Lake County Schools

Lake County Schools Investing In Excellence! College and Career Readiness Academic Services C²Collaborative Cohort October 18, 2012

Sustaining New Teacher Development Pathways to Progress Progress Presented by:: Melissa Bradley ◊ Cathy Caudill ◊ Jeanmarie York LCS Academic Services Unit / Professional Development

Common Board Configuration Date: October 18, 2012 Vocabulary: C² Ready, Teacher Leader, Model Classroom Bell Ringer: Turn and Talk: Reflection Agenda: I DO: Review need for New Teacher Support System. WE DO: Identify instructional “starting points” for differentiated new teacher support. YOU DO: Develop comprehensive plan to aid in development of highly effectivenew teachers. Learning Goal: Educational Leaders will understand the necessity of a differentiated school-based New Teacher Support System. Benchmark: District Goals #1 – Student Achievement #5 – Highly Developed and High Performing Staff Summarizing Activity: Collaborative planning session using Capacity Builders’ Guide. • Objective: Educational Leaders will develop a Capacity Builders’ Plan to support the development of an effective new teacher. Homework:Utilize tools provided to complete your Capacity Builders Planning Guide. Review and refine Guide with your school leadership team for Instructional Reviews and share plan at future C2 Cohort Sessions Essential Question: How do we revolutionize the way we teach, lead, and learn for 21st century success?

Lake County Schools Vision Statement A dynamic, progressive and collaborative learning community embracing change and diversity where every student will graduate with the skills needed to succeed in postsecondary education and the workplace. Mission Statement The mission of the Lake County Schools is to provide every student with individual opportunities to excel. Lake County Schools is committed to excellence in all curricular opportunities and instructional best practices. This focus area addresses closing the achievement gap, increased graduation rate, decreased dropout rate, increase in Level 3 and above scores on the FCAT, achieving an increase in the number of students enrolled in advanced placement and dual enrollment opportunities and implementing the best practices in instructional methodology.

Academic Services Curriculum & Instruction ~ Professional Development ~ Teaching & Learning The Office of Academic Services encompasses the core business of Lake County Schools. We provide guidance and support to develop instructional leaders through the coordination of district curriculum initiatives, professional learning, along with teaching and learning programs that result in improved learning for ALL. Our goal is to work collaboratively with schools to continuously and significantly improve student achievement, align curriculum and instructional practice to Florida’s standards, assist schools to develop their capacity to implement data-driven planning and review processes that foster continuous school improvement. Assurances We will ensure that we work with district staff and school administrators to design and collaborate on systems that address professional learning needs related to improving student outcomes. We will ensure that curriculum is current and at a high level (rigorous) meeting local, state, and national standards. We will ensure that researched-based best practices (programs and processes) are utilized regarding student curricular needs and student learning patterns. We will ensure services are provided that target closing the achievement gap by improving the performance of all students while drastically accelerating the achievement of students of color, English Language Learners (ELL), Exceptional Student Education (ESE) and students living in poverty.

21st Century Skills Tony Wagner, The Global Achievement Gap Critical Thinking and Problem Solving Collaboration and Leadership Agility and Adaptability Initiative and Entrepreneurialism Effective Oral and Written Communication Accessing and Analyzing Information Curiosity and Imagination

“Turn & Talk” 1. Revisit your own pathway to progress. 2. Reflect on your first year of teaching; think about one of your most humorous or memorable experiences. 3. Turn to your shoulder partner. You will have one (1) minute each to share your experience with your partner. Countdown Clock

Instructional Coach Connections Linda Bradley * * Title Services Karen Conrad * Cathy Caudill Jeanmarie York Melissa Bradley New Teachers District provided support to assist in the development of new teachers. Dr. Cele Oldham, Program Specialist TOP

Can one coach fully develop an effective new teacher? Coach www.newteachercenter.org NO. Developing effective new teachers requires a strategic school-based support system.

New Teacher Support Cohort Series Preview Look Ahead • Coaching Conversations • Focused Feedback • Based on Participant feedback • Developing Effective Instructional Mentors • Mentor Support and Direction

Online Anticipation Guide or or Scan your QR Code on your notes page of your toolkit http://www.questionpress.com/newteachers

Let’s Talk Numbers 85% Retention Rate of First-Year Teachers? FLDOE , EAIS Report May 2011

Let’s Talk Numbers 61% Retention rate of Florida’s teachers after their 5th year? FLDOE , EAIS Report May 2011

Let’s Talk Numbers In 2008, how many teachers were predicted to leave the profession by the year 2011? 50% National Commission on Teaching and America’s Future (NCTAF), 2008

Let’s Talk Numbers Annual cost of teacher turnover in the U.S.? $7.3 billion National Commission on Teaching and America’s Future (NCTAF), 2008

Let’s Talk Numbers Lake County – 2011 Rate of Retention 94% 94% - LCS Office of Planning, Evaluation and Accountability

Cause for ApplauseCurrent best practices for developing and retaining new teachers • PLCs for new teachers • School-based New Teacher Boot Camps • Teacher Leaders modeling effective strategies • G.I.V.E.S. Garnering Inspiration by Viewing other Educators

What is your school’s retention rate? Make a note… = ? Reflection: Consider the last few years on your school campus. What subject area needs to be filled most often? Which grade level sees the largest turnover? …And another! # of New Teacher Hires Total # of Teachers

Lack of strong leadership Certification Issues Spending more time inducting / mentoring new staff

Teacher Vacancies

“From Hire to Higher” The New Teacher Induction Process

Elements of Successful School-Based Support Systems for New Teachers

Revisiting:Current Support Teams School Administrator School-based Mentors Other Teacher Leaders Instructional Coach for new hires

Have they made Team members aware of their roles and responsibilities? • How do they provide meaningful feedback? • How do they create environments where new teachers thrive? • Are they familiar with new teacher requirements? • Have they instilled protocols to support new teachers and mentors? • What considerations are given when selecting capable mentors? • How are they trained? • What tools are they using to develop new teachers? • Have useful resources been provided to them? • Is there a broad spectrum of talent represented? • Are they effective when supporting others through coaching, modeling and feedback? • Do they represent a cross section of experience? (Emerging to Seasoned) School-Based Support Team

Important Take Aways for Stakeholders Roles and responsibilities must be transparent and clarified for all team members Effective collaboration requires flexibility Providing varied opportunities to connect increases awareness and strengthens relationships

School-Based Support Team Rate yourself

Refining:Using Data to Determine New Teacher Support • “Hire vs Higher” - Determine instructional effectiveness of all new teachers regardless of HR grouping. • How can Support Team collect data on each new teacher?

Refining: Prioritizing New Teacher Needs Next Step! Use SBST data to determine the level of support for each new teacher.

Revitalizing:Developing Differentiated New Teacher Support Use the instructional “starting points” to establish a matrix of model classrooms across varied content / grade levels Highlight model classrooms and teacher leaders where strategies are performed with fidelity Create opportunities for new or struggling teachers to visit model classrooms

Benefits of Creating a Model Community • Provides differentiated support to new teachers • Can identify gaps in depth and breadth of model instruction • Helps to accelerate Common Core focused instruction • Encourages development of teacher leaders • Promotes open community of learning

Connect & Reflect: “Developing a Model Community Matrix”

Planning Activity & Gallery Walk Brainstorm & write your ideas here for each area

New Teacher Development Toolkit Pathways to Progress New Teacher Development Toolkit

Building Capacity – What’s Next?

Participant Scale and Reflection(Please complete and turn in)

Thank you for taking this path towards progress with us today!

Lake County Schools