The purpose of the School Improvement Plan (SIP) is to facilitate continuous school improvement. SIP goals are based on the position statements, strategic plans and goals established by the Board of Trustees. The SIP informs administrators and staff in the development of annual professional goals. The SIP also serves as the basis for the Annual Accreditation Report.
Each year on each campus the faculty, members of Parents Advisory Committees, and administrators are involved reviewing this plan. The School Improvement Plan document should include specific goals, strategies for reaching the goals, and annual assessments of progress made towards attaining the goals. Progress reports should be routinely disseminated to the school's primary stakeholders.
The School Improvement Plan shall be contextualized to meet the unique needs of each campus as well as consistent with system wide priorities. The Superintendent shall monitor the compilation and dissemination of the system wide reports.
In pursuit of quality education, Morrison Academy strives to structure student learning of the written curriculum around a standards-based approach. Student learning is the measure of success. Every student learns and strives to meet or exceed unit learning targets within their God given ability. There is an emphasis on application of learning and knowledge through a biblical perspective or lens. Curriculum, instruction assessment/feedback, and recording/reporting are aligned.
Effective teaching in the standards-based instructional delivery approach is characterized by the following:
Morrison Academy has set in place systematic procedures for the review of our curricular program. The scope of this review is inclusive of grades K-12 in order to provide for the coherent articulation of the curriculum. It is specific to ensure that critical components of the curriculum are addressed adequately.
Purpose To ensure a…
…curriculum that seeks to equip students to dynamically impact their world for Christ.
1) the same essential learning regardless of who is teaching the course
2) taught in the time given
(DuFour and Marzano, “High-Leverage Strategies for Principal Leadership”, Educational Leadership, February 2009)
Framework for Written, Assessed, and Taught Curriculum
The curriculum guides should reflect the MA framework for written, assessed, and taught curriculum.
All curricular areas will be reviewed every 6 years.
||Year 5 Annual Report|
||Year 6 Full Review & Visit|
||Year 1 Annual Report|
||Year 2 Annual Report|
||Year 3 - Mid-cycle Review Visit|
||Year 4 Annual Report|
*2015 Science at EMS was a gradual implementation.
# Foreign Language includes Mandarin Chinese and Spanish.
The curriculum review process will be organized and supervised by the Director of Learning. A team of at least three subject matter experts (1 elementary, 1 middle, and 1 high school), curriculum writer/chair, principal, and Director of Learning will make up the task force. Throughout the process, teachers, library media specialists, and educational technology coordinators may be consulted and updated on revisions. The task force will work through the following processes to complete the review.
|Create or Review||Focus||Product|
|Review Foundational Statements||
|Review Strands & Benchmarks||
|Write End-of-Unit Assessment||
|Review Unit Plans||
|Develop Professional Learning||
Curriculum Review Timetable
The curriculum review timetable is the responsibility of the Director of Learning. This timetable begins the semester before the task force meets and ends after the implementation year.
|Feb. - March||
|April – Aug.||
|Sept. - Oct||
|End of Nov.||
|End of April||
| August following
Curriculum Guide Format
Each curriculum Guide must include these components
Since the curriculum review process is structured in such a way as to require more writing of benchmarks and teacher support documents from each member, a stipend ($10,000NT/member, $15,000NT/chair) will be paid to teachers who participate in the curriculum review process.
Assessment is to build-up, guide, and inform students, teachers, and parents in the progress toward the intended student learning (Morrison curricular benchmarks). There are different assessments types with different purposes. Teachers should be able to select, create, and effectively use the most appropriate assessment in order to measure the intended student learning. Every effort should be mad to make all assessments valid, reliable, and fair. Teachers and administrators should be able to interpret and use assessment results for a variety of purposes.
Assessment IS a feedback process that…
Categories of Assessment
1 For External and System Assessments, students in ELL should be given time and a half (ex. If an assessment would normally take 60 minutes, ELL students should be given 90 minutes to complete the assessment). For students in the Learning Needs program, accommodations should be provided in accordance with their ILP.
