Redesigning Professional Development to Empower Educators and - - PowerPoint PPT Presentation

Redesigning Professional Development to Empower Educators and Increase Student Achievement

February 26, 2015 1:15 -2:15pm

Fulton County Schools, Atlanta, GA

Lydia Conway, Executive Director, Professional Learning, Ron Wade, Chief HR Officer

Miami-Dade County Public Schools, Miami, FL

Anna Rodriguez, Administrative Director, Leadership Tricia Fernandez, Administrative Director, Evaluation Wandarece Ruan, Administrative Director, Teacher Growth and PD

Syracuse City School District, Syracuse, NY

Paula Shannon, Chief Academic Officer Margaret Wilson, Director of Professional Development

AASA, The School Superintendents Association, Alexandria, VA

Vera Turner, Project Manager, Education and Communications

Presenters:

Superintendents and teachers agree that current professional development systems are not operating at peak effectiveness.

Critical Question:

How do we reimagine professional learning experiences to engage teachers and improve student achievement?

Innovative Professional Development (iPD) Challenge

Helps districts redesign their teacher professional development systems to better support teachers in increasing student success.

Initiative is made possible by the support of the Bill & Melinda Gates Foundation.

• 23 districts & charters
• 8 networks (includes AASA’s

Superintendent Leadership for iPD Assessment and Redesign Initiative)

• 52,000 teachers in pilot work
• Free Resources availalbe at

www.pdredesign.org

iPD Theory of Action:

Fulton County Schools

.

District Overview:

• 4th largest school system in Georgia
• More than 10,500 full-time employees, including

more than 7,500 teachers and other certified personnel

• 101 schools
• Approximately 96,300 students
• 58 elementary schools, 19 middle schools, 17 high

schools (includes two open campus high schools) and 7 charter organizations

• Became the state's largest charter system in July of

2012

• Charter system status allows for flexibility beyond

the one-size-fits-all state education requirements and supports our schools in developing strategies to support the unique needs of their students

Professional Development Systems Structure:

Professional Development Systems Structure:

• Provide professional learning for all employees
• A blended approach to PD (i.e., on-line, on-demand, face to

face, cohort, and job embedded)

• A solid PD structure – people and tools to meet the needs
• A shift from “one and done” to ongoing learning
• PD is a part of the performance management conversation

PD Assessment Process:

Highlights of Our Readiness Assessment Process:

• A diverse cross-section of principals, teachers,

curriculum leaders and support staff were invited to participate

• We received full participation
• After survey was closed participants convened in

small group and large group discussion

• Participants completed a “current state vs Future

State” PD activity

• Commonalities Emerged

PD Challenges:

• Teacher Engagement- extent to which teachers work

together as a professional community to share responsibility for the group’s performance

• PD Process- lack of an evidenced based framework to

identify individual needs and feedback from students does not inform PD

• Leadership Capacity- innovative vision and internal

capacity to manage change

• Resource Optimization-use of time, money and staff
• Supportive Policies-policies that support PD

implementation

• Delivery Infrastructure-easy access to PD and a

technology platform

• Data Infrastructure-access to data to inform PD

Best Practices

• Reinforce- PLC as PD via school based Professional

Learning Facilitators

• Identify student feedback that informs PD
• Provide PD to leaders that supports continuous

feedback to teachers that addresses school wide as well as individual PD goals

PD Redesign Plans

Miami-Dade County Public Schools

District Overview:

School District Miami-Dade County Public Schools Type of District Urban Grade Served PK - 12 Student Population 350,000 % FRM Students 75 % Caucasian 10 % African American 28 % Hispanic/Latino 61 % Asian 1 % Other 1

Professional Development Systems Structure:

• Teacher Growth and Development
• Evaluation
• Leadership Development

PD Assessment Process:

PD Challenges:

• PD Process
• Resource Optimization
• High-Quality Content and Tools

Best Practices

• Leadership Capacity
• Data Infrastructure

PD Redesign Plans

Instructional Rounds Action Plans PD Plans PLC’s Tiered Support IPEGS CATT

Syracuse City School District

SCSD District Overview:

School District Syracuse City School District Type of District Urban Grade Served PK - 12 Student Population 21, 800 % FRM Students 78 % Caucasian 28 % African American 55 % Hispanic/Latino 15 % Asian 2

SCSD Professional Development Systems

Structure:

• Department-driven
• Assortment of offerings

and structures

• Six sessions through year

focusing on operational and instructional leadership

• Priorities from each

division – Office of Shared Accountability, Talent Management, Teaching and Learning Summer Leadership Academy Summer Teacher Institutes Leadership Academy

• Department-driven
• Assortment of offerings

and structures Saturday Academy

• Coaching, school-based,

Superintendent Conference Days, technical assistance Job Embedded

SCSD PD Assessment Process:

Administered to Four Key Groups:

• Central Office Leadership (Teaching & Learning Staff)
• Building Leadership (Principals & Vice-Principals)
• Superintendent’s Teacher Advisory Council (Teacher Reps.)
• C3 Work Group (Teacher Content Leaders)

Goal: Maximize stakeholder input and buy-in for redesign plan. Assessment debrief participants:

• Superintendents Senior Leadership
• Syracuse Teachers Association Leadership
• Syracuse Association for Administrators and Supervisors Leadership

SCSD PD Challenges:

PD Process

• Lack of evidence-based framework to identify individual PD needs
• Limited delivery models
• Student feedback nonexistent in informing teacher PD

Leadership Capacity

• Inadequate internal capacity to manage major change initiatives
• Lack of clarity around PD structures, supports, and initiatives

Data and Delivery Infrastructures

• Data capture and access
• Ease of access to online and offline training and content
• Digital PD Platform Capability

Best Practices

Supportive Policies

• Multi-year focus on CCSS and purposeful links within PD structures
• Teacher choice

High Quality Content and Tools

• Systems aligned to CCSS instructional shifts and college, career-

ready bar

• CCSS has been adopted and strong CCCS specific PD has been made

available to all our staff.

SCSD Professional Development Systems Structure:

Leadership Academies Saturday T&L Academies Instructional Coach Academies Collaborative Planning Times Formative Classroom Walkthroughs Principal Cohort Meetings

Knowledge, Community, Tools Spring Leadership Summit Summer Leader & Teacher Institutes Targeted, virtual, self-driven opportunities for learning Digital Badges

Q & A:

Panel Discussion

Join in the conversation.

Resources:

Contact Information:

Lydia Conway conwayL@fultonschools.org Anna Rodriguez annarodriguez@dadeschools.net Paula Shannon pshannon@scsd.us Margaret Wilson mwilson@scsd.us Vera Turner vturner@aasa.org

Additional Resources:

AASA, The School Superintendents Association Superintendent Leadership for iPD Assessment and Redesign Initiative www.aasa.org/content.aspx?id=10536 Professional Development Redesign Website www.PDRedesign.org MDRC Innovative Professional Development iPD http://www.mdrc.org/project/innovative-professional-development-ipd#overview

Upcoming Events:

AASA WEBINAR

Professional Development Redesign – Lessons From The Field, Part 2 Date: May 13, 2015; Time: 2:00-3:00pm ET Featuring: Fulton County Schools, Miami-Dade County Public Schools, Syracuse City School District and AASA Register at https://knowledgecenter.webex.com

Thank you!