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The School District of Philadelphia: Building a System of Great Schools

Superintendent’s Core Beliefs

Children come firstParents are our partnerspVictory is in the classroomLeadership and accountability are keys to successIt takes the entire community to ensure the success of its public schools

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Guiding Principles

Increasing achievement and closing the opportunity and achievement gap for all studentsEnsuring the equitable allocation of all District resourcesHolding all adults accountable for student outcomesSatisfying parents, students, and the community

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Transition Team

Comprised of local and national educational expertsSix Focus Areas:• Teaching & Learning

C it B ildi• Capacity Building• Safety• Public Engagement• Resource Allocation• Diverse Providers

“Listening Symposium” over course of 2 months• Reviewed documents• Interviewed students, parents, teachers, staff, and community 

members

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Transition Team Recommendations

Strengthen the Instructional Core• Support teachers and principals in the implementation of the Core Curriculum• Create safe schools for learning• Create safe schools for learning

Create District Structures that Support Teaching and Learning• Restructure central and regional offices• Expand to a portfolio of schools

Create District Systems to Improve Academic Achievement for All Students• Empower regional superintendents and schools• Improve accountability systems for all adults in the District

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Transition Team Recommendations

Restore Fiscal Accountability with an Equitable Allocation of Resources• Find savings to close the deficit and fund reform initiativesg f f f• Create monitoring protocols and processes for better fiscal control• Improve school level budgeting

Engage the Entire Community in the Work of the District• Create a climate that welcomes parents, families, and students• Provide parents, families, and students with a meaningful voice• Communicate the work of the District

Create a Central Office Culture that is Customer‐Oriented

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Developing the Five‐Year Strategic PlanNovember­December 2008:  Working Groups (First Round of Community 

Engagement)Nine cross‐functional working groups that cut across diverse stakeholder groups both internal and external to the District developed a framework for the five‐year strategic planstrategic plan 

February 2009: First Draft of Strategic Plan Released

February­April 2009:  Community Meetings and Listening Sessions (Second Round of Community Engagement)

7 large scale, regionally‐based community meetings to gather feedbackNumerous listening sessions with student groups, staff, community‐based organizations, businesses, colleges and universities, foundations, and elected officialsDraft plan translated into a number of languages along with translation services at meetings 

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Developing the Five‐Year Strategic Plan

April 2009:  SRC Approves the Five­Year Strategic Plan:  Imagine 2014

May 2009:  Phase I Implementation of Imagine 2014 begins

July 2009:  Dismissal of 40 year desegregation case on basis of ImagineJuly 2009:  Dismissal of 40­year desegregation case on basis of Imagine 2014

Order to close the gap in low‐performing, racially isolated schools• Better qualified teachers through professional development and evaluations 

that help them succeed• Common planning time for teachers• Strategic compensation for teachers to reduce turnover• Site selection to allow schools to hire staff according to needs instead of through 

seniority• Weighted student funding so resources can be distributed equitably to schools

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Support to Implement the Five‐Year Strategic Plan

January 2010:  Historic 3­Year Contract Agreement between District and Philadelphia Federation of Teachers

Management flexibility in chronically lowest performing schools (Renaissance Schools Initiative)• Longer school day and year (potential Saturdays and summer), full site­based staffing­all 

teachers forced transfer but can reapply, principal discretion over one teacher prep period 

Dramatically reduced seniority based transfers in favor of site‐based selection of staff through school‐based interview process (nearly 90% of teacher vacancies)Value‐Added Compensation (financial rewards) for all school staff based on whole school growthPeer Assistance and Review program that offers a more structured and comprehensive approach to support new and struggling veteran teachersTeachers will be provided tuition reimbursement to earn a Master’s Degree in Urban Education (program tailored to the specific teaching needs of low‐performing schools in Philadelphia) 

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Our Theory of Action

District will:

“System of Great Schools that Serves All Children”

District will:effectively manage the core of our work‐teaching and learningprovide all schools with clear expectations and standards that clearly delineate the “what” (i.e. core curriculum, performance outcomes)give schools that meet annual performance targets autonomy to decide the “how”

