Goal+1+-+STRATEGY+2


 * Goal Statement: __To manage and adapt to the projected growth and changes the district will experience over the next six years.__ **


 * ** Strategy #2: The district will develop a plan to make optimum use of current and new staff in the face of growing requirements. ** ||

2. Explore additional ways to utilize flex time throughout the teacher calendar and thereby encourage the completion of such workshops during the summer months. 3. Expand opportunities for staff members to attend professional development workshops outside of the school district and investigate alternative funding sources to minimize the financial impact on the District. 4. Allow time for continued staff collaboration across departments and grade levels during defined in-service time or during teacher pull-out days. 5. Monitor positions of leadership throughout the District and encourage those who have not yet taken an active role to undertake the challenges of leadership as new opportunities arise. 6. Establish a committee of veteran staff members and community participants to construct a Lower Moreland Township School District cultural/historical handbook to be given to new staff members and to families with students who are new to the District either in Kindergarten or another grade so that all will have an appreciation for the past accomplishments of the District. 7. Create an alignment with the current Lower Moreland High School Alumni Association to: preserve accurate records of history while maintaining traditions; promote camaraderie amongst all graduates, staff members, and community stakeholders; maintain a purposeful information system that promotes communication amongst its members and supporters; and serves and support Lower Moreland Township School District activities. || Staff development focus in each building identified and implemented: Pine Road-Transition, Restorative Practices Murray Avenue-Anti-Bullying, Data, Rigor and Relevance High School-Student Needs, SAT/PSAT and Technology. Consultant hired to assist with needs assessment, planning, scheduling and implementation. . . Plan for 2011-2012 includes these offerings. . Funds from curriculum and buildings set aside for certain programs each year. Grants support a number of district initiatives. . Complete. Especially evident in curriculum renewal process now in use which has a K to 12 component. . Continuing to develop leaders in all aspects of the district is critical to the vitality of the organization. The development of a research based Lead Teacher model which allows for and promotes the distribution of leadership and power throughout the system increasing connections, developing relationships and, most importantly, assisting in the development and monitoring of the curriculum. Not started. . . <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Recent contact made to assist the placement of students in the CAPS program. <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%;">Foundation has also made contact. || <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Implement Assessment Plan to increase use of data in decision making. Offer flex program to increase staff participation in the delivery of offerings. <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Increase focus on support for specialists. <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Collect feedback to evaluate success to determine future direction. . <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Continue to search for grants that support district initiatives. <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Continue to set aside time for collaboration. . <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">Continue efforts. . . . . . . <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%;">Continue to explore ways to strengthen connections with the Alumni Association. || Many online webinars are available which staff members can complete independently at a time that is convenient to them. One drawback is that there is no structure in place that will allow staff to receive Act 48 credit for these online webinars. If such a procedure could be put in place (e.g. district acceptance of a certificate from the provider along with the staff member's summary of what was learned), teachers may be more likely to take advantage of these webinars. (M. Staley) At one time there was a district professional development committee comprised of administrators as well as staff members from each building. Perhaps this committee could be resurrected. (M. Staley) ||
 * ** Activity Steps ** ||  ** Accomplishments **  ||  ** Next Steps **  ||  ** Comments **  ||
 * <span style="font-family: Arial,Helvetica,sans-serif; font-size: 90%; margin: 0in 0in 0pt;">1. Create continued opportunities for staff development by redefining the professional development program to be broader in its content offerings and to encourage current staff members to develop workshops on relevant educational issues and strategies that they will then offer and deliver to other staff members. Designation of a staff development coordinator to oversee the development, scheduling, and logistical needs of the staff development program is an essential component of achieving this goal.