There are 4 strategic goals outlined from the Summer:

1) 50% of new teacher applicants will be people of color
2) 50% of vacant positions will be filled by people of color
3) 85% of teachers who are meeting expectations are returning the following year
4) We are analyzing the requirements for teacher leadership roles, carefully studying to ensure a lack of bias

Notes re: goals:
Shannon Langone (hired new this year) brought in a new talent system that helps us track this data, which is a benefit.
100% of current ATs we hope will stay to become teachers
Amy had started to have "stay" conversations, which are promising in the early stages
Will add 2 new teachers in 7th grade next year

Three opportunities for teachers who stay in the classroom to take on leadership positions, three at each grave level that are stipended:
Grade level lead (operations, community meeting, etc)
Content lead (Curriculum work, content development)
Coaching fellow (full teaching load plus coaching 3 teachers)

Currently 3/8 of the teacher leader positions are filled by people of color

Next Step: Invite Shannon to larger board meeting to discuss Human Capital strategy overall
 

We skipped this agenda item.

Emily, Hannah, and Kelly coach teachers and then in addition there are three coaching fellow who coach 10 teachers total in addition. We use "Get better faster" now as a common framework. Amy's next steps are to coach the coaches to think about student outcomes related to the coaching.

Amy shared the yearly goals and tri-annual step-back reflection, what is "red, yellow, and green" and strategic priorities for the next trimester and how Amy is managing that.

Amy shared some brights spots/accomplishments of the leadership team thus far after prompting by the committee. 

Amy reported out on progress to goals that have been set by the team as it relates to the accountability plan.