Standard 3: Cultural Leadership
School executives will set high standards for the professional practice of 21st century instruction and assessment that result in a no-nonsense, accountable environment. The school executive must be knowledgeable of best instructional and school practices and must use this knowledge to cause the creation of collaborative structures within the school for the design of highly engaging schoolwork for students, the on-going peer review of this work and the sharing of this work throughout the professional community.
The artifacts provided below will demonstrate proficiency towards the North Carolina School Executive Standards. Artifacts represent residencies at two schools in Wilson County: Elm City Elementary and Wells Elementary.
Element IIIa. Focus on Collaborative Work Environment: The school executive understands and acts on the understanding of the positive role that a collaborative work environment can play in the school's culture.
Collaboration is key to a positive school culture. After receiving the lowest health grade in the county at Wells Elementary, I held a meeting with my principal and custodians to discuss how we could work together to improve our health grade. I created a cleanliness checklist for each area of the building based on the cleanliness report, laminated them, and put them in the appropriate areas. The custodians felt that this was a great idea to make sure that everyone was on the same page.
When transitioning to Wells Elementary, I had to take over many committees, as well as collaborate with multiple committee members when discussing events throughout the year. Having a common sheet with all teams and participants made it easy to communicate and collaborate through the year about ideas, events, and dates.
A task I had as the beginning teacher mentor coordinator was to keep up with the beginning teacher/mentor logs. I created a document that was shared with those participating in order to keep them informed of the documentation I needed to meet county requirements.
Cleanliness Checklist Wells Committee Spreadsheet
Collaboration is key to a positive school culture. After receiving the lowest health grade in the county at Wells Elementary, I held a meeting with my principal and custodians to discuss how we could work together to improve our health grade. I created a cleanliness checklist for each area of the building based on the cleanliness report, laminated them, and put them in the appropriate areas. The custodians felt that this was a great idea to make sure that everyone was on the same page.
When transitioning to Wells Elementary, I had to take over many committees, as well as collaborate with multiple committee members when discussing events throughout the year. Having a common sheet with all teams and participants made it easy to communicate and collaborate through the year about ideas, events, and dates.
A task I had as the beginning teacher mentor coordinator was to keep up with the beginning teacher/mentor logs. I created a document that was shared with those participating in order to keep them informed of the documentation I needed to meet county requirements.
Cleanliness Checklist Wells Committee Spreadsheet
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Beginning Teacher/Mentor Logs
Element IIIb. School Culture and Identity: The school executive develops and uses shared vision, values and goals to define the identity and culture of the school.
As a PBIS (Positive Behavior Intervention and Supports) team member at Elm City Elementary, I was able to attend PBIS module 1 training through NCDPI for the county. I took information back to the PBIS team in regards to initiatives that were being implemented correctly and areas for improvement. These recommendations helped frame our vision for PBIS for the school year and determine our goals.
As the administrative representation on the PBIS team at Elm City Elementary, I was able to communicate discipline data to the team, help create rewards and celebrations for the 2017-2018 school year, and take areas of concern back to my principal as seen on the provided agenda. Items discussed stressed the culture of rewarding students for positive behavior and helping influence students to follow the expectations and rules.
One of the first items of need at Wells Elementary was a clearer representation of what warranted an office referral. In order to create and share a common vision in regards to discipline referrals, I was able to take guidelines set forth by the county and create a flowchart for teachers to utilize with emphasis centered around documentation.
PBIS Module 1 Training PBIS Agenda
As a PBIS (Positive Behavior Intervention and Supports) team member at Elm City Elementary, I was able to attend PBIS module 1 training through NCDPI for the county. I took information back to the PBIS team in regards to initiatives that were being implemented correctly and areas for improvement. These recommendations helped frame our vision for PBIS for the school year and determine our goals.
As the administrative representation on the PBIS team at Elm City Elementary, I was able to communicate discipline data to the team, help create rewards and celebrations for the 2017-2018 school year, and take areas of concern back to my principal as seen on the provided agenda. Items discussed stressed the culture of rewarding students for positive behavior and helping influence students to follow the expectations and rules.
