Presentation on theme: "Office of Transformation Rhode Island Academy for Transformative Leadership An Overview of The Aspiring Turnaround Leaders Program 2013-2014 Partnering."— Presentation transcript:
Office of Transformation Rhode Island Academy for Transformative Leadership An Overview of The Aspiring Turnaround Leaders Program Partnering to build and support school leadership capacity to transform schools in Rhode Island The contents of this presentation were developed under a Race to the Top grant from the U.S. Department of Education. However, those contents do not necessarily represent the policy of the U.S. Department of Education, and you should not assume endorsement by the Federal Government.
Webinar Agenda Vision behind RIDE’s Aspiring Turnaround Leaders Program Overview of program for Selection process and key dates Questions & answers
Turnaround Leaders Program Vision Developing a Vision Leading Instructional Improvement Building Strong Teams Building Capacity Aligning Resources with Vision It’s about the work.
Turnaround Leaders Program Vision What skills, knowledge, and dispositions does a Rhode Island turnaround leader need? What’s hard about it? What is the best way for you to learn these things? It’s about you.
Turnaround Leaders Program (TLP) Overview Modeled after NYC Leadership Academy’s Aspiring Principals Program (APP) APP entering its 10 th year –APP grads represent 1 in 6 principals in NYC public schools –98% placed in leadership positions (84% as principals and 14% in other leadership positions) –Independent study results show accelerated achievement in ELA and mathematics APP recognized as national model by USDOE, Bush Institute, and Rainwater Leadership Alliance Other school systems nationally are adapting APP for their own contexts (e.g. Delaware, Denver, Massachusetts)
TLP Approach Problem-based and action learning Put people in the actual work: develop the muscle memory Learning driven by comprehensive problem scenarios and authentic, school-based challenges
TLP Approach Team learning Build relationships among people struggling with similar challenges −The team works together on projects −Develop collaborative, interpersonal, and meeting management skills Leverage and disseminate participants’ knowledge and best practices
TLP: How It Works 3 Week Summer Intensive in 2013 (July 29 – Aug 16) Fulltime in-school residency begins first day of school in assigned residency district Monthly training sessions (2-3 days each month) Participation in 2-week Summer Institute in June-July 2014 to transition into principal role in August 2014 Early career coaching support
What Participants Gain Content and leadership knowledge and skill development Lasting bonds with a community of school leaders committed to improving outcomes for children and youth across Rhode Island Honest and constructive feedback about your leadership strengths and weaknesses Coaching and support in leveraging your areas of strength and developing skills in areas of weakness Opportunity to “practice the principalship” in a safe environment that reflects realities of Rhode Island high-needs schools
Turnaround Leaders Program (TLP) Selection Process Goal: Recruit, select, and prepare passionate, high-potential educators to assume leadership of Rhode Island’s identified schools. Nationwide recruitment effort to attract top-tier candidates Competitive process to select 8 participants Rigorous, standards-based 12-month program, including training, fulltime residency with mentor principal leading to readiness to assume leadership of a school in Fall 2014.
TLP – Sample Standards Personal Behavior Resilience Communication Focus on Student Performance Situational Problem-solving Learning Accountability for Professional Practice Supervision Leadership Development Climate and Culture Time, Task, and Project Management
Pre-requisites for Acceptance into the Turnaround Leaders Program 3 years of experience teaching in grades K-12 Master’s Degree required: 3.0 GPA in undergraduate and graduate school 3-year commitment to Rhode Island public schools
What We Are Looking for during the Application and Interview Process Evidence of and potential for significant growth in: Instructional knowledge/expertise Desire to lead a priority, focus or warning school Evidence that the candidate has been able to make strides in closing the achievement gap Professional integrity & resilience Willingness to be self-reflective and a public learner Ability to work in groups successfully Commitment to continuous learning
Application Process/Key Dates Application Deadline: Friday, March 29, 2013 Application: Download at Application Process: March 29, 2013 – Online application received with essays, educational and employment history, two written references, transcripts April 2, 2013 – Interview invites sent via April 9, 2013 – Group Interview (hold the date) April , 2013 – Individual interviews (by invitation only) April 30, 2013 – Notification of selection