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Recruit, select, induct, and retain outstanding administrators to the Fort Atkinson School District in anticipation of retirements in the next five years.
#Response DateAdditional comments on goal
1.2/5/2008 3:48:00 AMAdministrators must understand how children learn and lead the way in instruction, being flexible to always look for better techniques.
2.2/5/2008 4:11:00 AMHaving two part-time Directors of Instruction is not effective. It often takes a day or so before getting responses and personalities of both personnel seem stressed at times. It is a big job!
3.2/5/2008 2:08:00 PMLet's look at our leadership and maintain our services, but let's make sure we don't just start new initiatives for the sake of change. All new initiatives take time and energy - when there are huge demands on classroom teachers already.
4.2/5/2008 4:08:00 PMGood things are headed our way!
5.2/5/2008 4:58:00 PMI think we are already doing this.
6.2/5/2008 6:21:00 PMVERY important. Sets the whole tone for the building, and the district.
7.2/5/2008 6:53:00 PMLook at an entire pool of candidates from both within and outside the district before selecting replacements
8.2/5/2008 7:20:00 PMremember the classroom and the demands of a different student population
9.2/5/2008 9:58:00 PMAlthough I find this extremely important, kids are my priority at this time, I would like to leave this decision making process up to the administrators...
10.2/6/2008 3:05:00 AMYes, yes, yes! Let's make sure we hire a top-notch administrator at Luther!!!
11.2/14/2008 9:52:00 PMWith a strong leader, staff will be motivated, hard-working and proud.
12.3/5/2008 1:23:00 PMThe fish rots from the head down! We are lucky to have a good administrator now and we want to keep it that way!
13.3/5/2008 7:40:00 PMSee my comments below.
14.3/5/2008 8:57:00 PMWith so much emphasis on reading and math, recruit administrators who are solid in these areas and share our theories of reading and math.
15.3/6/2008 5:05:00 PMYeah, recruit!
16.3/6/2008 10:51:00 PMAdministrators have the potential to make or break a staff. Teachers are already stressed... having an administrator that is not 'outstanding' makes life even tougher for those teachers...
17.3/17/2008 9:19:00 PMOnes that can work with the staff and board.
18.3/18/2008 11:53:00 AMHow? What are you going to do differently?
19.3/18/2008 2:48:00 PMThis is huge. The staff that is hired is critical to the success and moral of the building....and ultimately the studnets.
20.3/18/2008 4:44:00 PMMake sure the administrators remember that at one time they were teachers. That the teachers time is better spent helping studnets than pushing paper.
21.3/19/2008 1:50:00 PMThis should be a given.
22.3/19/2008 7:20:00 PMGlad you recognized this need
23.4/7/2008 9:44:00 PMIsn't this kind of a given?
24.4/7/2008 9:22:00 PM20 years of management including hiring and firing has proven to me that you can help a good person get better, but you can not make a bad person good. Must be willing to pay to get the best however.
25.4/8/2008 1:03:00 PMIf the obvious needs to be stated then of course do so :)
26.4/8/2008 12:10:00 PMI believe this is something that should be implied and therefore should not be considered a district objective.
27.4/8/2008 3:03:00 PMWe were not given the opportunity to evaluate our administrators last year. If we are not looking at our present administration and whether they are doing a good job, how will we know what good looks like for future hiring? A little sarcasm there. I am evaluated and I appreciate knowing what I do well and where I have room for growth. Is the administration on the same wave length?
28.4/8/2008 5:41:00 PMThese are givens
29.4/8/2008 5:08:00 PMthis should always be a high priority!
30.4/8/2008 5:18:00 PMI think that this is important, however we are already doing this - right? By writing it as a goal it is indirectly stated that it is something we need to work on or improve.
31.4/8/2008 4:59:00 PMImplied
32.4/8/2008 10:05:00 PMIf we're not going to spend the time and money to &quot;recruit&quot; teachers (see comment for #8) then we don't need to spend time and money to recruit administrators.
33.4/9/2008 4:10:00 PMDo we really recruit or do we put the information out on the appropriate websites and then select from the candidates that applied?
34.4/9/2008 4:57:00 PMThe above statement reads to me like something that should be assumed regardless of whatever initiatives are pursued by the district.
35.4/9/2008 5:14:00 PMA top goal. There are many factors invovled in getting administrators to work here. Working environment, comunity support, school quality, and most importantly $$. Are we going to back this up with the dollars necessary to make it happen?
36.4/10/2008 1:16:00 PMI don't know that this ever needs to be stated by a district as a goal. Just food for thought: if you need to clarify that we are working to recruit and retain quality teachers and administrators, doesn't that suggest the previously you did not hire and retain quality teachers and administrators. I think these two goals should be unwritten methods of conducting business always in any school district. If they are not already, then maybe they have a place on this list, but there has got to be some negative PR in putting these two objectives on the list.
37.4/10/2008 4:36:00 PMWe have excellent administrators at the high school - let's keep it that way!
38.4/10/2008 6:13:00 PMI am in the camp that this should be a given, not a goal.