2 Common Unit Assessments and Common Ongoing Assessments are created by a grade or department job-alike to assess student learning; collaboratively scored, analyzed, and used; becomes the essence of collaborative work within a professional learning community.
Framework for Written, Assessed, and Taught Curriculum
Common System Assessment Yearly Schedule
|Common System Assessment||Date||Grades|
|Writing||April||3 - 8|
|Reading||August & May||K – 8|
Morrison is committed to using data to inform the educational decision making process that impacts student learning in a positive way. To do this, an online student information management system is used to ensure various levels of stakeholders have easy access to up-to-date and pertinent information relevant to their needs (e.g. parents, students, teachers, principals, nurse, and counselor).
The Director of Learning works with the Director of Information Technology Services and School Improvement Coordinator to update and store data in a timely manner so the appropriate stakeholders can analyze it.
The data collection pyramid identifies the type of data that is collected, the timing of collection, and possible interested stakeholders.
Data Collection Pyramid for Morrison
Morrison’s vision states that “every student will experience a quality, biblically integrated education.” The following defines how this should look
The purpose of biblical integration is to help students connect their faith and learning so that students are not “taken captive by vain philosophy, according to the traditions of men.” (Colossians 2:8). It is to help students develop a Christ-centered or biblical worldview that can eventually be salt and light to the world. Students believe what they are taught, value what they believe, and see personal relevance in what they believe (Egeler, pg. 4 & 7)
Biblical integration is an active combination of humble reliance on the Holy Spirit for understanding, and the unwavering effort of a teacher who puts the passion and knowledge into a specific unit or lesson plan. The outcome is an educational endeavor that equips and enables believing students to apply their learning towards a product that demonstrates a synthesis of academic content and faith in action. Biblical integration should permeate all learning, activities, and co-curricular events at Morrison.
Teachers intentionally model godly living within these five major areas:
Biblical Worldview Integration (BWI)
BWI means explicitly teaching Biblical principles through course units that engage students in Christ’s plan of redemption for the world. Posters are available at biblicalintegration.com.
Professional Learning (PL)
One professional learning half-day must take place each year which allows staff to learn, reflect, and, discuss, biblical integration issues.
Teacher professional learning expectations are differentiated for new and veteran teachers of Morrison.
New teachers will complete the Morrison Christian Philosophy of Education requirements which include completing a study based on Dr. Derek Keenan’s The Philosophy of Christian Education and receive detailed professional learning on biblical integration as it relates to Morrison. The PL must include but not limited to the following: understanding of the five major areas of integration, how course units integrate biblical principles and how to use a detailed lesson planner. The video and PL must be completed within the first two years at Morrison.
Veteran teachers will reflect on the effectiveness of their unit integration (i.e. biblical principles and/or lesson plans) and attend professional learning on the five major areas of integration for MA.
All resources needed to complete ACSI philosophy of education requirements should be available at each campus for teacher use.
Egeler, Daniel J. Building On Basics: Essential Elements of an Effective Christian School, Purposeful Design, 2011.
Reference – Vision Statement
Morrison Academy is committed to preparing its students and faculty to meet the challenges of a technologically changing world. We believe that meeting this vision requires that we:
Regarding the utilization of technology, we believe:
Regarding the curriculum and instruction, we believe:
Regarding technology as a resource, we believe:
Regarding resource allocation, we believe:
Reference - Procedure 217
Morrison intends to maintain joint ACSI/WASC accreditation using the ”Reaching for Excellence through Accreditation and Continuous improvement for Higher achievement” (REACH) protocol. REACH involves the entire faculty in projects that enhances student learning and become integral components of the professional learning and curriculum review.
Reference – Policy 5145 Accreditation
In order to ensure the Morrison curriculum is guaranteed, viable, and relevant (procedure 110), all courses (K-12) will have units. Within these units, all course benchmarks should be explicitly taught and assessed. Units represent the dynamic aspect of Morrison’s curriculum and will be routinely revised by faculty and administration using a Morrison UbD unit template through vertical and horizontal articulation (i.e. job-a-like discussion, task force meetings, etc.). Units will have these components.
