Prairie View A&M University Department of Educational Leadership and Counseling

Presents

Final Portfolio Assignment

To

Dr. Deborah Harris, Instructor

ADMN 5043-Z01-13444

By

Alicia L. Mable 2269

Date Due: December 8, 2011

Date Submitted: December 8, 2011

Hello, my name is Alicia Latrice Mable-Reed. I am a graduate student at Prairie View A&M University in Prairie View, Texas. I graduated from Prairie View in December 2010 with a Bachelor of Science Degree in Interdisciplinary Studies, with a special concentration in Special Education. I am a newlywed and am married to the most wonderful man, Reverend Bobby Reed. Yes, Im a first lady! I have 3 wonderful children (Christian-14, Savannah-11, & Alexia-9). I am the oldest daughter of Reverend James Mable, Sr. and First Lady Mary Harvey-Mable. Yes, Im a PK too! I have 3 siblings (James Mable, Jr.(26)-Currently enrolled in the Doctoral Program in the College of Education at Prairie View A&M University, Crystal Mable(31)- 2003 Nursing Graduate of Prairie View A&M University and Director of Nursing at Guardian Healthwise in Hearne, Texas, and Bernecia McGinty(34)-2006 Graduate of Prairie View A&M University with a Bachelor of Science Degree in Community Health, Licensed Cosmetologist, and Manager of my mothers beauty salon-Courtneys Hair Fashions.) Yes, we are all PV Grads! Im so excited to boast that I went back to college, in the fall of 2006, after a grueling divorce and struggling single-parent of 3 children. I endured some hardships and trials; however, Im determined to graduate with my masters degree in Educational Administration in August 2012! I majored in special education because God blessed me with two special needs children: Christian-born at 5 months, chronic asthma and severe attention deficit hyperactivity disorder and Savannah who is legally deaf. Im praising God she has never had speech therapy a day in her life and is now an honor roll student at Navasota Intermediate School! Alexia was born with a severe case of eczema; however, she is also a stellar student who loves to help me tutor! I have enjoyed using the internet to complete my masters degree, though Im a kinesthetic learner. I found myself studying more as well as learning time management. I love the discussion forums as well because its always interesting to listen and learn from the opinions of your peers. This type of learning teaches me to stay diverse and work as a team to form a solution. My ultimate goal is to one day open my own charter school from the ground up!

THIS PORTFOLIO INCLUDES: MY PHILOSOPHY OF EDUCATION

MY PHILOSOPHY OF EDUCATION
I believe that each child is a unique individual who needs a secure, caring, and stimulating atmosphere in which to grow and mature emotionally, intellectually, physically, and socially. It is my desire as a educator to help students meet their fullest potential in these areas by providing an environment that is safe, supports risk-taking, and invites a sharing of ideas. There are three elements that I believe are conducive to establishing such an environment, (1) the teacher acting as a guide, (2) allowing the child's natural curiosity to direct his/her learning, and (3) promoting respect for all things and all people.

MY COVER LETTER FOR RESUME MY RESUME MY REFERENCE LETTERS (PERSONAL AND PROFESSIONAL) ASSIGNMENTS FROM PRINCIPALSHIP CLASS GOOD TO GREAT i-READ ASSIGNMENT PRINCIPAL INTERVIEW/REFLECTION MY OFFICIAL TEACHING CERTIFICATION FAMILY PHOTO

MY COVER LETTER FOR RESUME

P.O. Box 922

Navasota, Texas 77868 amable1@pvamu.edu (979)-412-3182- Cell (936)-825-3403- Home

To Whom It May Concern: Enclosed, is my resume for your consideration. My name is Alicia Mable, and I recently graduated from Prairie View A&M University on December 18, 2010. My credentials include a Bachelors Degree in Interdisciplinary Studies with a special concentration in Special Education. I am currently enrolled as a graduate student at Prairie View A&M University and looking forward to obtaining a degree in Educational Administration. I bring five total years of instructional assistant experience to your district and will contribute new and exciting ideas that will enhance student success. This resume will highlight my commitment to children of all mental capacities, showcase my expertise in differentiating instruction, and demonstrate my communication and leadership skills. Being a highly adaptable and versatile educator, I have enjoyed the opportunity to teach a diverse group of children, including those with mild, moderate, and severe mental retardation, ADD/ADHD, speech impairments, non-compliant behavior, learning disabilities, and physical challenges as well while employed as an instructional assistant. These experiences have helped me blossom into a well-rounded and compassionate individual, who ultimately takes each students unique goals, needs, and interests into account to create lesson plans and activities to accommodate them. My greatest capability is facilitating all styles of learners. I develop multi-sensory lesson plans to meet the needs of auditory, visual, tactile, and kinesthetic learners. I also incorporate forms of technology, learning centers, manipulatives, group work, and thematic units to teach new concepts and materials. Furthermore, I make certain that each child receives individual praise and encouragement, ensuring that he/she remains motivated and does not become frustrated to quit. In closing, I welcome the opportunity to meet with you to discuss how my experience and skills would benefit your academic program. My contact information is listed above. I can be reached at any time. Thanks for your time and consideration. I look forward to hearing from you soon.

MY RESUME

Alicia L. Mable-Reed
P.O. BOX 922

NAVASOTA, TX 77868

979-412-3182

amable1@pvamu.edu

CERTIFIED SPECIAL EDUCATION TEACHER (EC-12)

It is my objective to effectively use my position to develop a climate providing motivation, participation, and opportunities for individuals with mild, moderate, and severe mental disabilities. It is my goal to use job enrichment to improve student performance. Ultimately, I will thrive on responsibility, take positive action to meet growing responsibility, and accept job assignment(s) willingly.

