EDL540 M8 Part 2 LDs
Leadership Disposition 6 Reflection BLOG
The primary Leadership Disposition for this ELD540 course is LD #6 according to the EDL540 Module Two Internship Assignment. LD6 states ‘to promote each student’s academic success and well-being, effective educational leaders: 6. develop the professional capacity of school personnel.’ Throughout the EDL540 coursework, including the review of the hiring, induction, mentoring, evaluating, and providing professional development processes, competency in this LD 6 was demonstrated.
This Leadership Dispositions align with the Transforming Professional Practice Domain 4: Management Competencies (Strike, et al, 2019), most specifically 4a. Adheres to personnel requirements. Exemplars describe a leader who recruits, trains, supports, and retains competent personnel. Additional areas of alignment are in Domain 2: Professional Learning and Growth Practices, including (2c) ‘Promotes professional learning and growth,’ and (2d) ‘Supports school personnel’. (Strike et al., 2019, p 179-180). This course can also be compared to the Professional Standards for Educational Leaders (PSEL) Standard 6: Professional Capacity of School Personnel: ‘Effective educational leaders develop the professional capacity and practice of school personnel to promote each student’s academic success and well-being.’ National Policy Board for Educational Administration (2015).
Throughout EDL 540, course readings and writing assignments focused on many aspects of Human Resources. The goal I created for the SONIA Principal Internship Goal Setting and Action Plan was to begin the hiring process for the 25/26 school year. The steps to meet this goal are enumerated here:
1. Revise and distribute the 25/26 Intent to Return (12/6) DONE
2. Collect Staff responses for Intent to Return (12/16) 2/3rds done
3. Update Job descriptions and payscale (inc.Governing Council approval) for posting (12/19) DONE
4. Jobs post on website and Indeed (12/23) DONE
These postings were made early during the Winter Break and I have received 8 applicants thus far. I am way ahead of the June 30th resignation I faced last year! Modifications were not needed for the SONIA Internship goal to post positions.
In terms of the Domain 4: Management Competencies, including 4a. Adheres to personnel requirements, and 4a.1. recruits, trains, supports, and retains highly competent personnel, I feel like the number of retentions I have is a good indication of the success of pay scale adjustments I have made in the last several years, as well as my leadership. I look forward to bringing in some new energy and hiring with the experiential education focus at the fore.
Through other assignments I demonstrated proficiency in LD 6. In the EDL540 M2 Critical Thinking Assignment I created an onboarding process for next year’s new teachers. This documented procedures that were loosely in place and are now fully developed. In the EDL 540 M3 Critical Thinking Assignment, Slide Show, and Video, I review the hiring process and identify areas of strength and improvement. With the EDL 540 M4 Critical Thinking Slides and Video I describe the Mentoring process that will help new hires in 25/26 learn the ins and outs of the Crestone Charter School, while also formalizing the role of mentor and mentee teachers. This is an important aspect of developing teacher leaders. In EDL 540 M5 Critical Thinking Assignment I elaborate on the current UIP Elementary CKLA implementation Priority Improvement Challenge, including goals and action steps with accountability measures. These are mainly focused on teacher professional development and coaching, using data to progress monitor efficacy. EDL 540 M6 Critical Thinking Assignment describes a classroom observation with the subsequent coaching and professional development, also CKLA focused.
My understanding of the LDs has only changed slightly: I now better understand the time investment required not just to hire, but to properly onboard new staff. This disposition is much more broadly applied to my school leadership work than just being further along my hiring timeline. For example I recently updated our teacher contract template to better highlight key aspects of the Employee Handbook. Going forward I will continue to work with the staff and the Instructional, Curricular, and MTSS Coach (ICMC) to guide and encourage higher levels of instructional delivery and to raise academic success and well-being.
References
Strike, K. T., Sims, P. A., Mann, S. L., & Wilhite, R. K. (2019). Transforming Professional Practice: A Framework for Effective Leadership. Rowman & Littlefield.
National Policy Board for Educational Administration (2015). Professional Standards for Educational Leaders 2015. Reston, VA: Author. https://www.npbea.org/psel/