SuperintendentInternship

SchoolofEducation,GoodwinCollege,DrexelUniversity

GoalsforProfessionalDevelopment
InternsName:_________________________________________
Internship:Check()theinternshipyouareinthisterm.1______2___X___3______4______
WhydoIneedtoestablishagoalandacompetencyforeachinternship?
Goalsettingisasignificantpartofselfdirectedlearning.
Aneffectiveleadersetsgoalsforprofessionalandpersonalgrowthonaregularbasis.
EachinternshiphasamajorStandardfocus.Theseare:
Finance,CurriculumModels,HRDandParentsandSchools
Therearealso9DrexelCompetenciesthataddresskeyleadershipskillsthatarelistedontheEvaluationformused
byyourmentoringadministrator.Byselectingoneofthesetoimproveonduringtheterm,youcanbeopento
opportunitiesforgrowththatpresentthemselvesduringyourinternship.

InconsultationwithyourMentoringAdministrator,completethefollowing:

1.Statea

GOALinthisinternshipsfocusarea.
Duringthishumanresourcefocusedsemester,Ihopetolearnaboutthehiring
processesforthedistrictandhowtheadministrationworkstopromotepersonalized
professionaldevelopment.
2.Determine2internshipACTIVITIESthatwillhelpyoureachyourgoal.
a. Attendhumanresourcemeetingsrelatedtohiringpractices
b. Interviewsuperintendentregardingprofessionaldevelopmentpromotion
3.Identify

aCOMPETENCYyouwishtoimproveon.
Leadership
4.Determine2internshipACTIVITIESthatwillhelpyouimproveinthiscompetency.
a.AttendboardmeetingplanningworkshopscheduledforMay
b.Meetwithdirectorofhumanresourcesfordistrict
5.Eachweekinyourlog,besuretoreflectontheseactivitiesusingtheDIRECTrubric.

EndoftermasapartofyourPortfoliosubmission:
Reflectonandprovideresultsofyourgoalandcompetencylearningexperiences.
Duringthissemester,Ihadplannedtoattendhumanresourcemeetingsrelatedto
hiringpracticesandtointerviewthesuperintendentregardingprofessionaldevelopment
promotioninordertoachievealongtermgoaloflearningaboutthehiringprocessesforthe
districtandtogainknowledgeabouthowthedistrictdesignsprofessionaldevelopment.In
talkingtothesuperintendent,shereferredmetotheHumanResourcesDirector,whoisalso
currentlyservingastheDirectorofOperations.Hewalkedmethroughthetimelineofhow
thedistricthires,andIlearnedthattheprocessisactuallyongoingandcarefullyplanned
throughouttheentireyear.Atthebeginningoftheschoolyear,adocumentthathecallsthe
RedBookisputtogetherthatlistsallofthestaffmembersfromallbuildings,whentheir
contractsexpire,whetherornottheyaretenured,andotherinformationthathelpsto
determinetheplanningprocess.Then,jobpostingsarepostedasneededoronanannual
basisaroundMarch(forthenextschoolyear),withinterviewsandofficialcontractsigning
occurringinAprilandMay.Thegoalistobecompletelystaffedbythetimetheemployees
reportbacktoworkinAugust.Meetingwithhimallowedmetoseetheimportanceof
organizationintheplanningprocess,andtalkingwithmymentor,thesuperintendent,
allowedmetoseehowwillneedtoworkwitheveryoneinmyteamsstrengthsinorderto
makesuretheentireprocessstaysstreamlinedinordertoworkefficiently.Inadditionto
learningaboutthehiringprocess,Ihavealsobeenworkingonasmallerscaletoexamine
howtoretainstaff.Duringthissemester,IwasalsoworkingontheDrexelcompetencyof
gainingleadershipskills,whichissomethingthatIknowIneedmoreworkin,sinceIhave
notheldanadministrativetitleyet.alsohavebeenmeetingwitheachbuildingprincipal
individuallytodiscussvariousaspectsoftheirjobs,butoneoftheproceduresthatIhave
beenaskingthemaboutistheprofessionaldevelopmentprocess.Thedistrictallowseach
buildingtodesigntheirownprofessionaldevelopmentforstaffmembersbasedonthe
buildingsuniqueneeds,sinceallfourareinsuchverydifferentenvironments.The
principal,alongwiththeassistantprincipalsofthebuilding,thendeterminestaffneedsfor
theentiregroupfromlookingatdata,talkingwithstaff,andevaluatingstaffperformance.
Theseyearlyevaluationsalsoprovideabasisforrecommendationsthattheymakefor
smallerteamsinthebuildingorforindividuals.Essentially,whatIhavelearnedfrom
talkingtothemisthatthekeyismakingtheprofessionaldevelopmentindividualized,
relevant,andmeaningfultotheparticipants,whichwillensurebuyinandcontinuemorale
fortheyear.