Goal 3.1
Professional
preparation aligned with district priorities
Provide teachers, administrators, and staff with
high quality professional development aligned with district priorities.
Provide teachers, administrators, and staff with
greater opportunities to participate in highly qualified professional
development aligned with district priorities.
Work closely with area colleges and universities
in providing highly qualified professional development opportunities for our
staff.
Encourage an increased number of teachers to
participate in state and national curriculum projects with possible incentives
and recognition.
Focus staff development on specific skills that
support improved instruction.
Implement staff development addressing cultural
and socioeconomic diversity.
Goal 3.2
A system to recruit,
retain, and compensate a diverse corps of quality teachers, administrators, and
staff
Provide a compensation package competitive with
surrounding school districts.
Increase local teacher supplements to ensure a
more competitive environment with surrounding school districts for teacher
recruitment:
Increase teacher supplements for teachers
currently
receiving 7% to 10%.
Increase all teacher supplements to 12% while
maintaining the 14% supplement paid to our most
experienced teachers.
Increase tuition reimbursement for teachers and
administrators from the current $300 per semester and/or
$600 per year to $500 per semester and/or $1,000 per year.
Provide dental insurance for all district
employees.
Provide human and financial support to teachers,
administrators, and staff through greater collaboration with area businesses,
universities, and other community partners.
Expand the mentoring program to include not only
first-year teachers but other less experienced teachers, as well.
Enhance the Employee Discount Program and the
New Teacher Incentive Program with area business and community partners.
Encourage area businesses and community partners
to “adopt” a school and/or provide support to teachers for school and classroom
projects.
Develop partnerships with area colleges and universities
to improve teacher, administrator, and staff training.
Encourage area colleges and universities to provide
additional student teachers and interns to our schools.
Goal 3.3
A system to ensure
high performance of teachers, administrators, and staff
Reward staff for continuous improvement through
recognition and incentives.
Expand employee recognition program.
Develop and implement an employee incentive
program to support outstanding work.
Ensure that teacher assessment is aligned with
experience and performance.
Continue to use current evaluation instruments which
are aligned with experience and performance.
Investigate alternative evaluation models for
experienced teachers.
Create a staff development evaluation system
that reflects the impact of professional development on classroom instruction.
Goal 3.4
A system of
continuous learning and professional development to support high performance of
all employees
Increase funding to allow teachers,
administrators, and staff to participate in high quality staff development
activities.
Provide funding for substitute teachers and
other necessary expenses to allow for staff participation in professional
development activities.
Ensure that school staff development activities
are aligned with district goals.
Monitor all staff development to ensure
alignment with district goals.
Review Individual Growth Plans annually to
ensure that they are aligned with district and school goals.
Develop a system of assessing the effectiveness
of staff development activities.
Use +/D to evaluate effectiveness
of staff development activities at the conclusion of each activity.
Modify staff development delivery methods as
necessary.
Utilize skills of current staff in providing
appropriate in-house staff development.
Develop a comprehensive list of qualified staff
within our school district and their areas of expertise to lead a variety of
staff development activities.
Explore additional alternative instructional
delivery systems for staff development, such as distance learning, Web-based
instruction, and community college and other school district partnerships.
Goal 3.5
High ethical &
professional standards for all employees
Maintain hiring and monitoring practices that ensure
appropriate professional behavior.
Make sure that all staff receive a copy of the North
Carolina Code of Ethics for Educators each year.
Conduct criminal record checks on all new hires.
Follow up on reported staff misconduct and
investigate any alleged misconduct according to
Review the application process periodically.