In August, teachers create an electronic year-long calendar / yearly scope and sequence of all course units. Teachers refer to this calendar throughout the year to guide weekly planning.
Student learning is directly linked to good and appropriate instruction.1 In order to maximize student learning, improving the quality of teaching should be a priority to both the teacher and the supervisor. This should be a process that is continuous, using an approach that is systematic and objective.
Prior to focusing on how professional practice might be improved, a definition of quality teaching must be developed. Morrison Academy has defined quality teaching as teaching which meet the following standards: teaching which is Biblically integrated, teaching which appropriately utilizes a variety of teaching methodologies and strategies (i.e. Pedagogy Configuration) and teaching which is proficient based on the Procedure 170 Standards of Professional Practice. These standards are the basis for assessing professional practice of certified staff at Morrison Academy.
Quality instruction is cultivated when the teachers are engaged in a continuous cycle of assessing their professional practice, setting the focus for improvement, participating in focused professional learning activities, and implementing improvement plan(s).
1Walberg, Herbert. Dennis Sparks Interviews Herbert Walberg: What Research Teaches Us About Student Learning. ASCD. (1995).
Supervising and mentoring a student teacher is one way for faculty to grow professionally. With that in mind, Morrison will place student teachers with the following stipulations:
Placement of student teachers should follow procedures.
Teachers in their first year of service at Morrison Academy will be required to do the following under the Principals supervision:
In order to help facilitate the individual learning of all our teachers as well as to promote a community of professional learning, Morrison Academy has created continuous and job-embedded learning time for educators.
Each campus must allocate this time for staff. Designation of these times should be as follows:
*Logistical issues are for email and kept to a minimum during times of collaboration.
The following chart indicates minimum schedule allocations for all grades. This does not include staff meetings.
Administration uses this schedule to plan for teacher preparation weeks, monthly professional learning sessions, and half PL days for the year.
Director of Learning writes professional learning (PL) goals for Morrison. These PL goals support training teachers in biblical integration, reflection, effective teaching, integration, and intervention awareness. Goals are approved by SAC no later than April.
Each spring, the Director of Learning develops a topical PL calendar for the following school year. This calendar includes meeting objectives or questions to guide principals and professional learning coaches in planning. Administrators may re-allocate dates on the PL calendar, but the total number of sessions, and days spent on each topic should be completed within each academic year. Each campus Learning Coach creates campus PL calendars in collaboration with principal and other Learning Coaches. Campus PL calendars are available for system-wide viewing.
Professional learning may be differentiated according to staff understanding, readiness, experience, job description, etc. New teachers to Morrison focus on the areas outlined in procedure 153.
|Teacher Prep Week||*PL Sessions||Half PL Days|
|Biblical Integration||1 hr||Each campus PL session would incorporate Biblical integration in every PL meeting session.||1^|
|Effective Teaching||1 hr||3|
|Response to Intervention||1 hr|
|Totals||5 hrs||18*||6 days|
*PL sessions reflect (40 minutes) sessions twice a month. Refer to procedure 154 for time allocations.
**Offered as an optional workshop (60-90 minutes) during these days.
^ Procedure 130
Biblical Worldview Integration: Content integration (lesson plan model), classroom practice integration, spontaneous integration, mentoring, etc.
Reflection: Professional Practice Review goals, job-a-like goals, campus goals, unit improvement, vertical articulation, curriculum mapping, SIP, etc.
Effective Teaching: Learning targets (strands & benchmarks), instructional strategies, assessment, feedback, differentiated instruction, 6 Traits Plus 1; VFOL’S; etc.
Innovation: Technology Integration: Pandemic preparation, integration, new hardware, new software, etc. Library Media Integration: Big 6, resources, inquiry, plagiarism, free use, reading literacy, etc.
Response to Intervention: RTI process, resources, universal strategies, abuse, etc.
