Urban Park Elementary School Action Plan 2012-2013

Urban Park Elementary School Action Plan 2012-2013

• Based on DISD Climate Survey, staff will score an average of 80% on six questions for philosophy in November 2012 and March 2013.
• Based on DISD System Review, Urban Park Elementary will achieve “proficient” or higher in the area of philosophy and “proficient” on accomplishment of Action Plan.
• 80% of teachers at Urban Park can identify all “Core Beliefs” as measured by the climate survey at the end of November 2013 and March 2013.

• Ms. Torres and Mr. Luedecke will review the developed mission, vision, Core values, and goals from May 2012 with staff by focusing on the professional philosophy by September 2012.

• Review how to write effective goals prior to September20012
• Conduct goal setting conferences with each employee and ensure all employees have a at least 2 specific goals for Professional Growth with measurable indicators of success September 13, 2012: one goal must be a student achievement goal ) 80% of students are proficient or above on DISD/Urban Park assessments

• Implement Urban Park Action Plan with fidelity

• Conduct activities and discussions during PLC’s and staff meetings on DISD/Urban Park “Core Beliefs” and Destination 2020
• Ms. Torres and Mr. Luedecke will conduct team building exercises and core belief and Destination 2020 activities 2020 during PLC’s and monthly staff meeting.

• Administrative team will regularly recognize staff by writing positive notes or thank you notes each monthly for all staff.
• Ms. Torres will provide regular updates on the Panther Press (weekly newsletter) and Principal Update Memo (monthly).
• Ms. Torres and Mr. Luedecke will embed and work with staff on the key concepts of Destination 2020 and the DISD Action Plan 2012-13 during PLC’ and staff monthly meetings.
• Administrative Team and The Instructional Core “A” team will conduct reviews of Urban Park Action Plan monthly.
• Administrative Team and The Instructional Core “A” team will conduct 4 action planning sessions for staff input in April and May of 2013.
• Conduct a building climate survey by November, 2013 and March 2013.

• Staff will describe and identify key action goals of Destination 2020
• Staff will identify their individual professional philosophies and understand the impact it has on effective teamwork.
• Staff will make a commitment to transfer their professional philosophy to their actions during the school year 2012-13.
• Staff will learn and be able to identify and participate in core beliefs activities during PLC’s and monthly staff meetings.
• Staff will comprehend and execute the building action plan.
• Staff will understand their role in the school action plan as evidenced on the district survey.
• Staff will participate and offer input in action planning sessions in April and May 2013 and throughout the school year.

• Coordinate PLC/Staff Meetings:

1. Action Plan Review

• Implementation
• Evaluation Process-Professional Goal Setting Conferences, Formal Observations, Spot observations, Annual Summative Conferences

1. Core Belief Activities
2. All staff complete Climate Survey-November 2012 & March 2013
3. Systems pre and post presentation review
4. Assessment-schedule, implement/score with fidelity

• Instructional feedback: As measured by Urban Park spot observations

• Out of 296 spot observations, 80% of teachers will average 1.5 or higher on lesson objectives by December, 2012 and will increase to 2.0 in May.
• Out of 296 spot observations, 80% of teacher will average 1.5 on student engagement or higher by December, 2012 and will increase to 2.0 by May, 2013.
• Out of 296 spot observations, 80% of teachers will average 1.5 on demonstrations of learning (DOL’s) or higher by December and will increase to 1.75 by May, 2013.
• By October 80% of tested common assessment standards are vertically aligned, and will increase to 90% by December and 100% by March, 2013.

• Strengthen Curriculum alignment

• Supervise and assist the campus leadership team on monitoring the use of district and school curriculum maps and instructional calendar and provide feedback to teachers regarding their teaching of the guaranteed and viable curriculum beginning August, 2012
• Train teachers on the use of Demonstrations of Learning (DOL’s) feedback to teachers on written instructional feedback forms (teachers will be required to post (lesson objective and DOL’s)
• Provide on-going professional development and feedback for teachers in order to support purposeful instruction, alignment and engagement
• Facilitate data discussions during PLC’s and grade level meetings

• Student Achievement

• Provide on-going staff development on lesson objectives, student-teacher engagement (bell-to-bell instruction//time on task, multiple response strategies, and check for understanding) and provide effective feedback through spot observations and staff goal conferences to professional staff throughout the year.

