Recent Client Projects & Outcomes

Clients

Schools, networks, districts, and states nationwide

Chicago Public Schools

2019 - Present

Leadership Development

Partnering with Chicago Public Schools to design, create and lead a series of 9 professional development modules on the district’s new school leadership framework. The sessions will focus on understanding the framework and using it as a tool to grow school leaders’ efficacy in their role.

Outcome: Project in progress.

Beginning in 2019, Hendy began partnering 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. Working across multiple departments to ensure alignment of vision for practices such as recruitment, selection, induction, leadership development and retention.

Outcome: The 12 learning modules that have been facilitated, both in person and virtually, to thousands of CPS school and network leaders.

Delaware Dept. of Education

2018 - Present

Teacher Evaluation

Having partnered with the Delaware Dept. of Education in various capacities since 2013, Hendy is currently supporting the multi-year, statewide initiative to improve Delaware’s current teacher observation and evaluation rubric and process. Hendy 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. Currently, Hendy is supporting a multi-year pilot of the new teacher evaluation system through data and feedback collection and reporting.

Outcome: Project in process now. 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 DDOE is piloting the system for a second year in order to make final improvements prior to state-wide implementation.

Democracy Prep Public Schools

2022 - PRESENT

Talent Strategy

Vista College Prep

2021 - Present

Talent and Academic Strategy

Beginning in 2021, Hendy has been supporting VCP to design and successfully implement development and evaluation systems for teachers, operations team members, and school leaders. In 2022, we are finalizing all components of a comprehensive teacher career pathway design, including evaluation components and rewards and recognitions for exemplary teaching. Additionally, we are providing strategy coaching to academic leadership to build knowledge and skills around principal management and academic leadership.

Outcome: Project in progress now. On a recent survey, 95% of school leaders say the Hendy-developed new 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.

Urban Community School

2022 - Present

Leadership Dev & Academic Strategy

KIPP Texas Public Schools

2019 - 2022

Teacher Career Pathway

First working with KIPP Austin beginning in 2015, then KIPP Houston beginning in 2017, Hendy supported the integration and alignment of the KIPP Texas Public Schools' talent development strategy across all 4 regions of KTX - Houston, Austin, San Antonio and Dallas - Ft. Worth. In 2021, Hendy supported the creation of a comprehensive teacher observation rubric that sets a rigorous vision of excellence for all KTX schools and is the cornerstone of the KTX Teacher Career Pathway that recognizes, rewards, and retains top teaching talent.

Outcome: Over 90% of KTX’s Stage 4 and 5 teachers on the Teacher Career Pathway returned this year - the coaching, development, and evaluation system at KTX retains top talent.

PAVE Schools

2021 - Present

Talent and Academic Strategy

In 2021, Hendy partnered with PAVE to develop a new teacher observation rubric. Hendy is currently supporting PAVE to design and successfully implement development and evaluation systems for teachers, school leaders, and non-instructional staff members. We are also providing support with coaching and teacher development using the new tools, as well as messaging and change management to the PAVE community.

Outcome: Project in progress now.

Breakthrough Public Schools

2022 - Present

Employee Compensation Systems

Coming Soon

2022 - PRESENT

Coming Soon

Breakthrough Public Schools

2020 - 2022

Talent Strategy and Support

Supported Breakthrough Public Schools through several change management initiatives. Led a robust selection and onboarding process for the newly created Chief Community Officer position. Partnered with the CAO to implement a strategic redesign of the network’s academic leadership team. Led the creation, dissemination and implementation of human capital policies and procedures related to the remote reopening of schools for the 2020-2021 school year.

Outcomes: Chief Community Officer hired and successfully onboarded; Network Academic Team redesigned and fully operating in preparation for the 2020-2021 school year; 2020-2021 school year opened remotely with staff support through policies and practices.

