1. 2001 Malcolm Baldrige National Quality Award Recipient Pearl River School District http://patapsco.nist.gov/Award_Recipients/PDF_Files/Pearl_River_Application_Summary.pdf Erin Brett Matthew Callier Emma Grose Kristina Hanson Rebecca King

2. Brett, Callier, Grose, Hanson, KingETM 627 Leadership ●“The leadership system at the Pearl River School District (PRSD) has evolved through ongoing commitment to continuous improvement.” (page 1) PRSD Leadership System Diagram (page 1) 1

3. Brett, Callier, Grose, Hanson, KingETM 627 Strategic Planning ●Planning process begins at 3 levels: o district level→administrators consider general student and stakeholder needs to establish a long- range plan (revised annually) o building level→faculty within each school o classroom level→teachers within each individual classroom ●District Goals: o improve academic performance o improve perception of the district o improve/maintain fiscal stability 2

4. Brett, Callier, Grose, Hanson, KingETM 627 Customer and Market Focus Knowledge of Student Needs and Expectations (page 11) 3

5. Brett, Callier, Grose, Hanson, KingETM 627 Measurement, Analysis, and Knowledge Management (Page 19) ●PRSD Data Management System (DMS) o Core of district’s info and analysis processes ●Performance Measurement o Potential users of data at all levels offer input on the availability and relevance of the info Seven-Step Benchmarking Process to select key comparative data: 1. Determine which functions to benchmark 2. Identify key performance variables to measure 3. Identify the best-in-class 4. Measure performance of best-in-class 5. Measure your own performance 6. Specify programs and actions to meet and surpass 7. Implement and monitor results 4

6. Brett, Callier, Grose, Hanson, KingETM 627 Human Resource Focus Work Systems o Center around the active involvement from all stakeholders.  Planning starts in January  Employees establish annual improvement goals  Employees are evaluated on the attainment of their goals o Professional development for all staff at all levels is integral to the human resource function.  All departments have development activities  A committee develops the training programs  They have a full-time director of technology 5

7. Brett, Callier, Grose, Hanson, KingETM 627 Process Management page 28 Student Services: Student Safety, Guidance/Counseling,Special Education, Transportation, Athletic Programming Support Processes: Purchasing, Payroll and Benefits, Duplicating/Copying, Tech Support Figure 6.1-2: A+ Approach for Classroom Success 6

8. Brett, Callier, Grose, Hanson, KingETM 627 Organizational Performance Results ●Student Learning Results o Diploma & Subject passing rates, AP & SAT participation rates, college attendance rates ●Student and Stakeholder Focused Results o Student & Parent Satisfaction Surveys, Dropout, Attendance, Drug Abuse, etc. ●Budget, Financial and Market Results o Cost per pupil, market share, etc. ●Faculty and Staff Results o Satisfaction, compensation injuries, staff turnover rate, faculty training rate, communication between grade levels, etc. ●Organizational Effectiveness Results o Efficiency of Special Education Program, Copier Operations, & Student Transportation Cost, Student Satisfaction in Guidance/Counseling, School Capacity 7

9. Brett, Callier, Grose, Hanson, KingETM 627 Contact Information Erin Brett: 251-978-9232 Matthew Callier: 706-325-5555 Emma Grose: 304-553-2605 Kristina Hanson: 954-296-3173 Rebecca King: 903-790-5663 1400 Coleman Avenue Macon, GA 31207