AD Connect
STAAR Week....
Imagine Learning Programming for 18-19
This Thursday during lunch after Team GISD, Imagine Learning representatives will be sharing information with you about expanded programming for next school year, including: Imagine Learning Language and Literacy, Imagine Math Facts, Imagine Math, and Imagine Espanol. If you would like to see these programs in action, there is a site visit opportunity at Carver Elementary, and you are invited!
Date: Tuesday, May 29, 2018
Time: 9:30 a.m. to 12:00 p.m.
Lunch will be provided!
If you are interested in attending, please RSVP to Melissa Carriaga mjcarria@garlandisd.net by Friday, May 18.Organizational Chart Update
ACE Update
Premio Desktops
Teacher Recognition Opportunity
Principal Recognition Opportunity
Strategic Staffing
Research indicates that intentionally and strategically having teachers at different places on the learning curve is most beneficial for your school’s productivity and growth. Whitney Johnson, author of Build an A Team, shares ideas about how to optimize staff at all levels.
Consider the following categories for your employees:
Low end of curve: individuals who are inexperienced or who lack solid understanding and effectiveness. They tend to ask a lot of questions and need significant support. Ideally, you want 15% of your workforce in this range because their questions, ideas, and suggestions promote organizational reflection ("Why do we do things this way?"), which brings new ideas and refinements.
Middle of curve: staff members who are in the sweet spot, engaged, confident, and competent in their work. They tend to be producers who are highly reliable and committed. Striving for 70% of your workforce in this range is optimal.
Top end of curve: highly proficient employees, masters in their work. This should be approximately 15% of your organization. These individuals have the potential to become bored in their positions or leave an organization.
Take an inventory of your current staff. What are your percentages in each part of the curve? When recruiting new staff, what should you be considering to balance your team?
Additionally, how can you plan to support staff at different parts of the curve? Take some time to reflect on these questions and then create a plan of action to ensure you are prepared to maximize the potential for each member of your staff.
How will you ensure patience, understanding, and support for your employees at the low end? What strategy can you employ to make use of their fresh perspective and idealism?
How will you provide stretch assignments for your middle of the curve employees? How will you promote risk-taking and innovation with them? What challenging assignments can you give them? And how can you appreciate these often overlooked teammates?
How will you leverage the experiences of those at the top end of the curve to grow the organization before they move on? How will you recognize their contributions to the organization? How can you help them achieve their future aspirations (a new role or opportunity)?