Leadership Development Coordinating Committee
The Leadership Development Coordinating Committee is responsible for implementing Goal 3, developing and informing educational leaders to facilitate the participation and progress of children with disabilities in the general curriculum. A wide variety of stakeholders serve on the committee and bring diverse talents and perspectives to the process. The RISIG coordinator and the CSPD coordinator support the committee.
Primary Tasks:
- To collaborate with each of the four principal partners in their assigned tasks:
A. Rhode Island Association of School Committees:
- Plan quarterly meetings for Schools Committee Members and other Policy Makers
B. Rhode Island Association of School Principals:
- Develop content for Principals' workshop
- Schedule 2-3 workshops for 2002-2003
- Schedule 4-6 workshops for 2003-2004, 2004-2005, 2005-2006, 2006-2007
- Determine some schools that are quality examples of implementing either specific best practices or of whole school implementations
- Disseminate 2 or 4 'newsletter type' products each year
- Develop and offer a principal's track in the Summer Leadership
C. Association of Rhode Island Administrators of Special Education:
- Develop a process for recruiting mentors
- Develop a process for selecting
- Develop a process for advertising for 'aspiring administrators'
- Develop a process for selecting 'aspiring administrators'
- 'Supervise' mentors to:
a) schedule regular meetings with aspiring administrators
b) develop a topical outline of topics to be covered during the yearD. Rhode Island Parent Information Network
- Identify parent leaders in the improving schools and Demonstration schools
- Collaborate with the Coalition to offer training to these parent leaders
- Develop a mechanism for providing ongoing technical assistance to these parent leaders
E. Rhode Island Technical Assistance Network
- Ongoing quarterly Leadership Institutes
- Review reports from each of the partners describing their activities and the outcomes achieved
Outcomes to be Achieved through Leadership Development
Short Term Outcomes:
- Use of a new mechanism to recruit, prepare, and support administrative leadership candidates using I Plans, paid administrative internships, and Mentor Administrators.
- Ongoing technical assistance to educational leaders
through regional networks and quarterly statewide
Leadership Institutes.
- Development of new administrative leaders (at least 3 per year, 15 for the project)
- Development of new parent leaders (at least 15 per year, 75 for the project)
- Development of a network of successful administrators to serve as Mentors to aspiring leaders (at least 6 for the project)
- Decreased attrition rates among educational leaders.