• Curriculum and Assessment

• Develop individual goals that are aligned to school wide goals
• Teach the guaranteed and viable curriculum
• Develop assessment, activities and lesson objectives based on the instructional calendar and mapping curriculum
• Become aware of the curriculum of previous and subsequent grade levels
• Administer DISD and campus assessments throughout the year
• Develop, post, and use lesson objectives and demonstrations of learning (DOL’s) in classroom instruction
• Analyze the alignment of assessments with the instructional calendar
• Utilize district resources (My data portal and Curriculum Central) to develop lessons

• Student Engagement

• Engage students through purposeful and planned instruction including multiple response strategies, checks for understanding, bell to bell instruction, and other strategies at a proficient level
• Select and use appropriate instructional strategies matched to the demonstration of learning (DOL’s)
• Provide individual student with a variety of opportunities to demonstrate learning through a variety of response formats

• Monday- PLC’s
• Tuesday- Grade Level Meetings
• Thursday- Staff Development

• 80% of students are successful on assessments and DOL’s by November, 2012 and increases to 90% in March, 2013
• Out of 100 spot observations of classrooms from August to November, 2012, 80% of teachers receive a 2.0 on student engagement strategies and increases to 90% in March, 2013.
• Out of 200 spot observations, 80% of teachers will score a 1.25 on DOL strategies and purposeful instruction by first semester end, increasing to an average of 1.5 by May, 2013.

• Monitor the use of District curriculum maps and provide effective feedback to teachers regarding their teaching of the guaranteed and viable curriculum beginning in August, 2012.
• Train teachers on the use of demonstrations of learning and provide DOL effective feedback to teachers on written instructional feedback forms (teachers will be required to post DOL’s)
• Provide ongoing professional development and effective feedback for teachers on the development of DOL’s, student engagement, RtI and EXCEEDS
• Monitor and analyze data to provide support and effective feedback to staff on interventions and student groups
• Monitor individual class data to provide support and effective feedback and accountability for all teachers to show gains in student achievement
• Assist and supervise in the development of profiling templates
• Conduct data conversations and goal setting conferences in September, 2012 and May, 2013

• Provide on-going training for staff on student-teacher engagement (bell to bell instruction, multiple response strategies, and check for understanding) to teachers by September, 2012.

• Plan and submit weekly lesson plans aligned to the DISD curriculum map
• Teach the guaranteed and viable curriculum
• Administer DISD and Urban Park assessments
• Develop, post, and utilize demonstrations of learning (DOL’s) for classroom instruction
• Document RtI strategies in EXCEEDS and refer to SST when necessary

• Engage students’ through purposeful and planned instruction including multiple response strategies, check for understanding, bell to bell instruction and other strategies at a proficient level
• Select and use appropriate instructional strategies matched to the demonstration of learning
• Provide individual students with a variety of opportunities to demonstrate learning thorough a variety of response formats

• Action Plan Review-status
• Lesson Objectives
• DOL’s
• Engagement
• Alignment
• Rigor/Critical Thinking

• PLC’s
• Staff development
• Grade level planning-Student Proficiency-data

• Administration will guide and support Counselor and staff regarding Rachel’s Challenge Program
• Administration will provide effective feedback and accountability regarding behavior management and engagement
• Administration will develop, a Positive Behavior incentive program(Panther Loot’s to utilize in the Panther store) to align with Urban Park goals that supports Rachel’s Challenge and include:

• Staff development on Rachel’s Challenge program(classroom, hallway, bathroom, cafeteria, assemblies)
• Calendar of student training regarding Rachel’s Challenge in September 2012
• Calendar of family training and communication regarding Rachel’s Challenge in September 2012

• Level II and Level III office referrals will decrease from 2011-12 DISD Office of Student Discipline data from the Student Discipline Management data system from habitually disruptive behavior in-class and defiance of authority.

• Administration will track office referrals in the DISD Student Discipline Management System

• 100% of teachers will incorporate the Kagan and Mendler’s Behavior techniques and

• Provide on-going review of Allen Mendler’s Power Struggles, Successful Techniques for Educators Rachel’s Challenge Program, Panther Loot Positive Behavior Incentive Program and Kagan’s Win Win Discipline.
• Administration will monitor discipline data in the DISD Student Discipline Management System monthly and provide staff with immediate feedback regarding purposeful instruction and engagement.
• Ensure teachers are implementation suggestions provided by Administration, counselor and Rachel’s Challenge program
• Administration will conduct routine spot observations and provide staff with immediate feedback regarding purposeful instruction and engagement

• Utilize professional development strategies in the classroom (Mendler-Power Struggles, Successful Techniques for Eduators, Rachel’s Challenge Program, Panther Loot Positive Behavior Incentive Program and Kagan’s Win Win Discipline)
• Implement suggestions provided by Administration and Counselor to increase and promote positive student behavior
• Monitor student discipline data and have conversations with students, parents, counselor

• Provide training regarding Rachel’s Challenge and Positive Behavior Incentive Program
• Provide teachers with information for parents of Positive Behavior Incentive Program
• Implement calendar and training