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We've hosted a college-level course about proficiency-based learning (taught by Linda) on several occasions to help build capacity and develop deep understanding of learning and quality instruction.

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We have a common language document that we created for key parts of our programming to help us calibrate with staff, families and learners. It describes seminars, electives, learning coach, learning community etc. All of those things impact instruction.

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Michael - Universal Instructional Principles

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Michael - Universal Instructional Principles

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This was created last school year - all PD ideally falls within one of the four principles. It needs some tweaking to specifically add instruction (quality instruction) and what is more learning facilitator-driven and more learner-driven.

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In 2020-2023, our district had a group of teacher leaders and admin create this framework. We have used staff meeting time with a series of activities to create a common language and understanding as well as a video to explain the model. Kyle

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When I came to RL 7 years ago, I found much disfunction. The school was very unsafe. No learning could take place until that was under control. That has been accomplished. Next was a lack of evidence of engagement in learning. I started building that. Then, ran into MCL. It is a huge battle so working on common language and framework but don't feel there yet. I am building a vision and mission with them. I have staff training with Linda and we are spreading that across the system.

Some common language - We built GVC in some subjects. Work towards common assessments. This work is lead by the curriculum team and we have some holes. I am hopeful the PLCs can help grow this. I am working to get learning progressions going where the learning facilitators can connect learning progressions with GVC, learning targets, and voice and choice.

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We have been working on building capacity by identifying “Strategic Alignment Coach” positions. These positions don’t come with monetary attachments but more to recognize people that can be or are willing to be assets for their colleagues. It helps staff see how they are “contributing” to the mission/vision and have a sense of pride.

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We do, but I'd call it one of our best kept secrets. Our growth and evaluation system is built around a framework for instruction and learning, and we have provided everyone with a text that explores each of the concepts and provides a rubric for their implementation. However, we have work to do to help our teachers understand their practice in terms of the framework and to really use the rubric for growth and development of practice.

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We have a common language in some areas of instruction, such as we use learning targets when instructing that are written in learner facing language. They start with "I can." These targets can change daily or with units. The purpose is that learners should be able to show and understand what they have been learning.

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Finally got true PLCs going. Utilizing Solutions Tree to train our leadership teams and remainder of teachers. Constant monitoring for success and providing timely support. Sharing the load as a district leadership team. We have grown the most as we have been learning from Linda's mini summits and such. Lots of book reading!

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We created a video and then have an electronic walkthrough tool based on the framework to assess understanding and implementation.

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https://docs.google.com/document/d/1bjcUNEU9GTdV8ul0i5OYLzt-AMN9JYtLl8iGRXbnhDQ/edit?usp=sharing

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Evidence of Customized Learning Walkthrough Tool

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RSU14 Instructional Walkthrough Tool PDF