Standard+4

Human Resource Leadership

**// School executives will ensure that the school is a professional learning community. School executives will ensure that processes and systems are in place which result in recruitment, induction, support, evaluation, development, and retention of high performing staff. The school executive must engage and empower accomplished teachers in a distributive manner, including support of teachers in day-to-day decisions such as discipline, communication with parents/guardians, and protecting teachers from duties that interfere with teaching, and must practice fair and consistent evaluations of teachers. The school executive must engage teachers and other professional staff in conversations to plan their career paths and support district succession planning. //**

4a. Professional Development/Learning Communities: The school executive ensures that the school is a professional learning community.

Internship Activities
 * Participated in planning sessions with teachers
 * Participated in PLC meetings and department meetings
 * Met with teachers by grade level to discuss benchmark test data and resources the teachers needed

 Coursework, Trainings and Readings
 * Facilitative Leadership Training: Practice and Reflection (Design Pathways to Action)
 * Distinguished Leadership in Practice Assignment - Assessing Professional Learning Teams in Your School
 * Clinical supervision/classroom evaluation assignments

 Selected Artifacts


 * 4b. Recruiting, Hiring, Placing and Mentoring of staff ** : The school executive establishes processes and systems in order to ensure a high-quality, high-performing staff.

Internship Activities
 * Served on hiring team for reading teacher and exceptional children teacher
 * Completed the NC Teacher Evaluation for 6 teachers for this school year including pre and post conferences
 * Reinforced teachers’ self-confidence (acknowledge them for specific accomplishments via personal notes, post-conference forms with teacher strengths listed)

Coursework, Trainings and Readings
 * Facilitative Leadership (Coach for Performance)
 * DLP Training on using the coaching method
 * NELA Assessment Day – Teacher Improvement Plan

Selected Artifacts


 * 4c. Teacher and Staff Evaluation ** : The school executive evaluates teachers and other staff in a fair and equitable manner with the focus on improving performance and, thus, student achievement.

Internship Activities
 * Conducted pre-conferences, teacher evaluations, and post conferences; gave timely feedback
 * Review of observation cycle: video recording of pre-observations and post-observations and review with Executive Coach
 * Participated in debrief sessions with principal following evaluations and observations
 * Monitored and adjusted methods of evaluation and feedback sessions to meet needs of staff
 * Reviewed Professional Growth Plans of teachers beginning of the year and mid year.

Coursework, Trainings and Readings
 * Teacher Evaluation Practice and Reflection assignment for Teacher Evaluation training/class
 * Conducted peer evaluations using NC Teacher Evaluation Instrument as a teacher
 * Crucial Conversations and Conflict Resolution training
 * Operation NELA: Fellow 1:1 with a Teacher
 * // Working With and Evaluating Difficult School Employees // (Eller and Eller, 2010)

Selected Artifacts