Payments for pre-approved professional learning activities shall be distributed as funds are available. Prioritization for funding professional learning activities will be based on the following priority list:
Professional Learning Scholarship
Scholarship applications for the following school year should be submitted online by March 15. Staff who are in their first year of employment may apply for a scholarship for learning that would take place during the current school year but must have an approved application complete at least three weeks prior to the event. Scholarships do not include Conferences or Workshops covered in the next section.
Scholarships will be limited to expenses for travel costs, lodging costs, and registration fees for each approved professional learning opportunity. Reimbursement will be for up to 100% of expenses on professional learning opportunities which are pre-approved and aligned with professional, campus, and/or Morrison’s school improvement goals. Reimbursement will be made when a receipt for expenses is turned in to the Director of Learning Maximum reimbursement for professional learning opportunities which are pre-approved is US$1000 per year up to a maximum of four years. The maximum annual reimbursement will be prorated using the employee's FTE. Additional funding may be available for professional learning opportunities that Morrison initiates or deems important for the continuance of current curricular initiatives. Non-continuance of employment with Morrison Academy for the year following the learning, changes the status of this scholarship/tuition assistance to “a loan” that must be paid back by the recipient within a one year period. These arrangements will be made with the Director of Finance.
Conference or Workshops
At the beginning of each school year, the Director of Learning will disseminate information about professional learning opportunities and assist staff in attending conferences and workshops that are approved.
Staff-initiated request to a conference or workshop which is pre-approved and aligned with professional, campus, or Morrison’s school improvement goals may be reimbursed for 100% of airline and registration expense. Travel arrangements should reflect responsible stewarding of Morrison’s hourly wages account, teachers’ instructional time, and managing travel fatigue. All other expenses will be the responsibility of the person attending (e.g. lodging, ground transportation, food, etc.). Please fill out the Professional Learning Conference/Workshop Request applications.
Morrison-initiated requests for staff to attend a workshop or conference may be reimbursed up to 100% of airline, registration, lodging, and ground transportation (related to the event) costs. All other expenses will be the responsibility of the person attending. (Morrison may cover the cost of child care for boarding parent conferences which will include costs of childcare. Travel, lodging and registration costs of children accompanying parents to boarding conferences will be the sole responsibility of each family.)
Professional Learning Coach must attend one conference or workshop on an annual basis. Conference or workshop should align with professional, campus, and/or Morrison’s school improvement goals. Reimbursement will be up to 100% of airline, registration, lodging, and ground transportation (related to the event) costs.
Principals are required to attend a major conference or workshop on an annual basis. Conference or workshop should align with professional, campus, and/or Morrison’s school improvement goals. Administrators are expected to reflect on key learning after the conference and share with SAC and their staff.
Anyone who receives Morrison financial support for attending a conference or workshop is expected to submit a brief reflection after the conference or workshop to their supervisor and/or will be asked to share what they learned with other Morrison teachers on their job-a-like, campus, and/or workshop.
Staff who are registered for a conference or workshop and cancel after any refund deadlines or decide not to attend will pay 100% of what Morrison paid for their registration, transportation and lodging.
While attending a conference or workshop using Morrison funds, staff will refrain from drinking alcohol and the other potentially offensive public behaviors described in policy 3020 CHRISTIAN BEHAVIOR AND PROFESSIONAL ETHICS.
PL Days and Staff Meetings Compensation
Employees who are required to participate in weekend professional learning or curriculum development activities (not including system-wide professional learning time), will be remunerated at the rate of NT$2000/day or NT$1000/half day.
Certified staff whose FTE is between 0.5 and 0.99 may be required to attend systemwide professional learning full days. Part time employees below 0.5 FTE who are requested or required to attend systemwide professional learning full days shall be remunerated at the rate of $2000NT per day prorated by their FTE, unless alternate arrangements have been made with principal. (For example, a 0.5 FTE contracted employee would be paid an additional $1000NT, to account for the half day not provided in their monthly salary.) Payment to staff attending full-day professional learning times shall come from the campus hourly wage account.
Certified staff whose FTE is between 0.5 and 0.99 may be required to attend staff meetings. They may be remunerated for at the rate of $2000NT per day prorated by their FTE, unless alternate arrangements have been made with principal.
