new charter school application evaluation process 2016
TRANSCRIPT
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New Charter School Application Evaluation Process
Presented to the SCSB on October 13, 2016
By DeLaina Tonks PhD Student
Brigham Young University
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Meta-
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Began August 2015
Completed September 2016
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Intent to Apply
SCSB Pre- Screening Application
SCSB Screening Interview
Full Application
Reader Review
New Charter Schools Application Evaluation Process
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SCSB Review & Interview
SCSB Approval or Denial
USBE Committee Vote
USBE Vote
New Charter Schools Application Evaluation Process
Governing Board Interview
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Evaluation Question 1:
Does the Governing Board Interview piece of the application
process add value, and if so, how?
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Evaluation Question 2:
What are areas of improvement for the new charter schools application process?
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Evaluation Question 3:
What are the strengths of the new charter schools application
process?
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Stakeholders
2014-2015 applicants
2015-2016 applicants
2014-2015 &2015-2016 interviewers
2014-2015 SCSB members & staff
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Evaluation Question 1:
Does the Governing Board Interview piece of the application
process add value, and if so, how?
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87.18% of applicants
Agree/Strongly Agree that the GBI adds value.
Applicants
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90.00% of interviewers
Agree /Strongly Agree that the GBI adds value.
Interviewers
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Defines
Helps applicants define school model (SpEd, budget, personnel).
Applicants
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Prepares
Prepares applicants for SCSB Interview.
Applicants
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Provides Networking
Facilitates networking
with charter pros.Applicants
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Allows for Feedback
Applicants
Provides helpful feedback, and improves application overall.
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Identifies Capacity
Helps to identify capacity.
Interviewers
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Clarifies
Clarifies intentions.
Interviewers
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FacilitatesMentoring
Provides opportunity for mentoring.
Interviewers
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The Governing Board Interview piece of the application
process adds value in a variety of meaningful ways for
interviewers and applicants.
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Lacks Continuity
Disconnect between GBI, SCSB, and USBE.
Applicants
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Lacks Consistency
Differing opinions between SCSB and USBE.
ApplicantsInterviewers
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Perceived Favoritism
A couple of applicants felt the interviewers
favored a certain model. Applicants
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Evaluation Question 1:
The Governing Board Interview piece of the application, while
valuable, can be improved.
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Timeline
1. Provide a timeline of events so the applicants and
interviewers understand the process from start to finish in order to manage expectations
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Roles
2. Clearly define roles of each decision-maker who has a say in the process
to decrease confusion.
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Authority
3. Post and/or review scope of authority of each entity so the
applicants understand who is responsible for what.
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Common Errors
4. Provide a list of common errors to be aware of during
the application process so applicants can avoid them.
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Evaluation Question 2:
What are areas of improvement for the new charter schools application process?
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Keep GBIApplicants and interviewers indicated their support for keeping the GBI even in the responses to the areas of improvement.
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Informative
Applicants and interviewers indicated they learned a lot from the overall application process.
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There wasn’t enough time to conduct the
interview appropriately.
Duration
Applicants
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TimingNot enough time to adjust between GBI
and SCSB interviews.
Applicants
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Accountability
Hold applicants accountable to the
process.
Interviewers
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Reliability
Only one set of readers reviewed each application.
Interviewers
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TrainingHelp applicants know all the steps of the process
and understand them well.
Interviewers
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Duration
1. Expand the amount of time or narrow the focus of the GBI on
areas of improvement.
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Timing
2. Allow enough time in between the GBI and the final deadline for
the application submission for applicants to finalize based on
interviewer feedback.
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Dealbreakers
3. Identify items up front that could delay or terminate a school
for accountability purposes. Outline that if x doesn’t happen
by x date, the school will be delayed or closed.
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Training
4. Train each stakeholder (applicants, staff, SCSB, USBE)
on each aspect of the entire process to ensure fidelity.
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Evaluation Question 2:
There are several areas of improvement including
timing, duration, awareness of dealbreakers,
and additional training.
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Evaluation Question 3:
What are the strengths of the new
charter schools application process?
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Sound Process
Overall, the applicants and interviewers determined the
process was not only valuable but sound.
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Multi-step VettingProviding checks and balances
vets schools appropriately.
Applicants
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Multiple Stakeholders
Interacting with many stake- holders strengthens the
application process.Applicants
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NetworkingThe applicants enjoyed networking with charter pros and SCSB staff. Getting to know others in similar
situations was beneficial.
Applicants
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MissionNow that the SCSB has developed
guiding principles; mission, vision, values, it should make the
vetting process easier.
Interviewers
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MentoringThe Governing Board
Interview allows space for mentoring, with charter
experts teaching applicants.
Interviewers
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More board members, fewer administrators, fewer interviewers,
more SCSB members.
GBI Composition
Applicants
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Additional preparation for applicants to know
what to expect.
Training
Applicants
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Lack of consistency; interviewer perceptions varied from SCSB
and/or Utah State Board of Ed.
Perceived Disconnect
Interviewers
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Feedback
1. Solicit stakeholder feedback annually in order to make
continuous improvements to the new charter school
application evaluation process.
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Networking
2. Facilitate communication among stakeholders by providing
opportunities for new applicants to interact w/seasoned charter
professionals.
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Best Practices
3. Formalize the sharing of best practices. Applicants
have innovative ideas, pros know what works. Both
benefit from sharing.
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Evaluation Question 3:
There are a variety of strengths including a sound process, multiple steps and
stakeholders, mission, mentoring, and networking.
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New Charter School Application Evaluation ProcessPresented to the SCSB on October 13, 2016 by DeLaina Tonks