<p> This body of work presents the summary of findings; explanation of implications; discussion of conclusions; and recommendations about practice, policy and future research regarding principal leadership in school districts recognized as national Baldrige Award winners. This study widened the scope and definition of quality management in education by dissecting the roles of principal leadership as defined by the 21 Leadership Responsibilities (Marzano et al., 2005) of school leadership. These Leadership Responsibilities served as a vehicle for educators to report their observances of how principals express their roles in the context of their work. The study began with a dominant phase of quantitative data collection followed by a qualitative phase. The quantitative segment purposively sampled groups of employees, principals and their building staff, concurrently through electronic survey. The second, qualitative portion, consisted of interviews of principals who participated in the survey. To summarize, the quantitative data defined the "what" of building administration's work in a Baldrige system and the qualitative portion illuminated the "how" or the application of the 21 Leadership Responsibilities. Statistical analysis determined that principals reported expressing all 21 Leadership Responsibilities in their work. Staff observances correlated and supported the data reported by the participating principals. As a result of the principal interviews further observations were made regarding the work of Baldrige building level leaders. Considerations included innovation through shared leadership and process management to improve learning and services for students and staff. Principals appeared to express particular clusters of Leadership Responsibilities more than others to increase the student growth and school improvement. Participants included principals and teachers from Iredell-Statesville Schools, NC; Jenks Public Schools, OK; and Montgomery Public Schools.</p>

<p> California's Beginning Teacher Support and Assessment program (BTSA) is a high stakes induction program; a new teacher's completion of a BTSA induction program leads to the California clear credential. The cornerstone of the BTSA induction program is the mentor, also known as a support provider. Mentors provide a variety of services to new teachers including individualized formative assessment of practice and ongoing reflection on teaching skills. Effective mentors are critical to the success of new teachers and foundational to the induction program. Although BTSA programs are mandated by state induction standards to assess the quality of services provided by their support providers, the standards do not define quality. BTSA programs are free to create their own assessment criteria and assessment methods. </p><p> This qualitative, descriptive study (a) examined the perceptions of BTSA program directors on the relationship between established forms of mentor criteria, methods of formative assessment, and formative feedback provided to mentors and (b) identified those components of mentor assessment that are perceived by BTSA program directors to be valuable in assessing mentor effectiveness. </p><p> The study found that BTSA directors placed import on assessing mentors for personal dispositions, such as attitude and responsibility, as well as the quality of their work with their novice teachers. Directors perceived that formative feedback from either the BTSA director or peers was important in increasing mentor effectiveness. The directors' perceptions of valued components of mentor assessment were shaped not only by the requirements regarding mentor assessment contained within Induction Standard 3 (California Commission on Teacher Credentialing, 2008), but by local culture, district goals, and existing models of educator assessments within each organization. </p><p> BTSA directors, who led programs in high performing schools, valued assessing a mentor's ability to build relationships with novices for the purpose of advancing the novices' teaching practice and were more likely to endorse mentor self-assessment and reflection as major components of assessment. Conversely, BTSA directors who operated programs in under-performing schools valued mentor assessment components that evaluated the mentor's ability to effect and advance the teaching practice of the novice. The latter programs perhaps provided mentors with more specific, explicit feedback.</p>

The education system in California currently faces three major challenges---teacher shortage, lack of diversity in the teacher population in terms of gender and ethnicity, and a need for more effective teachers. After school programs have the potential of addressing all these challenges in a cost-effective manner. However, for these programs to achieve their full potential, greater understanding and systemic changes are needed to positively impact the transition of after school employees to the teaching profession. Three kinds of factors affecting after school employees---biographical, societal, and imbedded practices---were studied to understand what motivates them to transition to becoming credentialed teachers. Biography addresses how to find those willing to enter the workforce. Society determines how suitable they are for the profession. Imbedded practices take into consideration the extent and role of teacher preparation enabled by after-school programs. An existential phenomenological approach was used to analyze the data collected through in-depth interviews and surveys of current after-school employees to derive the essential meaning of experiences from expressed meanings. In terms of biographical factors, interviewees indicated that their desire to work with children motivated them the most. The positive results of their efforts reflected in students' behavior and academics; and validation from students and parents further motivated them. In terms of societal factors, informal educators' ability to identify with the role of a teacher and to be effective in it were the key motivating factors. In terms of imbedded practices, the support extended by both the educational system and credentialed teachers in after-school programs motivated interviewees to enter the workforce as credentialed teachers. A key recommendation from this study is that programs like Leadership for Student Success through After-School Program be offered to principals to help them learn the best practices to align instructional day with after-school programs. Accrediting bodies should encourage professional associations to offer programs and guidance for the after school system. A recommendation for state policy is that a regulatory strategy requiring beginning educators to gain experience working in a publicly funded after-school program at early stages in their career be implemented.

