the Head’s own assessment of goals achieved, goals not fully achieved, along with the Head’s articulation of success and challenges each year. The communication flow between the admin teammembers and the board is more regular and formal for the Director of Development and the Director of Finance and Operations, in addition to the Head of School’s regular communication with the Board’s le adership. Each Board meeting will include reports from Admissions, Finance, Development, and then also from the Head of School, who will report on a range of topics throughout the year. The Board President (and the Board President-Elect) have a bi-weekly scheduled meeting, where the Head will introduce topics and the Board’s leadership will share topics and issues relevant to the Strategic Plan as well as current issues the school may be facing. Faculty and Administrative Professional Development The school has devoted considerable attention to faculty and administrative professional development in recent years. Among the main sources and conferences our teachers have attended and participated in include the Columbia University’s Reading and Writing Workshop programs; STEMs copes and STEM conferences; the University of Chicago’s EM4 Math Program; workshops provided by Independent School Management; programs offered by the Legacy Heritage Instructional Leadership Institute through the Jewish Theological Seminary; programs in Conscious Discipline and in Responsibility-Centered Discipline; the Next Generation Science Standards; iTaLAM Hebrew Language program; programs offered by the Center for Initiatives in Jewish Education; programs sponsored by Jewish Family Service; annual programs offered by Prizmah which is the professional support organization for Jewish day schools; programs offered through Region 10, our area public school professional development service; and there have been many more organizations and entities serving as providers to our faculty and staff. What we have always emphasized is that teachers or administrators attending conferences, workshops or courses should actively share with their Levine colleagues, and toward this goal, nearly all of our faculty meetings are organized around professional development presentations so that our own faculty and staff will serve as supporters and resources for our employees. Annual Employee Evaluations – Teachers and Administrators The Levine K8 faculty has implemented, since the 2016/2017 school year, the Danielson Framework for Teaching Excellence. All four domains of the Danielson Framework have become part of our evaluation system: Planning and Preparation; Classroom Environment; Professional Responsibilities; and Instruction. In addition to the annual teacher evaluation process, the HR Department incorporates into every contract — both teacher and administrative annual contracts - our Professional Expectations document. Here is our Professional Expectations document that is included along with the annual teacher contract:
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