Hello! Welcome to the 2016-17 PEAK Overview!

We’re putting the final touches on the updated Reference Guide and will post that here as soon as it’s ready. This year’s Reference Guide is an updated version of last year’s guide and contains all the specific details of the PEAK system.

In the meantime, we’ve pared down all those details into the pertinent information, based on your job role category.

Before moving forward, double-check which job role category you fall in here. If you can’t find your specific job, email us.

NOTE: If you are Instructional Support or Non-Instructional, click here to jump to your section.


Instructional Staff

Component 1: Student Growth

For this component, there’s nothing you need to do right now!

  • If you participate in the SLO process (e.g. anyone who teaches non-tested subjects, K-3, 4th grade writing, SPED), Kim Rogers will reach out with details.
  • If you are a tested subject teacher (with the exception of 3rd grade and 4th grade writing), there’s nothing you need to do. You can learn more about Value-Added Measurement here.

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Component 2: Observation

For this component, all you need to do right now is complete your self-evaluation in PDAS within 3 weeks of completing the PDAS compliance training.

Throughout the year, you’ll have 5 informal walkthroughs with your Principal/Assistant Principals/Coordinators/Specialists and 2 formal Observations with your Principal or Assistant Principals.

Note: If you are interested in being a part of the process to develop a new Observation system to replace PDAS (which we’ll be phasing out next year), email us and let us know. We’ll be starting that process in September.

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Component 3: Continuous Improvement Goals

Your Principal will be going over the goals he or she has set for your campus. You’ll set 2 goals for yourself that support those goals. Before you submit your goals, review them with your Principal or Assistant Principals to make sure they meet his or her requirements.

As a reminder, your Continuous Improvement Goals should be goals that are not a part of your regular/required, daily responsibilities. These are goals that encourage professional growth – goals that will help you reach the next level of your career, whether that’s maximizing your potential in the role you currently hold or goals that will help prepare you for a role you desire in the future.

When thinking through your goals, consider setting goals that will allow you to use your natural talents and abilities (identified through your Top 5 StrengthsFinder Themes, for example). Studies have shown that using our strengths makes us 6x more likely to be engaged in our work and 3x more likely to report having an excellent quality of life!

Click here for the Continuous Improvement Goals form.

You’ll input your 2 goals (there are spaces for 3 goals, but you only need to submit 2) and you’ll also input the campus goal that your goal supports. Remember to run your goals by your Principal or Assistant Principals prior to submitting!

That’s it! Jump down to the Conclusion section at the end of this page for the final details.


Instructional Support/Non-Instructional Staff

Component 1: Student Growth

For this component, there’s nothing you need to do right now! This will be based on how your campus or the district as a whole (for district-level staff) performs. Just support the overall success of Life School!

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Component 2: Observation

For this component, there are a few steps to complete.

  1. Complete a Self-Evaluation in Eduphoria.
    • Your Principal, Assistant Principal, or Supervisor will create an evaluation for you in Eduphoria (login to Eduphoria and go to the PDAS section. Once your evaluation has been created, it’ll show up in the “My Evaluations” section. You may also be notified via email by Eduphoria that an evaluation has been created for you). Your Principal or Supervisor will let you know an approximate timeframe for when you can expect the evaluation to be available.
    • Complete the self-evaluation based on how you feel you perform in each of the things listed on the evaluation. One of the first steps in improvement is an honest self-assessment. This self-evaluation will not count against you — allow it to serve as a guide to maximize your potential.
  2. Set Observation Goals based on your Self-Evaluation and the areas you want to improve.
    • Identify one item from each of the 3 sections of your Self-Evaluation (Mission & Quality Standards Support, Stakeholder Support, Operational Support) that you would like to improve upon.
    • Copy and paste each of those into the matching sections (Mission & Quality Standards Support, Stakeholder Support, Operational Support) of the Observation Goal form found here.

    This could be either of the following:

    • Area of Neglect or Deficiency: One of the things on the evaluation that you feel needs improvement because your current abilities (or lack thereof) get in the way of your success or hinders the success of your stakeholders (people who rely on you, people you serve as a part of your job, etc).
       
      OR
       
    • Area of Strength: One thing in which you excel but feel you can improve, revise, or reinvent the systems or processes that you use to fulfill/execute that responsibility.
  3. OPTIONAL: Include a strategy for how you can improve each of those things.

When developing strategies for how you plan to tackle these, consider the following:

  • What is needed in order to improve? Do you need to:
    • Acquire new skills?
    • Gain additional knowledge?
    • Partner with someone who has complementary strengths?
    •  
      Your needs might include more than one of these areas. Determining this first will increase the effectiveness of your strategies.

    • Develop strategies that allow you to use your natural talents and abilities (identified through your Top 5 StrengthsFinder Themes, for example) to address the areas you’ve identified for improvement. Studies have shown that using our strengths make us 6x more engaged in our work and 3x more likely to have an excellent quality of life!

To recap:

For the Observation Component for all Instructional Support/Non-Instructional Staff:

  • Complete your Self-Evaluation in Eduphoria.
  • Set Observation Goals based on your Self-Evaluation and the areas where you want to improve.
  • Optional: Set strategies for how to improve those areas.

Click here for the Observation Goals form.

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Component 3: Continuous Improvement Goals

Your Principal/Supervisor will be going over the goals he or she has set for your campus/department (CO staff will be provided with the District Improvement Plan and will set goals based on the individual strategies outlined in the DIP). You’ll set 2 goals for yourself that support those goals. Before you submit your goals, review them with your Principal/Assistant Principals/Supervisor to make sure they meet his or her requirements.

As a reminder, your Continuous Improvement Goals should be goals that are not a part of your regular/required, daily responsibilities. These are goals that encourage professional growth – goals that will help you reach the next level of your career, whether that’s maximizing your potential in the role you currently hold or goals that help prepare you for a role you desire to hold.

Same concept applies to the Continuous Improvement Goals as applies to the Observation Goals – set goals that allow you to use your natural talents and abilities (StrengthsFinder!).

Click here for the Continuous Improvement Goals form.


Summary of Links:

Job Role Categories Lookup
Eduphoria Login Page
Continuous Improvement Goals form (All staff)
Observation Goals form (Instructional Support/Non-Instructional Staff only)
Last Year’s PEAK Guidebook


Conclusion:

That’s it for now! If you have any questions, feel free to ask your principal or email the PEAK team. Check back on LifeSchoolPEAK.com periodically for updates.

Your Principal will let you know the deadlines to have these items completed.

Additionally, we’ll schedule in-depth PEAK meetings in September that will be optional. We’ll go over the details of PEAK for anyone who is interested.

Thank you and have a great year!

PEAK Team