The DoDEA workforce will be motivated, diverse, and committed to continuous
professional growth and development resulting in exemplary performance
and optimum student achievement.
Outcome A: Personnel Management Practices
In support of student achievement, administrators at all levels will
continually recruit, hire, support, evaluate, and recognize personnel
in order to retain a highly diverse, motivated, and committed workforce.
3A Outcome Milestones
July 2007
-
DoDEA recruitment and retention efforts will focus
on achieving a motivated, high-performing, diverse workforce, to
include persons with disabilities.
July 2009
- Implement an automated DoDEA-wide system for endorsements,
certification, and recertification.
- Ninety-seven percent of teachers
will be teaching classes areas for which they are certified by
DoDEA.
3A Measures
The percentage of educator vacancies filled prior to the start of
the school year, as well as when the requests for recruitment were
submitted.
Demographic information will be collected on new hires and the current
workforce, such as race, ethnicity, disability, periodic surveys, and
shortage skill categories.
The percentage of teachers teaching classes in areas for which they
are certified by DoDEA.
3A Implementation Milestones
July 2007
- Develop and implement a four-year plan to recruit and
retain a well-qualified, diverse work force.
- Continue to track the
timely filling of all DoDEA vacancies.
- Develop exit survey procedures
to analyze trends and identify practices designed to retain a highly
qualified workforce.
- Develop or refine an annual transition assistance
plan for DoDEA personnel potentially affected by transformation
and realignment.
July 2008
- Establish and implement a performance appraisal process
in support of the new DoD National Security Personnel System (NSPS).
July 2009
- Track courses currently taught with the teachers' area
of certification using DoDEA's student and data management systems.
- Incorporate
new technology in support of improvements in the recruitment and
hiring process.
- Develop and implement a DoDEA-wide system for tracking
endorsements, licenses, and recertification for all professional
educators.
July 2010
- Expand the DoDEA-wide system for tracking application
data for all positions.
Outcome B: Continuous Professional Development and Training
Personnel at all levels will participate in ongoing professional development
and training to support standards that enhance job performance.
3B Outcome Milestones
2007
- All professional development for educators will be aligned
to the CSP goals, Quality Indicator (QIM), and the curriculum renewal
process.
2008
- All GS and support staff will have access to quality DoDEA/DoD
standardized training for career enhancement and improved job-related
proficiencies.
- DoDEA will implement a comprehensive leadership development
plan for the training of leaders to ensure the continuity and high
quality of DoDEA leadership.
2009
- All levels will use the Quality Indicator Map for program
improvement implementation.
3B Measures
Measure the availability and effectiveness of professional development
and training for educators, GS, and support staff.
Measure the impact of professional development on student achievement.
Measure program improvement using QIM.
3B Implementation Milestones
2007
- Use technology to expand and enhance professional development
and training.
- Utilize the Quality Indicator Map (QIM), Interstate
School Leaders Licensure Consortium (ISLLC) standards, and International
Society for Technology in Education (ISTE) standards as tools for
designing professional development.
- Provide training and guidance to
educators for using the QIM as both a self-assessment tool for developing
professional growth goals and as a program improvement tool.
2008
- Assess and prioritize the professional development and
training needs of employees using multiple approaches.
- Implement
an automated process for evaluating professional development.
- Design,
implement, and evaluate DoDEA standardized training for GS and support
staff for career enhancement and improved job-related proficiencies.
- Design
and implement a comprehensive plan for the development of leaders
to ensure the high quality of all levels of DoDEA leadership in supervision,
management, systems technology, curriculum, instruction, and assessment.
2009
- Assess the impact of professional development on student
performance.
