What is your program’s plan for Mentor Coaching? The new Head Start Program Performance Standards state that programs must implement a research-based, coordinated coaching strategy for education staff by August 1, 2017.

Mentor coaching is a great opportunity to provide teachers with guidance and support as it pertains to successful teaching strategies. It allows teachers to receive constructive feedback as well as to see effective teaching behaviors through modeling. The feedback and modeling of high quality teacher practices is directly related to the teacher’s mentor coaching goals – which is aligned with the program’s school readiness goals. All of this occurs by the coach first establishing a collaborative partnership with each teacher. This trusting relationship is the foundation that allows for successful mentor coaching.

Practice-Based Coaching is an intentional model of mentor coaching that is centered on teachers having the guidance and support that they need in order to implement high quality teaching practices. The model includes (1) planning goals and action steps, (2) engaging in focused observations and (3) reflecting on & sharing feedback regarding teaching behaviors. Practice-Based Coaching gives teacher the support that they need to go to the next level as it pertains to effective teaching practices.

We offer mentor coaching services (utilizing the Practice-Based Coaching model) in several different ways.

• On-site training on Mentor Coaching
  • This highly interactive, “how to” training addresses the best practices of mentor coaching, including — coaching models and objectives, key elements of mentor coaching, the change process, the coaching cycle, successful qualities in a coach, and support for coaching.  We also address the Education Coordinator or Mentor Coach’s role in CLASS. This training will include going into classrooms and “practice” the mentor coaching services that were trained on the first day.

• On-site Mentor Coaching services
  • Our on-site mentor coaching services are a mix of observations and consultation. Services include (1) observing the Education Coordinator/Mentor Coach provide mentor coaching to the teachers, (2) providing feedback to the Education Coordinator/Mentor Coach, (3) modeling mentor coaching for the Education Coordinator/Mentor Coach and (4) providing the Education Coordinator/Mentor Coach with consultation and support.

• Long-distance Mentor Coaching services
  • We offer mentor coaching services to the Education Coordinator/Mentor Coach or directly to Teachers long distance – via phone and email.  If we conduct mentor coaching services with your Education Coordinator or Mentor Coach, we’ll utilize a “Train the Trainer” model (or in this case, a “Coach the Coach” model) to help them do their best work with teachers. Our services will provide ongoing guidance to your Education Coordinator or Mentor Coach – to give them the tools and support to provide effective coaching services to the Teachers.

Each of the mentor coaching services listed above includes guidance and support that is custom designed to meet the specific needs of your staff. It builds capacity and fosters continuous support. And, finally, it raises CLASS scores.

Are you looking for Training on Mentor Coaching or provision of Mentor Coaching services on-site or long-distance? Give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com.

As you plan your Policy Council or Board of Directors training, I’m sure that it will include training topics such as roles and responsibilities, performance standards and leadership opportunities. Also consider including topics that are targeted specifically to engage your Policy Council and Board of Directors to be truly invested in your Head Start program. The items below are geared towards creating this engagement.

• The history and vision of Head Start – Just as it’s important for staff to be familiar with the history of Head Start, it’s essential for your Policy Council and Board of Directors to be familiar with it as well. Knowing where Head Start came from and where it’s going is critical information as they provide governing duties to your program. In addition to the history of Head Start, the mission, vision and guiding principles of Head Start is valuable information to share as well.

• A strong partnership with the Management Team – It’s essential that your Policy Council and Board of Directors receive training on the value that comes from a strong partnership with the Management Team. Good communication, transparency and trust are key components to creating a successful partnership. A strong partnership will result in a system of effective and efficient governance of the Head Start program.

• Making an impact – It’s often helpful to begin with the end in mind. Talk with your Policy Council and Board of Directors about what they would like to achieve for your Head Start program while they are a part of the governing body. The possibilities are endless! This will show your Policy Council and Board of Directors the tremendous value that they bring to your agency. Policy Council and Board members can leave a lasting impact on the program for many years to come.

Looking for highly interactive and engaging training for your Policy Council or Board of Directors? Give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com.

In case you weren’t able to attend the 2015 National Head Start Association Fall Leadership Institute, highlights included information from the Director, information on grant applications, looking at FY 2016 Monitoring, a summary of CLASS data, an analysis of the Designation Renewal System, an Environmental Health and Safety update as well as Fiscal updates. Check out our comprehensive notes.

