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Table 2 (Jeonghee, Colm, Damian, Brian) Concrete ideas

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Table 2 (Jeonghee, Colm, Damian, Brian) Concrete ideas

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1 ) Consistent TBO approach for non-teaching faculty/staff

2) Confirm what TBO does in the different contexts (academic and non-teaching groups)

3) Clarify:

A) what Prof. Develop means and that classroom practice is a key component of PD

B) the school's position determining how each staff member can max their PD within the school's structure (this is how you can get the most out of PD)

4) Finding out org best practices for supporting staff to reach prof. goals (HR-specific practices)

-See Brian with questions

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Table 2

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1. Get TBOs right. Let’s continue to build consistency in the TBO experience so teachers feel that. All TBO observers.

2. Consistent communication and make explicit the systems, options and opportunities all staff have in sectional, school-wide and whole school meetings. Ensure we clarify resources we have access to.

3. Connect personal TBO goals to PD funds. Make PD funds more connected to schoolwide goals and growth aims. Investigate trends in how PD funds are spent and look at how these feed into individual and collective goals.

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Table 3

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Observer suggested resources (Geoff, Kelly, John, Piotr, Andrew)

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Observer suggested resources (Geoff, Kelly, John, Piotr, Andrew)

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TBO observer is knowledgable of TBO resource bank to suggest resources.

Communicating and celebrating PD that people have attended (eg. TTT, pearls, teach, meet, eat)

Time in meetings to share teacher PD

GATE - celebrate and promote PD within the school and at other schools.

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Supported Self Direct (Geoff, Kelly, John, Piotr, Andrew)

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Supported Self Direct (Geoff, Kelly, John, Piotr, Andrew)

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Have an initial conversation with each member. Purpose: Establish Way of support and needs and growth and PD.

How can I best help you. How much guidance do they need.

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Create a SW Process/ Structure to Address Growth and Goals 

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Create a SW Process/ Structure to Address Growth and Goals 

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Table 6

Brief Description:

Intentional time and common expectations to discuss personal growth goals with faculty/ staff and their supervisor. The supervisor makes it a priority to continue this conversation throughout the year, and when possible encourage the faculty/ staff member to grow in these ways. This should be systematized, perhaps built into the beginning of the school year.

Potential product could be a template to help guide these conversations

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Expand TBO Schoolwide (Beyond academic faculty & staff)

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Expand TBO Schoolwide (Beyond academic faculty & staff)

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Table 6

Brief Description:

TBO is already embedded into academic practices. We propose TBO expand to non-academic staff so there can be common language and approaches to feedback schoolwide.

Who it helps:

All SFS faculty and staff

Broader community members

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Table 7

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Table 7

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Equity amongst stakeholders

Academic classroom teachers have TBO - what about everyone else?

Counselors

Student Support

Operational faculty / staff - what is the process?

Mid-Level Administrators

TAs

Clarity on Roles

Ex. are expectations for all TA's the same?

(Paul, Dave, DW, Jo, Cyrielle)

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Are there other ways to use TBO to focus on growth and feedback.

(Paul, Dave, DW, Jo, Cyrielle)

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Example:

Kickstarting TBO with a Purposeful Question

starting the first TBO meeting with a simple question like, “What’s your long-term professional goal?”—just to open up the conversation and generate a few practical ideas.

by TBO observers

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Table 1

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TBO PD question + possible pyramid scheme (Table 1 - Kris, Jeff, Justin, Nate D., Nancy)

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TBO PD question + possible pyramid scheme (Table 1 - Kris, Jeff, Justin, Nate D., Nancy)

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Table 1

Idea 1: Add a personal professional development goal TBO question for discussion with TBO observer

Idea 2: "Pyramid next level conversations" where everyone gets the opportunity to have a development chat with someone (i.e. teachers with HODs, HODs with sectional leaders, sectional leaders with SLT...)

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🔹 Step 1 – Post Your Team’s Idea (per team)
Each table will post 1–2 concrete ideas on the designated Padlet post based on your discussion. (Click the post → Edit, 1 post- 1 idea)
Make sure to include:

A short title

A brief description of the idea

What role(s) or departments this idea might support

🔸 Please focus on ideas that could be realistically implemented at the whole-school level, if possible.

🔹 Step 2 – Add Comments or Questions (all)
After all posts are uploaded, take a moment to read through other teams' ideas.
You are encouraged to leave:

Clarifying questions

Suggestions to improve or implement the idea

Risks or challenges to consider

🔹 Step 3 – Rate Each Idea (1–5 Stars) (all)
Rate each idea based on the following 3 criteria:

1. Feasibility – How realistic or feasible is this idea in our school’s context, especially if our extended leadership team is expected to implement it?

2. Impact (both breadth and depth)– How meaningful or positive would this idea be for faculty & staff if implemented? across the whole school, not just in a specific department or division?

3. Readiness – How ready are we to take action on this? What groundwork or support would be needed?

🔸 Your rating should reflect an overall judgment based on these three dimensions.
🔸 Everyone can rate once per idea using their own device.