3a: Focus on Collaborative Work Environment
The principal/assistant principal understands and acts on the understanding of the positive role that a collaborative work environment can play in the school’s culture.
Collaboration at Phillips
- In order to increase collaboration throughout the school, we have developed several teams (PBIS, Resilience Team, SIT, Grade Level Teams). These teams meet monthly to move our school forward.
- Core teachers have common planning for weekly PLCs focused on standard and data analysis
- In July 2018 and June 2019, all returning staff members engaged in a 2 day retreat to plan for the upcoming school year together
3b: School Culture and Identity
The principal/assistant principal develops and uses shared vision, values and goals to define the identity and culture of the school.
NC Public School Forum Learning & Resilience Project
Through a partnership with the NC Public School Forum, Phillips created a Resilience Team. The team learned about trauma and developed systems and strategies to create a school culture that promotes a safe space for all studnets, including Check In Check Out for all with daily goal setting and small group time with a caring adults.
NC Public School Forum Learning & Resilience Project
Through a partnership with the NC Public School Forum, Phillips created a Resilience Team. The team learned about trauma and developed systems and strategies to create a school culture that promotes a safe space for all studnets, including Check In Check Out for all with daily goal setting and small group time with a caring adults.
School Identity Events
- Developing mission & vision with the staff
- iZone Community Celebration
- iZone Community Nights
- School bus rides & community visits
- Home Visits
- Beginning of School Year Pep Rally
- Phillips Day of Service
- Homecoming
- Look & Feel of the School - Student Beautification Team
3c: Acknowledges Failures; Celebrates Accomplishments and Rewards
The principal/assistant principal acknowledges failures and celebrates accomplishments of the school in order to define the identity, culture and performance of the school.
Star Teachers, Students & Staff
Each month, our family votes for star teachers, students, and star staff members to honor everyone who makes teaching and learning possible for our scholars!
Each month, our family votes for star teachers, students, and star staff members to honor everyone who makes teaching and learning possible for our scholars!
Bulldog BARK Shout Outs
Each week, the administrative team sends out the Bulldog BARK, a weekly newsletter with updates, information, . Each BARK includes shout outs to various stakeholders in the school community. See examples below. Our staff members also complete a form to shout one another out!
Each week, the administrative team sends out the Bulldog BARK, a weekly newsletter with updates, information, . Each BARK includes shout outs to various stakeholders in the school community. See examples below. Our staff members also complete a form to shout one another out!
Team Huddles
Phillips uses standing Team Huddles twice per month (daily for the first week of school) to do a quick roses, thorn, concrete or plus/delta for what is happening in the school. We also use this time to provide inspiration (with a student video, an actual student in person, or passing out quotes).
Design Thinking & Continuous Improvement
Each week, we include resources in the Bulldog BARK for teachers to use to grow. We work to model continuous improvement by also sharing what we are reading/thinking about.
3d: Efficacy and Empowerment
The principal/assistant principal develops a sense of efficacy and empowerment among staff which influences the school’s identity, culture and performance.
In order to increase efficacy throughout the school, we have continued collaboration with and created several teams of teachers to drive decisions for important initiatives. These teams include:
I have partnered closely with our School Improvement Team chair to support her in facilitation of School Improvement Team meetings. She is now creating dynamic agendas that increase engagement of all SIT members, and she gathers feedback from the team on the process and outcomes of meetings.
When staff members or students approach with ideas that we think are best for kids, we empower them to move forward with their ideas and provide whatever supports they request. For example, two teachers were the driving forces behind our iZone STEAM night; all we had to do was say yes and follow their lead. When our MCL expressed interest in sharing how she aggressively monitors student learning with our staff, again, we gave her the time and space to make it happen.
- School Improvement Team
- Instructional Leadership Team
- Innovative Scheduling Team
- Opportunity Culture Design Team
- PBIS Team
- Student Culture Team
- Student Council
I have partnered closely with our School Improvement Team chair to support her in facilitation of School Improvement Team meetings. She is now creating dynamic agendas that increase engagement of all SIT members, and she gathers feedback from the team on the process and outcomes of meetings.
When staff members or students approach with ideas that we think are best for kids, we empower them to move forward with their ideas and provide whatever supports they request. For example, two teachers were the driving forces behind our iZone STEAM night; all we had to do was say yes and follow their lead. When our MCL expressed interest in sharing how she aggressively monitors student learning with our staff, again, we gave her the time and space to make it happen.