# data[].attributes.body
Debbie is (gradually) developing a test prep pan that has set a high goal for retention. It is semi-responsive to data we are seeing.
Ellie

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Interns seem to be pretty closely approximating the 2.75 performance goal. I do have some questions about this.
Ellie

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Test prep strategy is too slow to take shape. There doesn't seem to be urgency around this.
Ellie

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consistent vision of excellent instruction across all program members
Ellie

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I'd like to see Debbie understand the costs of losing an enrolled or trained teacher due to testing. The test screens far more candidates than the performance bar. If teachers are not getting certified, the program can't justify its expense but for so long.
Ellie

# data[].attributes.body
- Applicant pool is diverse, surpassing our target.
- Overall cohort average on Core rubric is 2.66 for observation 1. This is well on track to meet our goal, although we know scores were inflated and will likely dip.

# data[].attributes.body
- I was surprised by the amount of disagreement on the survey question about expectations for students.  We haven't focused on a specific plan for shifting mindsets but this data suggests we should.
- Recruitment numbers are also low. We need to build clients' investment in quantity in addition to quality (they care about quality already) so they priortize the time for the type of recruitment and outreach that is necessary to increase the pool. An angle here is building a better understanding of program cost and return on investment, it's not a good use of resources to bring in 10 teachers every year.

# data[].attributes.body
- In working with Debbie to build the skills to lead OPT, working with coaches to norm and assign accurate ratings is going to be important.
- Recruitment will continue to be a challenge, so part of ownership of that work for clients will also need to be thinking creatively and innovating each year
- Communication and expectations continues to be a place we receive negative feedback from interns. I'd like to break this out for cohort 3 vs earlier cohort to see if we've improved, but either way Debbie is going to need a really strong understanding of all of the certification and program components so that she can proactively lead communication in coming years. We should consider adding that as a focus area/goal for knowledge building.

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How are we collecting data around this goal metric? "TD coaches are normed on the core rubric within 1% point of TNTP LC's"

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Biggest question for me - and I'm coming into this new so don't have all the context - but would love to know more about why application rates are so low and what plans we have in place to dramatically boost those numbers between now and 11/30.

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We are still struggling with clear communication and outlining expectations. I think there is opportunity through recruitment, orientation, and the systems we use (i.e. creating an OPT hub in Schoology) to demystify program participation a little.

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The TD team has made a noticeable commitment to recruiting diverse teachers and ensuring that our selection practices are equitable. They have a clear commitment to upholding quality but doing that in a way that focuses on skills/traits that lead to impact and doesn't disproportionately screen out candidates of color.

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Similar to Erin's point around communication and Debbie's role, we haven't historically had a clear program owner on the ECISD side. It has been hard to identify clear routes for ongoing engagement and consistent communication because there hasn't been one person who directs how and when we talk about OPT and with whom.

# data[].attributes.body
Debbie's starting to lead 3-4 team/TD events each week - to a proficient level. These meetings and systems will strengthen instructional practices.

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The applicant pool is on target for meeting diversity metrics. Debbie seems to be taking a more active role in engaging interns across test prep and instructional supports.

# data[].attributes.subject
The applicant pool is on target for meeting diversity metrics. Debbie seems to be taking a more active role in engaging interns across test prep and instructional supports.

# data[].attributes.body
Strong leadership is needed to drive the TD team forward and sustain the work. I'd still like to see Ashley (and Debbie) grow their skillsets/systems and routines to build efficiency which is needed for sustainability.

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What trends do we see and what larger goals should be set for the region? How can TNTP spread their influence beyond the TD team, ISs and APs?

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Ensuring communication protocols are effective and followed across work streams to ensure clear expectations and updates throughout the program.  

# data[].attributes.subject
Ensuring communication protocols are effective and followed across work streams to ensure clear expectations and updates throughout the program.  

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I think making sure community engagement is a clear part of all of the work we do across work streams is vital to ensuring it's potential benefits are seen, utilized and sustainable.

# data[].attributes.subject
I think making sure community engagement is a clear part of all of the work we do across work streams is vital to ensuring it's potential benefits are seen, utilized and sustainable.