PART 2 OF A TWO-PART WEBINAR SERIES
Professional Development Redesign:
Lessons From the Field
May 13, 2015
2:00 – 3:00pm
Welcome!
Thank you for joining
us for today’s
webinar.
Vera Turner
AASA Project Manager
and Webinar Host
Logistics:
• Access the audio
for today’s
webinar either via
your computer or
phone.
Webinar Participation:
• We have allotted time for
Q&A, but you can submit
questions at any time.
• Please use the chat window
to submit questions. In the
dropdown menu, select “All
Participants” and then type
your question in the chat box.
Agenda:
• Overview:
– iPD Challenge Grant Initiative
– iPD Theory of Action
• District Case Studies:
– Syracuse City School District
– Fulton County Schools
– Miami-Dade County Public Schools
• Panel Discussion and Q & A
• Additional Resources
• Wrap Up
Presenters:
PANELISTS:
Syracuse City School District (NY )
Paula Shannon, Chief Academic Officer
Margaret Wilson, Director of Professional Development
Fulton County Schools (GA)
Lydia Conway, Executive Director, Professional Learning
Miami-Dade County Public Schools (FL)
Tricia Fernandez, Administrative Director, Evaluation
MODERATOR:
Vera Turner, Project Manager
AASA, The School Superintendents Association (VA)
Critical Question:
Superintendents and teachers agree that current
professional development systems are not operating at
peak effectiveness.
How do we reimagine
professional learning
experiences to engage
teachers and improve
student achievement?
Innovative Professional
Development (iPD) Challenge
Helps districts redesign their teacher professional development
systems to better support teachers in increasing student success.
•
•
•
•
23 districts & charters
8 networks (includes AASA’s
Superintendent Leadership for iPD
Assessment and Redesign Initiative)
52,000 teachers in pilot work
Free Resources availalbe at
www.pdredesign.org
Initiative is made possible by the support of the Bill & Melinda Gates Foundation.
iPD Theory of Action:
Paula Shannon
Chief Academic Officer
Margaret Wilson
Director of Professional Development
The Struggle for a World Class School District
 One of the largest in New
York State
K-12 : 19,500 students
Pre-Kindergarten:1,500
 37 Schools/Programs
High: 6
Middle: 6
K-8: 5
Elementary: 16
Alternative Programs: 4
SCSD Strategic Plan
2012-2017
Vision
To become the most improved
urban school district in America
• Adopted by Syracuse City School
District Board of Education August
22, 2012
• An educational community that
graduates every student as a
responsible, active citizen prepared
for success in college, careers, and
the global economy.
SCSD Targeted Outcomes
College and technical school enrollment
Graduating from high School in 4 years
Ready for college and career success at the end of 11th
On track to graduate at the end of 9th
Prepared for HS at the end of 8th
Prepared for MS at the end of 5th
Reading to learn at the end of 3rd
SCSD Professional
Development Systems
Summer Leadership
Structure:
Academy
• Priorities from each
division – Office of Shared
Accountability, Talent
Management, Teaching
and Learning
Saturday Academy
• Department-driven
• Assortment of offerings
and structures
Summer Teacher
Institutes
• Department-driven
• Assortment of offerings
and structures
Job Embedded
• Coaching, school-based,
Superintendent
Conference Days,
technical assistance
Leadership Academy
• Six sessions through year
focusing on operational
and instructional
leadership
SCSD PD Assessment Process:
Goal: Maximize stakeholder input and buy-in for redesign plan.
Administered to Four Key Groups:
• Central Office Leadership (Teaching & Learning Staff)
• Building Leadership (Principals & Vice-Principals)
• Superintendent’s Teacher Advisory Council (Teacher Reps.)
• C3 Work Group (Teacher Content Leaders)
Assessment debrief participants:
• Superintendents Senior Leadership
• Syracuse Teachers Association Leadership
• Syracuse Association for Administrators and Supervisors Leadership
SCSD PD Challenges:
PD Process
• Lack of evidence-based framework to identify individual PD needs
• Limited delivery models
• Student feedback nonexistent in informing teacher PD
Leadership Capacity
• Inadequate internal capacity to manage major change initiatives
• Lack of clarity around PD structures, supports, and initiatives
Data and Delivery Infrastructures
• Data capture and access
• Ease of access to online and offline training and content
• Digital PD Platform Capability
Best Practices
Supportive Policies
• Multi-year focus on CCSS and purposeful links within PD structures
• Teacher choice
High Quality Content and Tools
• Systems aligned to CCSS instructional shifts and college, careerready bar
• CCSS has been adopted and strong CCCS specific PD has been made
available to all our staff.
