Whitman Elementary - Tulsa Public Schools

• Utilized multiple data sources to build a data-driven culture in their schools where evidence is
being used to make all decisions.
• Implemented a system to track school-based data which will lead to increased accountability
2. Curriculum Implementation Based On Common Core Standards:
• Learned to supervise the new curriculum for each grade level in order to observe and evaluate
implementation.
• Observed for implementation and worked with colleagues to reflect on consistency and
pervasive implementation of new standards across the district.
• Provided feedback to the curriculum office on how to improve the curriculum.
• Practiced providing quality feedback to teachers about curriculum implementation.
3. Teacher/Leadership Effectiveness:
• Analyzed emerging trends from observations and evaluations from the previous year and plan
appropriate interventions that lead to improvement.
• Utilized best practices when observing and evaluating teachers with the goal of improving
teaching strategies.
• Continue to improve
4. Cultural Competence:
• Learned more about what it means to lead a school in an urban school district and acquired a
shared understanding of what cultural competence means in TPS.
• Begun a long-range study of how race, poverty, and culture intersect with student achievement.
• Implemented specific school-wide strategies that build high expectations for all students.
5. Professional Learning Communities:
• Learned systems, structures, processes, and practices to utilize professional learning
communities in their schools.
• Worked in professional learning communities with other principals to learn promising practices
and share implementation challenges and results.
Market-Based Compensation. In an effort to ensure the district offers fair and competitive
compensation to all employees and improve recruiting and retention rates, Tulsa Public Schools
commissioned Battelle for Kids to conduct a salary study that includes school principals and assistant
principals. As part of the study, jobs were evaluated based on updated job descriptions that reflect clear
job analysis factors. A large sample of jobs were compared to salary data from over 35 external
organizations of similar structure and size for a comprehensive market analysis. As the study nears
completion this spring, preliminary data reveals the district's job evaluation points are highly correlated
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