Ascend Learning

2021

Organization Design

Urban Community School

2021

Talent Strategy

Amplify

2021

Candidate Selection & Hiring

Successful Practices Network

2021 – Present

Teacher and Leader Development

Facilitating training for New York State Career and Technical Education (CTE) teachers and school leaders including courses on classroom management, engagement strategies, gathering data, differentiation, and teacher retention.

Outcome: Facilitated more than 10 virtual professional development sessions for teachers and administrators. 100% of participants all strongly agreed that the sessions supported their professional growth. Project renewed for additional trainings in the 2022-2023 school year.

Hebrew Language Academy

2020 - Present

Math Strategy & Coaching

Kansas City Girls Preperatory Academy

2020 - Present

Talent Strategy

Hebrew Public Schools

2018 - Present

DEI Strategic Planning

Supporting school leaders to identify school-based diversity, equity, and inclusion priorities, to create a goal-based implementation plan, and to invest staff in the plans toward becoming anti-racist schools.

Outcome: Project in progress now. Previously, facilitated the creation, introduction and execution of a network-wide staffing strategy to revamp the sourcing, screening and selection of teachers and leaders across the network.

Outcome: Full staffing for 2018-19 school year with high-quality educators. Designed, modeled and implemented organization-wide teacher compensation strategy.

Outcome: Launch of a transparent, sustainable and competitive salary scale for current and prospective teachers.

Meeting Street Schools

2021

Teacher Development & Evaluation

Supported the network to identify and plan for consistent and comprehensive structures and tools for teacher development, that build on existing strengths, drive continuous improvement, and ultimately lead to greater student success.

Outcome: Identification of a new teacher development and evaluation rubric, training to support rubric implementation, and a comprehensive Teacher Development Guidebook.

BECDA

2021

Strategic Planning

KIPP Colorado Northeast Elementary

2021

Math Strategy & Curriculum

Washington Nationals YBA

2020

Strategic Planning

Supported The Washington Nationals Youth Baseball Academy through partnering directly with the executive director to engage all levels of stakeholders in the collaborative generation of a 5-year strategic plan to deepen the “The Academy’s” impact.

Outcome: Comprehensive strategic plan that highlights the need for the organization within the community, their unique value proposition, successes to date, stakeholder input, the long-term vision, and a plan to achieve that vision.

Brooklyn RISE Charter School

2020

Teacher Development & Compensation

Breakthrough Public Schools

2019 - 2020

Teacher Evaluation & Recognition

Outcomes: Chief Community Officer hired and successfully onboarded; Network Academic Team redesigned and fully operating in preparation for the 2020-2021 school year; 2020-2021 school year opened remotely with staff support through policies and practices.

Mastery Charter Schools

2019 - 2020

Teacher Development & Evaluation

BECDA

2019

Leadership Development

Facilitated a strategic planning retreat for the Brooklyn Early Childhood Directors Association (BECDA) to more clearly articulate the purpose and vision for the group and to name annual priorities, measures of success, and a plan to achieve those priorities. Hendy also supported BECDA to develop their first leadership team and facilitated the election for those new roles.

Outcome: 100% positive feedback from meeting participants on the meeting facilitation. Leadership in place and more effective management of the organization.

Independence Mission Schools

2018 - 2019

Teacher Development & Compensation

Partnered with IMS leadership to design teacher leadership positions and a standard compensation scale to support teacher retention and recruitment efforts across IMS’ 15 schools. This initial project led to Hendy supporting the network leadership teams through a comprehensive strategic planning process.

Outcome: Teacher Leadership program called the Content Cohort created mathematics leadership positions in all schools. Hendy’s work with IMS on strategic planning yielded several scenario options for the Board of Directors to consider to achieve sustainability and mission-alignment.

Promise Academy

2018 - 2019

Candidate Selection & Hiring

Coached school leaders and Board of Directors on key talent decisions. Previously, partnered with the Board of Directors to lead screening, selection, and hiring of all leadership and teacher positions for the newly opened alternative high school. Lead a decision-making process by the board regarding performance goals and metrics for top two school leadership positions.

Outcome: Full staffing for the 2018-19 school year with high-quality educators.