Core Competencies
Classroom Management Creative Lesson Planning Diverse Learner Instruction Instructional Best-Practices Adaptive Behavior Assessment Learner Assessment Experiential Learning Special Needs Students/IEPs

Experience
BRENHAM INDEPENDENT SCHOOL DISTRICT(EC-12),10/11-Present Substitute Teacher Carver Resource Center Volunteer TAKS Tutor/Mentor (Ages 3-12),06/11-8/11 WALLER INDEPENDENT SCHOOL DISTRICT(EC-12),08/10-Present Substitute Teacher (EC-12) Student Teacher (EC-12) Hired as a full-time substitute teacher following student teaching practicum, instructing all academic subject areas. Primarily worked with special needs students exhibiting mild, moderate, and severe mental retardation. Key Contributions: Earned high marks for the quality of classroom teaching, lesson plans and instructional materials used in teaching a diverse population of students with special needs. Developed innovative approaches that were held as the model standard for meeting district goals in areas including technology integration across the curriculum, experiential learning, literacy and diversity. Taught general education students and individuals with learning challenges within a mainstreamed, inclusive classroom. Consistently commended for ability to redirect students exhibiting behavior problems by replacing disruptive, unproductive patterns with positive behaviors Quickly became a first-to-call resource in current substitute teaching role, typically working four days per week. Personally requested by many full-time teachers to take over their classrooms during absences. Navasota ISD- Instructional Assistant, 08/08-01/09 Assisted with the daily living needs of students with mild, moderate, and severe mental retardation. Assured safety of individuals by performing proper techniques learned in training. Assisted teacher with daily classroom activities.

Education & Credentials

PRAIRIE VIEW A&M UNIVERSITY GRADUATE SCHOOL 1/11-Present Educational Administration, MSEd PRAIRIE VIEW A&M UNIVERSITY- PRAIRIE VIEW, TX BA in INTERDISCIPLINARY STUDIES (EC-12), 2010 Special Education Teacher Certification (Grades EC-12) Kappa Delta Pi International Honor Society Texas Classroom Teachers Association

REFERENCE LETTER FROM FORMER SUPERVISOR/PRINCIPAL

DON LIGHTFOOT

MY REFERENCE LETTER FROM MRS. BOYD-COOPERATING STUDENT TEACHER

MY REFERENCE LETTER FROM ESTELLA STEWART- LIFESKILLS TEACHER WALLER HIGH SCHOOL

REFERENCE LETTER FROM FORMER NAVASOTA ISD BOARD MEMBER JACK HELLINGER-HALL

THE FOLLOWING ARE JOURNAL ARTICLE REVIEW ASSIGNMENTS FOR ADMN 5043-THE PRINCIPALSHIP Unit 1: Article #1 Review

References http://www.mdk12.org/process/leading/p_indicators.html Article Summary: This article focused on key issues that involve a principal being an effective leader and how it directly impacts student achievement. The article began by discussing key components that an effective principal must have to get the ball rolling. Some of these indicators involve, but are not limited to: problem solving, collecting and analyzing data, using data to improve campus needs, monitoring implementation closely, and able to focus on reaching goals concerning student achievement. It was also clear that these components had no certain order they needed to be attained in; according to campus needs. Critical beliefs and knowledge were also an important part of these components. Performance indicators became a critical part of this article as a means of explaining (in detail), how each of the components, discussed earlier, played its individual role. The overall fact remained that a collaborative effort of all stakeholders (faculty, staff, administration, parents, students, community, etc.), played an important role in student achievement. I clearly understood that an effective leader must know how to analyze data and incorporate multiple areas (other than standard testing) to know what direction needs to be taken as far as student achievement is concerned. Once programs are implemented, its imperative that an effective leader monitor and adjust as needed.

Article Implication: Professionally, this article was well written as well as informative. Effective leaders are required to know more that basic leadership skills. Its important to know your campus needs, so that you may know what is critical to student achievement. It is also important to know that you have to have multiple back-up plans in case of failure. I also learned that the more active the community and staff are involved in this process; the better the outcome. Article Critique: This article was well written, and it was clearly understood. Even if you didnt understand the jargon, the performance indicators broke down the information to where even a child could understand. Its important to know that being an effective leader doesnt just involve you being in charge of others, but looking out for the best interest and success of others.

Unit 1: Article #2 Review The Future Is Now: What Leadership Skills Do Principals Really Need? Reference The Future Is Now: What Leadership Skills Do Principals Really Need? (1995). American Association of School Administrators Article Summary: This article informed us all of how everyone, even administrators, must be willing to roll up our sleeves and involve ourselves in some training that will not only benefit ourselves; but the community as a whole. The article began by giving us information on how a former student of the Leeland school district was promoted to the job of principal; only to fail because of the lack

skills and knowledge. The district placed him in this position not because of his particular success as an administrator but because of his personal success in life. He quickly realized that success as a person doesnt suffice for administrative success. This article stressed teamwork as a key tool for success nationwide. Many times, administrators dont solicit the input from all stakeholders, which leads to a big mess! Teambuilding takes time, and we must all get to know each other to know what works and what doesnt necessarily work. A successful leader knows that in order to build a collaborative team; timing is essential. Diversity is also a key player in this whole process. Everyone is not the same, and the sooner we realize this as administrators; the better off we will be. Training and coaching is the driving force behind a successful team. Principals must learn that it takes a vision before taking on the responsibility of leading others. If there is no vision; the end result is failure. You must know what direction you are going in before you begin the journey! Many have forgotten how to dream because we are so accustomed to giving up if something doesnt work for us the first time; however, we need to dream another dream if this is the situation we find ourselves in. We let lack of resources and petty obstacles to get in our way of plowing ahead to get the job done; therefore, leaving students, faculty, and the entire community at a great loss. Strategic planning was another element implicated for success as an administrator. You cant plan day-by-day; we must plan ahead. The article concluded by stressing the need for superintendents to collaborate and work with principals to ensure they have all the necessary tools and skills before going into leadership role. Article Implication: This is the most interesting article that Ive ever read concerning administrators! I think this shouldve been the IRead Text!!!!! Because Im a realist; this article sounds like a daily conversation that must take place in order to remind administrators that our training doesnt stop

once you are administrative capacity; its just beginning! This article is so well written; however, the spelling mistakes sort of stun you as you read it; nevertheless, I thoroughly enjoyed it. Article Critique: Honestly, the only thing I can say is that this article was awesomely written, straightforward, and well-received.

