Workforce Focus
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www.iss.k12.nc.us Workforce Focus Marty Moore, Exec. Dir., Leadership Academy Jed Stus, Exec. Dir., Professional Development Dale Ellis, Ass’t. Supt., Human Resources
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Workforce Focus. Marty Moore, Exec. Dir., Leadership Academy Jed Stus, Exec. Dir., Professional Development Dale Ellis, Ass’t. Supt., Human Resources. 5.1 Workforce Engagement. Strengths Valid, systems-based evaluation system including aligned Individual Growth Plans. Evaluation Process. - PowerPoint PPT Presentation
Transcript of Workforce Focus
www.iss.k12.nc.us
Workforce Focus
Marty Moore, Exec. Dir., Leadership Academy
Jed Stus, Exec. Dir., Professional Development
Dale Ellis, Ass’t. Supt., Human Resources
www.iss.k12.nc.
us
5.1 Workforce Engagement
Strengths
•Valid, systems-based evaluation system including aligned Individual Growth Plans
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Evaluation Process
•Systems-based
•Growth Model
•District, School, Classroom
•Web based management
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5.1 Workforce Engagement
Strengths
•Motivated faculty and staff developed through multiple communication processes
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I-SS Two-way Communication Model
Leadership•District Strategic Plan•Cabinet Meeting/Notes
•North Carolina •Professional Standards
•SIP/DIP Coaching•Distributive Leadership•Cross-functional Teams
Stakeholders•Professional Learning
•Communities•IGPs
•Teacher Working •Condition Survey
•Classified Working•Condition Survey
•Professional•Development Survey
•Advisory Groups
Two-wayCommunication
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5.1 Workforce Engagement
Strengths
•Use of gap analysis through School and Department Improvement Plans to close achievement gaps and attain high performance.
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5.1 Workforce Engagement
School and Department Improvement Planning Processes that are:
•Collaborative
•Cross-Functional
•Distributive
•Empowering
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5.1 Workforce Engagement
Clearly Defined Gap Analysis Processes
•Systematic Data Analysis Process
•360° Evaluation of Leadership Team
•SWOT (Strengths, Weaknesses, Opportunities for Improvement, Threats)
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5.1 Workforce Engagement
I-SS Succession Plan builds leaders at all levels and ensures sustainability
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I-SS Approach for Leadership Development Strategic Instructional Cultural Managerial Human Resource External Development Micro-Political
Assistant
PrincipalInstruct.
FacilitatorTeacher as
Leader Principal
Senior
Leader
See page 16 of handout for full illustration
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5.2 Workforce Environment
Strengths
•Work accomplished through the ISS models to Raise Achievement and Close Gaps (RACG) and the Aligned Effective and Efficient Support Process (AEESP) models
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See pages 1-2 of handout
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See pages 1-2 of handout
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5.2 Workforce Environment
Strengths
Interview screening processes are closely aligned with I-SS’ core competencies and with the district models for:
•Raising Achievement and Closing the Gap
•Aligned Effective and Efficient Support Operations Model
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7.4 Workforce-Focused Outcomes Strengths
•Favorable trend in local supplement across 5 years in both dollars and percentage
•Favorable trend in HQ teachers across all years reported. 100% of TA’s meet the federal definition of Highly Qualified
•Favorable trend in Worker’s Compensation resulting in cost savings to district that is funneled away from premium and back into the classroom
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Contact Information Marty Moore
Jed Stus
Dale Ellis
