Increase access and participation in high school honors classes, AP, on-line and dual enrollment courses for all students including disadvantaged and ethnic groups.

Provide middle and high school teachers continued training in Teaching in the Block.

 

Goal II– Personnel - Wilson County Schools will attract, develop, and maintain dedicated, energetic, highly qualified, and student-focused

 personnel at all levels.

Objective: To reduce the current annual turnover rate (8.6% for 2003-2004) of professional employees in increments averaging .5% annually from

2006-2010.

Strategies: Develop and conduct an individual exit interview which will provide information regarding the specific reasons for leaving to include the identity of school systems which are potential employers.

Analyze the data on an annual basis to identify the reasons for leaving.

Design and implement an intervention plan for those areas over which the system has control (i.e. salary, mentoring and/or support).

Objective: To provide a competitive salary schedule with commitment to the following: establishing beginning salary at the state average by 2006 and increases of 2% annually from 2007 through 2010; establishing a salary schedule which is comparable with competing school systems (Rutherford, Lebanon City, Sumner, Murfreesboro City) at the eighth experience step and above, with annual increases of $750 per step (from the eighth experience step up), beginning in 2006 and concluding in 2010.

Strategies: Collect data on the average salary for beginning teachers in

Tennessee, determine the funding required to implement a salary schedule for beginning teachers at the state average, and include the required funds in the budget for the 2% annual increase over the four year period of

2007-2010.

Collect data on the average salary for teachers in the competing systems at the eighth step and above, determine the funding required to implement a teacher salary increase of $750 per year at the eighth experience step and above, and include the required funds in the budget over the five year period of 2006-2010.

Create public awareness of the need to address salary issues by sharing data with the news media and the funding body.

Objective: To design an annual professional development plan based upon assessed student needs and the characteristics of professional development as identified by state and federal focus.  Evaluation shall be based upon

results from the “NCLB (No Child Left Behind) Attributes of High Quality Professional Development” on-line survey.  Results shall show an average increase of .1 points per year (based on a scale of 1 to 5, with 5 being the highest) from 2006-2010.  By 2010, there shall be 90% participation in the survey.