welcome oregon scaling-up ebiss beliefs and skills for effective rti implementation oregon
TRANSCRIPT
WelcomeOregon Scaling-up EBISS
Beliefs and Skills for Effective
RTI Implementation
Scaling-UpOregon
Kathleen Ryan Jackson, D. [email protected]
Erin A. Chaparro, [email protected]
Oregon Scaling-Up EBISS Bloghttp://blogs.uoregon.edu/oregonscalingupebissblog/Please contact Erin Chaparro if you encounter problems accessing the Blog
Thank You
Florida PS/RtI Statewide Projecthttp://www.floridarti.usf.edu/
State Implementation and Scaling-up of Evidence Based Practices (SISEP)
http://sisep.fpg.unc.edu/
Knowledge Check
Can you name the Organization Drivers?
Can you identify the components of the PDSA Problem Solving Model?
Beliefs and Skills for RTI
Learning Objectives• Understand how the beliefs of your organization can
affect student performance• Realize that the skills of staff will impact how RTI is
implemented with fidelity Outcome• Walk away with 2 measures to assess the Beliefs and
Skills of your staff that are required to implement RTI with a high level of fidelity
Willingness ToImplement New Practices
The beliefs leaders possess and communicate to stakeholders play a crucial role in creating the climate for successful implementation of new
practices to benefit All Students.(Fixsen et al., 2013;
Fullan, 2010)
Belief in Student’s Abilities
Schools tend to disproportionately punish students who have the greatest academic, social, and economic needs.
(Pedro Noguera,2008)
Our beliefs are shaped by our experiences, these beliefs can place contingencies on what we believe students can do –these beliefs place a stereotype threat in the minds of students. (Claude Steele, 2009)
Beliefs on RTI ScaleA self-report measure to assess beliefs about RTI
http://www.floridarti.usf.edu
Activity: Beliefs Survey
Individually, complete the “Beliefs on RtI Scale”
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Beliefs and RTIReflect: What are your beliefs? Do you know the
beliefs of your organization?
Turn and Talk: Share your reflection with your Implementation team.
Next Steps: Could this information give you information that will allow you to intervene in systems and break down barriers to effective implementation of RtI?
Reflection
NEEDS ASSESSMENT
Perceptions of RTI Skills Survey
http://www.floridarti.usf.edu
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Needs and Managing Change
Adapted from Knoster, T., Villa, R., & Thousand, J. (2000). A framework for thinking about systems change. In R. Villa & J. Thousands. (Eds.). Restructuring for caring and effective education: Piecing the puzzle together. (pp. 93-128). Baltimore: Paul H. Brookes Publishing Co.
Perceptions of RTI Skills SurveyA Self-report Measure
http://www.floridarti.usf.edu
Activity: Needs Assessment
Individually, complete RTI Skills Survey attached to this Webinar.
The survey’s are in Google Docs!Contact Erin or Kathleen for a copy. You can save them as your district’s unique survey to ensure district anonymity.
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Skills and RTI SurveyReflect: In which skills do you show proficiency?
What skills do you need to strengthen?
Turn and Talk: Share your reflection with your implementation team
Next Steps: Ask, do you know the skills of all staff? Does staff need drive your professional development plan?
Reflection
Identify Staff Need Organization Drivers
1. Decision Support Data Systems2. Systems Interventions3. Facilitative Administration
Objectively document barriers and make constructive recommendations
“Doing this (implementing any practice) well implies changes in everyone’s practice in the
central office, not in just what teachers or principals do”
- EdWeek Update: Job Roles Shifting for Districts' Central Offices, July 17, 2012
Knowledge Check
The Organization driver consists of:• Systems Interventions• Decision Support Data Systems• Facilitative Administration
What are the components of the PDSA Problem Solving Model?• Plan, Do, Study, Act
References & ResourcesEducation Week. Job Roles Shifting for Districts' Central Offices. July 17, 2010.Fixsen, D., Blase, K., Metz, A., & Van Dyke, M. (2013). Statewide implementation of
evidence-based programs. Exceptional Children, 79(2), 213-230.Fullan, M. (2010). Motion Leadership: The skinny on becoming change savvy. Corwin:
Thousand Oaks, Ca. Knoster, T., Villa, R., & Thousand, J. (2000). A framework for thinking about systems
change. In R. Villa & J. Thousands. (Eds.). Restructuring for caring and effective education: Piecing the puzzle together. (pp. 93-128). Baltimore: Paul H. Brookes Publishing Co
Noguera, P. (2008). What Discipline is For: Connecting students to the benefits of learning. Retrieved from http://cdna.tolerance.org/tdsi/sites/tolerance.org.tdsi/files/assets/general/TDSi_Noguera.pdf
Steele, C. (2010). Defining Stereotype Threat. Retrieved from http://www.youtube.com/watch?v=PY9ESojSw7Y
University of South Florida (2012). Beliefs on an RtI Scale. Retrieved from http://www.floridarti.usf.edu
University of South Florida (2012). Perceptions of RtI Skills Survey Revised. Retrieved from http://www.floridarti.usf.edu