Unit 2: Article #2 Review

Site Based Decision Making

References www.reynolds.k12.or.us/policies/c/cfa-site-based-decision-making.html

Article Summary: This article primarily focused on how important the site-based decision making committee is to the function of the districts daily operation. The committee is primarily composed of parents, teachers, school principals, and community members for a collaborative effort to promote student success. The rationale for the site based decision making committee were very apparent in that it affects those most closely related to the involvement of the daily school function, the school is the location for change, and those who create change share responsibility for actions taken. It also stressed commitment to the changes being made amongst those on this particular committee. The key factor involving commitment involves ongoing collaboration amongst all. I also found it important to make sure that decisions are aligned with district goals. The article discussed the role of each team member involved (superintendent,

principal, teacher, and others), and how important that everyone respects the opinion of others though they may not agree on all issues. The next items discussed the importance of making decisions and changes at both the district and school level. In that, its important that the board be very careful in making and implementing decisions concerning the schools as not to lose credibility, amongst other things.

Article Implication: Professionally, this article shared some interests that I had about how important the site based decision making committee is to the function of the school. I found that its important to respect the opinion of others while trying to reach a common goal. Article Critique: It was short; however, it was informative.

Unit 4: Article #1 Review

Is Your School's Culture Toxic or Positive?

References

Cromwell, S. (2005). Is Education World. Article Summary:

Your School's Culture Toxic or Positive?

Whether a schools culture is toxic or positive has a profound impact on student success. The article first began by discussing how the schools culture is its norms and beliefs that make up the image of the school. It was very clear that student success depends on the faculty and staff morale. A toxic school culture consists of faculty and staff who have low morale and have low expectations for all involved as well as students. They also have contradictory relationships, which dont allow for collaboration. A positive school culture consists of those who believe in and celebrate the success of all involved. The article focused on a school located in one of the poorest counties in the United States, which created a positive culture to promote student success and collaborative communities. The role of the principal is very important concerning the development of either a positive or toxic school culture. I have learned that the faculty and staff usually take on the attitude of the leader. Once a negative culture is created, its important for an effective leader to go in and change the atmosphere by modeling a positive attitude school wide. If a positive culture is inhabited, its important to continuously celebrate success and underlie failure with a recovering attitude. Its important for the leader to study its school culture, so that he will know where change is needed.

Article Implication: Professionally, this article informed me on how important it is as a leader to create a positive school culture, whether its always been toxic or not. I learned how a leader can impact the culture by his attitude towards all stakeholders. Its also important to impact the community

in a positive way in order to yield positive results. As an educator, its important not to create a toxic environment in the classroom as well because the poison can spread abroad quickly. Article Critique: This article didnt explicitly explain how detrimental a toxic culture can affect both the school and community. I wouldve like to read about how an effective leader can maintain a positive school culture in the midst of a toxic situation or decision to be made. It was informative; however, realistically, many schools are stuck in a rut and need to know how to rebuild a positive culture step-by-step. If you are going into a toxic situation, explicit instructions are helpful in building a positive culture.

Unit 5: Article #1 Review

What School Principals Need to Know About Curriculum and Instruction

References www.sreb.org

Article Summary: This article was short but informative on how important it is as a leader to not just be an effective leader, but be an informed leader with knowledge of both curriculum and instruction. The article explained that its not just enough to be able to teach students without knowing which standards actually need to be met. Many teachers think its just enough to know how to teach, but one must be knowledgeable of the districts curriculum in order to teach effectively. A

principal cant effectively evaluate a teacher if hes not aware of what standards arent being met. The leader must also be knowledgeable about student achievement. He must be aware that he has to be diverse because not all students grasp concepts in the same way. He must be willing to be honest with his teacher about how to improve instructional strategies to reach goals. Fine arts and practical arts must be a part of this process, even though No Child Left Behind has hacked the time allotted to teach these subject areas. Its important to focus on the overall goal of the curriculum and instruction to meet the individual needs of each student.

Article Implication: This article explained the leaders role in knowing the curriculum and instruction, not only being a principal. Its important that the leader if knowledgeable of standards to be met in order to effectively evaluate and implement strategies to promote student success. Article Critique: Though the article was informative, it was way too short to really go into an in-depth analysis of what the author wanted you to know about curriculum and instruction.

Unit 5: Article #2 Review

A Balanced Curriculum
Standards and Assessments for High Performance
References
Class Management Guide: CAT5. (1993). Monterey, CA: CTB MacMillan/McGraw-Hill.
Cohen, S.A. (1987). Instructional Alignment: Searching for a Magic Bullet. Educational Researcher (Nov), pp. 16-19. English, F.W. (1992). Deciding What to Teach and Test: Developing, Aligning and Auditing the Curriculum. Thousand Oaks, CA: Corwin. National Council of Teachers of English and the Intemational Reading Association. (1996). Standards for the EnglishLanguage Arts. Urbana, IL: National Council of Teachers of English. Squires, D.A. (1998a). A Balanced Curriculum Process: Results So Far. New Haven: Yale Child Study Center. Squires, DA. (1998b). Toward a Balanced Curriculum: Aligning Standards, Curriculum, and Assessments. ERS Spectrum: Journal of School Research and Information, 16, (3), pp. 17-24. Squires, D.A., & Joyner, E. (1996). Time and Alignment: Potent Tools for Improving Achievement. In: Rallying the Whole Village: The Comer Process for Reforming Education. Comer, J.P., Haynes, N.M., Joyner, E., and Ben-Avie, M. New York: Teachers College Press. Squires, D.A., & Kranyik, R.D. (1995). The Corner Program: Changing School Culture. Educational Leadership, 53(4), pp. 29-32. Wishnick, T.K. (1989). Relative Effects on Achievement Scores of SES, Gender, Teachers Effect and Instructional Alignment: A Study of Alignments Power in Mastery Learning. Unpublished doctoral dissertation, University of San Francisco.

