ROLES & RESPONSIBILITIES

ROLES & RESPONSIBILITIES

Consultant Team Captain

Management Roles Providing School Assistance Consultant The Consultant focuses responsibility on the school, its process and its success. The Team Captain focuses responsibility upon the event THE SITE TEAM S VISIT and the unbiased evaluation of the school and its work.

Consultant The Consultant EMPOWERMENT 4

Consultant The Consultant MISSION: Inform, encourage and assist school leadership so that the accreditation process will be successful. ROLE: Advocate: Acceptable process to the School FOCUS: Process KEY CONCERN: Acceptability 5

Success-based consulting Visit the school. Explain the process. Establish the schedule. Insure that schools understand the evidence based process and procedures for rating general indicators Review all materials prepared by the school. Make suggestions for improvement. Validate completion and compliance. Determine if the school can undertake a successful team visit. 6

Collaboration for Success Consulting is Always a Two-Way Street School Accreditation Leader Assigned NLSA Consultant 7

Consulting Experiences. 8

THE BIG QUESTION Does the evidence and documentation present an honest and accurate reflection of the ratings the school has awarded itself? 9

Consultant Additional Questions to Determine an Assessment of Readiness 1) Has the school complied with requirements? 2) Are rating decisions supported with sufficient evidence and practices? 3) Is the School Action Plan completed correctly and does it reflect the needs of the school as identified in the self study report? 10

Consultant Consultant s Responsibilities If there is any doubt whatsoever

Consultant Consultant s Responsibilities Dealing With A

Filing for an Extension Consultant Letter from the school stating conditions requiring the extension. Letter from the district endorsing the application for the extension. $100 extension application fee

Leading the Visiting Team in its work Team Captain

The Team Captains Role Team Captain Unbiased Evaluation

The Team Captains Role Team Captain MISSION: Provide unbiased evaluation of the school s qualifications for accreditation based upon its compliance with NLSA standards. Make the first recommendation related to the school s accreditation application. ROLE: Prepare the visitation team s written report based upon observations and judgments made during the site visit. FOCUS: The event KEY CONCERN: Unbiased evaluation

7 STANDARD AREAS 6 Team Members 1.Purpose 2. Relationships 3.Leadership 4.Professional Personnel 5.Teaching and Learning 6.Student Services 7.Facilities

Choosing your Team Choose team members who will have knowledge about and experience with issues your school has targeted for improvement.

Choosing your Team What if we can t secure 6 qualified team members? Conflict of Interest?

Team Captain The Captain s Key Responsibility Empower team members to complete their unbiased work with accuracy, quality, and in a timely manner.

The Team Captains Role Team Captain Prior to the School Visit Team members are assigned Major and Minor roles for reviewing standard areas. MAJOR RESPONSIBILITIES Reviewing, Rating, Writing and Reporting Responsibilities for a single standard area. MINOR RESPONSIBILITIES - Consulting responsibilities in an assigned standard area

Team Captain Preparing Team Members for Success Pre-Rating General Indicators After careful review of the school s self study document, each team member should be directed to assign a single pre-rating for its assigned standard area(s) based upon the documentation they reviewed before the event begins. Highly Functional 4 Exceptional Operational 3 - Acceptable Emerging 2 Needing Improvement Not Evident 1 cause for consideration of provisional rating

HIGHLY FUNCTIONAL (4) This is an area of outstanding strength of the school. It not only meets ALL of the benchmarks related to the general indicator, but is supported by extensive documentation and/or observable practices that exceed expectations related to this indicator. This indicator establishes practices for other Lutheran schools to consider. The Visiting Team will verify that these practices and/or documentation exceed the Operational (3) level.

OPERATIONAL (3) This is the expected rating for a strong Lutheran school. ALL benchmarks must be met completely for this indicator to be considered Operational. The condition is supported with documentation and/or observable practices that support the rating.

EMERGING (2) Improvement is required in this area. If one or more benchmarks are not fully met, the rating must be Emerging. This indicator is recognized as important by the school, but is inconsistently applied. Any benchmark not fully met must be addressed in the School Action Plan.

NOT EVIDENT (1) There is observable conflict or deficiency with this indicator at the school. Less than the majority of the expected benchmarks are not met or addressed with sufficient practices, evidence, or documentation. This rating shall result in the assignment of Provisional Status. This must be addressed in the School Action Plan.

Team Captain PRE-RATING The pre-rating serves as a starting point for the work of the visiting team. Everything done during the visit serves to confirm, enhance, or diminish that rating that is related to the final rating average that is assigned each standard area.

