Badges can be used in academic settings for intrinsic and extrinsic rewards at your school site.

https://docs.google.com/document/d/1EOIxGljjEb6JP6nARzpYX-4cUx3lHFMScbc_ZTRMHys/edit

  Creating badges can really help with students getting over the hump with academic progress.  I have created several badges for students and staff to help with motivation and intrinsic rewards.  Setting goals and demands for the staff means that achievement can be driven to a higher level when adding incentive marks. 

    Teachers can use badges in so many ways.  First by using them for rewards.  Teachers can design these badges to help support academic achievement.  They can also use badges for extrinsic rewards in the classroom. As a future administrator, I am planning on using badges to help motivate staff in several areas.  I want to help motivate them in several different areas. First, in the academic achievement area.  If I can create badges that help improve overall achievement in a subject area that is a great place to start. The second badge that I would like to create is a "CTE Member". This badge is awarded to any staff member who participates, teaches, or helps in the CTE curriculum area for students to learn hands-on within the curriculum area.  A third area that I would like to create for my staff is the "Academic Powerhouse Award".  A teacher may receive this award for teaching any class on the school site. The teacher that has a class average of 3.0 within the class of which they are teaching then they will be nominated for acceptance of this award. The "College Ready Achiever Award" is an award that teachers will like for overall performance in the classroom. This award can also be distributed to a teacher who teaches a College Prep or an A-G College Preparatory that maintains a class average of 3.0 for their class at the end of the semester. The next badge that I have created for my staff is the Technology Enhancement Award. Teachers who support the technology programs of the Digital Citizenship Program and Google Classroom assignments would also be eligible for this award.  A teacher that exemplifies at least five assignments with Google Classroom is eligible for this award.  A teacher would have to show the five assignments that have been completed by the teacher for the classroom assignments to an administrator. A PBIS Supporter Badge would be awarded to a teacher who promotes the intervention programs or behavior that incorporates a positive learning environment throughout their classroom environment. This award can be nominated by another teacher or an Administrator who sees these behaviors demonstrated within the classroom setting. The school overall achievement award is awarded to a teacher who advances in overall grade point average over the course of a school year. For example, if a teacher averages in the first semester a 2.6-grade point average for a class and improves to a 3.0-grade point average the next semester would qualify for this award. The watchful Eye Supporter will be awarded to a teacher who reports wrongful doing at the school site.

    The badges can be created for future administrators as well. I will post a few badges that I have earned within the Brandman University Program. These badges that I have earned have helped me with technology, learning new material, and learning information about my future job. These are a few badges that I have earned:

                                                             

EDAD 608

&

EDAD 612

 EDAD 602

          & 

  EDAD 612

Conversations Can Lead and Direct your staff to better teaching performances!

https://docs.google.com/document/d/1htD5ZS9I45EOfqRq1xtGj05JPWSRy2SoOpR8vFnApgE/edit

    As a future administrator coaching and mentoring can be a big key to young and veteran success for teachers at your site. Some key coaching techniques will be for me to have an open ear, asking open-ended questions, and making sure many positives are discussed. When I go in to observe teachers I plan to highlight the positives while trying to make positive suggestions of teachers seeing where their own lesson started and finished. I always want to give teachers the feedback that they deserve with each observation. I also feel that it is really important to build relationships before the observation begins. This way the observation is valid monitoring of their overall performance in the classroom. I always look to other ways to present material or an extra pair of eyes for the performance to be beneficial. Bringing out the best performances in the classroom is mainly built on relationships built. As a future administrator, those relationships need to start from the second that I accept a Vice-Principal Position. I really encourage and like the philosophy of working relationships to make overall learning better.

    There are some ways to coach new teachers for better learning styles within the classroom. As a future leader, I would make sure that each new teacher has been assigned a mentor teacher that can guide them and answer questions to the first-year learning style of new teachers. I would make sure that there is a stipend supplied to the mentors for a specific amount of meeting time for the new teachers. I would also invest in a third-party system called "Tri-Valley Tips" which is a program that comes in and observes new teachers' lessons and provides support for all new teachers. It is a great way for new teachers to build relationships with colleagues and continue to gain knowledge and information for their students to continue to learn. As a future administrator, I have learned these programs are vital to start out with success.

