new charter school application evaluation process 2016

New Charter School Application Evaluation Process

Presented to the SCSB on October 13, 2016

By DeLaina Tonks PhD Student

Brigham Young University

Began August 2015

Completed September 2016

Intent to Apply

SCSB Pre- Screening Application

SCSB Screening Interview

Full Application

Reader Review

New Charter Schools Application Evaluation Process

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2

3

4

5

SCSB Review & Interview

SCSB Approval or Denial

USBE Committee Vote

USBE Vote

New Charter Schools Application Evaluation Process

Governing Board Interview

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7

8

9

10

Evaluation Question 1:

Does the Governing Board Interview piece of the application

process add value, and if so, how?


What are areas of improvement for the new charter schools application process?


What are the strengths of the new charter schools application

process?

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19

10

4

Stakeholders

2014-2015 applicants

2015-2016 applicants

2014-2015 &2015-2016 interviewers

2014-2015 SCSB members & staff


Does the Governing Board Interview piece of the application

process add value, and if so, how?

87.18% of applicants

Agree/Strongly Agree that the GBI adds value.

Applicants

90.00% of interviewers

Agree /Strongly Agree that the GBI adds value.

Interviewers

Defines

Helps applicants define school model (SpEd, budget, personnel).

Applicants

Prepares

Prepares applicants for SCSB Interview.

Applicants

Provides Networking

Facilitates networking

with charter pros.Applicants

Allows for Feedback

Applicants

Provides helpful feedback, and improves application overall.

Identifies Capacity

Helps to identify capacity.

Interviewers

Clarifies

Clarifies intentions.

Interviewers

FacilitatesMentoring

Provides opportunity for mentoring.

Interviewers

The Governing Board Interview piece of the application

process adds value in a variety of meaningful ways for

interviewers and applicants.

Lacks Continuity

Disconnect between GBI, SCSB, and USBE.

Applicants

Lacks Consistency

Differing opinions between SCSB and USBE.

ApplicantsInterviewers

Perceived Favoritism

A couple of applicants felt the interviewers

favored a certain model. Applicants


The Governing Board Interview piece of the application, while

valuable, can be improved.

Timeline

1. Provide a timeline of events so the applicants and

interviewers understand the process from start to finish in order to manage expectations

Roles

2. Clearly define roles of each decision-maker who has a say in the process

to decrease confusion.

Authority

3. Post and/or review scope of authority of each entity so the

applicants understand who is responsible for what.

Common Errors

4. Provide a list of common errors to be aware of during

the application process so applicants can avoid them.


What are areas of improvement for the new charter schools application process?

Keep GBIApplicants and interviewers indicated their support for keeping the GBI even in the responses to the areas of improvement.

Informative

Applicants and interviewers indicated they learned a lot from the overall application process.

There wasn’t enough time to conduct the

interview appropriately.

Duration

Applicants

TimingNot enough time to adjust between GBI

and SCSB interviews.

Applicants

Accountability

Hold applicants accountable to the

process.

Interviewers

Reliability

Only one set of readers reviewed each application.

Interviewers

TrainingHelp applicants know all the steps of the process

and understand them well.

Interviewers

Duration

1. Expand the amount of time or narrow the focus of the GBI on

areas of improvement.

Timing

2. Allow enough time in between the GBI and the final deadline for

the application submission for applicants to finalize based on

interviewer feedback.

Dealbreakers

3. Identify items up front that could delay or terminate a school

for accountability purposes. Outline that if x doesn’t happen

by x date, the school will be delayed or closed.

Training

4. Train each stakeholder (applicants, staff, SCSB, USBE)

on each aspect of the entire process to ensure fidelity.


There are several areas of improvement including

timing, duration, awareness of dealbreakers,

and additional training.


What are the strengths of the new

charter schools application process?

Sound Process

Overall, the applicants and interviewers determined the

process was not only valuable but sound.

Multi-step VettingProviding checks and balances

vets schools appropriately.

Applicants

Multiple Stakeholders

Interacting with many stakeholders strengthens the

application process.Applicants

NetworkingThe applicants enjoyed networking with charter pros and SCSB staff. Getting to know others in similar

situations was beneficial.

Applicants

MissionNow that the SCSB has developed

guiding principles; mission, vision, values, it should make the

vetting process easier.

Interviewers

MentoringThe Governing Board

Interview allows space for mentoring, with charter

experts teaching applicants.

Interviewers

More board members, fewer administrators, fewer interviewers,

more SCSB members.

GBI Composition

Applicants

Additional preparation for applicants to know

what to expect.

Training

Applicants

Lack of consistency; interviewer perceptions varied from SCSB

and/or Utah State Board of Ed.

Perceived Disconnect

Interviewers

Feedback

1. Solicit stakeholder feedback annually in order to make

continuous improvements to the new charter school

application evaluation process.

Networking

2. Facilitate communication among stakeholders by providing

opportunities for new applicants to interact w/seasoned charter

professionals.

Best Practices

3. Formalize the sharing of best practices. Applicants

have innovative ideas, pros know what works. Both

benefit from sharing.


There are a variety of strengths including a sound process, multiple steps and

stakeholders, mission, mentoring, and networking.

New Charter School Application Evaluation ProcessPresented to the SCSB on October 13, 2016 by DeLaina Tonks

new charter school application evaluation process 2016

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