Article Summary: This article begins by speaking of a school development program that decided to sit down and come up with a way to improve student performance and build collaboration amongst coworkers. The majority of the article entailed a conversation between teachers that were actually involved in the process, and how each one voiced their opinion and concerns regarding the goals to be reached. They decided that they needed to examine curriculum, instruction, and assessment in all subject areas. The subject areas included: e/la, math, science, & social studies. The team also discussed how the six pathways of development would play an important role in getting the goal accomplished successfully. The pathways of development include: physical, cognitive,

psychological, language, social, and ethical. They all agreed that in order to balance the curriculum; one must be able to describe, balance, align, and assess the curriculum. First they came to the conclusion of what is not curriculum: textbooks, state/national standards, or standardized tests. In order to balance the curriculum, the childs development must be priority in building relationships, and the identification of the most important content to support the development of each child is extremely important. The article discussed the steps in balancing and aligning curriculum, and they include: defining curriculum, aligning and balancing curriculum, and assessing curriculum. Next, it spoke of why its important to have a balanced curriculum. Having a balanced curriculum allows planning for the teacher easier because they are working as a grade-level team to obtain a common curriculum. The team then is able to divide up the planning according to the content each individual teacher is to cover. It avoids duplication of learning across the grade levels because each grade level defines what content will be covered at each level. It allows the teacher time to move forward instead of trying to assess where each student left off in the previous grade level. Conclusively, I will define each steps individual function. Defining curriculum is the process of teachers looking back in the past to define what is best of whats already in progress. Balancing and aligning the curriculum is looking towards the future to build upon the past. This includes the fact that national and state standards must be aligned with the curriculum in order to see success on state testing. This particular step also allows the teachers to see if there is content that is being over/under emphasized or too few/too many activities accompanying the curriculum. Finally, step 3: assessing the curriculum is the combination of performance assessment and format assessment. Performance assessment is the conceptual understanding of

the content covered, and format assessment is an assessment aligned with state tests. The combination of the assessments allow districts to predict results on the standardized assessment.

Article Implication: This article was very informative regarding the particular process it mandates to balance and align curriculum. I also noted that each individuals comments about the process played an important role in obtaining what content is to be covered and at what grade level. Collaboration seems to be key in everything concerning education because we are all trying to bring out the best in each student, yet many of these steps to get there involve detailed work that many arent willing to sacrifice the time for. Article Critique: This article was awesome. I actually shared this article with some teachers at the high school where I mainly substitute. They are having trouble with having too many chiefs and not enough Indians. Everyone wants to run the show, but if we all learn to work together; student success is bound to happen. I loved the breakdown of each activity and steps being defined, since some of the words seem to have similar meanings. After reading this article, I think that each grade level should sit down as a team on more than a few team meetings to discuss what is actually being covered in increments and to see if students are grasping the concepts needed to progress to the next grade level.

Unit 6: Article #1 Review

Disciplining Students with Disabilities

References Dwyer, K.P. (1997). Behavioral Interventions: Creating a Safe Environment in Our Schools. Disciplining Students with Disabilities. National Mental Health and Education Center. Article Summary: This article informed us on how to deal with the discipline measures of students with disabilities. The key factor in this article was dealing with the fact of whether a students misbehavior is a result of is disability. This issue can be quickly resolved by performing a functional behavioral assessment. Another key factor in this article, involves the parental consent. Students diagnosed with emotional behavior issues, attention deficit disorder, Tourettes Syndrome, etc. are all afforded the opportunity to receive a free and appropriate education (FAPE). If a students behavior is not a direct result of his disability, he is to be afforded the same consequences of students in the general educational environment. Its important to follow a students IEP (individualized educational plan), especially when it comes to reaching both

academic and behavioral goals. Parental involvement, as well as student involvement in the development of the IEP can make all the difference in the world between a smooth school year and a disaster waiting to happen. There are some violations of the conduct (weapons and drugs), that automatically result in alternative placement (juvenile detention center, residential treatment centers. etc) for a student with disabilities. Its the law that an expulsion over 10 days is a direct violation of a students rights with disabilities. Research has indicated a prolonged removal from the educational environment usually results in students dropping out of school and dependent. A manifestation hearing is most necessary when determining the consequences of inappropriate behavior. Modifications can then be placed in the IEP to address these behaviors and obtain positive results. When all appropriate rules are followed, collaboration between the schools and family all together; benefit the student.

Article Implication: Professionally, this article was well written and used common language that anyone reading it could understand. Its important to know educational laws regarding the discipline of students with disabilities. As a special education major, Im very partial to this issue. Many students are labeled, and not accommodated because of personal biases. As an educator, I commit to follow all rules and regulations regarding the discipline of any student; especially those with disabilities. Article Critique:

This article was awesome. I truly think this article should have included more incidents where the law was not followed and consequences for those actions. If educators are repeatedly made aware of the consequences for not accommodating these particular groups; we would be better off in the schools. I also wish the article expounded more on the drug and weapon violations, especially since the schools seem to be filled with violence. Nevertheless, this article was wonderful.

Unit 7: Article #1 Review

Great Staff Meetings: Pointers from the Principals Who Lead Them
References Hopkins, G. (2006). Great Staff Meetings: Pointers from the Principals Who Lead Them: The Principal Files: Education World. Article Summary: This article informed educators on tips concerning how to conduct great staff meetings. There were several examples of specific ways that principals actually involved staff to make the repetitious ritual of a staff meeting more interesting. Several ways to keep your staff interested in your staff meetings include, but are not limited to: establishing a goal to meet as a team, bring favorites to share with other staff members (e.g. graphic organizer), offer door prizes, allowing staff members to award other staff members with awards (Nobel Peace Prize, mother hen, golden apple, teacher with most school spirit, etc.), allow other staff members (inside/outside) to conduct the staff meeting, bring food. The common goal is to reach a consensus for a successful

school year. Its important to get to know your staff and allow staff to work collaboratively to create a home friendly work environment. The staff learns to bond when activities are implemented in the staff meetings, and its awesome to share ideas amongst each other. Allowing staff to reward each other allows staff to appreciate each others gifts as well as building a team amongst colleagues. Its also important to appreciate older staff members as we present new ideas.

Article Implication: Professionally, this article was well written as well as informative. There were many exciting ideas that are to be shared! Many times we, as teachers, are stuck in our old ways of doing things; so a staff meeting to share ideas is very important. Getting to know your coworkers is stressed throughout this article, and is of necessity because everyone must be on one page to achieve success. As an educator, I find it important to keep my students interested; yet keeping adults interested in their work is just as important. Great advice! Article Critique: I really wouldve loved to read about more examples of great staff meeting ideas! I enjoyed this article; yet it sort of left you hanging. I also wish there were some examples of ideas that administrators used in staff meetings but didnt get a positive outcome!