Adult Learning Practices Can Really Enhance the Professional Feedback for Educators to Learn At Professional Developmental Days!

https://docs.google.com/document/d/1i9zmr0zve6f4mrmJGxQ8jfOhD-8hiooWtxsr0rZhpG0/edit

    Summers really fly by with teacher's schedules. As a matter of fact, most teachers will tell you that the invite to come back to Professional Development Days is always an adjustment coming off of summer modes.  Adults have a tendency to not learn what they have zero interest in for educational material. Therefore providing interest in topics is a great way to start.

    

    Adults can also be very self-directed. Self-directed learning is when adults identify their learning needs, set goals, choose how to learn, and evaluate their progress. Many adults have been away from schooling for a while and approach learning with less self-confidence. Therefore, building confidence is one way to help support adults. Adult learners also bring about previous experiences and knowledge. This allows teachers to share personal experiences. Adults also have an approach to learning. They want to see how the course content is relevant to their current life. Adult learners want to provide a safe and welcoming environment, creating a culture of respect, collaborating on the learning needs, collaborating on the learning objectives, and ensuring the practice of all learning activities.  As a future leader, I plan on capturing adult's interests and maintaining a learning environment that all adults can thrive and set goals for themselves. 

    Data-Driven Professional Learning can help with several factors for adult learning.  The first question is the teacher willingly engaged? For adults to learn in this category it is important to measure this area by surveys, professional learning calendars, participation logs, and reports from online professional learning tools. The second question that needs to be asked is did the teacher find the experience useful? This question can be measured by the Professional Learning Effectiveness checklist, teacher satisfaction survey, written reflections, exit slips, and follow-up calendar. The third question is did the teacher use the new strategies in the classroom? This question can be answered by a strategy using charts, lesson plans, a walk-through checklist, a coaching log, a record of instructional goals, student work samples, and student surveys. The final question is the teacher showing progressive mastery of new strategies over time? This question can be answered by instructional practices checklists, rubrics for assessing student work and or behavior, formative and summative assessment results, record of teacher goal selection and mastery, and student/teacher surveys. When the data becomes visible to the adult learners then the results are visible and quantifiable. As a future leader, I plan on asking myself these questions so I can help provide meaningful data to my staff that they can gain knowledge and information about learning for kids.

    As a future Administrator, I plan on getting insight from my staff to particular topics that would highly benefit them on the learning aspect.  I want to make Professional Development exciting, fun, and interactive with other staff members that would allow for better collaboration.  When my staff is engaged in the activity then learning is being processed. When staff feels that a lesson is meaningful then they have tendencies to apply what they have learned within the classroom. 

Budget Cuts Should Not Affect Student Learning. Here Are Ways To Make This Happen At Your Site.

https://docs.google.com/presentation/d/1ZR0kDZ6KJrjnmOh9HIslueesWTbVViny-ksmwTE7LyM/edit#slide=id.p

   As an educator, we are constantly learning to adjust and adapt to the learning environments that we are placed within our school site. When cuts are made to Professional Learning it is more imperative that we set goals for ourselves as educators and try to achieve those goals. As a future administrator then surveying the staff and getting feedback on topics is vital to the learning trend.  My journey to Professional Development is to create, design, and implement a set of ideas and goals that teachers can take with them for their teaching careers. My goal is to meet the challenging needs of teachers and to present ways to meet these challenges. 

    Some of my ideas include bringing in Professional Learning Community(PLC) into my district for guidance and development in areas of need.  With our relationships within the community then educational learning can be put into the right perspective. It would be a low cost to our site and the value of learning can continue to grow. Topics can still be surveyed and looked at for areas of need for my staff. I want to make sure all areas of learning are addressed and my staff is able to put the time into quality learning so students can benefit from the overall outcome. 

