ISM’s growth and evaluation framework for teachers clarifies that growth itself is not to be evaluated. This frees teachers to try new things and take risks without fear of failure. The Essential Expectation is only that they “authentically engage in self-reflection and development of a growth and renewal plan. This includes written goals and progress toward those goals.”
Empower Your Teachers to Be Frontline Re-Recruiters
Among the many factors that drive families to choose private schools are safety and security, academic outcomes, and mission-alignment. But, as School or Division Head, you recognize that retaining families requires more than small class sizes and an impressive next-level placement record. Your faculty, in fact, is a primary reason your families stay at your school (or not).
Faculty Growth Plans: An 11-Stage Process to Ensure Authentic Engagement
One of ISM’s Essential Expectations on which faculty are evaluated is that teachers must “authentically engage in self-reflection and annual development of a growth and renewal plan, to include written goals and progress toward those goals.”1 To determine whether faculty members are meeting this expectation, ISM’s growth framework provides a clear process, developed to ensure “authentic engagement” while allowing for the risk-taking and failure required for meaningful growth
Ten Jobs for Classroom Helpers, Even in a Blended Model
It is increasingly difficult to predict what students’ future needs will be as we live in an era of hyperchange. Our overall response to this educational dilemma—exacerbated by remote learning during a pandemic has been to "cover" everything. We try to do this despite evidence students retain a small percentage of the content to which they are exposed.
Five Signs Your School’s Faculty Evaluation Isn’t Working
A yearly faculty evaluation is not like a walk in the park—whether you’re the academic leader implementing it or the teacher on the receiving end. When properly constructed and enacted, however, a comprehensive faculty development framework that includes an evaluation piece can improve staff culture, reduce legal risks, and bolster school enrollment.
Four Reasons to Incorporate a New Evaluation Framework
We often discuss ISM’s approach to faculty growth and evaluation that prioritizes predictability and support for teachers, students, and administrators. Our Comprehensive Faculty Development framework has two distinct elements. Today we’re focusing on the benefits of a focused and uniform evaluation framework. If you haven’t already adopted such an approach at your school, consider these four ways it can re-energize your teaching staff.
Evaluation and Growth for Heads, Administrators, and Nonteaching Staff: Part Two—Growth
A previous I&P article described the evaluation component of ISM’s Growth and Evaluation Framework for Heads, administrators, and nonteaching staff members. Evaluation provides a stable, consistent environment through clear expectations and a process for accountability throughout your school. This gives your employees the security to take on ambitious growth goals, which requires taking risks.