Workforce Focus Marty Moore, Exec. Dir., Leadership Academy Jed Stus, Exec. Dir., Professional Development Dale Ellis, Ass’t. Supt., Human Resources

5.1 Workforce Engagement Strengths Valid, systems-based evaluation system including aligned Individual Growth Plans

Evaluation Process Systems-based Growth Model District, School, Classroom Web based management

5.1 Workforce Engagement Strengths Motivated faculty and staff developed through multiple communication processes

I-SS Two-way Communication Model Leadership District Strategic Plan Cabinet Meeting/Notes North Carolina Professional Standards SIP/DIP Coaching Distributive Leadership Cross-functional Teams Stakeholders Professional Learning Communities IGPs Teacher Working Condition Survey Classified Working Condition Survey Professional Development Survey Advisory Groups Two-way Communication

5.1 Workforce Engagement Strengths Use of gap analysis through School and Department Improvement Plans to close achievement gaps and attain high performance.

5.1 Workforce Engagement School and Department Improvement Planning Processes that are: Collaborative Cross-Functional Distributive Empowering

5.1 Workforce Engagement Clearly Defined Gap Analysis Processes Systematic Data Analysis Process 360° Evaluation of Leadership Team SWOT (Strengths, Weaknesses, Opportunities for Improvement, Threats)

5.1 Workforce Engagement I-SS Succession Plan builds leaders at all levels and ensures sustainability

I-SS Approach for Leadership Development Strategic  Instructional  Cultural  Managerial  Human Resource  External Development  Micro-Political Assistant Principal Instruct. Facilitator Teacher as Leader Principal Senior Leader See page 16 of handout for full illustration

5.2 Workforce Environment Strengths Work accomplished through the ISS models to Raise Achievement and Close Gaps (RACG) and the Aligned Effective and Efficient Support Process (AEESP) models

See pages 1-2 of handout

See pages 1-2 of handout

5.2 Workforce Environment Strengths Interview screening processes are closely aligned with I-SS’ core competencies and with the district models for: Raising Achievement and Closing the Gap Aligned Effective and Efficient Support Operations Model

7.4 Workforce-Focused Outcomes Strengths Favorable trend in local supplement across 5 years in both dollars and percentage Favorable trend in HQ teachers across all years reported. 100% of TA’s meet the federal definition of Highly Qualified Favorable trend in Worker’s Compensation resulting in cost savings to district that is funneled away from premium and back into the classroom

Contact Information Marty Moore Jed Stus Dale Ellis