Unit 8: Article #2 Review

A new day for learning: it's time to look at changing the length and scope of the school day to help kids succeed.
References Stedron, J. (2007). A new day for learning: it's time to look at changing the length and scope of the school day to help kids succeed: State Legislatures. Article Summary: This article focused on ways to improve student learning, increase graduation rates among atrisk students, and bring about an interesting concept of learning other than the traditional way. It focused on 3 specific ways to reach these particular goals based on evaluations from various academic programs. They include, but are not limited to: summer learning, out-of-school hours, and a longer school day. These were all compensated by positive results such as productive student learning and increased community involvement. The most successful programs achieved positive results because everyone pulled together as a community and used all resources to the benefit of the students. As far as summer learning is concerned, many of the disadvantaged students fell behind because of the gap in time before the start and finish of school. In New Mexico, the Kindergarten Pilot program resulted in the reinforcement of both math and literacy skills and behavior expectations to prepare them for first grade. The program sold, so funds were allocated to expand the project for further success. The out-of-school hours programs yielded positive results as well by way of enrichment programs that were shortened because of

No Child Left Behind. It was founded that the engagement in other activities (music, arts, crafts, lifeskills), kept many of these at-risk students interested in attending school; however, they were aware that they couldnt attend these programs without mandatory school attendance. Overall, this program benefited Club TC (teen connection) because ultimately funds are disbursed according to school attendance. If students were struggling in a subject area, they were able to receive the necessary support from both teachers and college tutors. This program helped to support professional development for staff involved as well. Expanding the school day seems to be the most difficult of these because many parents are concerned because their students already lack interest in the normal 8 a.m. to 3 p.m. school day. This seems to be an issue that all districts are concerned about; however, enrichment activities are enhanced in this program as well to ensure the essential need to learn lifeskills such as job preparation (cooking or disc jockey). Overall, there are pros and cons to everything when its new. Budget is the primary concern because funds are limited in every aspect, but private entities and local resources can play a very active role in getting the job done. To suggest its a new day of learning has its good and bad points; nevertheless, all ideas discussed in this article seem beneficial to all stakeholders involved. Article Implication: Professionally, this article was well written as well as informative. The idea of extended summer learning, out-of-school hours, and longer school days may be closer than they appear. As educators, we know there can never be enough time in the day to get it all in; however, we can make the most of our time while these students are in our care. We all know that the budget is tight, but working with what you have requires a real commitment to student learning whether the district is rich or poor. Article Critique: I loved this article because it opened my eyes to other ways of increasing student learning. As a private tutor, this article really hit home for me, and gave me alternate ways other than traditional school work to assist in promoting student success. Many of the children I tutor are from disadvantaged homes, and my teachings arent really enforced at home. I wish this

article dug more into how you can keep the parents more involved in what the teacher is trying to help the student maintain.

Unit 9: Article #2 Review

A Brief History of School Funding in Texas

References
http://www.investintexasschools.org/schoolfunding/history.php

. Article Summary: This article spoke to the history of school funding in Texas as we know today. The article outlined the Gilmer-Aikin act, in which used both state and local funding to fund public schools. The act resulted in shared revenue funding by allocating 80% funds from the state to fund public schools and 20% funds from local tax payers of each district to fund its public school. This act also served as the first structuring of the school finance system in the state of

Texas over the last half century; however, legislative meetings and bill rejections have caused this system to evolve into something different as of today. Under Senate Bill 7, the Robin Hood System occurred. This system allowed for three things to happen: 1). School districts have access to revenue based on the districts tax effort, 2). Balance exists between local autonomy and state and local funding responsibility, and 3). State financial aid is provided to a school district inversely to the school districts wealth. There were some inadequacies that led to district property taxes being raised; however, to raise them to the maximum $1.50 but was deemed unconstitutional. There still seems to be arguments today as to whether the state provides enough public school funding!

Article Implication: Professionally, this article was very vague but did intrigue my curiosity as to how much the state is actually involved in public school funding. Its apparent that many school districts are robbed of the opportunity to provide the necessary resources for all stakeholders; however, if we must collectively stand together and fight for what is rightfully going to shape our future: the children! Article Critique: This article was not particularly interesting; however, its understanding is necessary as an administrator. There will be many decisions involving school financing and where those resources will derive, so its important to know a bit of history concerning the financing of Texas public schools.

Unit 10: Article #1 Review Building a strong community partnership: when it comes to creating effectives school-familycommunity partnerships, take some advice from veteran districts. References Vogel, C. (2006). Building a strong community partnership: when it comes to creating effectives school-family-community partnerships, take some advice from veteran districts. District Administration: Gale Group. Article Summary:

This journal article discussed Joyce Epsteins six types of involvement and specific ways to impact student performance in schools. Epstein is a Sociology professor at Johns Hopkins University as well as director of National Network of Partnership Schools. She was interested in how to form collaboration amongst the schools, community, local businesses, school staff, principals, board members, central office employees, and the superintendent in order to achieve common goals. The six types of involvement include, but are not limited to: Parenting, Communicating, Volunteering, Learning at Home, Decision Making, and Collaborating with the Community. Each type of involvement was accompanied with specific ways to accomplish student achievement. Parenting is a key issue involving workshops or hands-on information concerning child-rearing, learning what each childs home environment is like and what it takes to adapt to a structured-school-setting. It also involves informs parents on how their child is changing from a child to the teen stage as well as how to deal with those particular changes. Communication is an issue that definitely involves teamwork. Parents need to feel that arent being bothersome when it comes to the progress or regress of their student. Making sure that parents are made aware of whats going on at all times is important and can be communicated in

so many ways. A few examples of those ways may include: parent-teacher conference, e-mail, letter mailed home, phone call, etc. Volunteering is definitely a way to get all stakeholders involved in the education world. There arent many parents who know what it takes to maintain order and teach all day, so its important to key them in on how to teach and the steps involving teaching their children. Having administrators come in as well as local business owners also shows collaboration, being that everyone has a hand in making our children successful. Volunteering just gives everyone an overall feeling of comradry. Learning at home is most essential; after all, this is where it all begins. Also, attending educational workshops and training gives them hands-on experience of day-to-day school operation! Some parents arent equipped to teach their children, so giving timely feedback to both student and parent is most essential. Be sure to communicate with parents; various ways of getting the job done. Its essential to send home letters with multiple languages, so that no one is left out of the loop. Internet access is an excellent way to stream live conversation as well as dvds to ensure that teaching at home and school is like a revolving door. Decision making can sometimes be stressful for everyone; however, if everyone is made a part of the process; its more valuable. Allow parents to exercise their rights through PTO/PTA and other entities to ensure equitable parental involvement. Its important to make the community feel involved. Joining your local chamber of commerce is an excellent way to get out school district/campus newsletters to local businesses. If the community feels involved, the more likely the district is to flourish.

