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Talent Development Secondary TDS Strategic Planning process TDS Staff webinars May 2014.

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Presentation on theme: "Talent Development Secondary TDS Strategic Planning process TDS Staff webinars May 2014."— Presentation transcript:

1 Talent Development Secondary TDS Strategic Planning process TDS Staff webinars May 2014

2 Talent Development Secondary For the first time in history, the nation has crossed the 80 percent high school graduation rate threshold! nation-2013-2014-update/ But significant challenges remain for low income students, students with disabilities, young men of color, and the nation’s big cities

3 Talent Development Secondary 18 years ago, TDS began its journey to develop evidence-based practices to address the dropout crisis Middle and high school comprehensive reform models based on the existing evidence to demonstrate effectiveness Demonstrate impact, disseminate findings, and respond to requests MDRC’s evaluation of TDS models in Philadelphia TDS worked to influence the framing of federal school improvement policy and funding US Department of Education targeted high schools with graduation rates <60% for reform via school improvement grants TDS received a highly competitive $30M Investing in Innovation (i3) award 30 implementing middle and high schools in 10 major urban school districts, with 30,000 students) PHASE I 1995 PHASE II 2005 PHASE III 2007

4 Talent Development Secondary TDS is poised to change the education system’s approach to helping disadvantaged youth succeed Deepen Impact Improve Economics Extend Influence

5 Talent Development Secondary Customer Interviews Internal finances Potential funding streams State and federal policies Work Group: What can we do already, what training do we need to do, are there new positions we need?

6 Talent Development Secondary TDS Design Week Freedom to Re-think our own process based on insights from the field Identifying key areas or needs for work plans Prototypes for moving the work forward How to Communicate what TDS is? How to support EWS? How to Build Ecosystem and Lifecycle of Supports for Schools to move student from behind to ahead? How to create and sustain effective local teams?

7 Talent Development Secondary Timeline Business planning Design Week, Communication and Milestones Year 1 Roll Out Funding Decision to Support New Positions Implementation October March 2014 March – June 2014 June-July 20142014 2015 2016 2017 TD 6.0 Initiatives will be phased in over the course of the 3 years Bridgespan planning process Bridgespan + Design Week = Strategic Plan for TD 6.0

8 Talent Development Secondary TDS Strategic Plan Priorities Key Levers to enhance impact Establish local operating teams in priority communities Codify a portfolio of supports Strengthen TDS’s human capital and organizational effectiveness Policy focus in key states Leverage design thinking

9 Talent Development Secondary Establish Local Operating Teams in Priority Communities

10 Talent Development Secondary Local teams will ideally serve 4 to 6 full model schools 1 1 Local team serving 4 full model schoolsLocal team serving 6 full model schools Division Managers (3) Regional Directors (3- 4) Executive Director STFs* (4) Math IF (1) ELA IF (1) S4 Program Lead (1) Executive Director Deputy Director STFs* (6) Math IF (1.5) ELA IF (1.5) S4 IF (1) COO’s

11 Talent Development Secondary Developing the support structure Local Team National Support for finance, development, training, program design, and research New staff on-boarding process Professional growth plans Training opportunities Transition plans for new local sites Operations plans from intake to sustainability

12 Talent Development Secondary Over 3-4 years, TDS will establish local teams in priority states; TDS is currently in all but one (TN) VA PA NC MI WV KY LA* AR MN OK NV CA ID AL AZ CO FL GA IA IL IN KS MO MS MT ND NE NM NY OH OR* SC SD TN TX UT WA* WI WY AK HI DC NJ MD RI VT ME DE NH MA CT Actively pursue: 7 Monitor for opportunity: 10 Maintain current presence* (if applicable): 10 Current TDS presence Ranking criteria used: High need State has EWI Innovation zones National political influence Governor appoints CSSO/SEB Single party control of gov’t State/mayoral control State expenditure per pupil Long-term funding change Short-term funding change City Year presence Maintain current presence* (if applicable), but did not meet original filter for need: 25 Note: *OR and WA have low graduation rates and high need based on measures other than promoting power. LA did not meet the original need filter for one district, but two neighboring districts (EBR and Recovery) have high combined need and may present future opportunities. Does not include Guam. 1 1