The online teaching skills and best practices of virtual classroom teachers| A mixed method Delphi study

<p> The purpose of this study was to examine the High Tec Middle School teachers' and administrators' knowledge of the service learning model upon which the school's service learning program has been based, their views regarding their role in student character formation through service learning, and the teachers' feelings of ownership regarding the service learning program. </p><p> 1 overarching research question and 3 sub-questions were explored. The overarching question was: How do teachers and administrators at High Tec Middle School experience service learning? 3 sub-questions that aided in answer the overarching research question were: What is the High Tec Middle School teachers' and administrators' knowledge of the service learning model that serves as the foundation for the service learning program that has been implemented school wide? What are the views of the High Tec Middle School teachers and administrators regarding their role in the shaping of students' character through service learning? What, if any, feelings of ownership do the High Tec Middle School teachers and administrators experience regarding the service learning program that has been implemented school wide? </p><p> Data was collected from an online questionnaire and a focus group completed by 12 teachers and administrators who participated in the planning and implementation of the school's service learning program. Findings from the study showed that 4 primary factors influenced teachers' and administrators' feelings of ownership about the service learning project: belief that educating students in character is their responsibility, having a strong sense of caring, having sufficient knowledge of the service learning model, and feeling empowered by the implementing of service learning. </p><p> 2 primary conclusions were derived from the study. First, experiential learning was more important than academic learning in teachers and administrators understanding the service learning model used at the school. Second, the feelings of ownership of the SL program held by the teachers and administrators at the school are derived from (a) belief that educating students in character is their responsibility, (b) having a strong sense of caring, (c) having sufficient knowledge of the service learning model, and (d) feeling empowered by the implementing of service learning.</p>

<p> Recent initiatives aimed at improving the quality of Head Start programs have included an increased focus on the instructional strategies of Head Start teachers. One factor that researchers have associated with higher quality classroom instruction and increased child achievement in the K-12 grades is teachers' sense of self-efficacy (Berman &amp; McLaughlin,1978; Ghaith &amp; Yaghi, 1997; Guo, Piasta, Justice &amp; Kaderavek, 2010; Justice, Mashburn, Hamre &amp; Pianta, 2008; Nie et al., 2013). Thus far, research on early childhood teacher self-efficacy has almost exclusively relied upon survey and other types of quantitative data to answer questions about this important construct.</p><p> This study of Head Start teacher self-efficacy builds upon this body of research by utilizing a multiple case study to explore Maine Head Start teacher self-efficacy. This qualitative study examined the ways in which self-efficacy is developed and influenced by the context in which teaching occurs. Interviews with Head Start teachers and educational leaders as well as onsite observations were conducted to examine teachers' delivery of instructional support and their belief in their ability to do so in ways that benefit children.</p><p> Findings from this study indicate that elements of the teaching environment such as time for planning and reflection, relationships with colleagues, and the amount of time with children can and do influence teachers' provision of instructional supports. In addition the study found that teachers embed instructional supports within a cycle of intentional teaching that includes formative assessment data used to plan for, modify, and individualize instructional supports for children. Formative assessment data also confirmed the benefits of instructional support strategies for the teachers in this study and acted as evidence of mastery that sustained teachers' instructional self-efficacy. </p><p> These findings offer important information for educational leaders and other professionals who wish to optimize the conditions under which Head Start teachers provide effective instructional supports and build instructional self-efficacy. Information from this study can also be used to inform the types of policies and practices that best support teachers in their instructional support of children.</p>

<p> The organizational socialization literature identifies specific needs of newly hired employees: role clarity, occupational self-efficacy, and social acceptance. Organizations help meet these needs by providing onboarding (orientation and engagement) practices that facilitate newcomer adjustment. This leads to increased employee satisfaction and retention. The purpose of this qualitative study was to identify the benefit of onboarding practices that nursing programs use with adjunct clinical nursing faculty and determine if these practices contribute to organizational socialization. Eight nursing adjuncts from three universities completed an online pre-interview survey and participated in a semi-structured interview where they rated the benefit of best and common onboarding practices. An administrator from each university also completed an online version of the survey. Findings from the study revealed consistent benefit ratings of the majority of practices by participants. Some practices were deemed essential and their absence was detrimental for the adjunct, students, and institution. Administrator perceptions of benefit were equal to, or higher than, adjunct ratings. Adjunct participant responses supported their need for an onboarding process that promotes role clarity, self-efficacy, and social acceptance. Those who experienced quality onboarding expressed feelings of satisfaction with their jobs and greater allegiance to their programs than those with poor experiences. This study has implications for nursing education because retention of engaged, satisfied adjuncts is a cost-effective way to supplement the limited pool of full-time nursing faculty. Both adjuncts and administrators identified benefits of the majority of practices, so nursing programs would be well-served by offering a thorough and efficient onboarding process to adjunct faculty. This study also adds to the limited literature that examines the impact that specific onboarding practices have on organizational socialization of new employees.</p>