• Comments from Dr. Blanca Enriquez, Director, Office of Head Start
  • The focus for the next 15 months:
    • Moving forward – strengthening our legacy
    • Must continue to be the leaders as other look to us – child cares and school districts.
    • Position Head Start as a value-added, highly respected and accepted program for young children and families in which Head Start grantees are a high performing organ and every child receives a comprehensive, high quality and early care education.
    • Strategic priorities include leadership with character, partnership and collaboration, comprehensive school readiness and high performing grantees.

• Grant applications
  • Formula for Success
    • Establish and implement goals and objectives +
    • Employ effective management system +
    • Use intentional, periodic methods to assess progress +
    • Conduct continuous quality improvement based on assessment of progress +
    • Anticipate outcomes for children, families and communities +
  • Program growth and responsive change across the project period, which translates to:
    • New heights in quality services for children and families
  • Reordered, refined terms and definitions
    • Long-range goals, program goals, school readiness goals, short-term objectives, outcomes, program impacts, progress, evidence

• FY 2016 Monitoring at a Glance
  • Slightly enhanced 2015 protocols – Environmental Health & Safety and Fiscal Integrity/ERSEA.
  • Made no significant changes to CLASS and HSKI-C.
  • Developed 2 new protocols – Leadership, Governance, Management Systems (LGMS) and Comprehensive Services and School Readiness (CSSR).
  • FY 2016 Virtual Expo – toolkits, protocols, Review Event education modules and informational videos
  • FY 2016 Fiscal Integrity compliance measures have been modified to account for the Uniform Guidance.
    • Standards have been updated
    • Targeted questions have been adjusted
  • FY 2016 ERSEA protocol was also updated as a result of new OHS requirements
    • Maintaining source documentation
    • Conducting in-person or phone eligibility interviews
    • Adjusted eligibility categories
  • Leadership, Governance, Management Systems (LGMS)
    • Designed to look comprehensively at how the program:
      • Develops its goals and plans
      • Allocates resources (staff, facilities, material resources)
      • Operates as a whole
      • Evaluates effectiveness and ensures ongoing improvement
    • Tool Overview
      • Program planning
      • Developing and organizing resources
      • Operating and implementing the program
      • Evaluating performance and stimulating ongoing improvement
    • Highlights the role of program leadership – Governing Body, Policy Council, Director – on program effectiveness
  • Comprehensive Services and School Readiness (CSSR)
    • This Review is an evaluation of:
      • Grantee’s provision of high quality, comprehensive services to children and families
      • Grantee’s effectiveness in promoting children’s school readiness
    • Tool Overview
      • Assessing children and families’ strengths and needs
      • Addressing children and families’ needs
      • Providing high quality teaching and learning
      • Planning for transition
• CLASS – Summary of data

Pre-K CLASS	Emotional Support	Classroom Organization	Instructional Support
Head Start Benchmarks	4	3	2
Research Thresholds	5	5	3.25
Head Start Average 2012	5.9	5.45	2.98
Head Start Average 2013	5.99	5.63	2.72
Head Start Average 2014	6.10	5.83	2.90

• Analysis of the Designation Renewal System (DRS)
  • 1^st cohort – announced in December, 2011 (129 grantees)
  • 2^nd cohort – announced in January, 2013 (125 grantees)
  • 3^rd cohort – announced in February, 2014 (103 grantees)
  • DRS triggers
    • 1^st cohort – 100% deficiency
    • 2^nd cohort – 66% deficiency, 7% CLASS below thresholds, 37% CLASS in lowest 10%, 1% revocation of license, 2% failure as a going concern
    • 3^rd cohort – 50% deficiency, 18% CLASS below thresholds, 49% CLASS in lowest 10% n 4% failure as a going concern
    • The percentages may exceed 100% as some programs received more than one trigger.
  • Designation and implementation issues
    • Deficiency trigger – unequal deficiencies
    • CLASS trigger – inconsistent 10% cut-offs
    • Inconsistency in relationship between triggers and systemic “low quality”
    • Delays in forecasts, funding opportunities, negotiations and announcements
    • Changing process for 5-year grants
    • Successful development of Birth to Five application design
  • About 74% of grantees in 1^st 3 cohorts of DRS have had their grants restored in full or in part.
  • About 17% of the grantees in these 3 cohorts have lost their grants.
  • About 8% have had their service area competed a 2^nd time.
  • Conclusions
    • The DRS does not yet fully meet Congressional intent of targeting competition at struggling programs.
    • Basic reforms are needed to make the DRS consistent, reasonable and predictable.
    • Conceptual reforms are needed to support programs in working toward high quality, not compliance.