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A System of Great SchoolsA System of Great Schools

VANGUARDSCHOOLS

•School Annual Reports with Performance Targets

•School Performance Index

•Weighted Student Funding

•Facilities Master Plan

TRADITIONAL NEIGHBORHOOD SCHOOLS

EMPOWERMENT SCHOOLS

RENAISSANCE SCHOOLS

Index •Strategic Partnerships

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Teaching & LearningFlexibility in implementation of Core

CurriculumFlexibility in implementation of

assessments to track student performanceFlexibility in schedulingFlexibility in spending school funds on

teaching and learning

Student & Family SupportsFlexibility in spending school funds on

student and family supports

VANGUARDSCHOOLS

School ClimateFlexibility in school climate programsFlexibility in spending school funds on

school climate

Human CapitalFlexibility in participation of District

Professional DevelopmentFlexibility in spending school funds on

human capital

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Flexibility to apply for further autonomies with Superintendent.Pilot schools for Weighted Student Funding for 2010-2011 school year.

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TRADITIONALNEIGHBORHOOD SCHOOLS*

Teaching & LearningUniform Teaching StandardsCore CurriculumCommon AssessmentsPre-K - 12 ArticulationCommon Planning TimeTeacher CollaborationClass Size Reduction (K-3)Expanded Summer School

Student & Family SupportsStudent Success CentersCollege Access CentersIndividualized Learning PlansRe-Engagement CenterNewcomer Welcome CenterRegional Talent CenterRegional Early Childhood CenterRegional Parent University

*These supports are available for ALL schools. 15

Expanded Summer School (Academics & Enrichment)

New Teacher CoachesInstructional Reform Facilitators

Regional Parent UniversityCoordination with City ServicesEnhanced Student LeadershipAdditional Counselors

School ClimateSingle School CulturePositive Behavior SupportsAttendance & Truancy Campaign

Human CapitalValue-Added & Strategic CompensationTiered Professional DevelopmentStandardized Performance AppraisalsPeer Assistance & ReviewOffice of Teacher AffairsUniversity Partnerships for Urban Education

Degree

Teaching & LearningAcademic Action Plan (Defense & Walk-

ThroughTargeted Research-Based Interventions

(Corrective Reading & Math)Reading Recovery Teacher (Elementary)

Student & Family SupportsAfter School/Extended Day ProgramsSummer Bridge (Pre-K to K, 5th to

6th, 8th to 9th)Student AdvisorsParent Ombudsmen

EMPOWERMENT SCHOOLS

Reading Recovery Teacher (Elementary)School-Based Instructional Specialist7 Period Day in High Schools (teacher

collaboration & additional elective opportunities)

Full-Time Substitute Teacher

Parent OmbudsmenSocial Services Liaison*Increased Nursing Services*

School ClimateIn-School SuspensionPeer MediationFocused Attention on Attendance &

Truancy

Human CapitalTiered & Targeted Professional

Development

* Empowerment I Schools Only 16

Teaching & LearningPA aligned curriculumPrograms that address English language

learner, special education, and gifted studentsAccess to world languageLonger school day and yearAssessments of student performance and

data driven instructional program

Student & Family SupportsAfter school enrichment activitiesParent involvement including a

parent association and at least quarterly parent/teacher meetings/conferences

Programming for college readinessSpecialized services for social,

More flexibility to implement intensive and transformative interventions and reform, potentially with external partners

RENAISSANCE SCHOOLS

Targeted academic supports for students performing below grade level

Plan for incorporating technology to support a rigorous instructional program

Community involvement in school design

emotional, and behavioral issuesCommunity involvement including a

defined role for parents and community

Partnerships with businesses, universities, and other organizations

School ClimateProgramming that promotes a safe learning

environmentSchool uniform for all students

Human CapitalFull site selectionAlternative staffing modelProfessional Development for all

staff

17* Lead and support organizations will apply to participate.

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RENAISSANCE SCHOOLS

Innovation Schools– Schools managed with District employees that maintain union affiliations– Longer school year & day, site selection of instructional staff, etc.

