ESTABLISHING A LEADERSHIP TEAM Benchmarks of Quality #1 Module 4 Revised 2011 Barbara J. Smith, Ph.D. Adapted Jan 2014 for TDOE Implementation Teams

Critical Element #1:

Why an Implementation Team? “…an adequate infrastructure increases the likelihood that recommended practices will be used to deliver services and supports to young children and their families…” “…when quality [evidence-based] practices are used consistently it is more likely that children and their families will experience positive outcomes.” Harbin & Salisbury, Sandall, McLean & Smith, (2000)

Team Check: Representation 1. Team has broad representation that includes at a minimum a teacher, administrator and a member with expertise in behavior support. Other team members might include parent, teaching assistant, related service specialists and other program personnel.

Representation “If You’re a…”You Might Have: What’s Next: If You’re a “0”Not yet formed a Leadership Team Determine representative membership (teachers, administrators, mental health professionals, behavioral health professionals, parents, classroom support staff. Extend invitations to interested members. If You’re a “1”The beginnings of a Leadership Team, but lack diversity/ representation. Determine gaps in representation. (Often Families!) Extend invitations to members who fill identified gaps. If You’re a “2”A complete, diverse Leadership Team Monitor membership & participation Make adjustments/additions to the team if needed. Move on to the next benchmark!

Representation Resources Tools to encourage participation: Pyramid Model Handout Article: The Teaching PyramidThe Teaching Pyramid Team TN Power Point: The Impact of Social Emotional LearningThe Impact of Social Emotional Learning Program-Wide Positive Behavior Support: Supporting Young Children’s Social-Emotional Development Program-Wide Positive Behavior Support: Supporting Young Children’s Social-Emotional Development

Team Check: Administrative Support 2. Team has administrative support. Administrator attends meetings and trainings, is active in problem-solving to ensure the success of the initiative, and is visibly supportive of the adoption of the model.

Administrative Support If You’re a “0” If You’re a “1” If You’re a “2” “If You’re a…”You Might Have:What’s Next: If You’re a “0”Leadership Team does not include Administrative Support Determine potential Administrative participants (Principal, Pre K Coordinator, Curriculum Specialist, etc.) for Leadership team. Invite Administrators to Leadership Team. If You’re a “1”Team has Administrative Support, but Administrator is not active participant Ensure Administrative team members have access to training and technical assistance Seek out convenient meeting time for Administrative participation If You’re a “2”Leadership Team includes active participation from Administrator Contingency plan for when any team member cannot participate Move on to next benchmark.

Administrative Support Resources Tools to encourage participation: Invitation: West Virginia State Level Invitation (Example) Sample Committee Invitation (Template) Article: Administrator Strategies that Support High Fidelity Implementation of the Pyramid Model Our Power PointAdministrator Strategies that Support High Fidelity Implementation of the Pyramid Model Our Power Point

Team Check: Regular Meetings 3. Team has regular meetings. Team meetings are scheduled at least 1x per month for a minimum of 1 hour. Team member attendance is consistent.

Regular Meetings If You’re a “0” If You’re a “1” If You’re a “2” “If You’re a…”You Might Have:What’s Next: If You’re a “0”Leadership Team formed, but no meetings scheduled Poll Leadership Team members for standing meeting times Commit to standing meeting times as a Team Create year-long schedule in advance If You’re a “1”Leadership Team has met once, or meets sporadically Divide roles among Team members Use Benchmarks & Action Plan to guide meeting structure Create regular team meeting agenda If You’re a “2”Leadership Team has planned, regular meetings Monitor Leadership Team meeting attendance Adjust meeting times/dates if necessary

Regular Meetings Resources Team Meeting Tools and Templates Toolkit Includes Sample: Meeting Agenda/Template Meeting Evaluations Meeting Summaries Meeting Role Assignments Action Plans Ground Rules and Logistics

Team Check: Mission/Purpose 4. Team has established a clear mission/purpose. The team purpose or mission statement is written. Team members are able to clearly communicate the purpose of the leadership team.

Clear Mission/Purpose If You’re a “0” If You’re a “1” If You’re a “2” “If You’re a…”You Might Have:What’s Next: If You’re a “0”Leadership Team formed, but no mission/purpose identified Identify each individual member’s vision on the mission/purpose of the team Discuss similarities/differences in each members vision Assess viability of team to achieve mission/purpose If You’re a “1”Mission/purpose is generic, or team members cannot articulate mission/purpose Assess general mission/purpose for how it fits in with Leadership Team and school/program Discuss & resolve any remaining issues with mission/purpose among Team members If You’re a “2”Leadership Team has specific, clear, shared mission/purpose Determine how best to introduce mission/purpose to Staff

Mission/Purpose Resources TACSEI States with Mission/Vision Statements: mmunities/TACSEIstates.htm

Team Check: Written Implementation Plan 5. Team develops an implementation plan that includes all critical elements. A written implementation plan guides the work of the team. The team reviews the plan and updates their progress at each meeting. Action steps are identified to ensure achievement of the goals.

Written Implementation Plan If You’re a “0” If You’re a “1” If You’re a “2” “If You’re a…”You Might Have:What’s Next: If You’re a “0”Leadership Team formed, but has not reviewed the Benchmarks of Quality Review Benchmarks of Quality with Leadership Team. Assess standing on each Critical Element Send to Team TN for assessment! If You’re a “1”Leadership Team has reviewed the Benchmarks, but not started action plan based on benchmarks Determine priorities for Leadership Team Utilize Action Planning forms to set both long-range goals and mini-goals. If You’re a “2”Leadership Team has completed the Benchmarks and developed a goal- oriented action plan Continue to refer to the Action plan to inform meeting agendas, group work, and individual contributions

Written Implementation Plan Resources

Team Check: Review/Revise Implementation Plan 6. Team reviews and revises the plan at least annually.

Review/Revise Implementation Plan If You’re a “0” If You’re a “1” If You’re a “2” “If You’re a…”You Might Have:What’s Next: If You’re a “0”Leadership Team has not developed an action plan, does not have pre- determined check-up dates See previous Benchmark: work on development of action plan. If You’re a “1”Leadership Team has action plan and pre-determined check-up dates planned for the future Set check-up date, and stick to it! Upon check-up date, review Benchmarks for progress, reassess Leadership Team Standing for each Category If You’re a “2”Leadership Team has the above, and has already completed at least one annual review of the action plan. Pre-set reassessment dates (Beginning-Middle-End of year, Beginning-End of year, etc.)

Review/Revise Resources Team TN will create Excel Workbook