• Environmental Health and Safety
  • Over 17,000 classrooms were seen last year; over 5,000 centers.
  • 92% of sites did not have any major health and safety issues.

• Fiscal Updates
  • 45 CFR Part 75 – Uniform Administrative Requirements, Cost Principles and Audit Requirements (the Uniform Guidance)
    • Applies to awards and award increments made after 12/26/14.
    • Procurement requirements must be implemented by 12/26/15.
    • Information to assist Head Start grantees with implementation has been organized on ECLKC.
    • The Council on Financial Assistance Reform (COFAR) has issued new FAQs and responses – updated as of September, 2015.
    • All grantees need to review and update their fiscal policies and procedures to implement the new Uniform Guidance.
  • Fiscal pitfalls – 2015
    • Cost allocation
    • Annual Report to the public
    • Reporting to the Governing Board and Policy Council
    • Documentation and valuation of non-federal share
    • Capital leases and related party leases
    • Blanket security agreements

• From the President’s budget regarding Head Start
  • High quality early learning for infants, toddlers and 3 & 4 year olds
  • Innovative programming – raises the bar on quality
  • The budget requests $10.1 billion for Head Start, which is a $1.5 billion increase over the current year.
  • The largest share of this $1.5 billion increase is a $1.1 billion investment to ensure that every Head Start program serves children for a full school day and full school year.
  • The budget request also includes $284 million for a cost-of-living adjustment for all programs.
  • Finally, an additional $150 million for Early Head Start – Child Care Partnerships would grow that investment to $650 million.

We know from research that it isn’t enough to just put new knowledge or techniques in the hands of teachers. They need support to turn those new ideas into practice. This is why so many programs have made mentor coaching a central component of their professional development effort.

Mentor coaches have many roles and responsibilities and use various approaches including on-site, long-distance and an integrated method. All of these approaches help teachers do their best work with children. In order for coaching to improve teacher practice and student achievement, here are a few considerations:

• Coaches must develop trusting, collaborative relationships with teachers.
• Professional goals should be tailored to needs identified by teachers.
• The approach to learning should be collaborative and inquiry-based.
• Feedback should be content-specific in order to sustain partnerships.
• The coaches’ role must remain supportive, not evaluative.

Mentor coaching should include activities such as:

• Creating, implementing and reviewing goals for teachers to achieve through the mentor coaching process;
• Observing teachers and providing feedback;
• Sending video clips to teachers to review along with guided questions to answer;
• Discussing the video clips and activities with teachers;
• Providing the teachers with ongoing consultation and support.

Are you interested in a strengths-based approach to support teachers in becoming more effective in their interactions to improve children’s outcomes? Our mentor coaching services are based on the principles of practice-based coaching. We also offer a “Train the Trainer” approach by working with your Education Coordinator or other Management staff – to give them the tools and support to provide effective mentor coaching services to teachers.

Contact us at (704) 451-3255 or email us at kristinecortina@hsessentials.com to discuss your mentor coaching needs. Our mentor coaching services provides teachers with the guidance and support that they need to implement best practices as it pertains to teaching as well as high CLASS scores.

There is increased public attention on early childhood education and school readiness. It is essential that teachers are confident in data-driven instruction while maintaining a child-centered environment.  The environment should be one that engages children’s inquiry, creativity and problem-solving skills. We want every child who enters school to have the skills and ability to be successful. As early childhood education professionals, we know what high quality instruction looks like – and that academic preparation is only part of it. We also know that play is valuable to the social-emotional and cognitive health of children.

Here are a few suggestions for engaging children as active participants in the learning process.

• Organize the classroom environment to promote exploration and hands-on learning.

• Carefully monitor children’s data to guide planning and instruction.

• Differentiate instruction for children who are at different levels of understanding.

Discover an integrated instructional approach in which the teacher organizes the learning environment. This allow for children to be immersed in experiences while using strategies that intentionally meet the needs of the group as well as the individuals within the group. This training will help teachers understand the role of individualization while also reflecting on the role of the teacher in play-based experiences.

Give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com to schedule training for your teaching staff on “Intentional Planning and Teaching.”

With the proposed revisions to the Head Start Program Performance Standards, we notice a distinct shift in strategies to support staff. While most experienced and efficient trainers know that “one shot, sit and get” sessions are not as productive as we might wish, sometimes whole group trainings are best in light of budgets, calendars and staff energy! However, research and best practice confirm the value of a more individualized and personalized approach. Essential Elements is ready and willing to assist as you seek the most effective and creative way to offer training opportunities for your staff.

