BPS New Teacher Induction New Teacher Induction 128

BPS New Teacher Induction

New Teacher Induction 128 Year 1 & 2 teachers surveyed in 17 -18… How often did you meet with your mentor? 40% Only mentored when they asked for assistance 6. 2% Never mentored at all 2

3 New Teacher Induction 162 Year 1 & 2 teachers surveyed in 18 -19… 15. 2% Only mentored when they asked for assistance 2. 3% Never mentored at all

4 Changes for 2018 -2019 Induction ▫ Introduction of a Lead Mentor Teacher ▫ Early Exit option for experienced teachers ▫ Redesigned forms to match current IPPAS, FS Language & CET ▫ Mandatory weekly mentoring for Year 1 teachers, bi-monthly for Year 2 teachers ▫ Submission of completed affidavit and mentoring log ▫ On demand learning modules for new teachers PDCP ▫ Online courses aligned with the FEAPS and the Professional Certification Exam ▫ Digital portfolio ▫ Three points of entry until the summer prior to their final year of temporary certificate expiration

5 Induction All teachers in their 1 st and 2 nd year with BPS Mentoring Learning Application

PDCP (Redesigned 2018) Most teachers on a temporary teaching certificate qualify Portfolio In-service Certification Exams 6

7 PDCP (Hybrid) 20 Job embedded portfolio tasks - Example Tasks - Classroom Management Systems - Communication Plan - Collaborating for Student Achievement - Parent-Teacher-Student Conference - Unit Plan - Ethics - Teacher Student Interactions - Higher Order Thinking - Deepening and Enriching Content Knowledge - Differentiated Instruction In-service ▫ CHAMPS Classroom Management ▫ Standards based lesson planning ▫ Enhancing the classroom with technology ▫ Foundations of Assessment ▫ Learning Theory and Practice ▫ Professional Practices for Educators ▫ Student Advocacy and Legal Issues ▫ ESOL Cross Cultural Communication ▫ Reading Competency 2 ▫ Teaching Students with Disabilities

8 ▫ Human Resources - Professional Learning & Development - New Teacher Induction - PDCP

2019 -2020 Community Coach Onboarding Process

10 An interactive Community Coach Onboarding Workflow has been created to assist with onboarding coaches.

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Two new checklists have been created: ▫ • Part-Time Community Coach Hire from Substitute/Support/Returning Coach (New School and/or New Sport) ▫ • Part-Time Returning Community Coach (Same School and Same Sport) 12

13 Friendly Reminder: ▫ All coaches must be cleared through certification ▫ Coaches must be hired one month prior to start of the season for supplement eligibility

2019 -2020 Instructional and Support Reappointment Timeline

15 Friendly Reminder: Due to the non-work day for teachers, all items that were due on Friday, April 19, 2019 are now due on Thursday, April 18, 2019.

16 April 18: ▫ Principals and evaluatees will “Accept” and mark complete on the Summative Part I in Pro. GOE for all annual contract teachers.

17 April 18: ▫ Principals will notify annual contract teachers of the following status via letters: - Reappointed unassigned - Non-Renewed

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19 April 18: ▫ Principals will notify HR of unassigned annual contract teachers via HR Survey

20 April 22: ▫ Principals will submit instructional reappointment listing with required documentation to HR

21 April 22: ▫ HR will distribute list of unassigned AC teacher pool to principals

22 April 22 – May 3: ▫ Principals will interview and hire AC teachers from pool

23 April 29 – May 3: ▫ Open transfer period for any advertised instructional vacancy

24 May 3: ▫ Principals and evaluatees will “Accept” and mark complete on the Summative Part I in Pro. GOE for all CC/PSC contract teachers.

25 May 6 – May 10: ▫ HR will place unassigned AC teacher from pool

26 May 10: ▫ Principals/Directors/Asst. Superintendents and evaluatees will “Accept” and mark complete on Bargaining Support, Non-Bargaining, and Non-Instructional Leadership annual evaluations in Pro. GOE.