Promise Academies– Similar to Innovation Schools (District employees, same freedoms)– Schools developed and staffed by central office

Potential Renaissance School Models

18* Lead and support organizations will apply to participate.

Schools developed and staffed by central office

Contract Schools– Externally managed schools with non-District employees– Contract establishes autonomies and accountabilities of school

Charter Schools– Governed by charter school board; staff are employees of charter school– Guaranteed admission for students who attend school or live in neighborhood

served by school– Charter agreements require parental support to be renewed

Planning process is…Data-driven

School Leadership Team Analyzes Current

Conditions through the Use of Data

EvaluateResults &

Effectiveness

Ongoing Planning Process for SchoolsOngoing Planning Process for Schools

Data-driven

Inclusive of stakeholders

Aligned with resourcesTeam Develops

Academic Action Planand Aligned Budget

Defend Action Plan and Budget with Cross-Functional

District Team & Revise

Implement,Monitor,

& Adjust Action Plan Quarterly

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Measuring Our Progress as a District

“What gets measured gets done.”

OUTCOME GOALS: Goals

OCTOBER:

Set and report  on goals for school year

GOALS: Goals on Annual 

District Report Card

PROCESS GOALS:        

Goals for parts     of Plan to be implemented       that year

Annual Cycle:

MARCH:

Publish mid‐year progress 

report

SEPTEMBER:

Publish year‐end report card (District and individual school) for previous school year

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Measuring Our Progress

Annual District Report CardAnnual District Report Card

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Five Strategic Goal AreasStudent SuccessQuality ChoicesGreat StaffAccountable AdultsWorld‐Class Operations

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2009‐2010 Focus Areas‐All School Levels

Student Success

Positive Behavior SupportsParent OmbudsmenStudent AdvisorsTeacher CollaborationInstructional MaterialsSpecial Education‐Inclusion & IEP ImplementationS.L.A.M. & Summer Bridge

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2009‐2010 Focus Areas‐Elementary Schools

Student Success

Cl Si R d tiClass Size Reduction• Empowerment Schools­K:  20:1, 1­3:  22:1• School Improvement Schools­K:  23:1, 1­3:  24:1

Elementary Reading SupportsGifted & Talented StudentsHealthy Eating

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2009‐2010 Focus Areas‐Middle Grades

Student Success

Athletic Intramural ProgramsAthletic Intramural ProgramsCounseling• Decrease ratio to 250:1• Looping

In‐School SuspensionPeer Mediation

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2009‐2010 Focus Areas‐High Schools

Student Success

Counseling• Decrease ratio to 300:1Decrease ratio to 300:1• Looping

Improve current CTE programsDual EnrollmentHigh School SchedulingStudent LeadershipStudent Success CentersIn‐School SuspensionPeer Mediation 40

2009‐2010 Focus Areas‐District‐Wide 

Student SuccessUniform Teaching StandardsParent UniversityParent UniversityRegional Early Childhood CenterRegional Talent CenterRe‐Engagement CenterCoordination of City Support Services

Quality ChoicesSchool Performance Index

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2009‐2010 Focus Areas‐District‐Wide 

Great StaffStaff DevelopmentOffice of Teacher AffairsOffice of Teacher AffairsNew Teacher SupportSubstitute Teacher SupportCertification Support

Accountable AdultsSchool Report Cards

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2009‐2010 Focus Areas‐Planning Stage 

Student SuccessCore Curriculum RedesignModel ClassroomsModel ClassroomsHigh School for Future TeachersNewcomer Welcome CenterDevelop Strategic Partnerships

Quality ChoicesRenaissance Schools

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2009‐2010 Focus Areas‐Planning Stage Great Staff

Partnerships with Colleges of EducationRecruit Teachers of ColorStreamline HR Processes

Accountable AdultsPerformance MeasuresEmployee Evaluations

World­Class OperationsFacilities Master PlanImprove School Budget ProcessStreamline Business Operations

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To learn more about the strategic planning process or to download the strategic plan in its 

entirety, please visit our website at:

www.philasd.org

If you have further questions, please contact Jennie Wu (Deputy Chief of Strategic Planning & Implementation) at jwu@philasd.org.

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