Whitman Elementary - Tulsa Public Schools

• Passion for improving urban public education and a long-term commitment to the K-12
education sector
Expected Outcomes And Metrics For Evaluation: As part of the district’s performance management
initiative, the office of Teacher and Leader Effectiveness will track the following indicators and establish
benchmarks to inform the further development of the internship program:
• Participants’ annual performance evaluation ratings: The expectation is that program
participants will receive at minimum a highly effective rating (4) in their Leader Effectiveness
evaluation.
• Successful implementation of school-based projects: Projects implemented by participants will
result in measurable gains in student achievement.
• Program Design Delivery: Completed design for a principal internship for full implementation in
2012-2013 that is based on best practices, current research and district’s overall goals for its
principal leadership pipeline program.
• Participant satisfaction: Survey feedback from interns and their principals about quality of
monthly trainings—90% or more report training was highly relevant to developing their skills as
instructional leaders.
Induction and Support For Novice Principals Program Pilot. This program provides induction
support and development for first, second and third-year administrators. Similar to the Assistant
Principal Internship component, this pilot will inform the design and implementation of a
comprehensive induction program. The components of the program include:
• A two-day induction session focused on essential information needed by new principals as they
begin their new assignment.
• Monthly training sessions designed by TPS and consulting experts (New Leaders/New Schools)
and provided by the University of Oklahoma Professional Development and Leadership
Academy. The sessions will focus on:
o Instructional leadership and successful school management (as defined by the Leader
Evaluation rubric).
o The shift from operations/management to data driven analysis of student achievement;
o The alignment of goals, supports and supervision and evaluation of teachers
• Ongoing coaching provided by a mentor and a member of the TPS executive team (Planned for
2012-2013).
Expected Outcomes And Metrics For Evaluation: As part of the district’s performance
management initiative, the office of Teacher and Leader Effectiveness will track the following indicators
and establish benchmarks to inform the further development of the induction program:
• Participants’ annual performance evaluation ratings: Program participants will receive at
minimum a highly effective rating (4) in their Leader Effectiveness evaluation.
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