R REQUIRED EVIDENCE Standard One The written purpose/philosophy/mission statement Standard Two Nondiscrimination policy School discipline code

REQUIRED EVIDENCE Standard Three Governing board handbook or policy manual The administrator s job description Standard Four The school s staff development plan Nondiscriminatory salary and benefit scale

REQUIRED EVIDENCE Standard Five A current schedule for each classroom Written curriculum for every grade level A chart illustrating what percentage of each school week is allocated each subject. An analysis of the results of standardized tests administered.

REQUIRED EVIDENCE Standard Six Enrollment/Admission policy Volunteer Handbook Crisis Emergency Plan Standard Seven School floor plan

Team Captain Your work with the team when you arrive at the school Review event purpose, procedures, precautions Visit, interview, observe, validate, stay on task Assure that the school has complied with all Required Standards and Indicators of Success Validate that ratings provided by the school are honest and accurate. Provide ratings that accurately reflect evidence and practices present at the school.

Team Captain How do team members arrive at the ratings that accurately reflects what s happening in the school?

Team Captain How do team members assign ratings that accurately reflects what s happening in the school?

Suggestions for Preparing the Team Report Start early Prepare thoroughly Equip team members for success Stick to the MAIN things

The Visiting Team Report Standard 1: Purpose The schools purpose/philosophy/mission statement serves as the basis for forming goals, learner outcomes and actions plans, as well as determining a direction for all activities for the school. Throughout the self-study process, every phase of the school program is evaluated in order to determine if they are being carried out in accordance with the schools stated purpose. Does the school comply with Required Indicators for Standard 1? 1.1 The school s written purpose statement is rooted in Holy Scripture, agrees with the Lutheran Confessions and reflects sound educational and psychological principles. 1.2 School leadership and staff members understand and accept the purpose of the school. Are required evidentiary pieces for Standard 1 prepared and in good order?

Preparing the Report General Indicator 1.3 School Leadership (Administration and Board) use the mission statement as the foundation and reference for all planning. Sources of Evidence School Performance Level Rating Team Performance Level Rating 1.4 School Leadership (Administration and Board) regularly assemble school constituencies (including but not limited to faculty, staff, parents, students, congregational stakeholders) to review, clarify and renew the school s stated purpose. 1.5 The school s purpose is displayed and reflected in school activities and in the teaching/learning environment in classrooms. 1.6 New employees are informed about the school s purpose and its appropriate engagement.

Preparing the Report If you change a rating that was assigned by the school you must provide valid justification for the change in the section summary.

Section Summary Summary and Response Actions A. Are the Required Indicators of Success met? B. Based on your findings, what are the strengths of your school in this area? C. Identity any major deficiencies identified by the visiting team. D. Provide rationale for any changes to school ratings made by the visiting team E. What is the school s overall (the average rating for all general indicators) rating for Section 1: Purpose?

Assessing the Overall Rating Average Ultimately, an overall final school rating average is calculated by averaging the scores that have been assigned for all of the general indicators. Total # of Points Awarded by the Visiting Team Divided by 41

Team Captain What if my ratings don t agree with their ratings? What could cause your ratings to differ from the school s ratings?

You re on the Visiting Team

4:02: Christ-centered teachers have qualities and qualifications necessary for success in their defined areas of service. Schools must demonstrate with documented evidence and practice that they comply with the following in order to function at the Operational Level. All teachers demonstrate a personal relationship with Jesus Christ and a dedication to teaching in the Lutheran school. Full-time faculty members are on the roster of the synod or are eligible. Full-time professional staff members have appropriate teaching certificate(s) from the state and meet requirements for their specific assignments. Academic transcripts, copies of state teaching certificates, background checks and other necessary or required information about all professional personnel are kept on file in the office. Teachers hold a baccalaureate degree. Teachers have been prepared and vetted following prescribed federal and state mandates for background checks and training. Academic transcripts, copies of state teaching certificates, background checks and other necessary or required information about all professional personnel are kept on file in the office. Highly Functional(4) _X Operational(3) Emerging(2) Not Evident(1) Identify and list supporting Evidence or Practices: All teachers are Lutheran. The pastor s wife (fifth grade teacher) is LCMS trained but is not on the Roster of Synod. One teacher is a life-long member of the congregation but doesn t plan on taking any additional coursework prior to retirement. Two teachers are taking colloquy courses at the present time One teacher just came from another state and will begin the process of getting state teaching certification. Personnel files are complete in the business manager s office. Background checks have been performed on all workers. Comments: The committee believes that additional work needs to be done to establish a policy and procedure for more effective professional development for teachers.

