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Native Star

Native Star. NATIVE STAR -BIE 2010. Artist: Gus Claymore 2009. National Assessment Tool for Innovation, Validation, and Education “ You Can’t let Praise or Criticism get to you. It’s a Weakness to get Caught up in Either one.” John Wooden. Accessing the Site:.

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Native Star

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  1. Native Star NATIVE STAR -BIE 2010 Artist: Gus Claymore 2009 National Assessment Tool for Innovation, Validation, and Education “You Can’t let Praise or Criticism get to you. It’s a Weakness to get Caught up in Either one.” John Wooden

  2. Accessing the Site: www.centerii.orghttp://www.centerii.org

  3. Indistar Login School Restructuring Setup

  4. The Right Who Working for our Children and Grandchildren:Superintendents, Principals, Teachers, Staff, Community Members, School Boards

  5. ADD East Regions: Florida Maine Minnesota North Dakota Oklahoma South Dakota Tennessee Roxanne Brown, Wampanoag Cape Cod , MA Assistant Deputy Director-East Ed. M. Harvard University Margaret Claymore, Standing Rock Lakota Fort Yates, North Dakota Education Program Specialist Masters in Reading Minnesota State University Moorhead

  6. Culture of Candor:Freedom from Prejudice or Malice - Share Honestly Listen to Others Collaborate to Excel Learn From Others Receptive . . . To Shine Practice of Openness Acknowledge Strengths and Weaknesses

  7. Honoring our Students and our Heritage Native Star‘s indicators of effective practice are based on the science of learning, applicable for all children. Native Star encourages the people closest to the students to infuse cultural values congruent with the effective practice.

  8. What Native Star Provides Quality collaboration of school personnel An efficient and effective continuous improvement process Resources, Wise Ways, Indicators in Action videos, all aligned with evidence Support from Native Star School Specialists Convenient, electronic reporting

  9. Culture of Candor Throughout our history, we have learned that we succeed when we work together with open hearts and minds. With Native Star, both line offices and schools will engage in a culture of candor to polish their craft for the benefit of students.

  10. The Continuous Improvement Cycle

  11. Principles of Improvement Recognize the School’s Strengths Know Effective Practice Identify Needs for Improved Practice Design Path to Improvement Confirm Successes as Effective Practices are Implemented

  12. School Practices Connecting—Different Places Learning—Different Ways Deciding—Different Sources

  13. “The main ingredient of stardom is the rest of the team.” John WoodenFormal Team StructureLeadership Teacher Instruction Teams School Community Council Agendas & Minutes Benchmarked Progress Quality Work

  14. Leadership • Principal • Process Manager – selected by the principal to interface with the online system • Prepare agendas • Prepare worksheets & Wise Ways • Record minutes • Record the team’s work • Prepare reports • School Leadership Team

  15. ““Behold this day, for it is yours to make.” Black Elk“Let us put our minds together and see what life we will make for our children.” Sitting Bull Sitting Bull’s Log Cabin - Grand River, Little Eagle, South Dakota (Artist: G. Claymore)

  16. Coaching and Support • Native Star School Specialist will enter “coaching comments,” to which the team can respond. Principal and process manager receive email alerting them to the posting of a comment by the Native Star School Specialist • Indicators in Action • Web-based videos demonstrating • indicators of effective practice • Also available on DVDs • Sharing with Other Schools

  17. Indicators of Effective Practice Guideposts for effective practice Plain language, behavioral (Who does what?) Aligned with research base (Wise Ways) Drivers of planning and improvement Necessary in a Culture of Candor

  18. Examples of School Team Indicators • All teams operate with work plans for the year and specific work products to produce. • Instructional Teams meet for blocks of time (4 to 6 hour blocks, once a month; whole days before and after the school year) sufficient to develop and refine units of instruction and review student learning data. • Instructional Teams develop standards-aligned units of instruction for each subject and grade level. • Units of instruction include specific learning activities aligned to objectives.

  19. Examples of Teacher Indicators • All teachers maintain a record of each student’s mastery of specific learning objectives. • All teachers differentiate assignments (individualize instruction) in response to individual student performance on pre-tests and other methods of assessment. • All teachers use modeling, demonstration, and graphics. (Lesson Introduction) • All teachers review with questioning. (Lesson Summary) • All teachers interact socially with students (noticing and attending to an ill student, asking about the weekend, inquiring about the family). • All teachers use a variety of instructional modes. • All teachers reinforce classroom rules and procedures by positively teaching them. Center on Innovation and Improvement - Indicators in Action

  20. Examples of Principal Indicators • The principal spends at least 50% of his/her time working directly with teachers to improve instruction, including classroom observations. • The principal challenges, supports and monitors the correction of unsound teaching practices. • The principal compiles reports from classroom observations, showing aggregate areas of strength and areas that need improvement without revealing the identity of individual teachers. • The principal plans opportunities for teachers to share their strengths with other teachers. • The principal celebrates individual, team, and school successes, especially related to student learning outcomes.

