Presentation to KPBSD Administrators Steve Atwater, Superintendent November 14, 2012

Mission Statement The mission of the Kenai Peninsula Borough School District is to develop productive, responsible citizens who are prepared to be successful in a dynamic world. Vision Statement We envision KPBSD students engage in their learning, participate in their community, reach high levels of achievement, and graduate prepared for their future.

 Leadership Team trained on December 10  Principals trained in use of tracking system in January  School SIPs will be posted as evidence that we are working toward meeting the goals of the strategic plan- Note: SIPs due back to Sean

 Status quo is maintained, a reciprocal style of leadership - you scratch my back, I will scratch yours  This approach will never get your school to fully embrace a culture of improvement. You must work to undo some of the safety that exists in this sort of relationship  Protection- I’ll work for you if you protect my position. Nothing really changes- school essentially operates as it always has.

 Not really what we want or need  Will remain a B+ district if we stay in this realm

 Eliminate the dependent relationship of staff and principal  There must be a degree of tension in your building. Tension due to the expectation of where you want to go and what it will take to get there  Strategies for being a transformational leader include teachers having a say in the decision making (ownership).  Maintenance is a given- improvement is the focus

 Difficult to let go of transactional style- it is what we are used to doing  Site needs a vision of what we (your school) can look like before you can leave a transactional approach  Current climate is challenging, a lot of protectionism in play right now  transformational leadership requires staff to let go of much of what drives self-interest-hard to do this

Principals Teachers District Office Admin

 Make sure that when possible, one teacher from your building is on district level committee. Teacher then reports back to staff/seeks feedback or input on where committee is going  As principal, you need to be up to speed on improvements well before they are a reality  Encourage active participation by your staff knowing that the committee work will become a standard operating procedure.

 This is an aspiration for KPBSD, not a reality  We generally do better than the rest of the state on items such as SBA scores and Graduation Rate  On national assessment- NAEP, SATs, ACTs slightly above national average  To be world class we need to be well above average

Indicator% of Students Other Advanced in reading in K, 1 st and 2 nd grade 37, 48, 243-year trend is down Advanced in reading in elementary and middle school 45Trend is flat, 3 rd grade = 57 % Advanced in math in 5 th grade47.33-year trend is down Taking algebra I in 8 th grade2Difficult to track Taking algebra II by 11 th grade44.11Trend is up 3 or higher on AP test49Of students taking AP tests. Trend is slightly up 1650 on SAT or 24 on ACT34.4, 12Trend is flat

IndicatorKPBSDMontgomery County Advanced in reading in K, 1 st and 2 nd grade 37, 48, 2476, 87, 44 Advanced in reading in elementary and middle school 4550 Advanced in math in 5 th grade Taking algebra I in 8 th grade262.8 Taking algebra II by 11 th grade or higher on AP test49 (78 students) on SAT or 24 on ACTSAT-34.4 (8.6% of whole), ACT- 12% of whole 50.4

Grade# of Students % of Students 10 Behind % On Track % 11 Behind % On Track % 12 Behind % On Track %

current grade10 *Average Attendance Rate Group On Track77.75%81.86%84.92%91.90% Behind73.77%76.31%82.73%84.93% current grade11 *Average Attendance Rate Group On Track78.42%81.98%87.48%90.11% Behind73.94%76.28%81.74%85.48% current grade12 *Average Attendance Rate Group On Track81.56%84.78%88.90%91.43% Behind71.76%78.25%80.91%82.86%

District Standardization Improvisation/site identity

 Non-negotiable-this is what we do at KPBSD  New items are vetted through committee work. They are not cooked up in the back room of the district office and then dumped on schools  Your job is to understand that these changes are coming and to share with your staff that this is the case. Note: reporting student learning is in motion.

 Vision of highly reliable must include your school having its own identity. You need to recognize your strengths and weaknesses.  What is your greatest limitation? Examples  Asian children and academic achievement- what is the culture of your school with regard to learning? ggle-for-smarts-how-eastern-and-western-cultures-tackle- learning?ft=3&f=1001&sc=nl&cc=nh ggle-for-smarts-how-eastern-and-western-cultures-tackle- learning?ft=3&f=1001&sc=nl&cc=nh  Adverse Childhood Experience (ACEs)-how to combat the negative consequences of ACEs  Pilot an IB program  Using STEAM as a basis for content delivery

 PowerSchool and APS  Enrollment numbers are positive – we have finally bottomed out  Strategic Plan is formally in motion  Site Council and revising end of year reporting and guidelines is going on this year  Increasing attention/sensitivity to bullying

 Arbitration opinion likely back to us right as school is ending for the semester  Two bargaining units will then meet in early January  Offers are not that far apart  Health care will likely be the sticking point  Your role in this is to work to help your teachers maintain a service oriented approach toward our students  We can never let self-interest overshadow the needs of our students

 Transactional (managers) vs. Transformational (leaders)- bottom line is that you have to be situational enough to do both  If we are to meet our/your school vision, then we will need to be transformational  Work to empower your staff by having honest conversations and setting attainable improvement goals.

 Most challenging quarter of my 13 quarters as superintendent here at KPBSD  Each of you and your staff is tasked with an enormous responsibility, thank you for staying at the helm and guiding your ship  Thank you for pushing your staff to go to a new place, to be critical of their instruction. How do you know? is a question that should be close to your conversations  Thanks to Christine for acting as your spokesperson with me- please know that we meet once a month to share concerns