ready to learn isd hr p johnson
TRANSCRIPT
Ready To Learn Independent School DistrictDepartment of Human Resources
Priscilla Dawn JohnsonEDUL 7023: Dr. Douglas HermondMay 8, 2010
Mission Statement for Ready To LearnDepartment of Human Resources
WE will sustain high academic achievement of all Ready to Learn students by recruiting, selecting, retaining, and supporting a diverse and highly talented staff. WE will train and educate our staff to be fluent in technical trends, cultural responsiveness, and excellent gatekeepers for the opportunities WE open for our students. WE are the voice for all staff, the developers of many, purposed to serve our students, who are Ready To Learn.
HR Strategic Goals
Provide the best available staff for student achievement and staff development Train a diverse workforce fully engaged with students Develop student teachers and ensure their success Provide teachers the opportunities to lead in our supporting departments Provide training for teachers who instruct the Substitute Academy Implement individual development action plans for teachers Encourage parent and community participation through quarterly newsletters,
parent conferences each semester, and maintaining a dynamic website
Organizational Structure
Organizational Structure
Departments Supporting Student Learning
Power and Authority StructureProfessional Bureaucracy with Shared Decision Making
CompensationPerformance-Pay for Teachers
The Center for Teaching Quality: TeacherSolutions℠ Model
A TeacherSolutions report by 18 of the nation’s best Teachers: Center for teaching Quality, 2006
CompensationPerformance-Pay for Teachers
A Professional Compensation Framework, Designed for a Competitive Metropolis
Base salary range (negotiable)
Career Salary Supplements
Student Learning
Knowledge & Skills
Market Needs
Leadership Base and Career Pay
Novice $30,000-$45, 000
Up to 5% Up to 5% Up to $5,000
Not ready for role &
reward
Up to $55,000
Advanced $46,000-$55,000
Up to 10% Up to 10% Up to $10,000
Up to 10% Up to $85,000
Expert $56,000-$70,000
Up to 15% Up to 15% Up to $15,000
Up to 15% Up to $130,000
We gratify certain needs, called MOTIVATORS:
• Achievement• Recognition• Work itself• Responsibility• Advancement
Yet, we also recognize fulfillment of hygiene needs:
• Relations• Supervision• Policy & administration
working conditions, and salaries
• Personal life
Rewarding & Motivating our Teachers
Motivators
How We Motivate Our Teachers
How We Reward Our Teachers
Technical Core of our SchoolFocus: Cognitive & Constructivism
Our learning culture is based on cognitive development and social constructivism:
We believe:
We teach:
Technical Core of our SchoolFocus- - -> Cognitive & Constructivism
Technical Core of our SchoolHow we Teach Students to Learn
• Cognitive ApproachInformation processingKeep student’s
attentionOrganization skillsPractice techniquesVerbally empower
students to learn • Learning Tactics
– Note taking– Mnemonics– Visual aids
• Social ConstructivismSocial interactionCultural toolsActivities to shape
development• Cultural tools
– Math instruments– Computers/internet– Symbolic tools
– Maps, signs, and codes
Technical Core of our SchoolTeaching Strategies
Motivating Students“It only takes a spark to get a fire going, and soon all those around warm up to its glowing…”
1st day: Teachers tell of their passion for learning
Observe students and make records of all learning styles
Create supportive relationships with students through
encouragement, attention, & feedback
Create an atmosphere where students want to work
hard for someone
Provide standards and structure
Let them know what they have to do to succeed
Relate assignments to real life (bring current event
articles to class)
Vary delivery of instruction
Use visual aids (technology, internet, social
networks
Reward success with verbal praise and trinkets
Help students build their character by focusing on
1 character trait/week
Teach goal setting by having students write down
3 goals/week
Teach accountability, were goals met?
Have students answer the “big” question 3 x’s per
week: “did I do my best?”
Incorporate team building exercise to teach
importance of helping others
Research Questions1. Does the teacher-student relationship have an influence on student
motivation to learn?
1. Does shared decision making have and adverse impact on teacher job performance?
1. Does the “pay for performance” model have an impact on student achievement?
1. What is the correlation among well-trained substitute teachers and student performance?
ReferencesAmes, R. and Ames, C. (nd). Nine ways to motivate your students. Journal of Educational Psychology. Retrieved May 5, 2010 from
http://www.imakenews.com/achievement/Nine_Ways_to_Motivate_2006.pdf
Cambridge Public School (2009). Goals for 2008-2009. Retrieved April 30, 2010 from http://www.cpsd.us/schcomm/goals.cfm
Center for Teaching Quality (2007). Designing a system that students deserve: A TeacherSolutions Report. Retrieved May 7, 2010 from http://www.teacherleaders.org/sites/default/files/TS2008_0.pdf
Craven, H. (nd). Lighting the learning fire. Retrieved May 5, 2010 from http://www.inspiringteachers.com/classroom_resources/articles/curriculum_and_instruction/learning_fire.html
Hoy, W. & Miskel, C. (2008). Educational Administration: Theory, research, and practice (8 th ed.). New York, NY: McGraw-Hill.
Hopkins, G. (2008). 25 ways to motivate teachers. Education World. Retrieved April 30, 2010 from http://www.educationworld.com/a_admin/admin/admin289.shtml
Kostelecky, K., & Hoskinson, M. (2005). A "NOVEL" approach to motivating students. Education, 125(3), 438-442. Retrieved from Professional Development Collection database.
Murphy, E. (1997). Characteristics of constructivist learning and teaching. Retrieved April 20, 2010 from http://www.ucs.mun.ca/~emurphy/stemnet/cle3.html
NDT Resource Center (2010). Teaching with the constructivist learning theory. Retrieved April 30, 2010
fromhttp://www.ndt-ed.org/TeachingResources/ClassroomTips/Constructivist%20_Learning.htm