Article Implication:

Professionally, this article was very interesting, in that it broke down the specific ways to involve everyone in the success of the school district/campus. Having everyone on the same page; makes a district successful. Allowing parents and the rest of the community to become involved also allows room for accountability, instead of always blaming the school for failure. Article Critique: This article was great and very knowledgeable. There are many ways of getting the community and the school to join forces, and this article only verifies theory further.

THE GOOD TO GREAT i-READ REFLECTION According to Jim Collins, author of Good to Great, being good is just not good enough; nevertheless, he gives readers insight as to the best course of action to take when wanting to make your business great. Collins differentiates good and great firms in this book as well as addresses management, personnel, and operational practices, behaviors, and attitudes that are essential to the good-to-great transition. Focusing on all the companys resources to achieve greatness is also another key element to a successful company. This essay will reflect my personal reflections as well as the issues raised in each chapter in order to provide an overview of what Collins has achieved as a successful business leader. Chapter 1, of this book is entitled, Good is the Enemy of Great. It speaks to going beyond average in order to outshine other market industries. The companies selected for criteria analysis were: Abbott, Fannie Mae, Circuit City, Gillette, Kimberly-Clark, Kroger, Nucor,

Phillip Morris, Pitney Bowes, Walgreens, and Wells Fargo. There were many minor factors that stood out amongst the rest in evaluating good- to- great success. These factors include, but are not limited to: CEO compensation, technology, mergers and acquisitions, and change management initiatives. The major factors indicated in good- to- great success were found in 3 main areas: disciplined people, disciplined action, and disciplined thought. Upon taking the role of administrator, I will be sure to implement people who are capable of thriving for success, regardless of the cost. If any of the mentioned factors should play a role in impeding success; they are to be eliminated and replaced with nothing but the best. I will strive to gather a team who will thrive on going beyond the normal and consider it a priority to reach the ultimate goal.

Chapter 2, of this book is entitled, Level 5 Leadership. Uniqueness of factors that differentiate between good-to-great companies were explained explicitly. Both nature and quality of leadership plays a key role in a companys greatness or mediocrity. Amongst those companies analyzed, level 5 leadership, was a common characteristic they all shared. Level 5 leadership is characteristic possessed by the best, and this is the top level of a 5-level hierarchy that ranged from mediocre supervision to strategic executive decision-making. Collins found that many of those in this level-5 group had an extreme mixture of determination and humility. These leaders felt a sense of commitment and longevity concerning these companies. Many of these leaders climbed the corporate ladder throughout the years and earned their level-5 title. The most important indicator involving these leaders was the fact that none of these leaders were concerned with personal gain; only the good-to-great transition. Personally, I believe this was one of my favorite chapters in the book. It allows me to evaluate my personal goals and be sure that Im not setting myself up for failure when setting goals for all stakeholders involved. I will

be sure that I dont let my personal determination and ego impede others from wanting to contribute to the common goal. Chapter 3 was entitled First Who, Then What. The nature of the leadership team has to definitely reflect team commitment. The team must consist of all the right team players! Collins thoroughly explains that companies usually fail because of management problems. Its important to spend more time selecting candidates who are highly-qualified and extremely talented, instead of settling for good enough. Its vital for companies to spend more money and time on personnel searches and decision-making. He was sure to explain the importance of keeping a top-of-the-line criteria concerning all personnel issues. He was not quick to get rid of all employees; however, move them into alternative positions. Collins made it clear to get rid of those failing employees with no hesitation because it will ultimately save the company time, effort, and resources. As campus administrator, I will be sure that I dont let personnel issues become a headache I will ultimately regret. I will be extremely careful when hiring personnel, so that I wont cost the district or school any irreversible damage. Chapter 4 was entitled, Confront the Brutal Facts (Yet Never Lose Faith). The inability to keep pace with the rest of the companies proved to be detrimental to those companies who failed to identify and assess facts both in the company and the larger business world. Collins explicitly explained his reasoning by comparing Kroger and A&P. Kroger changed its modernization of the grocery industry as the grocery industry modernized; however, A&P resisted changed leading to its demolition. As an administrator, I will be sure to address issues as they arise, instead of hiding my head under the covers.

Chapter 5 was entitled, The Hedgehog Concept (Simplicity within the Three Circles). Using the metaphor of a hedgehog made it clear that sometimes simple is best. He referred to other predators maybe as being more clever but not necessarily more clever. The hedgehog concept received repetitive response because of simplicity not complexity. Collins also made it clear that its not necessary to be the best at what you do; just do them well. The hedgehog concept didnt reveal itself overnight; however, once identified, it became the most effective way to transition from good-to-great. The criteria Collins suggests to speed up the process in finding the simplest, yet best way are as follows: determine what you can be best in the world at and what you cannot be best in the world at, determine what drives your economic engine, and determine what you are deeply passionate about. I found this chapter most interesting because I thrive on simplicity. I tutor many students with learning disabilities, and they often tell me that the teacher made it hard for me to understand. My solution for this problem is, I find the simplest way to make learning easiest for them. I have gone as far as teaching on butcher paper in order to teach my students the concept of coordinate planes, and many instructors found this strategy effective. My greatest joy was that my simplicity helped them to accomplish their most difficult task of passing the TAKS assessment. I am passionate about having successful children with bright futures, and I will keep this concept in mind on my journey. Chapter 6 is entitled, A Culture of Discipline. An important characteristic of these great companies is an organized culture of discipline. He was very adamant about making it clear that disciplined is not to be confused for authority! An organized culture of discipline simply means that every manager and staff is driven by their self-determination. Everyone simply functions as an entrepreneur in the business, only to achieve the same success. The hedgehog concept ties into this chapter as well. When workers are self-disciplined, they are driven to transition from

