DISTRICT ACTION PLAN # 1
Strategy 3: Personnel
Strategic Result: Improve
quality and availability of temporary employees.
|
ACTION STEPS |
TIMELINE |
EST. COST/ BENEFITS |
PERSON(S) RESPONSIBLE |
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1. Contract
with private sector to provide temporary employees. 2. Annually
review wage structure to assure competitiveness in the private sector. 3. Annually
review private sector vendor contract. 4. Annually
review services provided by private sector vendor. 5. Annually
receive input from teachers and administrative staff concerning positive
level of services provided from private sector vendor. 6. Annually
revise as necessary. 7. Require
each teacher to evaluate the substitute’s performance following each assignment. Determine how well the substitute actually
followed the teacher’s lesson plans, maintained proper discipline, etc. |
2003-04 to 2007-08 |
ESTIMATED COST - ALL STEPS: $80,000 - $95,000 BENEFITS - ALL STEPS: Enhances the probability of continuation of
organized level of services in the classroom and other work sites in the
school district Expands pool of available and qualified temporary
employees Enhances community perception of school district |
Assistant Superintendent and District Personnel
Staff |
DISTRICT ACTION PLAN
# 2
Recruitment, Selection, Hiring, and Retention of
Classroom Personnel
Strategy 3: Personnel
Strategic Result: Increase
the number of quality applicants, improve the ability to make good personnel
choices, and improve the ability to create an environment for success as a new
teacher.
|
ACTION STEPS |
TIMELINE |
EST. COST/ BENEFITS |
PERSON(S) RESPONSIBLE |
|
1. Survey
last three-year hires concerning district contact, district information, and
district assistance after hiring. 2. Develop
promotional effort that Gulfport School District is the place to work as an
educator. 3. Develop
promotional effort focusing on high school seniors aspiring to become
teachers and on university teacher education majors. 4. Expand
and create renewed partnership with university teacher education program. 5. Increase
number of student interns in Gulfport for their practice teaching program. 6. Increase
the number of teachers completing the requirements to receive a practicing
student teacher. |
2003-04 to 2007-08 |
COSTS - ALL STEPS: 1.
Contractual Services:
a. Advertising Agency
b. Gallup Organization 2. Mentor
Supplements 3. Staff
Development Activities
Cost: $75,000 BENEFITS - ALL STEPS: Improved delivery and quality of instruction
through: 1. improved
and increased applicant pool 2. increased
knowledge of applicant’s skills and potential to develop into a master
teacher 3. enhanced
selection techniques 4. improved
assistance to new hires 5. improved
monitoring of new hires 6. increased
understanding by the employee of our high expectations |
Assistant Superintendent and District Personnel
Staff |
DISTRICT ACTION PLAN
# 2 (continued)
Recruitment, Selection, Hiring, and Retention of Classroom
Personnel
Strategy 3: Personnel
Strategic Result: Increase
the number of quality applicants, improve the ability to make good personnel
choices, and improve the ability to create an environment for success as a new
teacher.
|
ACTION STEPS |
TIMELINE |
EST. COST/ BENEFITS |
PERSON(S) RESPONSIBLE |
|
7. Require
principals to critique teachers assigned to the Gulfport School District. 8. Create
additional and renewed partnerships with university teacher placement center. 9. Create on-line
application process and transfer existing and new personnel files to
electronic media. 10. Enhance
ability, through improvement of interview techniques, to select applicants
who have traits, characteristics, etc. to become master teachers. 11. Enhance
ability to identify strengths of new hires. 12. Provide
on-line staff development activities to focus on strength-building. |
2003-04 to 2007-08 |
COSTS - ALL STEPS: 1.
Contractual Services:
a. Advertising Agency
b. Gallup Organization 2. Mentor
Supplements 3. Staff
Development Activities
Cost $75,000 BENEFITS - ALL STEPS: Improved delivery and quality of instruction
through: 1. improved
and increased applicant pool 2. increased
knowledge of applicant’s skills and potential to develop into a master
teacher 3. enhanced
selection techniques 4. improved
assistance to new hires 5. improved
monitoring of new hires 6. increased
understanding by the employee of our high expectations |
Assistant Superintendent and District Personnel
Staff |
DISTRICT ACTION PLAN
# 2 (continued)
Recruitment, Selection, Hiring, and Retention of Classroom
Personnel
Strategic Result: Increase
the number of quality applicants, improve the ability to make good personnel
choices, and improve the ability to create an environment for success as a new
teacher.
|
ACTION STEPS |
TIMELINE |
EST. COST/ BENEFITS |
PERSON(S) RESPONSIBLE |
|
13. Provide
three-year staff development program for first year new teacher hires. 14. Provide
staff development program for experienced teachers who are new hires. 15.
Identify, train, and compensate a mentor pool to assist newly hired
teachers. 16. Identify
strength and expertise of individual mentor to match those of new hires. 17. Revise
teacher job description to include accountability for learning and safety. 18. Provide
systematic plan of improvement, when necessary, focusing on improved delivery
of instruction. 19. Require
all new hires to submit to a blood test to detect illegal drug presence and
submit to fingerprint background check through FBI. |
2003-04 to 2007-08 |
COSTS - ALL STEPS: 1.
Contractual Services:
a. Advertising Agency
b. Gallup Organization 2. Mentor
Supplements 3. Staff
Development Activities
Cost: $75,000 BENEFITS - ALL STEPS: Improved delivery and quality of instruction
through: 1. improved
and increased applicant pool 2. increased
knowledge of applicant’s skills and potential to develop into a master
teacher 3. enhanced
selection techniques 4. improved
assistance to new hires 5. improved
monitoring of new hires 6. increased
understanding by the employee of our high expectations |
Assistant Superintendent and District Personnel
Staff |