STRATEGIC PLAN


High Quality Staff

The Gilmanton School Community will attract and retain the best employees possible through a combination of competitive salaries, excellent benefits, state-of-the-art training/supervision and a commitment of personal wellness.

Current Status:

Currently the Gilmanton School District is trying to bring the starting teacher salary in line with similar districts and the surrounding communities. Health insurance is average compared to other districts; however, paraeducators receive only single coverage. Those enrolled in family plans must pay the difference, which essentially means that wages pay for insurance benefits. A five-year plan of professional development has been accepted by the state and a professional development committee exists. This group will be able to facilitate training.

Goals:

  • Identify ways to address recruitment and retention of highly qualified educators.
  • Provide appropriate professional development opportunities to all staff.
  • Utilize evaluation as a positive tool to promote a collegial atmosphere.
  • Provide a supportive environment that promotes the well being of all staff.
  • Support opportunities for planning, teaming and professional dialogue.

Objectives:

  • Create connections to local colleges to increase placement of student teachers and to gain access to new graduates.
  • Continue the current mentoring program for the school staff.
  • Provide orientation and training for new staff throughout the year.
  • Continue support for teaming throughout the school.
  • Further district understanding of alternative certification and assist employees with the process.
  • Determine where the district should be in state ranking for salaries and benefits and negotiate toward that goal.
  • Continue to provide on-site training/workshops for all staff.
  • Build a consistent, qualified substitute staff pool.

Long Term Goals:

  • Expand the pool of evaluators.
  • Provide an Employee Assistance Program.
  • Explore and engage in sharing of resources with local and regional school districts.
  • Review current school year structure and assess its effectiveness.