schools indeveloping andimplementing SIP byJune 30, 2006.

1. Support, asneeded, theparticipation ofschools in OSPIInstitute andfollow-uptraining. 2. Establish a SIPplan reviewprocess. 3. Review schoolimprovementplans foreffectivestrategies andprovidefeedback. 4. Review, reviseand implementFocusedAssistance ThinkTankrecommendationsto improvestudentachievement. 5. Maintain theassignment CABliaisons to SIPteams. 6. Coordinatefunding sourcesto provide timeand monetarysupport forSchoolImprovementProcesses. 7. Supportprofessional

9/1/2004 -6/30/2006

A.1-3. Asst.Supt.,Elementary, MS,HS Ed., DeputySuperintendent 4-6. DeputySuperintendent 7-8. DeputySuperintendent

School ImprovementPlans

developmentrequests asidentified in SIP.8. Providedisaggregateddata to schoolsas requested.

B. Replicate the SIPprocess at the districtlevel using district data.

1. Identify aperson tooversee theDistrictImprovementProcess. 2. Re-convene theTransformationTeam toimplement theDIP.. 3. Deliverpresentations tothe communityon No Child LeftBehind (NCLB)and thedistrict=s focusto close theachievementgap.

9/1/2004 -6/30/2006

B.1-2. DeputySuperintendent3-4. TransformationTeam 5. DeputySupt. 6-7. HighSchool Education

District ImprovementPlan

C. Monitor theimplementation of thesmall school learningenvironments.

1. Review/evaluatethe work thathas beencompleted on thesmall schoollearningenvironmentsand use theinformation toenhance thiswork and includeall high schools.2. Research

9/1/2004 -6/30/2006

C.1. High SchoolEducation 2.GrantsManagement 3.High SchoolEducation

Review

funding sourcesfor schools thatdo not have theGates grantssupplementalfunding and/orwhose funds arelimited or comingto term. 3. Support LincolnHigh School indeveloping athree-year planto use theirSmall Schoolsgrant for SIP.

D. Establish and supportthe development ofprofessional learningcommunities.

1. Restructurethe schoolcalendar andschool day toincludejob-embeddedtime for staff toengage incollaborativeschoolimprovementprocesses. 2. Create adatabase ofpossibleresourcesincludingconsultants towork withschools. 3. Develop systemsfor providingdata that focusthe collaborativework of the

9/1/2004 -6/30/2006

D.1. DeputySuperintendent2.TransformationTeam 3. Research andEvaluation 4. HumanResources

Review

professionallearningcommunities. 4. Coordinateenrollmentprojection andbudget andstaffing timelinesto supportimprovededucationalplanning in theschools.

E. Provide effectivesupport services thathelp the district becomea high-performingorganization.

1. Provide fundsfor InstructionalFacilitators toprovidejob-embeddedprofessionaldevelopment atschools. 2. Provideprofessionaldevelopment forappropriate staffto implementWilliam and Marycurriculum inmiddle schoolHighly Capableclasses. 3. Provide ongoingtraining tosupportinstruction inHighly CapableProgram. 4. ImplementReading 180 ateach high schoolto address

9/1/2004 -6/30/2006

E.1. ProfessionalDev. 2. Asst.Supt., Ele. Ed. 3.Highly Capable4. C & I 5. C & I6. Deputy Supt.7. High SchoolEd.

Survey

students who arereading belowgrade level. 5. Provide ongoingtraining tosupport readinginstruction acrossthe curriculum inall schools. 6. Develop a planto offer rigorousinstructionaligned to theEALRs & GLEs toall students 7. Continue the AVID programand explorepossibilities forexpansion.



Goal: III. Quality Staff

SMARTGoal:

By 2007-2008 Tacoma Public Schools will systematically attract, retain anddevelop highly qualified and culturally competent staff who will help studentsmeet achievement goals as measured by the 4th, 7th and 10th grade WASL.

Strategy: 1. Attract highly qualified and culturally competent teachers.Rationale: Ensure effective school leadership. (9 Characteristics of High-Performing

Schools)Activities TasksTimeline Resources

Amount / Type / DescriptionWho isResponsible?


