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(may pull them into institute in NYC)

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Ask yourself: What's the experience we want our leaders to have? 

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Ask yourself: What's the experience we want our leaders to have? 

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what does prioritizing one thing over another in summer mean for my evaluation scope/timeline

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Facilitation - if my team is not sufficient how to do I get additional support

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Facilitation - if my team is not sufficient how to do I get additional support

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Need to clear norms for facilitation

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need to determine who will pay the bills

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Attendance for team - does everyone have to be in every session?

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Attendance for team - does everyone have to be in every session?

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Need to schedule additional resources across TNTP to support facilitation of the PD

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how will you prep for institute - how much time is needed, what are the expectatations

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how will you prep for institute - how much time is needed, what are the expectatations

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What value is there in combining contracts or are they best kept separate - need to identify shared priorities on the front end

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absences for leaders - attendance policy

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absences for leaders - attendance policy

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Getting this clear first before planning

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who's facilitating: is my team sufficient? 

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who's facilitating: is my team sufficient? 

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resident transfers across contracts

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If the PLUS Team, understands and embodies the purpose of SI, the resident experience will be heightened

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If the PLUS Team, understands and embodies the purpose of SI, the resident experience will be heightened

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If leaders understand who they are as leader and understand how who they are impacts others

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If leaders understand who they are as leader and understand how who they are impacts others

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If a strong culture is established for each cohort of residents during the summer then they will be set up for greater levels of support and alignment with the core values of PLUS as they continue to develop

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If leaders are normed on the rubric during the summer, we will be set up for them to begin growing teachers on the rubric during the school year.

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If leaders leave with a clear plan of action that they revisit weekly, monthly then...

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If leaders leave with a clear plan of action that they revisit weekly, monthly then...

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If leaders see themselves as managers of adults, they will have a stronger impact during their residency and approach relationship-building with that mindset.

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If leaders can clearly articulate their identities, biases, and aspirations, they will be better positioned to assume leadership roles in their schools and build strong relationships with all stakeholders in their school community.

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If leaders have a strong foundational understanding of the rigor of CCSS, they can leverage that as instructional leaders from day 1.

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If we build the schema for themes, habits of mind that will recur in leadership, PD, coaching and get the values espoused by our content on the table, leaders will be able to integrate new knowledge and skill in coaching, PD and placement experience more readily into their leadership

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connection to evaluation and content in Year 1 and 2

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connection to evaluation and content in Year 1 and 2

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If our leaders know and are able to do XXX, they will be meeting expectations by the mid year evaluation

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If we create a clear vision with clear priorities for summer institure then  all planning will be connected to a similar narrartive and coaches will be better able to speak to this narratrive in coaching and as facilitators of PD

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If leaders have a clear vision of excellent instruction and a deep understanding of the CCSS shifts (and are normed on Core) they will be able to guide teacher development in pursuit of increased student achievement.

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- strong start
- clear expectations
- identity: who they are as a leader
- rigor, high quality instruction: work through teachers to generate student achievement
- foundational skills
- PLUS team: vision, connection to the purpose of institute

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E.g. Ask PM to pull school summer calendar

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E.g. Length of institute

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E.g. I need to: get the District to pay for more PD days, cross-walk school calendars to look for conflicts, let the Asst. Supes know the dates, ensure my team doesn't take vacation during those dates, publicize training days to applicants...

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E.g. We are lengthening institute to 3 weeks so that we can build a stronger foundation before leaders start in schools.