 

 

Spending Time with Human Resources Can Help With the Hiring Process!

https://docs.google.com/document/d/1GjAuiLpoH-m9wxXSSgryTVa6BoiNWztunpqGLnI6u3w/edit

    The process of hiring qualified staff can always be spent learning the qualifications, the paperwork, and timeframes for each candidate to complete the process.  As a future leader, I want to be a part of this process.  I want to make sure that I am aware of the hiring process and being able to promote my site as a great environment to work for in education.  I want to bring competition to the sites and be able to call the staff to inform them that they received the job. I want to be able to sell my educational site as the best place in the Tri-Valley to work. 

    Building relationships among staff, the community, and the students are a big piece of the position.  I want to make sure a positive relationship in Human Resources at the District Office, with all possible candidates, and the hiring process team.   I want to put together a team on the interview committee that will establish a great representation of how Amador Valley High School (AVHS) is represented. I want a lead teacher from the department and another teacher from a different department on my team.  I will select a qualified parent and other members of my Administrative team to be on the interview panel.  It is important as a Lead Administrator to make sure all the proper steps are established before the interview goes forward.  It is also very important to interview the top candidates and make sure the panel feels comfortable with the interview before a final decision is made. 

    Getting qualified applicants is not always the easiest process.  When my district does a good job of attending College Fairs and helping to promote education that is a start.  I want to continue with building relationships so former students want to apply once they finish their schooling to come back and give back to their schooling.  Making connections and establishing a rapport with former students is just a piece of qualified individuals.  Knowing what the site needs, the kid's need, and want the expectations are in the department for the curriculum is just another piece of it. As a future leader, the establishment and promoting the programs are a big piece of the success.  Everyone wants to hire the best candidate for the position. I plan on doing that by building relationships, establishing great protocol, and establishing a great interview committee. 

Resources and Allocations are a Big Piece to Spending and Balancing a Budget for your Site. 

https://docs.google.com/document/d/1Zam-fPFgBxlBTk1cENTMIUjnNDb6vgZXahOiSoFpt90/edit

    As a future leader, there is planning with the Local Control Accountability Plan (LCAP). My district has established a 211-page plan on the process and the correct steps to make sure the funding is being allocated in the right direction.  As a leader, I want to follow through with the process of the LCAP and make sure that I am spending the appropriate time to make sure all the areas of the LCAP are being followed and the right distribution is being given to each individual area. 

    Some of the top three areas of allocations are working with the Special Needs, Tier One Spending, and College Readiness for all students.  There are several ways as a future leader that I would focus on these three top categories. First with the Special Needs. I would make sure that all teachers all receiving specialty training for their classes, time to collaborate within their departments, and have additional funds to help with resources for all these students.  Since Covid-19 has hit us more students have been struggling with the academic piece. The Tier One spending can really be beneficial for students during the summer by offering more classes and help students bring up their grades within the academic level.  Tier one spending can bring in more qualified teachers to help with support for the students. Getting these students College and Career Ready will be a main focus of mine throughout my Administrative Career. Some of my objectives include offering more Career and Technology Education (CTE) classes for hands-on learning and career pathways in many different areas. I also plan on making sure there is a CTE Fair for students to help promote job professions and careers.  This will help guide students in directions that they might not know even exist at the time. 

    Another area of focus will be technology.  As a future Administrator during the remote style of learning it is very important to help support in any way that I can.  I plan on providing in-service for teachers, a support hour for students, and helping with technology during the tutorial time for all students who need assistance and guidance.  This can help students with assignments or just basics on different programs that they want to learn. 

