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Chicago Public Schools
2023-Present
Work Summary
Building off of earlier talent work with CPS, support training and implementation of the new School Leadership Framework. Activities include weekly strategic and responsive support to the Office of Educator Effectiveness (and other departments as is helpful), creation of school leader trainings focused on evaluation and development, creation of school leader manager (Chiefs) trainings focused on evaluation and development, and creation of case studies to improve manager calibration on the Framework.
Outcome
The School Leadership Framework is in place in all Chicago Public Schools, and is driving school leader development and support across the district.
Chicago Public Schools
2023-Present
Work Summary
Support Chicago Public Schools' Office of Educator Effectiveness to successfully implement the Central Office Staff employee evaluation system (RISE), including the development of manager trainings and communications. Research and refine framework options for RISE and advise on district-wide implementation of the new framework.
Outcome
Project in progress.
Chicago Public Schools
2019-2022
Work Summary
Partnered with Chicago Public Schools to strengthen school administrators as talent leaders in their buildings through the development of 12 training modules on key talent practices. Worked across multiple departments to ensure alignment of vision for practices such as recruitment, selection, induction, leadership development and retention. Created and led a series of 9 professional development modules on the district’s new school leadership framework. Sessions focused on understanding the leadership framework and using it as a tool to grow school leaders’ efficacy in their role.
Outcome
Learning modules have been facilitated, both in person and virtually, to thousands of CPS school and network leaders.
Delaware Dept. of Education
2023-Present
Work Summary
Hendy has partnered with the Delaware Dept. of Education in various capacities since 2013.
2023-current: Coach and support for the State Department of Education leader responsible for the ongoing implementation and continuous improvement of the system. Conduct comprehensive reviews of a sampling of teacher evaluation reports from selected districts, and create data reports district leaders can use to drive improvements in their schools.
Outcome
Hendy generated 8 district-wide reports evaluating over 175 teacher observations against quality criteria set by the state. These reports are being used by district leaders to drive teacher and administrator PD.
Delaware Dept. of Education
2018-2022
Work Summary
2018-2023: Supported the multi-year, statewide initiative to improve Delaware’s current teacher observation and evaluation rubric and process. Worked closely with teachers, school leaders and other stakeholders to design and pilot a new teacher evaluation system that will support fair and accurate evaluations of teacher practice and will guide ongoing teacher development. Supported a multi-year pilot of the new teacher evaluation system through data and feedback collection and reporting.
Outcome
- Following the first year of the evaluation pilot in 2021-22, close to 70% of teachers find the new system to be fair and equitable.
- The state stayed on track to implement the full system in the 2023-24 school year state-wide, with all 19 LEAs meeting benchmarks for implementation.
Urban Community School
2021-Present
Work Summary
Support school leaders with instructional and leadership strategy, teacher support, and school improvement aimed at improving student academic outcomes for several years. Our support has included a focus on:
- Teacher observation, coaching and feedback
- Implementation of a cycle of shared, facilitated intellectual preparation for teacher teams in math and ELA
- Support for the implementation of CKLA/Ampilfy in grades K-8, including leader and teacher training
- Implementation of a common interim assessment strategy for mathematics in grades K-8
- Regular coaching and feedback for UCS leaders aligned to instructional priorities
- Strategy support for the CAO regarding support priorities including teaching assistants, culture and behavior, and family engagement
Outcome
- Leaders are following an instructional support cycle that includes observation, coaching, feedback and professional learning for all teachers in grades K-8
- Teacher satisfaction with support from their Directors is high
Vista College Prep
2021 - PRESENT
Work Summary
Began support to design and successfully implement development and evaluation systems for teachers, operations team members, and school leaders. In the 2022-2023 school year, finalized all components of a comprehensive teacher career pathway design, including evaluation components and rewards and recognition for exemplary teaching. Provided strategy coaching to academic leadership to build knowledge and skills around principal management and academic leadership. Support continues with both talent and academic priorities including:
- Effective implementation of Year 1 of the Teacher Career Pathway
- School Leader compensation
- Network Leader compensation
- Chief Academic Officer coaching
Outcome
95% of school leaders say the Hendy-developed teacher observation rubric provides a clear vision of excellence, 95% said the rubric lifts up the values we care about, and 95% said the rubric helps me focus my coaching and development of teachers.
Excel Academy Charter School
2024 - PRESENT
Work Summary
Developing and implementing a teacher development and evaluation system, including the adaptation of an instructional rubric and training on the new tool. Developing and implementing a school leader development and evaluation system. Supporting organization-wide change management around both initiatives.
Outcome
100% of school leaders agree or strongly agree that The Excel Teacher Observation Rubric provides a compelling vision of excellence in teaching at Excel.
PAVE Schools
2024-PRESENT
Work Summary
Providing coaching and feedback support related to math instruction at PAVE schools. Engagement includes in-persons school visits focused on math, and thought-partnership with the PAVE CEO.
Outcome
Project in progress now.
PAVE Schools
2024-2025
Work Summary
Collaborated with PAVE Leadership team to draft a compensation philosophy that will serve as the anchor for all compensation practices and structures at PAVE. Engaged with leadership team to uncover core beliefs about compensation through 3 strategy meetings, and conducted a comprehensive landscape scan of competitors to evaluate and lift up trends and best practices as it relates to compensation across the sector.
Outcome
Drafted compensation policy