Colorado
Charter School Institute
Application Evaluation Packet for New Charter Schools
For each section, please rate the response then explain
your rating by specifying strengths and weaknesses in the space provided. Where applicable, you should elaborate on
concerns by specifying additional information you would request or follow-up
questions that you have.
Each section presents key characteristics of an “excellent”
response. In general, the following
definitions should guide your ratings.
§
Poor: The
response lacks meaningful detail; demonstrates lack of preparation; or
otherwise raises substantial concerns about the applicant’s understanding of
the issue in concept and/or ability to meet the requirement in practice.
§
Satisfactory: The
response indicates solid preparation and grasp of key issues. It contains many of the characteristics of
an excellent response although additional support or information may be needed
in places.
§
Excellent: The
response demonstrates a thorough understanding of key issues and the ability to
start a charter school successfully. It
addresses the topic with clear, specific and accurate information that reflects
thorough preparation.
Questions are phrased broadly to allow the evaluator
appropriate latitude to make all relevant observations.
OVERALL ASSESSMENT
Would you recommend approval of this application? Explain your recommendation in the Summary
Comments section, below.
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Deny |
Grant With
conditions |
Grant |
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Mission Statement
An excellent mission statement will have the following
characteristics:
§
clear, focused and compelling
§
likely to improved education outcomes
§ expressing
a clear guiding purposes
§ identifying
priorities that are meaningful, manageable, measurable, and consistent with the
mission of the Charter School Institute
Mission Statement Strengths |
Reference |
Concerns
and Additional Questions
|
Reference |
Financial Plan
An excellent proposal will present a Financial Plan with
the following characteristics:
§
budget assumptions and financial
planning based on realistic revenue and expenditure projections for the term of
the contract including based on minimum enrollment needed for solvency as well
as at 100% enrollment
§
spending priorities that align
with the school’s mission, curriculum, and plans for management, professional
development, and growth.
§
3% reserve as required by law
§
budget format as prescribed by
the Institute Board
§
realistic cash flow projection
for the first year of operation including a plan for funding cash flow
shortfalls
§
sound financial management
systems
§
plan for making required school and
employee contributions to the Colorado Public Employees Retirement Association
§
adequate and reasonable plan to
manage start-up costs
§
description of how the school
will conduct an annual audit of the financial and administrative operations
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Poor |
Satisfactory |
Excellent |
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Financial Plan: Strengths |
Reference |
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Concerns
and Additional Questions
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Reference |
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Follow up questions: §
Does AHS have funding designated for
health services staff and equipment or contracted services which can provide
necessary services? |
Employment
An excellent application will address the following
regarding the Employment plan:
§ Explanation
of the relationship that will exist between the charter school and its
employees
§ Employment
policies of the school OR clear plan for timely development of such policies
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Poor |
Satisfactory |
Excellent |
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X |
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Employment Relationship: Strengths |
Reference |
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Provides flexibility for the school |
Concerns
and Additional Questions
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Reference |
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Section: Executive
Summary/Governance Page: 4 Rating: Poor Additional
Information Requested: §
Experience and education for Head of
School are missing from job description. Follow-up Questions:
§
Will AHS require previous educational
experience or demonstrated excellence in teaching for a Head of School? Section:
Professional Development/Faculty
Page: 40 Rating: Poor Additional
Information Requested: §
Faculty work calendar §
Hiring timeline for staff Follow-up Questions:
§
How many days are in the teacher
calendar, in addition to the 180 student contact days. This will be needed to compare the
relative salaries of AHS and 9-R. §
What is the anticipated hiring timeline
for teaching staff? This will have impact
in the district’s knowledge to determine any need to reduce in-force teachers
not needed at DHS and Durango Academy in the event enrollment is reduced by
registrations at AHS. Normal
attrition at DHS and DA may not be adequate to address this issue. Renewals
for 9-R teaching staff are recommended in March-April and acted on by the
board of education in May. For this
reason, it could be suggested that all AHS hiring be completed by April 1 of
each year and student admissions closed as of that date. Section: F. Budget
and Finance/Budgetary Assumptions
Page: 54 Rating: Satisfactory Additional
Information Requested: §
Faculty salary schedules for teaching
and non-teaching staff Follow-up Questions:
§
Will administrator, teacher, and
non-teacher salaries be graduated for experience and/or education? Section: H.
Employees/Compliance with NCLB Page:
75 Rating: Poor Additional
Information Requested: None Follow-up Questions: §
Is teaching experience a requirement
for employment? Section: H.
Employees/Terms and Conditions…Page: 74-5 Rating: Poor Additional
Information Requested: §
Employee handbook Follow-up Questions: §
AHS will provide paid holidays for
teachers- How many? (9-R teachers receive no paid holidays). §
What other employment benefits are
provided (parental leave, bereavement leave, military duty, etc)
See CRS
22.30.5-108 22-1-116 25-4-901 22-4-903
§
How will AHS staff provide delegated
medication administration for students? §
How will AHS staff refer students to
SJBH’s SmileMakers dental program, La Plata Eye and Ear program, and other
community-based, fee-reduced or free medical services? |
Insurance
An excellent application will provide adequate assurance
that the school will meet applicable insurance requirements
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Poor |
Satisfactory |
Excellent |
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X |
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Insurance: Strengths |
Reference page |
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Fully paid insurance is a necessary benefit to
attract and retain quality staff. |
Concerns
and Additional Questions
|
Reference page |
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Section: H.
Employees/Benefits Page: 74 Rating: Poor Additional
Information Requested: §
Insurance benefits descriptions Follow-up Questions:
§
What are the insurance benefits
provided for staff (medical, dental, vision, term life?) §
Which employees are covered (full-time,
part-time?) §
What options are available for
dependent coverage? Section: I.
Insurance Coverage Page: 77 Rating: Satisfactory Additional
Information Requested: None Follow-up Questions: Will unemployment
insurance be obtained? Section: O. Waivers/
CRS 22-32-110(1)(j) Page: 102 Rating: Poor Additional
Information Requested: §
Text does not match statute title- does
not mention insurance (mentions selection of staff and professional
development. Follow-up Questions:
None |
Community
Outreach & Involvement
A sound outreach and involvement plan will have the
following characteristics:
§ A sound outreach plan to inform parents and members
of the community about the operations of the school, including providing
information about the school to students of all races, languages, and
abilities, a timeline for implementation, a lead contact, and
specific action steps.
§ Specific strategies to reach at-risk students and
families who might not be aware of this school
§ Evidence
that the proposed school is welcomed by the larger community, has formed
partnerships with community organizations, and is viewed as an attractive
educational alternative that reflects the community’s needs and interests.
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Poor |
Satisfactory |
Excellent |
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Community
Outreach & Involvement:
Strengths |
Reference |
Concerns
and Additional Questions
|
Reference page |