good-to-great. Everyone feels a sense of personal empowerment necessary to ensure greatness. I will definitely be sure to weed out those un-disciplined workers because they only impede the growing process. Chapter 7 is entitled, Technology Accelerators. Technology has become the backbone of the 21st century world! Technology increases efficiency, reduce overhead, and maximize competitive advantage. Collins quickly points out that technology shouldnt be the only revenue of success implemented. The reliability of technology proved to be detrimental to the tech bubble in the early 2000s. Its important to carefully deliberate on technology decisions just as other business decisions. He referred to the approaching of technology with a very catchy phrase, Pause--Think--Crawl--WalkRun. I am not the most technology savvy person; however, I believe technology is a key factor in having a great business. After all, technology is now the way of the world. Chapter 8 is entitled, The Flywheel and the Doom Loop. There are two cycles that business decisions result in- advantageous or disadvantageous. Collins made it clear that either result is over an accumulation of time. Negative or positive momentum has occurred in business, and it takes an ultimate makeover to change disadvantageous advantageous. The advantageous cycle is referred to as the flywheel effect. Positive momentum is created as a result of making decisions, taking action, and reinforcing decisions made. If this cycle becomes repetitious, goodto-great is the ultimate result. The doom loop is a result of reactive decision making. These decisions relate to, but are not limited to: diverse areas of concentration, following short-lived trends, frequent change in leadership and personnel, loss of morale, and disappointing results. As a leader, I will aspire to be a part of the flywheel effect. A lot of this can be prevented if we address the negative momentum, instead of waiting for failure to hit us in the face.

Chapter 9 is entitled, From Good to Great to Built to Last. In this chapter, Collins refers to his previous work in relation to this book. Built to Last include the findings of a six-year study in whether a company can survive in the long-term. Core values are a must to achieve any kind of success that will ultimately lead to greatness. A company must thrive on success, not profit, seemed to be the theme of this chapter. Shared values amongst all stakeholders should also be a characteristic possessed. Collins does not want Good to Great to be a follow-up to Built to Last. Developing a solid foundation is key to work toward greatness, so that a company is eventually built to last. Conclusively, this was not the best book that Ive ready; however, its essential to know what is needed to make a good school-Great! I will endure as a leader to make sure that all stakeholders involved know the importance of success as well as allowing the highly-qualified to function as individuals. I will address issues as they arise, so that I leave no room for negative momentum to creep in. Overall, I enjoyed the information Collins shared of his business experience.

Reference Collins, J. (2001). Good to Great, Why Some Companies Make the Leap and Others Dont. New York: Harper Collins Publishers.

PRINCIPAL INTERVIEWS AND REFLECTIONS To begin this interview, I interviewed two of my former colleagues as well as my former principal. Because both of these principals are under fire and on paid administrative leave for having an unacceptable ratings at both the junior/senior high levels for 3 consecutive years and allegations of breach of confidentiality concerning student information; they will remain nameless. They will also remain nameless because the school district is local and has been in the news sporadically. At this time, the district is being audited by Texas Education Agency, so it is at their request; this information remains within this interview. I will refer to them as Tom and Tammy. I interviewed them shortly before these allegations arose, so all of the information included in this interview is based on their current experience as administrators. Tom has been in the educational field for a total of 33 years, mostly at the senior high level. He began his career as a science teacher (grades 8-12 for 4 years) and a math teacher (grades 4-8 for 2 years) and an administrator for 27 years. Tammy has been in the educational for a total of 17 years. She has been a generalist teacher for 12 years and administrator for 5 years to date. Both principals received their baccaleurate and postbaccaleurate degrees from Texas A&M University. Tammy is pursuing her doctorate degree in education to date. The following questions were asked of each principal and their answers will follow:

1). What is your philosophy of education and leadership? Tom- People dont care how much we know until they know how much we care. Many years ago, I read this quote and it became a guiding principle for me as an educator. In other words, I believe educators must see and care about the child before we view the child as a student. Once a caring, nurturing relationship between teacher and child is established, we can begin our primary function to continue the education of each precious child into a capable, responsible, caring young person. Parents are the childs first and continuing teacher. It is our responsibility, as educators, to work closely with parents to build a trusting, cooperative, collaborative relationship so that, together, we can nurture each child toward his or her intellectual, emotional, and physical potential. Developing a positive school climate will be created by all the interactions each of us have with one another. It will be important for us to build a cohesive sense of community, especially with all students, parents and staff coming from different schools and backgrounds. Tammy- I firmly believe that each child should be given the opportunity to realize their potentials and work towards their ambitions so that they can be morally, ethically and socially adaptive to the surrounding forces and that is possible to achieve only through philosophy education. The teachers are only medium of information because students gather, learn and process information on the basis of their own capacity. Teachers only help and reinforce them to do so. Philosophy education stimulates them intellectually to store and retrieve information more effectively. Education makes them respectful and disciplined by inculcating patience, selfesteem and sense of competence. They develop adequacy, strength, power, confidence and freedom as a result that form the base of individuality in children.

2).What leadership or organizational change tools work best for you? Tom- Promoting collaborative problem solving and open communication, collecting, analyzing, and using data to identify school needs, using data to identify and plan for needed changes in the instructional program, implementing and monitoring the school improvement plan, and using systems thinking to establish a clear focus on attaining student achievement goals are the tools that work best for me. Tammy- Focus on long-term outcomes rather than short-term returns. Additionally, distributing leadership throughout a school and providing for leadership succession are indispensable to a school's success. 3). Did/do you have a leadership mentor? If so, who was/is that person and how did s/he influence you?