One of the first items of need at Wells Elementary was a clearer representation of what warranted an office referral. In order to create and share a common vision in regards to discipline referrals, I was able to take guidelines set forth by the county and create a flowchart for teachers to utilize with emphasis centered around documentation.
PBIS Module 1 Training PBIS Agenda
Office Referral Flowchart |
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Element IIIc. Acknowledges Failures; Celebrates Accomplishments and Rewards: The school executive acknowledges failures and celebrates accomplishments of the school in order to define the identity, culture and performance of the school.
For staff:
During my residency at Elm City Elementary, I was able to create and help put several staff culture initiatives in place. The Eagle Pride Award was put in place to acknowledge a staff member that went above and beyond for the school and students. This recognition was given monthly.
The district put extreme emphasis on student and staff attendance for the 2017-2018 school year. At Elm City Elementary, we gave a certificate to all staff members with perfect attendance (along with a drawing for a gift card) to encourage staff to present all day, every day. Discussions centered around showing students the importance of attendance and the amount of instructional time lost due to absences.
Eagle Pride Award Perfect Attendance Award
For staff:
During my residency at Elm City Elementary, I was able to create and help put several staff culture initiatives in place. The Eagle Pride Award was put in place to acknowledge a staff member that went above and beyond for the school and students. This recognition was given monthly.
The district put extreme emphasis on student and staff attendance for the 2017-2018 school year. At Elm City Elementary, we gave a certificate to all staff members with perfect attendance (along with a drawing for a gift card) to encourage staff to present all day, every day. Discussions centered around showing students the importance of attendance and the amount of instructional time lost due to absences.
Eagle Pride Award Perfect Attendance Award
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For students:
Students at Wells Elementary were able to participate in a Christmas Cheer week to celebrate the upcoming holiday. I worked with the principal to come up with days of celebration that our students would participate in, as well as created a flier to send home.
Students at Elm City Elementary received an ice cream celebration for having the best attendance in the school for the month of October. I kept up with monthly attendance on a bulletin board; this sparked conversations about attendance and gave students a visual in order to encourage them to win the monthly ice cream party.
All of the initiatives that were put in place acknowledged areas of weakness and provided incentives for staff and students in the form of acknowledgement and rewards.
Christmas Cheer Week Flier Best Attendance Celebration
Students at Wells Elementary were able to participate in a Christmas Cheer week to celebrate the upcoming holiday. I worked with the principal to come up with days of celebration that our students would participate in, as well as created a flier to send home.
Students at Elm City Elementary received an ice cream celebration for having the best attendance in the school for the month of October. I kept up with monthly attendance on a bulletin board; this sparked conversations about attendance and gave students a visual in order to encourage them to win the monthly ice cream party.
All of the initiatives that were put in place acknowledged areas of weakness and provided incentives for staff and students in the form of acknowledgement and rewards.
Christmas Cheer Week Flier Best Attendance Celebration
Element IIId. Efficacy and Empowerment: The school executive develops a sense of efficacy and empowerment among staff which influences the school's identity, culture and performance.
I created the Staff Positive Office Referral while at Elm City Elementary. It was put in place for empowerment; any staff member could recognize another staff member for their positive actions.
During PLCs at Wells Elementary, administration discussed that any work posted outside of the classrooms needed to be quality and needed to be labeled with the standard and a description of the standard. One of our second grade teachers was the first teacher to complete this task so I sent her an email about her efficacy and my principal followed suit by giving her a shoutout on one of our social media sites.
Staff Positive Office Referral Email about Efficacy
I created the Staff Positive Office Referral while at Elm City Elementary. It was put in place for empowerment; any staff member could recognize another staff member for their positive actions.
During PLCs at Wells Elementary, administration discussed that any work posted outside of the classrooms needed to be quality and needed to be labeled with the standard and a description of the standard. One of our second grade teachers was the first teacher to complete this task so I sent her an email about her efficacy and my principal followed suit by giving her a shoutout on one of our social media sites.
Staff Positive Office Referral Email about Efficacy
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