Facilities Can Always take Steps into Improvement!

https://docs.google.com/presentation/d/13M2hFSWse3h2t3ife6MDgy0QAHhb2S4bNbWq8mjlfH4/edit?ts=6085e05e#slide=id.p

https://docs.google.com/presentation/d/1fJObcu14zhSeCGAYfmg87K_MPjliaAkTZLfAAS_bl0c/edit#slide=id.p

    Walking through the hallways with your Head Custodian and Facilities Maintenance Person at the District is just a start to help improve the maintenance of the overall facilities.  As a future leader, I intend on doing this once a month for different areas to help see the guidance and overall improvements within the school. It is very important to make sure all aspects of facilities are being maintained while upgrades are continuing within the school site.  When leadership has aging facilities then often times timely upgrades and improvements are necessary. This can be done with walk-throughs, setting up meetings, and communication with the Head of Facilities. 

    As a future leader, I plan on following up monthly on these improvements and continuously meeting with the Facilities Coordinator to make sure we are on the right page. Everything will be documented and the goal is for the beginning report to be improved in all areas of deficiency.  By adding notes and talking to the Superintendent then future discussion can be done for bond measures for buildings that need to be replaced.  Oftentimes basic maintenance and replacing doors or windows can really do wonders for changes in facilities. 

    By using the above checkoff list then we can see a starting point for many pieces of the facilities.  It will allow me as an administrator to see where we have made improvements in the overall plan for improvement. It can also help with reaching goals with facilities and improving the overall image of the facilities for all those involved at the school site. 

Budget Cuts: Kids Do Come First!

https://docs.google.com/document/d/1uEWwA8MczL5xTSwgd_yB8tt-XaM_seFvq80XQlUW4Ds/edit

    One of the hardest aspects, when the budget forces the administrative team to make cuts, is when they affect the kids.  When being forced to make these types of decisions is an important process when supporting students for learning.  As an Administrator, I want to include my staff with cutbacks so they have a full understanding of all the obstacles are that my site is facing.  I also want to send out a survey in which includes suggestions or ideas from community members, staff, and parents to get feedback on the situation.  There will be some cuts that will be easier to replace with grants or donations.  The one aspect as a future administrator I have learned is that I can not take donations for academic learning for cutting classes.  Sometimes I will look at supplementing areas that can be done that way for cutbacks.  However, cutting academic programs is not what I want to do.  Cutting highly qualified teachers is not what I want to do.  As a future leader, I would look at all my options before finalizing a decision within the school board. 

    By incorporating a list of possible budget cuts then it could help kids down the long haul for education.  I would be able to prioritize with the cuts and see what cuts would be less strenuous on the kids. Maybe the cut would have to come from the maintenance area instead of a teacher.  All possibilities will be looked at with the same perspective in mind.  How do we keep programs running with less funding for kids? These will be questions that I will have to answer as an Administrator.  Besides prioritizing, looking at the feedback from the surveys, it is also important to see where supplemental funding can take place to support some of the areas of academics. I also feel that it is important to look at the history of the programs of possible cutting.  Have they been cut in the past?  By looking at history then it would also give me insight as to what the history of the academic programs entails. 

    Using an Effective Instructional Program would help with the Budgets as well.  Always being able to budget for teachers' salaries would be a high priority of mine.  Also having equity among the students with curriculum areas would also be a high priority.  By making these two areas a high priority in my Administrative leadership then it will help me prioritize the cuts.  I want to make sure that teachers are spared whenever possible. Effective teachers make a big difference in academic learning. The students gain knowledge and are more prepared for life and what it can bring. 

Infographic Material Can Help Advise and Assist with the Master Schedule!

https://create.piktochart.com/infographic/saved/52235871 

(Click once on this link and then once on the top link to open the document)

    Being in Education can detail many challenges on kids schedules and workload to help benefit kids.  Do you like putting puzzles together?  The Master Schedule is designed to be a very big puzzle.  There will be hundreds of hours put into the Master Schedule in order to get it right for kids.  What is in the "Best Interest of Kids" is a major question always being asked when putting the puzzle together.  One of the first steps to putting this big puzzle together is to consider the kids who have Special Needs.  Once you can identify which kids those are then the Administrative team can identify any additional kids that they would like to put into that category as well. 