Tom- My mother is basically my leadership mentor. Though she is now living in a nursing home, for health reasons, she has never let anyone detour her from reaching any of her goals in life as a single mother. Tammy- I have several mentors in my immediate family who have been entrepreneurs as well as educators who have influenced me to be the best at whatever I set out to do. 4). What do you do to build a common sense of mission (purposes) and vision among stakeholders and staff? Tom- People first become independent, then interdependent. Then they are empowered to create and complete their responsibilities with the minimum of authoritarian oversight and control. When there is no trust or empowerment in an organization, then the managers must use control systems, and follow-up and check-up on everybody. This takes an incredible amount of energy to accomplish. And fear and intimidation become the methods for enforcing company policy instead of common sense. Managers empower people to be their own leaders and let them do what they do best. Tammy- You can make change after change in the organizational structures and protocols, rules and procedures, guidelines and incentives and not achieve the desire result of any organization, that is, alignment. When all the people, stakeholders and joint venture partners in your organization are in alignment, then things just work. Remember, leadership is about being effective, not just efficient.

5). What do you do to establish norms and shared commitments among your staff and

community? Tom- Team member co-workers, communication, interaction, organization and function with other employees, problem solving, conflict resolution, and decision making. Tammy- Team norms can encompass as many topics as the team deems necessary for successful functioning. Start with a few team norms and add more norms as needed. Make sure the team norms are written and posted where team members are reminded of their commitment. Team norms can encompass as many topics as the team deems necessary for successful functioning. Start with a few team norms and add more norms as needed. Make sure the team norms are written and posted where team members are reminded of their commitment.

6). Describe how you make decisions in your school?

Tom- I make decisions collaboratively and include all stakeholders involved to ensure that everyone has a voice, unless it involves a legal matter. Tammy-I make my decisions based on team because I quickly realized that there is no I in team! 7). Describe what systems you have put in place in your school to improve student success. How did these changes come about? How effective have they been? Tom-I put what I call a response to the community team in place; however, it has not been very effective. The purpose of this team to ignite parent involvement in student success; however, Im in the hot seat for implementing (what I thought to be); a positive change! Tammy- I have begun to resurrect the community involvement project to ensure that our community is ever so involved in our schools. As a matter of fact, it started out as a disaster because this is a small town and many are set in their ways! As I put the right employees in the right places; things are beginning to fall in line. 8). Describe how you empower staff and promote teacher leadership? Tom-I lead by example, and I often ask my teachers and staff for suggestions to promote student success. Tammy-I find myself spending time visiting department heads on a daily basis as well as staff to implement change where needed.

Reflection on Principal Interviews Upon interviewing these two principals, I was endowed with both wisdom and knowledge to help me in making the best decisions as a future administrator. Being that these two principals are my former colleagues; I promised to respect their privacy as they undergo an investigation by the Texas Education Agency for allegations of breach of confidentiality concerning student records. I was unaware until the interview that both received their degrees from Texas A&M University in College Station, Texas. They also received their postbaccaleurate degrees from the same university as well. I asked 8 questions concerning leadership skills as well as organizational tools that have assisted both in getting to the top in administration. In both interview and reflection; they are referred to as Tom and Tammy. Both administrators shared their philosophy of education and had very similar thoughts that each individual determines his destiny. They both agreed that trust must be established first, so that people dont feel as if someone needs to look over their shoulders to get the job done. Tom was very passionate in expressing his thoughts concerning parents being their childs first teacher, and Tammy was not shy about teachers being re-enforcers of a students education. She believed that once a student has established confidence in himself; he will only push himself further to succeed. In determining what leadership or organizational tools work best for each administrator, their answers were somewhat different. Tom strongly emphasized the need for collaboration amongst all involved in order to succeed, whereas, Tammy believes that focusing on long-term goals is more important than focusing on short-term returns. She believes in looking at the entire

picture and not instant success for it inevitably results in failure. I was intrigued to know that Tammy was not really big on involving all stakeholders, only those who would benefit from the goal at-hand. Family was a very important factor in the influence on the educators lives and careers. The majority of Tammys family, are educators. They include a long line of principals, superintendent, master teacher, and a tenure professor at Texas A&M. She has a fierce look in her eyes when she talks about how she had to struggle to get where she was because her parents fell on hard times almost immediately after she graduated high school. Toms mother raised him as a single mother; he was somewhat teary-eyed when responding to this question, so we didnt dwell on it long. She is now in a local nursing home because she demands round-the-clock-care; however, he doesnt let a day go by without visiting her. Both administrators believe in making people responsible for creating a sense of mission for all stakeholders. They believe that each person is responsible for committing himself to being the best at their job, so that all may benefit. They made it clear that all are involved in the decision making process, and Tom explicitly explains that there is no I in teamwork! Tammy believes that a slow and steady build is beneficial because its not good to expect too much at one time. Once you see that an individual can be responsible to handle an issue, then it becomes necessary to add more responsibility slowly. The implementation of new programs for both administrators has resulted in some rocky roads, but they realize they must continue to push for overall success. They both agreed that they lead by example and asking for input by those most involved in the teaching process. Overall, this interview went very well. I hate that these two administrators are enduring such hardship, but its always been this way in such a small political town. Many of their

decisions are put in the line of fire because many of the faculty and staff have been in place for years and arent ready for change!

MY OFFICIAL TEACHING CERTIFICATE

Texas Educator Certificate

This certifies that

Alicia Latrice Mable

has fulfilled requirements of state law and regulations of the State Board for Educator Certification and is hereby authorized to perform duties as designated below:

Description Classroom Teacher Special Education Grades (EC-12)

STANDARD Effective Date 03/23/2011

Expiration Date 11/30/2016

Status Valid

Educational Aide Educational Aide I

11/27/2005

11/30/2010

Expired

Official Record of Certification Thursday, December 08, 2011

THESE PEOPLE ARE WHO I LIVE FOR! FAMILY IS SUPPORT IS KEY IN ACCOMPLISHING ANY GOAL!

LEFT TO RIGHT: SON(CHRISTIAN), DAUGHTER (SAVANNAH), DAD (JAMES MABLE, SR.), NIECE (MARKAYLYN), MOM (MARY MABLE), ME, HUSBAND (BOBBY), SISTER (CRYSTAL), BROTHER (JAMES MABLE, JR.), SISTER (BERNECIA), BROTHER- INLAW(MARK), FRONT: NEPHEWS LEFT TO RIGHT: CAMERON AND MARK, JR., DAUGHTER (ALEXIA)