Workforce Focus
Marty Moore, Exec. Dir., Leadership Academy
Jed Stus, Exec. Dir., Professional Development
Dale Ellis, Ass’t. Supt., Human Resources
www.iss.k12.nc.us
5.1 Workforce Engagement
Strengths
•Valid, systems-based evaluation system including
aligned Individual Growth Plans
www.iss.k12.nc.us
Evaluation Process
•Systems-based
•Growth Model
•District, School, Classroom
•Web based management
www.iss.k12.nc.us
5.1 Workforce Engagement
Strengths
•Motivated faculty and staff developed through
multiple communication processes
www.iss.k12.nc.us
I-SS Two-way Communication Model
Stakeholders
Leadership
•District Strategic Plan
•Cabinet Meeting/Notes
•North Carolina
•Professional Standards
•SIP/DIP Coaching
•Distributive Leadership
•Cross-functional Teams
Two-way
Communication
•Professional Learning
•Communities
•IGPs
•Teacher Working
•Condition Survey
•Classified Working
•Condition Survey
•Professional
•Development Survey
•Advisory Groups
www.iss.k12.nc.us
5.1 Workforce Engagement
Strengths
•Use of gap analysis through School and Department
Improvement Plans to close achievement gaps and
attain high performance.
www.iss.k12.nc.us
5.1 Workforce Engagement
School and Department Improvement Planning
Processes that are:
•Collaborative
•Cross-Functional
•Distributive
•Empowering
www.iss.k12.nc.us
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)
www.iss.k12.nc.us
5.1 Workforce Engagement
I-SS Succession Plan builds leaders at all levels and
ensures sustainability
www.iss.k12.nc.us
I-SS Approach for Leadership Development
Strategic  Instructional  Cultural  Managerial 
Human Resource  External Development  Micro-Political
See page 16 of
handout for full
illustration
Teacher as
Leader
Instruct.
Facilitator
Assistant
Principal
Principal
Senior
Leader
www.iss.k12.nc.us
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
www.iss.k12.nc.us
See pages 1-2 of handout
www.iss.k12.nc.us
See pages 1-2 of handout
www.iss.k12.nc.us
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
www.iss.k12.nc.us
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
www.iss.k12.nc.us
Contact Information
Marty Moore
marty_moore@iss.k12.nc.us
Jed Stus
jed_stus@iss.k12.nc.us
Dale Ellis
redellis@iss.k12.nc.us
www.iss.k12.nc.us