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Instructions
For each section, share your perspective:

What to Lean Into

Something that’s working well

An initiative gaining momentum

An area worth expanding

What to Rethink

Something that isn’t quite landing

An aspect that might need adjusting

Remember: Focus on constructive feedback that helps shape our future direction.

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Clear roles and responsibilities are the backbone of a high-functioning SISP team.

SISP teams are strategic, school-embedded supports that proactively address student needs. The SISP team is not a siloed collection of individuals working independently

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The mission statement is clear, concise, and motivating. The vision statement stipulates a direction forward. The theory of action accurately tells our “why.”

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Size of team could require doubling up of team meeting roles/responsibilities (before, during, and/or both)

Current skillset of team may not be a good match for these meeting roles

Comfort with silos or feelings of territoriality among team members

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As defined, the core roles are clear and should allow efficiency with overall tasks if embraced by SISP members

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Expected use of COS: most schools/teams don't have a framework for it and, to my knowledge, none of us have been fully trained to implement it

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Are Lever 3 walkthroughs now the work of SISP teams?

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Who is providing the training for SISP Team members…and how?

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A barrier I foresee is who/how they will take on these roles without challenge at some sites; it may be prudent that principals coach their staff and aid role assignment

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How is this work connected to/aligned with the work of the Office of School Climate?

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provide a clear framework/guide for team members to outline who is doing what so there is clarity of roles and responsibilities within teams - who will provide Coping Cat if needed? Who will deliver Signs of Suicide? Etc.

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We have SISP positions in each school

Most of those positions are staffed

I would like to think that most schools would agree with the theory of action

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How and when will this be socialized

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Format is easy to follow

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The agenda template will be helpful. It gives SISP team members guidelines regarding what should be addressed at each weekly meeting; the guesswork is removed

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There are some teams already operating in this way...and some who aspire to.

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The format is simple and not confusing

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How to help teams when they are dealing with inconsistent meeting structure or lack of follow through on agenda items

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I wish the tool went from 1-4, left to right, so it's aligned with most other rubrics/tools we use

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How do we get SISPs teams to know that it is more than having meetings but true collaboration

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How do we verify Teams are meeting effectively?

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How do we verify Teams are meeting effectively?

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What is a consistent way that District level staff can check in without presenting as a micromanager? What tangible evidence should be captured that the SISP team is meeting, following an agenda, and operating using principles of COS?

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how might we partner with OPL to implement effective PLC meetings? They provide PLC training and have trained some of our SISP teams in the past, which has positively impacted their team functioning and effectiveness of their meetings

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I really find this helpful. This showcases start to finish how SISP teams need to operationalize their efforts from BOY to EOY

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So that they are current for this and following years

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This is a collaborative approach, not a siloed effort. It’s important to utilize the COS framework. Each team should establish clear team agreements and decision-making protocols to guide their collaboration, promote accountability, and support consistent progress.

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This is a collaborative approach, not a siloed effort. It’s important to utilize the COS framework. Each team should establish clear team agreements and decision-making protocols to guide their collaboration, promote accountability, and support consistent progress.