Shaun Legato

Steven Amey
Sneha Dave
Connie Fox

Change Creation and Continuous Improvement

Michigan Preparatory Schools wishes to evaluate the effectiveness of the implementation
of the online professional development tool, PD360. The purpose of an evaluation is to
implement change. Even more importantly is the development of the correct type of evaluation
and the specific questions that need to be addressed. Having the ability to overlook the
evaluation and make sure it is guided in the correct path takes many areas of expertise and
experience.
Prior to the evaluation being completed, we determined the key stakeholders to be the
administrators, counselors, and teachers. The evaluation team had to clearly define the
expectations for each group of stakeholders. We identified 3 results at the operational, tactical,
and strategic levels that indicated PD360s implementation was effective. Those results are that
PD360 offers more efficient PD, enhances a teacher's ability to effectively deliver instruction,
and facilitates in overall student improvement. The evaluation team would then instruct the
stakeholders on their roles in the evaluation process, ensuring that each stakeholder was aware of
the data that needed to be collected throughout the school year.
During the evaluation, the evaluation team is going to ensure that the proper data is being
collected and analyzed for interpretation. After the evaluation is completed and the objectives
have been met, linkages will be made between the implementation of PD360 and the chosen
indicators. The evaluation team must urge stakeholders to continually improve based on the
findings from the evaluation. The evaluation framework is designed to create and facilitate

collaboration amongst the administration, counselors, and teachers. The students are an integral
part of the continual improvement because they are creating all the data. The stakeholders
should be aware that the process of collecting data is not over. The performance objectives at all
three levels must continue to be met. Administration needs to continue to monitor data on
PD360, to ensure that the staff is receiving relevant PD, and that it is beneficial. Also, the
administration is responsible for performing walkthroughs on teachers and providing them with
clear feedback on PD360. The teachers must conduct the annual student satisfaction survey, and
use that data as feedback to improve instruction, along with using the feedback provided by the
administrations walkthroughs. The counseling department, as well as the administration, must
continue to collect data from the students on their ACT and MME results and analyze the data
accordingly. This data from the exams must also be shared with the teachers. This continuing
circle of operational implementation, tactical organizational focus, and strategic individual
student input allows for a better and precise analysis of the data.
Additional considerations: What is the plan if the entire system fails? Even, if careful
considerations are made after a thoughtful evaluation process has been concluded. Would there
be a backup plan? What if an entirely new, user friendly product is in the market doing the same
things with a lot more enhanced features? Should this new product then be evaluated for the
possibility of replacing PD360? How often should new programs be evaluated against PD360?
How impressive would a new software need to be to justify the time, money, effort, training, etc.
that would be needed for implementation and the replacement of PD360?