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When Theory Meets Practice Work Session Thursday, February 11, 2010 Tuesday, February 16, 2010. Ka Piÿina A Proposal For a New Education Workforce Framework. Ka Piÿina represents the continuing gentle climb, ascent or rise to excellence—both in education and educators. Administration and
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When Theory Meets Practice Work Session Thursday, February 11, 2010 Tuesday, February 16, 2010 Ka Piÿina A Proposal For a New Education Workforce Framework Ka Piÿina represents the continuing gentle climb, ascent or rise to excellence—both in education and educators
Administration and Management Faculty Education Support Career Opportunities Performance Management and Evaluation Professional Growth and Renewal Compensation and Rewards 4. Career Opportunities Blueprint (Continued) Three Education Workforce Career Families Four Education Workforce Framework Components or Blueprints 1 2 3 4
5. Performance Management and Evaluation Blueprint Goal Setting Provision of Supports Step 6 Step 1 Step 2 Formal Evaluation & Review Performance Management and Evaluation Cycle Practice & Reflection Practice & Reflection Step 5 Step 4 Step 3 Mid Period Checkpoint (including a Review if appropriate) Performance Management and Evaluation The second Education Workforce Framework component or blueprint is performance management and evaluation. It is a core KS workforce process that is designed to support the development and application of the skills and performances we need to maximize student learning. It is not just performance appraisal, but rather an ongoing process as illustrated below: Performance Management and Evaluation Process Supports Professional Development, Growth and Renewal Coaching, Mentoring and Feedback Also known as “Regular Review”
Competencies Core & Functional Performance Goals/Outcomes (e.g., Related to Student Learning) Personal and/or Professional Development Goals 5. Performance Management and Evaluation Blueprint (Cont’d.) Performance Dimensions Performance management and evaluation at KS will focus on three core dimensions for all educational workforce members and job families: • Functional Competencies for Administrators Use National Staff Development Council (Refer to Appendix A) • Functional Competencies for Faculty Use Danielson (Refer to Appendix B) • Functional Competencies for Education Support Use Modified Danielson (Refer to Appendix H)
6. Professional Growth and Renewal Blueprint Professional Growth and Renewal Professional Growth and Renewal is the third blueprint in the Education Workforce Framework. It is a core process that allows KS to develop and grow the talent it will need in it’s strategy to “Strengthen the People”. As indicated in the illustration below, professional growth and renewal consists of many activities, opportunities and experiences. At the core, however is the time embedded in daily schedules to allow for development. Professional growth and renewal is not “something that happens” to people periodically – rather it is integrated into the professional practice of education. Professional growth and renewal is also considered a two-way investment: 1) KS’s investment in a staff member’s skill, ability, personal growth and career; and 2) The staff member’s investment in themselves to enhance effective professional practices and improvements in student learning, growth and achievement.
