Comments for SMHC

Comment on In Urban School District, Cultural Understanding Goes Far by PSI Tutor:Mentor » Blog Archive » Review of mean, median, mode video over at MathVid

Tue, 23 Nov 2010 22:27:24 +0000

[...] In Urban School District, Cultural Understanding Goes Far [...]

Comment on The People Have Spoken: New Phi Delta Kappa/Gallup Poll on U.S. Public Schools by Massage Cushion ·

Massage Cushion · — Thu, 04 Nov 2010 08:22:56 +0000

actually public schools can also give great education to your kids, it is also as good as most private schools “

Comment on SMHC Resources by Getting tough on teacher ed programs « Joanne Jacobs

Getting tough on teacher ed programs « Joanne Jacobs — Sat, 07 Nov 2009 10:10:26 +0000

[...] American Federation of Teachers hates the new SMHC report on “strategies for attracting, developing, and maintaining an effective teacher [...]

Comment on In Urban School District, Cultural Understanding Goes Far by mckeegan

mckeegan — Tue, 20 Oct 2009 14:52:31 +0000

I thought we were into this for the pure technical thrill-)

Comment on President Obama Calls for HR Reform in Schools by William Woods

William Woods — Fri, 09 Oct 2009 12:20:11 +0000

I am eager to be involved. Currently, I am a middle school principal in Garland, Texas 6 miles east of Dallas. I am one class from my doctorate and desire to be a superintendent in a large urban school district. I will research more about Chicago.

Comment on Articles by Sandee Forfar

Sandee Forfar — Tue, 06 Oct 2009 20:04:38 +0000

I am trying to order an article that was published in Education Week, Sept. 16/09 (Vol. 29, #3, p.5). The article was entitled “Measuring Teacher Performance” by Stephen Sawchuk.

I spent about 30 mins. on your website trying to Education Week for Sept. 16 and the article but with no success. Can you please direct me?

Thank you!

Comment on SMHC Webinar on Recruiting and Staffing Effective Teachers in Tough Economic Times by Allan Odden

Allan Odden — Thu, 11 Jun 2009 16:26:22 +0000

The PowerPoint presentations delivered by Allan Odden and Tim Daly are available online, at http://www.smhc-cpre.org/resources/district-reform-network/recruiting-for-effectiveness/. A full-length recording of the webinar is also available.

Comment on SMHC Webinar on Recruiting and Staffing Effective Teachers in Tough Economic Times by G. Huber

G. Huber — Mon, 08 Jun 2009 17:25:30 +0000

Will the powerpoint for this webinar be made available?

Comment on “The Talent Gap” by Patricia Drummond

Patricia Drummond — Sun, 03 May 2009 02:55:18 +0000

No one who works in a school is surprised by the “talent gap” concept. We know who is there for the students and who is there for the check (oversimplification). The beginning step would be to utilize one of the validated teacher/administrator selection instruments such as those by Haberman or Gallup. The problem remains, however, that if only those teachers who performed well on those instruments were hired, we would still be woefully short! The quality in the available pool of teachers is extremely small. The achievement gap can only be closed by dedicated teachers who are willing to go above and beyond–including longer hours–both to support the students’ learning and their own professional development. Widen the pool by increasing the compensation! We can hold teachers to a higher standard if we adequately compensate. You’ll then see our pool of qualified applicants grow exponentially. We would also begin to restore a societal attitude of respect for the teaching profession.

Comment on New Paper from Wallace Foundation on the Effectiveness of School Leaders by Robert Crow

Robert Crow — Tue, 07 Apr 2009 19:51:44 +0000

One thing that could be done is to raise the level of people being promoted to the leadership role of Principal. A method of doing this could be to assess the position of Principal. What does this person actually do? It is then possible to design exercises that will simulate the various roles/jobs/leadership the Principal is supposed to perform. Using trained assessors candidates can be measured interms of their leadership potential. Persons assessed as having leadership potential will then begin receiving training in the various roles the Principal is supposed to fufill and all new Principals will come from this pool of talent. Persons assessed as not having leadership potential will be advised of where they need to make improvements and if they still want to move into positions of leadership will begin a development process that will enable them to be reassessed at a future date. An ideal would be for a school system to have identified which positions will be coming open in the next 5 years so that a person replacing a retiring Principal can spend some time understudying the position before actually being placed in that leadership role.