A. IncorporateProject Quality’s AccomplishedTeaching Standards intoOur SelectionProcedures

9/1/2004 -6/30/2006 0.00 /

Time&Effort

/ Time & EffortA. HR inConsultationwith C & I

Performance ofHirees; RevisedInterviewQuestions

B. ContinueIncentives forHard to FillPositions

9/1/2005 -6/30/2006

1500.00 / TBD / hire B. HR, Com.Rel.TEA

Positions Filled;Incentives Paid

C. Continue TPS& Tacoma Dome RecruitmentFairs, andOffering Lettersof Intent and/orContracts at theFair

9/1/2005 -6/30/2008 3000.00 /

HRRecruitmentBudget

/HRRecruitmentBudget

C. HR Staff &Principals

Number andCategory of StaffHired; EventsHeld

D. FurtherDevelopAlternativeRoutes toTeacherCertification forClassified Staff

9/1/2005 -6/30/2007 1500.00 / TBD / e.g.,

$1500/yr/studentD. PD, HR,TCC/UnivPartners,TFP,TEA

Recipient Interns,then Hired byTPS; Class. StaffParticipation

E. Implement a 9/1/2005 - E. P & OD, C &Retention

QualityOrientation andEnculturationProgram

6/30/2008 I Improves;Orientation &EnculturationEvents Held

F. IncorporateCulturalCompetence intoOur SelectionProcedures

9/1/2005 -6/30/2006 0.00 /

Time&Effort

/ Time & EffortF. HR’s Prof.DevelopmentDept.

Fewer DisciplineIncidents;Revised InterviewQuestions &Screening Format

G. Negotiateremoval of Seniority fromHiring Rules andModify Rules toIncrease OutsideApplicants forSpring HiringSeason

9/1/2005 -6/30/2010

G. Director ofLaborRelations

IncreasedNumber ofOutsideApplicants HiredEarly in HiringSeason; M.O.U.

H. Provide ‘GuestTeacher’ Trainingfor OurSubstitutes andSchool Staff

9/1/2005 -6/30/2008

0.00 / TBD / TBD H. HR & TEAStaff

Good Scores onEvaluations fromTrained Subs;Trainings Held

I. Use Moneyfrom CommunityPartners and Helpa Student Fundfor Scholarshipsto Train Teacherswho will comeback to TacomaPublic Schools fortheir Internships

9/1/2005 -6/30/2010 1500.00 / TBD / e.g., TCC

student/yeaI. Com. Rel,Help-a-StudentFund ,ScholarshipCommittee,Guidance Cslr

ScholarshipRecipient Internsin TPS; Hired byTPS; ScholarshipAwarded

J. Utilize Title IIFunds in Waysthat SupportRecruiting andHiring inShortage Areas

9/1/2005 -6/30/2008

0.00 / TBD / TBD J. Hiring ofHard to FillPositions;SpecialIncentives &Programs for AttractingCandidates in

HR, P & OD, TitleII

Hard to FillPositions

K. DevelopCooperativePrograms that tietogether thestudents in ‘Future TeacherClubs’ at TacomaHS’s with TCCand Universities,Particularly Thosewith HighConcentrations ofPeople of Color orThose that haveExcellentScholarshipPrograms forPeople of ColorThereby ‘GrowingOur Own.’

11/30/2005-6/30/2006

2000.00 / ? / ? K. DeputySupt, Asst.Supt. HR, MgrEmp Serv, DirProf. Dev.

HamptonUniversityTeacher Internshired by TPS;TCC on TPS HScampus'recruiting futureteachers;Hampton U.teacher intern(s)in TPS

L. Recruit atUniversities &Colleges withHigh Numbers ofPeople of Color

11/30/2005-6/30/2006

3000.00 / ? / ? L. Combinationof Mrg Emp.Serv,Principals,teachers

People of ColorHires as a resultof the trip;Receipts, List ofCandidateContacts


Strategy: 2. Retain highly qualified and culturally competent teachers.Rationale: Ensure effective school leadership. (9 Characteristics of

High-Performing Schools)Activities TasksTimeline Resources

Amount / Type /Description

Who isResponsible?