• Small group sessions can be arranged to match skill and experience levels and can be offered multiple times in a day at your program. These sessions are highly interactive and participant-driven. Objectives are discussed early with the group and activities are specifically designed around what your staff needs and what you want to see in your program.

• Observation and coaching on a more individualized level can address specific needs and work from a strengths-based perspective. This method can be accomplished either on-site or ultimately through computer-based sharing. “In the moment” experiences, whether by phone and email or in person, provide excellent examples and offer conversational illustrations.

• Whole group trainings can still be an effective way to deliver program-wide information or develop skills among team members. Larger programs may have staff groups that can gain perspective from one another; smaller programs may wish to share material among all levels and positions to cross train. Peers working together with guidance by a quality facilitator can be instructional for all.

Essential Elements has experience in small group training, observation and coaching, and whole group training. We are ready to work with your program to design the most intentional and meaningful training plan to ensure quality outcomes for your program.

Looking for custom designed and highly interactive training, give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com.

Having a comprehensive training plan for your staff is essential, but it’s not everything.  The training must also be highly engaging so that learning occurs.  We recommend utilizing a “learning by doing” training methodology.  Make your training highly interactive so that the participants experience the information that is being presented.  This results in high impact learning, in which the training participants take back the information that they learned and implement it immediately.  When planning training for your staff, consider the following:

Have regular professional development opportunities throughout the year.  People take in new information a little at a time.  While Pre-service is a good time to provide staff with training, it’s just a few days of the year.  Instead of presenting a lot of information at once, create multiple training opportunities for staff.  Create a layered plan to provide training to staff throughout the year – once a month if you can.  Lay a foundation of learning and then build on it – a little at a time.  This allows for effective learning.

Use a combination of training techniques to engage all types of learners.  Since everyone absorbs information differently, it’s important to present information in a variety of learning styles.  We find that the most successful technique is a combination – presenting the new information followed by interactive experiences.  Begin by sharing the information via lecture using a powerpoint presentation.  Follow it up with a high level of interaction – lively discussion and hands-on activities for participants to “experience” the new information and put it into practice.  Small group activities, pair and share, role plays as well as question and answer sessions are a few good ways to engage the participants.

Offer opportunities for staff to learn from each other.  Provide occasions for small groups of Teachers, small groups of Family Service Workers or small groups of other like staff to spend time together.  Offer them time to get together and talk, share ideas and brainstorm.  Give them a challenging topic to explore.  They can share successes and challenges with each other – as well as strategies to address those challenges.  Whether it’s bouncing ideas off of each other, sharing strategies, or just helping each other work through an issue – peers can learn a lot from each other.  Connecting with a community of like staff builds a supportive work environment.

Interested in highly engaging training for your staff?  Give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com.

Content Area Coordinators are responsible for ensuring that children and families are linked to all needed services in their content area. They are responsible for ensuring that their content area is and stays in full compliance. It’s also critical that they provide great leadership skills and work in collaboration with the other Content Area Coordinators. What should training for New Content Area Coordinators include?

Begin with the basics.  For new Content Area Coordinators, it’s important to begin with the Head Start Program Performance Standards.  Discuss each of the Performance Standards and Reauthorization regulations that the Coordinator is responsible for meeting.  It’s vital that the Coordinator has this information before they begin to create systems in their content area.  Having a working knowledge of the rules and regulations that the Coordinator must meet and adhere to is the foundation of a successful content area.

Establish effective and efficient systems.  Content Area Coordinators are responsible for setting up and maintaining high quality systems in their content area.  Examples of systems include policies and procedures, written plans and an ongoing monitoring system.  Provide the Coordinator with a template and a sample of these items.  This will provide the Coordinator with guidance as they write policies and procedures and create a written plan.  Encourage your Content Area Coordinators to work together on developing these systems to ensure that they are integrated across content areas.

Put support systems in place.    It’s essential for new Content Area Coordinators to have a multitude of support systems at their disposal.  Share the resources that are available to Head Start staff.  There are websites with helpful information that will assist new Coordinators as they navigate their way through the world of Head Start.  It’s important for new Content Area Coordinators to establish good working relationships with the other Content Area Coordinators.  It’s also important to find Content Area Coordinators (in the same content area) in nearby Head Start programs to have as a resource.

Looking for 1-on-1, on-site training for new Content Area Coordinators? Give us a call at (704) 451-3255 or email us at kristinecortina@hsessentials.com.