  21. Native Star • Login Privileges – See document • Resources • Plan Your Meetings (Agendas, Minutes, Worksheets) • Continuous Improvement Process • Evidence of Implementation • What it looks like • The school satisfying itself for benefit of its students • Electronic Submission of Reports • Technical Support

  22. How Do We Start? • Form the Leadership Team • Appoint a Process Manager • Prepare an Agenda for the First Meeting • Select indicators to assess • Download Wise Ways for each indicator to assess • Download a worksheet for each indicator to assess • Distribute agenda and Wise Ways to team to review before meeting • Engage in a candid conversation at the meeting and complete the worksheets • Enter minutes and worksheet content in system

  23. Where Do We Start? • Principal and/or Process Manager can access the system at: • BIE website [link] • Use the login and password issued to the Principal and Process Manager • Or www.centerii.orghttp://www.centerii.org(see Indistar login) • Everyone can play with the system in a demonstration site by logging in as: bieschool; use bieschool also as password • Everyone can view the ongoing work of the team with a Guest Login

  24. School Dashboard What you see when you log in Where you go to enter Native Star school improvement tool Where you go to complete annual reports Where you go to submit reports Where you go to link to BIE data and resources

  25. School Improvement Tool for All Schools Annual Report for Title I Schools Title I schoolwide plan Annual Report for Title I Schools not making AYP Annual Report for Restructuring Schools Reports submitted electronically by due date here Links here to BIE data and other resources

  26. Native Star SIP Tool – Main Menu • Where you go to: • prepare agendas, Wise Ways, worksheets • enter minutes, • record work of team, • view coaching comments, and • generate reports

  27. Annual Reports for Year 1 • September 30, 2010 – Principal • Complete Step 1 – Register School • Complete Step 3—Form Leadership Team • Complete and Submit Electronically • Supplemental SIP and Corrective Action Plan • Title I School wide Plan • AYP/SMART Goal Plan (schools not making AYP) • Restructuring Report (restructuring schools only)

  28. Reporting Date 1 October 31, 2010 – Minimum expectation of Leadership Team (All Schools) • Assess the 31 indicators identified for Reporting Date 1 • Plan for at least 11 key indicators from the 31 accessed • Implement planned indicators • Electronically submit the report—Principal • Estimated meeting time to assess and plan: 14 hours (7 hours per month)

  29. Reporting Date 2 January 31, 2011—Minimum expectation of Leadership Team • Assess 53 indicators identified for Reporting Date 2 • Plan remainder of Reporting Date 1 indicators • Tier I: Plan 37 indicators identified for Reporting Date 2 • Implement planned indicators • Electronically submit SIP report—Principal • Estimated meeting time to assess and plan: • Tier I schools: 42 hours (14 hours per month) • All other schools: 24 hours (8 hours per month)

  30. Reporting Date 3 May 31, 2011—Minimum expectation of Leadership Team • Assess 14 indicators identified for Reporting Date 3 • Plan remainder of Reporting Date 2 indicators • Tier I: 16 indicators • All other schools: 52 indicators • Tier I: Plan 14 indicators identified for Reporting Date 3 • Implement planned indicators • Electronically submit SIP report—Principal • Plan 14 indicators identified for Reporting Date 3 • Estimated meeting time to assess and plan • Tier I schools: 20 hours (5 hours per month) • All other schools: 30 hours (7.5 hours per month) Note:At this point all indicators have been assessed and planned for Tier I schools; and all indicators have been assessed and most planned for all other schools. Please note also that as meeting time for assessing and planning decreases, the time for tracking implementation will increase. In year 2, most time will be devoted to adjusting plans and tracking implementation.

  31. What Happens Next? You just keep going Assessing, Planning, Implementing, Monitoring Progress regularly Profiling Your School The cycle of reporting dates continues No “annual plan” Continuous improvement

  32. Why Not?? Participate?? When You Have A Chance To . . . Increase Communication between Superintendents, Principals, Instructors, Staff, Parents, and School Boards, Parents, and Communities!!! Profile Strengths!!!—Affords Opportunities to improve and evaluate programs Provide A Mirror View of School Performance: Administrators, Instructors, Curriculum !!!! Go Green with a Paperless System: Meetings, Agendas, Tasks: Organized on line in ONE PLACE!!! (Sent Out Via E-Mail) Technology: User Friendly!!!!! Logins: community, staff, parents, school board Share updated activities/articles/journals: Keeps everyone Informed!!!! Teams: Continuous dialogue, sharing, assessing, planning, excelling in Instruction!! Paves the way to “Show Case Your School and What You Do” with Everyone!!! Researched Based Articles Monthly: Educational Practices, Charter Schools, Standards, Systems of Support, Academic Standards, Restructuring, and MORE

  33. Filter by Reporting PeriodWhen Assessing Indicators Filter indicators to see those for reporting period

  34. The Reason for our Work . . .Preparing Our Children To Succeed

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