27 May 14: ▫ Board to approve reappointment of CC/PSC teachers and Bargaining Support, Non. Bargaining Support, and Non-Instructional Leadership

28 May 14: ▫ Board to approve reappointment of CC/PSC teachers

29 May 15 – May 24: ▫ CC/PSC teachers sign e. Contracts

30 May 17: ▫ HR will distribute bindered teacher candidate pool to principals

31 May 17: ▫ Principals will submit all IA reclass/transfer forms to HR

32 May 20 – May 25: ▫ The following school may advertise instructional vacancies and begin interviewing: Cocoa High, Columbia, Coquina, Creel, Discovery, Endeavour, Fairglen, Golfview, Jupiter, Mims, Oak Park, Palm Bay Elem, Palm Bay High, Turner, & University Park

33 May 21: ▫ Principals/Directors/Asst. Superintendents will “Accept” and mark complete on the Summative Part I in Pro. GOE for all School/District Administrators.

34 May 28: ▫ All Principals may submit instructional advertisements and begin interviewing

35 May 28: ▫ Board to approve reappointment of AC teachers and School/District Administrators

Instructional Resignation Dates

37 If a teacher is resigning on May 31 st, ▫ Benefits will end on May 31 st ▫ Last paycheck – June 14 th

38 If a teacher is resigning on June 30 th, ▫ Benefits will end on June 30 th ▫ Last paycheck – June 27 th

39 If a teacher is resigning on July 31 st, ▫ Benefits will end on July 31 st ▫ Last paycheck – July 31 st

Applicant Tracking System

41 The implementation team is in the configuration phase. Soft roll out date to be determined.

District Leader Survey Results - 2019

43 82% Response rate 187 total administrators completed the survey

44 97% of school leaders believe their work makes a difference for students

Leader Focus Areas What are the trends?

46 Academic Structures 84% Secondary 52% Elementary 75% Elementary 50% Secondary

47 Instructional Leadership Area of Strength Area of Growth When my district commits to a program/priority, they follows through (55%)

48 Evaluation I know what is expected of me in my role. I agree with how my performance will be evaluated. 91% Elementary – 83% Secondary – 72%

49 Professional Growth Elementary 88% Secondary 78%

50 Teacher Evaluation system helps me provide useful feedback on their instructional practice. The evaluation rubric evaluates teachers on their ability to help students learn

51 Teacher Hiring ▫ I am satisfied with the quality of the teaching pool. (9%) ▫ The applicant pool is diverse. (7%) ▫ My budget allows me to hire the teachers that I need (42%) ▫ New teachers were hired early enough to provide them adequate orientation to my school. (38%)

52 Teacher Observation and Feedback My supervisor encourages me to prioritize frequent observations. 92% (up from 76%) I am able to observe my teachers often enough to have an accurate perception of practice

53 Teacher Retention ▫ I have received support from the district on how to retain effective teachers. (53%) ▫ I have the necessary flexibility/autonomy to dismiss persistently low-performing teachers. - Elementary 47% - Secondary 25%

Leader Time Allocation How are we able to prioritize our work?

Time Allocation By Role 55

56 Leader Time Allocation By Quartile

District Trends Responses to Custom Questions

58 Perception of Various District Departments Communication had been trending upward the past three years Purchasing, School Security, Educational Technology and Food Services received high marks Transportation and Human Resources have the greatest work to do in order to meet the needs of schools

59 Instructional Feedback and Leadership Supervisors received high marks in supporting the needs of schools and being instructional leaders. School Leaders share a common vision for excellent instruction. (84%) District provided me with support to conducting classroom observations (82%)

Next Steps? At your tables, please review the focus questions in order to provide district leaders with greater insight on the various topics.

Recruitment Initiatives • • • Career Fairs No Cost PDCP Paid College Internships Preferred Housing Lists Linked. In Frontline Education Stronger Partnerships with Universities Second Teacher Academy ABSE

Retention Strategies • • Induction Program Lead Mentors Teacher Leadership Council Rookie TOY GK Prep Workshop End of Year New Teacher Workshop Career Ladders