<p> The purpose of this study is to explore teacher and administrator perceptions of the effectiveness of the feedback portion of the new Danielson-based teacher evaluation system in terms of improving teachers' instructional practices. This mixed methods study involved collecting qualitative data by interviewing teachers and principals in the Triad Community Unit School District #2 in Troy, IL. It also involved quantitative data by gathering teacher perceptions of the new evaluation process through the use of an online survey. The results of this study conclude: (a) the manner by which observation feedback is given from principals to teachers is perceived as different and better in the new evaluation system as compared to prior methods experienced by the teachers (b) teachers and principals perceived the Danielson evaluation process to be formative but had some concerns about the process (c) principals and teachers reference an increase in student-centered activities that involve higher order thinking (d) feedback involved face-to-face, two-way conversations about teaching between principals and teachers (e) teachers and administrators are aware that evidence following an observation has implications for summative ratings (f) the administrative time needed to implement the new evaluation system is immense (g) principals and teachers have training concerns during the implementation of the new evaluation process. Based on the quantitative data, teachers indicated that receiving both written and face-to-face feedback following an observation propelled them to reflect on their teaching. In general, the results also point to teachers favoring face-to-face feedback as compared to the written feedback from principals following an observation. Implications of this research demonstrate the interaction of principals with teachers following an observation is critical for teachers to find value with the feedback they receive.</p>

<p> The purpose of the study was to determine if the eight steps of the Continuous Improvement Model (CIM) provided a framework to raise achievement and to focus educators in identifying high-yield literacy strategies. This study sought to determine if an examination of the assessment data in reading revealed differences among schools that fully, partially, or did not implement the CIM. The research focused what happened during the school year 2011-12 in nine schools. The qualitative research attempted to discover the relationship among the eight steps of the CIM and the educators who implemented the model. The design of the qualitative research focused on the schools that implemented the CIM including the perceptions of participants regarding the impact upon reading/literacy proficiency. Interviews with leadership teams in six schools that implemented partially and fully were conducted. A survey was conducted among teachers from six schools that implemented the CIM. Quantitative data were collected from student results on the Tennessee Comprehensive Assessment Program Reading/Language Arts assessments for school years 2010-2011 and 2011-2012. The results showed practical and significant differences in achievement scores among those schools that partially and fully implemented the model compared to those schools that did not implement. The study also highlighted positive and negative perceptions of the model and identified high-yield strategies. The findings suggest a carefully orchestrated plan to address literacy should be implemented during the early stages in a child's education. The CIM provides a framework for educators to design a literacy plan that comprehensively addresses the needs of teachers and students.</p>

<p> The purpose of this case study was to examine the School-Wide Positive Behavior Support (SWPBS) impact on five selected student performance factors. A literature review revealed there have been many SWPBS research studies regarding traditional public schools. However, there have not been any published empirical SWPBS studies involving K-12 alternative public schools. Addressing this gap in the literature a Midwestern K-12 alternative public school involving 1,164 students was studied 2007&ndash;08 through 2010&ndash;11. Data were collected through several school information systems including School Administration Student Information System (SASI), School-Wide Information System (SWIS), and Power School. The independent variable SWPBS was investigated regarding its impact on the five dependent variables academic achievement, attendance, office discipline referrals, dropout rate, and persistence to graduation. Frequencies and percentages of each variable were analyzed using the Chi-square &ldquo;goodness of fit&rdquo; test (field, 2009).</p><p> Previous studies at traditional public schools reported SWPBS positively impacted the five student performance factors, however this case study did not yield any significant findings at the K-12 alternative public school. Specifically, there were no significant differences between the first year when there was no SWPBS and the fourth year when SWPBS was fully implemented. These outcomes raised more questions than answers. (a) Do the students at K-12 alternative public schools require a different threetiered level system as compared to those in the traditional public schools? (b) Does the process of advancing from one level to another take a longer time for these students? (c) Does professional development need to focus more on how to provide SWPBS strategies to at-risk and special needs students at K-12 alternative public schools? (d) Does the plan of gradually working through the SWPBS initial stages to full implementation take more years for the K-12 alternative public schools to achieve?</p><p> Since there are no empirical studies for K-12 alternative public schools to use as guides, future research is essential to answers these questions. The findings and conclusions of this case study will guide building level and school district leaders as they continue the quest for programs and strategies to enhance positive student behavior and academic success. Implications are addressed and recommendations made for further research. The dissertation findings will also add to the gap in the literature and provide a springboard for future research regarding SWPBS effects at alternative public schools. </p>