    AVHS uses a system called "Q" in which students are put into the system to give them an idea of enrollment sections and it can also give the Administrative Team the number of conflicts within a single students schedule.  It makes this big puzzle easier, but there are still steps that need to be completed in order for this schedule to be finalized.  Once all students are into the system then the district can allot section allocations based on the numbers.  It is up to the Administrative team(principal) who goes to the district office to ask for extra sections if they are needed at the site for education. There are key components like test scores, previous history, the success of the previous Master Schedule to see what really worked that can be beneficial for decisions when putting all of this together. The Department Heads are also included in to the department strategies for who will be teaching what in their assigned departments. 

    The "Top 10 Tips" to putting together this puzzle can be highly beneficial when having to answer the puzzle for the educational process.  Some of these tips include:

• Accurate numbers for section allotment.
• Hand Schedule the Special Need Kids.
• Giving more information to Parents and Community about offerings.
• The school site needs to share the same vision or philosophy as other members putting together this schedule.
• Establish who makes the decisions for the Master Schedule?
• You want an extra pair of eyes on the board to establish another perspective of something missed.
• Don't have any interruptions when working on the schedule.
• Work 1-2 hours on the Master Schedule and then take a break and focus on one step at a time.
• Have a good Software Program that can help establish a cushion in the Master Schedule.
• Consider Facilities when putting the Master Schedule together.

    When putting this Master Schedule together it is important to consider these considerations for a well rounded schedule. If any Administrative puts together the schedule and considers the above 10 reasons then it will benefit your school site. It is important for all Administrative members to learn how to do the schedule and to ask questions in the learning process. If the school site can get a team with some veteran leadership it makes the process easier so they can see the shortfalls and where the pieces of the puzzle are missing in the schedule. All of this can contribute the easier process, having enough sections for your school site, and allowing for a successful educational experience at your site. 

Special Education Resources is a foundation for meeting needs for all students with Academic Achievement.

Home (weebly.com)

    The Educational System is designed to help support all areas of academic achievement. Within the Special Education Resources it provides the opportunities for families to grow within the educational system. As a future Administrator these guidelines will help support families going in the right direction. The Individual Education Program (IEP) is designed to help all students who have needs in specific areas. As a future Administrator it is a guide for implementing the support systems that each individual student will need.

    As a future leader the IEP process will be driven by myself to help guide the families and support the teachers in areas that are short fall. Maybe the student is struggling with completion of work or testing. It will be my job as a leader to see what accommodations are present and what adjustments need to be made.  I plan on revisiting all IEP's objectives and goals before meeting with the families. I also plan on reaching out with the Safeguards (parents rights) before the meeting to make sure they understand their rights within this right.  I also plan on demonstrating great communication with families by calling them prior to the meetings to get all the information on the table before the meeting. I would contact one of the general education teachers to confirm that they will be in attendance.  I intend on having objectives and tentative goals demonstrated to the families to help the individual student succeed. I want to establish a relationship within the community so by establishing individual relationships then it will make the transition easier. 

    As a leader I will always welcome everyone to the IEP process. I want everyone to feel comfortable. I will first start with introductions for the meeting and then I would go to teachers feedback to how the individual student is doing in individual classes. Once all feedback is given I will go over the current accommodations that are within the IEP. It is very important to get the students feedback as well as the parents for anything they think they are struggling with specifically. Based on their feedback there can be additions added or something deleted based on the individual needs.  I would make sure accommodations are being followed and the parents/students are fine with the recommendations that are being offered. If parents are alright with it then they can sign the IEP, but if they do not agree then there will need to be another meeting established to try to come to a better compromise for accommodations for the student. All members within the meeting will have to sign for attendance. 