Evaluating the School Action Plan The School Action Plan Must: Address conditions related to General Indicators of Success that were rated as Emerging or not Evident Identify section and standard number and related concern and strategies Include an action target year and a person who will be assigned responsibility for the action.

Evaluating the School Action Plan Whenever possible actions should be addressed through the accomplishment of broad goals that are designed to be carried out throughout the school s accreditation cycle.

Evaluating the School Action Plan It is the responsibility of the visiting team to review the School Action Plan to ensure that all items requiring actions have been targeted in school goals (with a completion date) and assigned. A NARRATIVE OVERVIEW of the school action plan should be the concluding portion of the visiting team report. This overview should include: An evaluation of the REALISTIC ATTAINABILITY of the plan (as a whole). The INCLUSION of any items not addressed in the school action plan that were IDENTIFIED BY THE SCHOOL in its self study. The INCLUSION of additional items targeted for required action as DETERMINED BY THE TEAM during their visit

Evaluating the School Action Plan The School Action Plan serves a dual function as it becomes the school s Cumulative Annual Report Form documenting on-going progress to the District Accreditation Commission.

Sharing the findings of the visiting team with the school. The Team s Exit Report Using the Exit Report Power Point Presentation

Visiting Team Exit Report for

National Lutheran School Accreditation encourages, assists, and recognizes schools that provide quality Christian education and engage in continuous improvement. Accrediting more than 700 schools of the Lutheran Church Missouri Synod with 6,000 teachers serving 80,000 students Located in 35 LCMS districts and in Canada, China and Vietnam

LINKING Lutheran Schools in the PURSUIT of QUALITY EMPOWERING Lutheran schools to share the life-changing MESSAGE of JESUS LOVE WITH more and more PEOPLE.

The Visiting Team Is comprised of professional peers with diverse experience and rich contextual perspective Assesses and evaluates the school s effectiveness in meeting the requirements of accreditation The Team Visit Provides important validation and recognition Delivers valuable feedback and suggestions for related ongoing improvement

Introductions of Members of the Visiting Team

How the team conducted its work Reviewed the self study document and related documentation provided by the school Listened to Building Presentations Interviewed School Stakeholders Examined Evidence presented by the school Visited Classrooms Observed Practices and Learning Environment Collected and Organized Data Engaged in deliberations

PURPOSE RELATIONSHIPS LEADERSHIP PROFESSIONAL PERSONNEL TEACHING/ LEARNING STUDENT SERVICES FACILITIES

The Overall School Rating (The average of all the (41) general indicators scores awarded by the visiting team and expressed to the nearest hundredth.)

During our work at your school your visiting team interviewed approximately ( ) stakeholders: students, parents, teachers, administrators. observed in ( ) classrooms. identified ( ) Outanding Strengths we encourage you to share these with your school community! identified ( ) major deficiency (requiring specific action related to a prescribed time frame)

OUTSTANDING SCHOOL STRENGTHS

MAJOR DEFICIENCIES

NOW WHAT? You will receive the final copy of the visiting team report within two weeks. Send an electronic (PDF) copy of the visiting team report to your district office. Review and share the report with your faculty and stakeholders in whatever ways you believe are best. Address actions noted by the visiting team that should be addressed by your school action plan. Implement the school action plan over the course of your accreditation cycle.

The charge of the visiting team was to review, validate, and evaluate the evidence your institution has provided and relay those findings to NLSA. Based on our findings from the review of evidence, the visiting team recommends that (name of the school) be accredited, pending further review by your district accreditation commission and final action by the NLSA Accreditation Commission.

Accreditation Decision Visiting Team Recommendation Completed! District Accreditation Review and Recommendation NLSA Accreditation Commission Grants Accreditation and Status May 15 First week of August

We believe in the power of Christ-centered education.

So you want to be a Team Captain or Consultant Is the school where you serve accredited? Were you actively engaged in your school s accreditation process? Do you have experience as a member of a visiting team?

So, what s in it for me? We grow when we serve others. We learn when we serve others. Whenever I serve on an NLSA visitation team I always bring back more to my school than I leave behind.?

Accreditation is one of your school s most important tools. It empowers our schools to remain competitive and maintain a status as a School of Choice in the community. 66

Our school has decided not to become reaccredited. I m not sure that all this work about accreditation is really worth it. Our teachers don t have the energy necessary and we just don t feel that its worthy of our investment of money, time and effort!

Working hard for every Lutheran school. Recognizing quality and encouraging commitment to intentional ongoing improvement. Linking schools and leading systemic change. Since 1986, no other single program or process has done so much to improve the overall quality of Lutheran schools. 68