13 Talent Development Secondary Codify an expanded portfolio of supports

14 Talent Development Secondary A strategic portfolio of school supports 2 2 An strategic portfolio will increase impact: TDS can reach a greater number of schools within a district with a larger portfolio of supports An strategic portfolio will increase economic sustainability: Standalone school supports can help a local team deepen and sustain relationships with its district(s) and create a point of entry for new schools/districts Full DN model TDS only model Early Warning Systems Freshman Seminar/ Mastering the Middle Grades Curriculum only schools or other developed products

15 Talent Development Secondary Light Touch Medium Touch Heavy Touch Technical Assistance (TA) Days Data tool Technical Assistance (TA) Days Data tool School Transformation Facilitator (STF) Technical Assistance (TA) Days School Transformation Facilitator Field Manager Range of supports for EWS only Level of Need Size and number of Initiatives Process Intake & Diagnostic Contract Planning Implementation

16 Talent Development Secondary Strengthen TDS’s human capital and organizational effectiveness

17 Talent Development Secondary Professional development and improved organizational practices Design, Development & Training Team Develop multi-year professional development sequence for teachers, principals, TDS staff, develop next generation interventions and supports, support spread of design thinking Increase skill set of existing staff: Field Managers’ transition to ED Expand IF repertoire across multiple skill sets Build STF leadership skills Expanding on-boarding of new staff Strengthen Internal and External Communications Improve operations around school support Strengthen process to guide schools from planning to implementation to sustainability Make new hires

18 Talent Development Secondary TDS Guiding Principles Decisions made closest to any given situation are more likely to be based on real time information, implemented, and sustained. Regular reflective practices improve performance by aligning actions with intentions. Collaboration adds value, insight, and promotes growth in individuals, communities, and their product. Sustained effort over time leads to success.

19 Talent Development Secondary TDS organizational structure: July 1, 2014 – January 1, 2015 Local Field Operations (interim) CEO Co - Directors Regional Director Local Team (FM, STFs) Training Director Division Managers (3)* Comm. Director Team Develop’t Director Forecasting Analyst Regional Director New position Existing Position Math IFs** ELA IFs** S4 IFs** STFs Launch Manager COO School Supports Policy Director Finance Manager COO Site Development Materials Director & Team 3 3 “Pre-Local” FMs “Pre-Local” STFs “Pre-Local” FMs “Pre-Local” STFs “Pre-Local” FMs “Pre-Local” STFs Diplomas Now Director & Dep. Director JHU Research and EGC

20 Talent Development Secondary Policy focus in key states

21 Talent Development Secondary Engage in field-building activities Hire and onboard Policy Director Identify and prioritize a subset of states to focus on to create improved conditions for success Seek opportunities to hold district-wide trainings on EWI and/or other TDS pillars to build capacity among a broader population of school leaders Partnerships For example: - EWS in NM - GradNation

22 Talent Development Secondary TDS will build up to 72 full model schools in active implementation by FY2018, and shift to priority communities I3 results released i3 Active full model implementation schools 112 94 70 50 48 56 64 72**

23 Talent Development Secondary What’s next May 8 th & May 14 th – Webinar and discussion – – Name the plan: Work continues from design week – New materials and prototypes – First positions to fill are posted EMCF proposal – June board meeting – New positions through EMCF will be posted in June – Local sites and operations for 2014-2015 will be identified

24 Talent Development Secondary What if I have questions? Communication Webinars – May 6 th, 8 th, and 14 th – TDS website: Regular email announcements Monthly newsletter Follow-up with your supervisor

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