    As an administrator I plan on promoting Intervention Programs that can help students overall outcome. Programs like Multi Tiered System of Approach (MTSS) which has three levels of intervention for students to succeed. The Positive Behavior Intervention Program (PBIS) will be another program that is highly promoted on my end to gain support for student achievement and recognition. The intervention ideas that I plan to display are the following:

• Access Student's strategy needs
• Create a strategy approach
• Provide a direct explanation of the strategy
• Model the strategy
• Determine if the student needs the strategy
• Provide practice opportunities for the strategies  

    Once the intervention programs are displayed and modeled through my leadership then I feel that more accommodations can occur for specific students who need to fit into these intervention programs. Once one of the intervention programs is accessible it will be easier for students to be monitored closed by myself to make sure all support is granted. I plan on enforcing the positives and trying to eliminate the negative behaviors with these strategies. 

The Multi Tiered Approach to the School Growth Plan can Really Benefit Your School By Implementing Different Methods To Help Students Overall Achievement!

    

          The Multi-Tiered System of Approach (MTSS) is a three tiered system of approach that can help benefit students in many ways. The first is the Tier 1. In this approach it is the universal for all students. The Tier 2 is the targeted at students with risk factors. The Tier 3 is targeted at Intensive Students with high risk. As a future Administrator this system will be implemented to help benefit all students for academic achievement. In the Tier 1 which is eighty to ninety percent of of the population. As a leader I want to focus on preventive measures for students and allowing for proactive approaches to the universal style of academic achievement. In the Tier 1 approach as an Administrator it is a prime time to promote the PBIS program. I have learned that promoting Positive Relationships with all students can be a big deferment to Progressive Response to Problem Behavior. As a leader, I would like to promote students of the week and month to help promote this positive behavior. 

    As a future leader in the Tier 2 Program I would like to promote behavior contracts for those students who are in the Tier 2 Program. It will allow me to self monitor the progress of each student. I would also like to promote small group training within this Tier 2 Program. By giving out Mentor Based Programs it will allow for Positive Peer Reporting among the small groups that I plan to work with for academic achievement. I expect to accomplish different reinforcements for the students and to have rapid response for the students to their basic needs as well. This Tier 2 Program will be between 10-25% of the students who respond to this program. 

    As a leader for the Tier 3 Program I would enforce a few different areas of the MTSS program. The first is establishing a student centered planning so that I can develop a customized interventions with frequent progress monitoring. By establishing these protocols then I can monitor progression while still making any types of changes that I will still need to make.  In this program my focus will be on the individual student, assessment based research, and how to provide intense and durable procedures for these students to succeed. My focus will be on a smaller population between three to five percent.

Video Journals Can Help Display: How do We Treat All Students Equal?

https://youtu.be/Oe1HCNSsJjY

    As a future leader I want to make sure all students are treated equal. This can be done by creating a process for all students to achieve their goals. For example, I would take individuals in the English Language Learners (ELL) program and design/create specific steps to help guide them in the direction to reach the high level of achievement. I understand and plan to implement multiple plans in order for students to achieve. Each individual student will have to be processed through each individual step so goals can be set. Once the goals are established then it will be self-monitoring for each student to reach these goals.  By setting longer term goals then it will be a self progress monitoring to make sure that the students are heading in an upper direction. 

    By setting the longer objectives and goals it will be a better way for students success. It will also allow me set additional steps for some students who might need additional support. My leadership plan is to monitor students closely but to make sure each individual step is being processed. I feel that frequent check ins with teachers and pop ins to the program are also very beneficial. It allows for my leadership to see the progress and the progression of each individual student. Sometimes doing surprise visits can also support students because we connect and make better relationships with the students. 

    As a future leader I plan on doing all the above information with honest and true data. I plan on looking at the data before I set the goals. I want to look at the information a year before they enter our school so I can then see where each individual student is at for academic achievement. I intend to look at teacher recommendations to see if students can excel at a higher level based on academic performance. By focusing on areas of ELL, Students with Disabilities, and high risk students it will allow me to see progress before, during, and after the semester is complete. This will be a good way to self monitor these students towards their individual goals. It will continue to a self monitoring  and an adjustment process for students to be successful for the individual success. As a future administrator there will be ample amount of time spent in this area.