Payments for approved Chinese language study by employee, spouse, and/or dependents will be reimbursed at the maximum rate of 50%, up to NT$400 per hour. For families with preschoolers, in-home study may be approved at the maximum rate of 50% up to NT$600 per hour. The school's reimbursement will be capped at annual maximum of NT$28,000 per family. The maximum annual reimbursement will be prorated using the employee's FTE. For staff, language study lessons take place outside their working hours.
The school may invite a limited number of staff members to prepare for administrative leadership through distance learning or other programs in leadership or administration leading to a graduate degree or administrative certification. Employees may be chosen for no-interest loans to reimburse tuition and fees not to exceed US $5,000 per year and not to exceed a total of US $20,000. Loans will be forgiven on a basis of one year of forgiven loan for each year of ensuing service at Morrison, except that the final year of support requires two years of service at Morrison in order to have that year's loan forgiven. The Superintendent, after consulting with the appropriate Principal, the Director of Finance and the Director of Learning, will establish contracted agreements regarding the choice of study program, job assignments including definition of administrative service, and loan repayment requirements. Loans to be repaid become interest-bearing at rates and dates to be determined by the Superintendent. Agreements will be renewed annually.
Reference - Policy 3530 Professional Development
Professional employees are expected to achieve the following standards of professional practice.
Library Media Specialist Standards
(The following sections are under development.)
Professional Learning Coach Standards
Guidance Counselor Standards
Reference - Policy 3212 Plan of Assistance
Morrison Academy routinely evaluates the professional practice of all professional employees.
Administrators hold the primary responsibility for completing the professional practice review for all professional staff.
Team Leaders and Professional Learning Coaches are responsible for coaching and promoting professional growth on each campus.
Professional Learning Communities may support staff in accomplishing common goals.
Administrator, General Managers, Cashiers, Administrative Assistants, Library Media Specialists, Educational Technology Coordinators, Dormitory Parent, and others will use their job-specific professional practice review rubric to set annual goals and review progress with their supervisor.
Performance reviews for Teachers will normally be scheduled according to the following tiered system based on years of service at Morrison Academy and demonstration of proficiency on the appropriate rubric of professional practice. The goal is to collect multiple data sources or evidence to support the “Proficient Practice” and/or “Exemplary Practice” on each benchmark on the rubric.
|1st & 2nd year at MA||More than 2 Years Service at MA|
|September|| Beginning of the year meeting:
|| Beginning of the year goal setting meeting:
|Oct. - Apr|| Professionals:
|Oct. - Apr|| Administrator:
Schedules and completes 2 formal observations using the appropriate professional practice rubrics. Meet in a pre/post conference.
|Apr - May|| Culminating meeting:
|| Culminating meeting:
|May 20|| Final Report:
|| Final Report:
Plan of Assistance
In cases where a professional demonstrates significant deficiencies in professional practice, he/she will be placed on a Plan of Assistance. The Plan of Assistance is a comprehensive administrator directed improvement program which provides documentation of identifying the areas needing improvement and any subsequent progress. Plan of Assistance reviews will be comprehensive in nature with at least three observations focusing on standards in relation to the rubrics of professional practice.
Supervising and mentoring a university student during an internship or practicum is one way for our faculty to grow professionally. An internship or practicum is a hands-on experience in an area an intern (i.e. pre-service teacher and/or library media specialist) has been studying at university.
As a service to the education profession, connection to current academic scholarship in the field, and fostering relationships with future educators/librarians, Morrison will place university interns at campuses where a Morrison employee is committed to supervise them.
Qualifications for Internship and Practicum Applicants
Placement Process for Interns from Overseas
Reference: Procedure 540 Code of Conduct for Child Safety
Administrator Standards Evaluation Rubric
Administrative Assistant Professional Practice Rubrics
Dorm Parent Professional Practice Rubrics
General Manager Professional Practice Rubrics
Library Media Center
Library Media Specialist Professional Practice Rubrics