A. Implement a QualityOrientation and

9/1/2005 - 20000.00 / per / TBD

A. P & OD, C& I

Retention Improves;Orientation &

Enculturation Program 6/30/2008 Enculturation Events HeldB. Improve OurMentoring Program toInclude More HighQuality On-site Mentors &More Frequent GroupTraining Meetings

9/1/2005 -6/30/2006

30000.00 / TBD / TBD B. P & OD Increased Retention ofProvisional Teachers;More High QualityOn-Site Mentors

C. Provide ‘GuestTeacher’ Training for OurSubstitutes and SchoolStaff

9/1/2005 -6/30/2008

0.00 / TBD / TBD C. HR & TEAStaff

Good Scores onEvaluations from TrainedSubs; Trainings Held

D. Provide a Continuumof Cultural AwarenessTraining for Staff suchas: Respect in theWorkplace; Culture ofPoverty; etc.

9/1/2005 -6/30/2006

5000.00 / TBD / TBD D. Respect inthe Workplacestaff

Evaluation Surveycompleted; Trainingcompleted

E. Provide Training forParent InvolvementCouncil Reps

9/1/2005 -6/30/2008

0.00 /Time&Effort

/ TBDE. Principals,Counselors

Parent Council PositiveEvaluation; Trainings Held

F. Provide Workshops forParents at Schools

9/1/2005 -6/30/2008

0.00 /Time&Effort

/ TBDF. Principals,Counselors

Positive Evaluations fromAttendees; Trainings Held

G. Study Other Districtswith SimilarDemographics that haveHigher Teacher RetentionRates

9/1/2005 -6/30/2007

4000.00 / TBD / TBD G. P & OD,Contractee

RecommendationsImplemented; Report withRecommendations

H. Utilize Title II Funds inWays that SupportRecruiting and Hiring inShortage Areas

9/1/2005 -6/30/2008

0.00 / TBD / TBD H. HR, P &OD, Title II

Hiring of Hard to FillPositions; SpecialIncentives & Programs forAttracting Candidates inHard to Fill Positions


Strategy: 3. Develop highly qualified and culturally competent teachers.Rationale: Establish high standards and expectations for all students. (9

Characteristics of High-performing Schools)Activities TasksTimeline Resources

Amount / Type /Description

Who isResponsible?


A. Improve OurMentoring Program toInclude More High QualityOn-site Mentors & MoreFrequent Group TrainingMeetings

9/1/2005 -6/30/2006

30000.00 / TBD / TBD A. P & OD Increased Retention ofProvisional Teachers;More High Quality On-SiteMentors

B. Provide a Continuumof Cultural AwarenessTraining for Staff suchas: Respect in theWorkplace; Culture ofPoverty; etc.

9/1/2005 -6/30/2006

5000.00 / TBD / TBD B. Respect inthe Workplacestaff

Evaluation Surveycompleted; Trainingcompleted

C. Utilize Title II Funds inWays that SupportRecruiting and Hiring inShortage Areas

9/1/2005 -6/30/2008

0.00 / TBD / TBD C. HR, P &OD, Title II

Hiring of Hard to FillPositions; SpecialIncentives & Programs forAttracting Candidates inHard to Fill Positions


Strategy: 4. Attract Principals who are effective instructional leaders andculturally competent.

Rationale: Provide a supportive learning environment. (9 Characteristics ofHigh-Performing Schools)

Activities TasksTimeline ResourcesAmount / Type /Description

Who isResponsible?


A. Focus on thedesirability of ourinstructionally orientedand diverse culture whenrecruiting principals.

9/1/2005 -6/30/2008

4500.00 / TBD / TBD A. HR Asst.Supt

Effective InstructionalLeaders from DiverseBackgrounds Hired;Materials and Process forHiring


Strategy: 5. Retain Principals who are effective instructional leaders andculturally competent.

Rationale: Provide a supportive learning environment. (9 Characteristics ofHigh-Performing Schools)


Who isResponsible?


A. Provide an enhancedmentoring program fornew principals.

9/1/2005 -6/30/2008

3000.00 /Time&Effort

/Time&Effort

A. P & OD,ExperiencedPrincipals

Retention of PrincipalsOver Time; Meetings &Communications


Strategy: 6. Develop Principals who are effective instructional leaders andculturally competent.

Rationale: Ensure effective school leadership. (9 Characteristics ofHigh-Performing Schools)


Who isResponsible?


A. Provide LeadershipTraining for Principals.

9/1/2005 -6/30/2008

0.00 / TBD / TBD A. TPLA Schools Have Closed theAchievement Gap;Summer Institute & OtherActivities


tacoma school district

Documents