One of my favorite activities from my coursework in my educational program was the teacher perceptions survey analysis conducted in Dr. Bentley's course. I loved this because it was an opportunity to analyze data, articulate the needs and strengths of the culture, and develop a plan of action. At the time, this project also seemed to be wonderful practice for an obviously necessary skill. This prediction has proven to be accurate, and I have used this same process multiple times. I have chosen this as my artifact because it is the one I continue to use as my guide for future efforts.

I did not originally use this format for presenting and teaching about data analysis and usage (learned from Dr. Bentley). Originally, I would go through when individually reviewing data to make plans for revisiting or preparing for future lessons with students. However, as I have provided more training and received more feedback, I have stepped firmly into this process to ensure that all participants have a solid understanding of where we are starting and how to use each component.

Following an in-depth data review, we need to establish a plan that will allow us to both move forward into new content and schedule review time for semi-mastered standards and re-teaching for completely unmastered standards. This is a form I adapted with my team to support these efforts. This tool helped to build capacity around planning and data utilization.

One of my major work efforts has been serving as the interventionist coordinator and progress monitoring advisor for my school. This is the interventionist schedule I developed after ensuring that all tier 3 students had been provided with an intervention placement assessment to ensure that all students received intervention tailored to their needs. This schedule was also used to plan the professional development for the interventionists to ensure that the training they received was relevant to their needs and not superfluous. I have redacted the names of the interventionists and the teachers to ensure privacy.

As of 2021, I had been in the same school for all but three months of my career. My process for integrating into a new environment and learning all the necessary information about that environment was severely lacking. Therefore, when our instructor began explaining about 100-day plans and that administrators were expected to develop and present them in order to articulate their goals, process, and accountability for their actions within the first 100 days of their new position, I made this. I ended up using it both in my role as a teacher (since there were many pieces that I could implement or improve) and in my new role as Dean in my efforts to integrate and serve my new school.