SCSD Professional Development
Systems Structure:
Digital Badges
Targeted, virtual, self-driven opportunities for learning
Leadership
Academies
Principal
Cohort
Meetings
Spring
Leadership
Summit
Summer
Leader &
Teacher
Institutes
Saturday T&L
Academies
Knowledge, Community, Tools
Formative
Classroom
Walkthroughs
Instructional
Coach
Academies
Collaborative
Planning
Times
Lydia Conway
Executive Director, Professional Learning
District Overview:
• 4th largest school system in Georgia
• More than 10,500 full-time employees, including
more than 7,500 teachers and other certified
personnel
• 101 schools
• Approximately 96,300 students
• 58 elementary schools, 19 middle schools, 17 high
schools (includes two open campus high schools)
and 7 charter organizations
• Became the state's largest charter system in July of
2012
• Charter system status allows for flexibility beyond
the one-size-fits-all state education requirements
and supports our schools in developing strategies
to support the unique needs of their students
Professional Development
Systems Structure:
Professional Development
Systems Structure:
• Provide professional learning for all employees
• A blended approach to PD (i.e., on-line, on-demand, face to
face, cohort, and job embedded)
• A solid PD structure – people and tools to meet the needs
• A shift from “one and done” to ongoing learning
• PD is a part of the performance management conversation
PD Assessment Process:
Highlights of Our Readiness Assessment Process:
• A diverse cross-section of principals, teachers,
curriculum leaders and support staff were invited
to participate
• We received full participation
• After survey was closed participants convened in
small group and large group discussion
• Participants completed a “current state vs Future
State” PD activity
• Commonalities Emerged
PD Challenges:
• Teacher Engagement- extent to which teachers work
together as a professional community to share
responsibility for the group’s performance
• PD Process- lack of an evidenced based framework to
identify individual needs and feedback from students
does not inform PD
Best Practices
•
•
•
•
•
Leadership Capacity- innovative vision and internal
capacity to manage change
Resource Optimization-use of time, money and staff
Supportive Policies-policies that support PD
implementation
Delivery Infrastructure-easy access to PD and a
technology platform
Data Infrastructure-access to data to inform PD
PD Redesign Plans
•
•
•
Reinforce- PLC as PD via school based Professional
Learning Facilitators
Identify student feedback that informs PD
Provide PD to leaders that supports continuous
feedback to teachers that addresses school wide as
well as individual PD goals
Tricia Fernandez,
Administrative Director, Evaluation
District Overview:
School District
Type of District
Grade Served
Student Population
% FRM Students
% Caucasian
% African American
% Hispanic/Latino
% Asian
% Other
Miami-Dade County
Public Schools
Urban
PK - 12
350,000
75
10
28
61
1
1
Professional Development
Systems Structure:
• Teacher Growth and Development
• Evaluation
• Leadership Development
PD Assessment Process:
PD Challenges:
• PD Process
• Resource Optimization
• High-Quality Content and Tools
Best Practices
• Leadership Capacity
• Data Infrastructure
PD Redesign Plans
Instructional
Rounds
CATT
Action Plans
IPEGS
PD Plans
Tiered
Support
PLC’s
Q & A:
Panel Discussion
Join in the conversation using the chat feature.
Resources:
Contact Information:
Lydia Conway conwayL@fultonschools.org
Tricia Fernandez tfernandez1@dadeschools.net
Paula Shannon pshannon@scsd.us
Margaret Wilson mwilson@scsd.us
Vera Turner vturner@aasa.org
Resources:
Additional Resources:
AASA Superintendent Leadership for
iPD Assessment and Redesign Initiative
www.aasa.org/iPD.aspx
Courageous Leadership Conversation video
Professional Development Redesign Website
www.PDRedesign.org
MDRC
Innovative Professional Development
www.mdrc.org/project/innovative-professional-development-ipd#overview
Thank you!