Above all else, school districts must provide high quality educational services. Having adequate processes in place to identify student educational needs, providing for those needs, and measuring performance as a result of these programs represents the most vital mission for every school district.
Documents you will receive (if available):
Staff development activities per building
Curriculum review process
Technology 3-5-year plans
Cost of instructional materials-including textbooks
Copy of course evaluations in last 3 years.
Pertinent data on student learning with peer and region groups
List of all computers in schools
List of all technology in schools
Documentation on new teacher training
School and district report card from state (on state website)
Special education organizational chart
List of dual credit courses
Vocational course offerings
Information on how stipends are determined
School improvement plans for each building
Extracurricular handbook and policies
List of all staff by position and building
Master course schedule by building
Job description of technology personnel
List of in-service activities for classified staff
Cost of in-service activities
Substitute teacher procedure
Activities team member will perform (CISL will provide data when appropriate):
Determine vocation courses offered
Determine dual credits and/or advanced placement opportunities
Compare teacher-pupil ratio for core classes, compare to peer group, region, state if possible
Compare teacher-pupil ratio for all classes, compare to peer group, region, state
Develop list of classified in-service for year by category
Examine curriculum guides
Document process for implementation of new programs
Develop comparative data of peer schools showing test data and other pertinent information
Compile list of technology other than computers in district showing strengths -weaknesses
Compare school improvement plan and staff development activities
List number of students in vocational classes
Develop computer to student ratio
Interview selected staff to determine process on substitute teacher selection, recruitment, etc.
Questions to ask or duties to consider during interview process:
What are you doing to support classified staff training?
Is there a correlation between updated curriculum and student performance success?
What evidence do you have that the technology staff are helping with the learning process?
What process is used to determine whether teachers and administrators are using district curriculum guides?
What evidence do you use to determine the effectiveness of your extracurricular offerings?
Who is responsible for writing grants for technology, other areas?
What have been best - worst staff development activities and what people have been best –worst?
What special groups of students are growing-declining?
What special issues do these groups present?
What evidence do you have that building administrators are monitoring the teaching and learning process?
How does the district identify at-risk students?
What programs are in place to help at-risk students?
What procedure does the district have to track students who have dropped out of school?
How does the district track success of vocational programs?
Are changes in participation in extracurricular activities tracked and monitored?
Are decisions to bring in new programs or discontinue existing programs made based upon quantifiable data?
What trends in student performance have developed over the last five years?
Does the district have distance learning? If so, how is it used?
How are staff development needs identified?
Do you have formal training for substitute staff?
These documents, activities, and questions are only a starting point. Team members may ask additional questions, request further documents, and perform added activities.