KIPP Texas: Houston

2017 - 2019

Teacher Development & Recognition

KIPP MA Public Schools

2017 - 2018

Teacher Development & Evaluation

Aspire Public Schools

2017 - 2018

Teacher Development & Compensation

Supported impact analysis of evaluation and compensation strategy through policy review, interviews and surveys of key stakeholders, and comprehensive field research. Created recommendations for improved talent structures. Provided direct advisory support to team lead throughout change management process.

Outcome: Launch of a multi-year strategy for revisions to evaluation, development and compensation policies across all four regions.

Independence Mission Schools

2017 - 2018

Teacher Development

Conducted observations of over 50 classrooms to assess instruction using the newly adopted teacher framework. Coached administrative teams to develop skills in managing and supporting teachers. Interviewed stakeholders and supported the creation of a Catholic Culture component of the newly adopted teacher framework.

Outcome: IMS has clear data to guide their efforts at teacher development and the implementation of the new teacher framework, and the information to adapt the teacher framework to IMS’ specific context

NYC DOE - PS149

2016 - 2019

Teacher Development

Cleveland Metro School District

2016 - 2017

Leadership Development

Developed a series of trainings for administrators to successfully evaluate and develop their teachers using a version of the Danielson Framework. Trainings include a focus on both observer calibration and quality feedback for improvement.

Outcome: School leaders across the district enhanced their ability to develop teacher practice through accurate, collaborative classroom observations and debrief conversations.

KIPP Austin Public Schools

2015 - 2017

Leadership & Teacher Development

Facilitating school and network leaders to develop and pilot a teacher career pathway for KIPP Austin’s nine schools that aligns with KIPP’s strong professional culture, high expectations and commitment to teacher development.

Outcome: 100% retention of Stage 4 - Distinguished Teachers and 88% of KIPP Austin Public Schools teachers feel “positive” or “very positive” about the shift to the Teacher Career Pathway. Read more here and here.

Delaware Dept. of Education

2015

Teacher Development & Evaluation

Led the research, design and implementation of a new evaluator certification assessment for administrators statewide who complete classroom observations as part of the Delaware Performance Appraisal System (DPAS II). In order to ensure that all students have a great teacher, the new credentialing process includes authentic assessment opportunities designed to support high-quality teacher development.

Outcome: Credentialed more than 60 new evaluators across the state.

DREAM Charter Schools

2014 - 2016

Teacher Development & Recognition

Facilitated the design and pilot of a new model for teacher development and recognition that utilizes the schools’ existing instructional and professional competencies. Currently leading the design of evaluation frameworks and differentiated compensation models for managers of teachers, operations leaders, and additional non-instructional school-based staff.

Outcome: 94% of teachers feel positive about the Teacher Career Pathway.

Boston Prep

2014 - 2015

Teacher Development & Evaluation

Education Counsel

2014 - 2015

Teacher Development

Revive the Dream

2013 - 2020

Leadership Development

Recruit, select and lead emerging community leaders and develop them into education reform catalysts to improve the life prospects of millions of under-served American children. Provide programming to build fellows' understanding of critical education reform issues through expert speakers, research and intense cohort debates.

Outcome: 96% of Revive The Dream fellows and alumni would recommend the program to a friend.

Coney Island Prep

2013 - 2015

Teacher Development & Evaluation

Rodel Foundation

2013 - 2015

Teacher Development & Evaluation

In 2013, led four independent charter schools to design a shared alternative teacher evaluation and earn approval by the Delaware Dept of Education. Over the next three years, led principals to successfully implement the development and evaluation model, earning statewide recognition and becoming a model for other charters and districts.

Outcome: 95% of teachers feel “positive” to “very positive” about the shift to their new teacher evaluation system. Read more here and here.

Hartford Public Schools

2013

Teacher Development & Evaluation

KIPP Foundation

2013

Leadership Development

NYC DOE & TNTP

2013

Teacher Development

Delaware Dept. of Education

2013

Teacher Development & Evaluation