Page Comparison

Micro-Learning QuizToo Project Charter

Reese-Anna

What is Micro-Learning?

• Assessment-based learning approach that uses brief quiz questions and feedback to build and reinforce knowledge

• You’ll get an email twice a week with a question to answer about the TRS Handbook and Guidelines

  • After answering the question you’ll receive feedback on the question and your answer

Purpose

• The purpose of this is to build and reinforce your knowledge of TRS policies and procedures

  • We will be determining the relevance and efficiency of micro-learning and the QuizToo tool for future CLI projects

Scope

• Assessors and Mentors will be participating

• Schedule

  • 2 questions per week - sent at 9:00am

  • You’ll have time to answer throughout the day - you have 3 days to answer

• Questions are randomized

  • It’s meant to be an independent task

• You’ll be able to use your handbook and guidelines to answer

Feedback

• You’ll be able to provide your own feedback about the survey - relevancy of questions, how well the survey works, issues with email delivery, etc.

Questions from Mentors

• If we answer incorrectly, is there immediate feedback on the correct information?

  • Yes - you’ll receive feedback immediately

• Is this mandatory?

  • Yes - if you don’t answer, you’ll be recorded as non-responsive

• Who should we notify if we do not receive the email?

  • You can email Reese-Anna

  • Check your junk email

• What is the timeframe for these questions?

  • It depends on how the pilot goes - we have hundreds of questions so theoretically it could go on indefinitely

Next Steps:

•  The first question will be sent to your WFS email at 9:00 on Monday 8/5
•  Reese-Anna Cummins check if you can enroll the UTH emails instead of the WFS emails
•  Let Reese-Anna know if you receive duplicate emails

Deadline:

•  Emails begin going out on Monday 8/5

Charting the Course Debrief

Christine

Experiences from TRS Early Educator Conference (7/17-7/19)

• Trainings

  • Variety

    • Trainings for Mentors, Teachers and Administrators

  • Quality of administrator training

    • Not as collaborative

    • We have a strong link between our providers and the DRC - this link was not as strong in these trainings

  • Quality of Mentor and Teacher training

    • Collaboration between teachers was good

    • Enjoyed the collaboration with Mentors from other Boards

• Collaboration

  • Professional Networking

    • Lots of opportunities to meet Mentors from other Boards

    • Lots of opportunities to meet the trainers

  • Team Building

• Overall Experience / general feedback & reflections

  • It was a great opportunity to connect with providers

  • It showed providers that we all work together as a team

  • Allowed us to show providers all that we can offer them

  • Very valuable

  • Great way for everyone to get to know each other and bond

Next Steps:

•  If you’re wanting a specific training, pass that information along to Katie or Laura

Data Dive

Stephanie

3-2-1 Data Review

3 Positive Statements about the Q1-3 Production Target Data

1. A lot of the percentages are over 75%

2. We’ve exceeded a lot of production targets

2 Things we can do to meet 100% in Q4 Production Target Data

1. Create a team for NAECY

2. Advertise to the community (not part of TRS) about our trainings

   1. Licensing will hand out our course catalog to providers when they travel out in the community

1 Question we have about the Production Target Data

1. Why is the CDA production target at 0?

   1. We do not have numbers posted for Q1-3 because we started in Q2 - we know that these numbers will change - scholarship and completion numbers will go up after September

2. What could we learn about where providers turn to for learning opportunities - people pay for trainings/events/etc. when they could get it for free through us

   1. It’s easier for them to write a check and get something handed to them vs having to put in work and effort for the free services that we provide

   2. Explain to providers how our process works and why it’s important to do it our way - explain the content

   3. Some providers have paid for trainings/etc. and end up getting taken advantage of - there’s been some instances of directors/teachers losing their certification because of this

3. When was this report run?

   1. End of Q3 - June 30th

4. What happens if we aren’t at 100% at the end of Q4?

   1. We’re submitting these numbers at a monthly basis + executive summaries - the Board knows where we’re excelling and where we fall short

   2. No clear ramifications but conversations have been had

   3. There’s been some difficult conversations surrounding mentoring hours - putting your hours in the tracker is where the data for this target comes from

5. Why is the Certified number so much greater than the ELD number when there are so many more ELDs?

   1. When this was first designed, it was estimated that it would take 4 hours a week to get a program certified - we obviously know that this is not true

Next Steps:

•  Make sure you’re accurately recording all your hours in the tracking log - we use this data for several different production targets and it informs a lot of decisions

Deadline:

•  <date>

Performance Evaluations

Katie

Purpose

• Evaluate performance and recognize accomplishments

• Establish goals

• Identify opportunities for growth and development

• Not meant to be punitive - there’s no “gotcha” moment

• The self-review is your opportunity to highlight all the work you’ve done - what you’ve done/do well, what you’ve accomplished, how you contribute to productivity, goals you want to achieve, etc.

• Scoring a 3 means that you fully meet that standard - it’s okay to get a 2 in an area, it’d be a concern if you scored 2’s across the board

Eligibility

• Probationary employees are not eligible - you’ll continue with your probationary reviews

Timeline

• Performance evaluation period

  • August 1 2023 - August 31 2024

• Appraisal forms launch - July 30, 2024

• Employee Self-Review due - August 26, 2024

• Outstanding Employee Self-Review moves to Manager Review - August 27, 2024

  • You’ll meet with your manager and go over your self-review - they’ll document opportunities for your growth and development

• Appraisals due - September 17, 2024

• Merit Increases - effective December 1, 2024

  • Your scores on your evaluation directly correlate with your ability to get a merit increase

Steps for Completing Employee Self-Evaluation

1. Enter your ratings and comments for UTHealth Houston Performance Standards

   1. Tip: Use writing assistant to help complete/provide feedback and calibrate score - make sure to select 1st person

2. Enter ratings and comments for Performance Goals

3. Print form for discussion with manager (optional)

4. Save and send to manager

   1. It’s important to hit the blue button - if you still see blue buttons then that means that your evaluation has not saved and you need to save it before continuing

5. Manager discussion and employee signature

Deadline:

•  Complete Self-Review by August 26th

August 17th

Venita

• We will need help transporting supplies to HCC the Friday before the event and with transporting supplies back to OCB after the event

• We’ll be parking in the garage - free parking

  • Don’t park in admin spots

• Lunch will be provided

• Wear WFS polos and badges

• 400 registered - ~190 confirmed

• Session lasts from 9-1

  • Arrive at 8:30 at the latest

• Let Laura know if you will be working Friday or Saturday

  • Friday = going to HCC and helping set up/decorate/prepare

•  Reach out to your providers and have them confirm/deny their attendance

Reminders

• Continue checking the course catalog for upcoming deadlines