Continuous Improvement Plan Melissa Genson Change Leader Sunrise Elementary School R-XVI School District

Quick Overview Identify School Needs School Data Plan of Action How to Implement Plan

Current Situation- School Climate Needs Assessment Current Situation- School Climate What Is Working? What Needs Improvement? Outcome of Current Climate Several teachers enjoy spending time with each other inside and outside of school The community is very involved in some events in the school but these vary based on the grade level. The school has made efforts to attract more community members into the building. Some grade level teachers are very cooperative with each other and use plan time to plan together. The community speaks poorly of the school. Students do not respect their building, teacher or classrooms. Even teachers speak poorly about their fellow teachers or administrators. High turnover of teachers. Low test scores. Low Pay for teachers. Low attendance of both teachers and students. Because teachers do not take pride in where they work, students do not take pride in the school either. Because students do not take ownership in their education, there is a lack of motivation and therefor a lack of proficient test scores. The school has a high turnover rate of good teachers due to a “clique type” environment which is not welcoming. Lack of community support means lack of voter support to raise teacher pay, leading to higher teacher turnover rates. What is our struggle? Creating a welcoming and nurturing environment with buy-in from all involved. What is our goal? To create a welcoming and secure environment conducive to producing motivated and high achieving staff and students.

MO Administrative Standard #2: Desired Measurable Outcomes: Needs Assessment MO Administrative Standard #2: Teaching and Learning Education leaders have the knowledge and ability to ensure the success of all students by promoting a positive school culture, providing an effective instructional program that applies best practice to student learning, and designing comprehensive professional growth plans for staff. ISLLC Standard 2: A school administrator is an educational leader who promotes the success of all students by advocating, nurturing, and sustaining a school culture and instructional program conducive to student learning and staff professional growth. Desired Measurable Outcomes: 40% of students meeting NWEA estimated growth. 90% Retention rate of teachers and staff. 100% of students assigned school jobs. 95% attendance for teachers, staff, and students.

- Angus J. MacNeil (Effects of school culture) Sunrise School Data “Strong school cultures have better motivated teachers. Highly motivated teachers have greater success in terms of student performance and student outcomes.” - Angus J. MacNeil (Effects of school culture)

What’s the Plan? Community Attitude Staff Attitude Student Attendance Student Test Scores Form a Community Committee Reevaluate Communication with families Form a Social Committee Cross Grade Level Buddies Designated days for vertical alignment collaboration Designated Job to every student. One staff member to monitor and encourage every job. Tracking attendance in the classroom Competition between grade levels and staff, with rewards. Whole school graphing One grade level summative pre-test and post-test, comparing growth, per quarter. Reading and Math. School Wide RTI Time

Desired Measurable Outcomes: Plan of Action The desired outcomes are the main goals that we have set for the school. These may seem overwhelming at first. However, the Continuous Improvement Plan attached details how we are going to reach these outcomes. Desired Measurable Outcomes: 40% of students meeting NWEA estimated growth. 90% Retention rate of teachers and staff. 100% of students assigned school jobs. 95% attendance for teachers, staff, and students.

Continuous Improvement Plan Overview Test Scores: Grade levels will work as a team to create one common pre-test and post-test per quarter, for Math and ELA. These tests will correlate with state standards and will show the learning gain score for each class. These will be submitted to the principal. All classes will utilize a 20-30 minute RTI time per day. Students will work on their most needed subjects during this time. Student Attitude: Students will take a front running role in changing their own attitudes by taking on leadership roles in the school. Each student will be partnered with another student to do a specific job. Older students will be given the opportunity to lead. 5th graders will be partnered with 3rd graders. 4th graders will partner with 2nd graders. Jobs may include but are not limited too, hall monitors, breakfast helpers, morning greeters, assembly leaders, etc. Staff Attitude: First, a social committee will be put in place. This committee will organize one social event outside of school for all staff once a quarter. They will also be tasked with organizing monthly potlucks for the entire staff. Each grade level will have one day a week that they will be encourage to plan together during their plan time. Each classroom will partner with another classroom of a different grade level for partner reading. Lastly, vertical collaboration will be worked into professional development time. Attendance : All teachers will track student attendance every day. 10 days of perfect attendance will be rewarded. Grade level attendance will be graphed in the main hallway to encourage competitiveness and the grade with the best monthly attendance will be rewarded. Staff attendance will also be tracked and graphed in the hallway to encourage competitiveness. Staff members with perfect attendance may be rewarded quarterly. Community Attitude: We will start by forming a committee tasked with reaching out to the community, creating events to pull the community into the school, providing ideas of ways to incorporate and celebrate the uniqueness of our community in our lessons and activities. This committee will also focus on ways that we can give back to our community. Teachers will start the year by calling and emailing parents to introduce themselves. Before ever making a disciplinary call, all parents should have heard a positive call from the teacher. It is the goal of the school to encourage parents to work with us, not against us. Continuous Improvement Plan Overview

Leading Student Jobs 1. 2. 3. 4. 5. Community Committee 1. 2. 3. 4. Social Committee 1. 2. 3. 4. Leading Student Jobs 1. 2. 3. 4. 5.

Implementation of Plan Sunrise Elementary School will implement this plan at the beginning of the 2017-2018 school year. With the help of the school principal, counselor, and our team of teachers, we will effectively collect data, implement crucial instruction and strategies, while encouraging a welcoming and contagiously positive environment.

Notes School Improvement Plan: What are our school’s needs? What does our data show? What is a Continuous improvement plan? Our continuous plan focuses on: Community Staff Students Attendance Test Scores My Expectations:

Resources Sunrise Continuous Improvement Plan Missouri Administration Standards https://dese.mo.gov/sites/default/files/LeaderStandards.pdf Interstate Leaders Licensure Consortium Standards http://www.ndlead.org//site/Default.aspx?PageID=506 The effects of school culture and climate on student achievement http://www.tandfonline.com/doi/citedby/10.1080/13603120701576241?scroll=top&needAccess=true