Developing & Implementing a Comprehensive Operating Model

In order to build a comprehensive model that suits the needs of our clients we have designed a “Nine-Box Model” that enables us to design all of our capabilities based on what matters the most:

  • Do you engage families in providing all students with positive conditions for learning that address the whole child, including physical, social and emotional needs?

  • Do you have the competent teachers who are properly trained to handle your current curriculum?

    Do you implement teacher effectiveness and professional development systems that recognize a teacher’s need for deep content and pedagogical knowledge and skills while including a broad set of recruitment, induction, professional growth and retention policies and practices?

  • Do you have the right scope and sequence for every subject’s curriculum?

    Do your Students have access to rigorous curricula and instruction designed to meet college and career readiness standards?

  • Do you ensure that the school organizational and operational structures are designed and revised to support student needs?

  • Do you have any school improvement strategies and organizational initiative for leadership that improves student achievement?

  • Do you implement coherent assessment and accountability systems that cover a broad range of formal and informal assessment policies and practices that are consistent and coherent?

  • Do you identify and commit adequate resources for supporting continuous school improvement strategies and initiatives?

  • Do you involve school and community stakeholders to leverage their interests, skills and resources for - and create a sense of ownership of - high school improvement strategies and initiatives?

Our operational models are tailor-made to meet the specific needs of each client in accordance with their goals and objectives while taking into account the unique context of each situation. Typically, our models take into account the following components: 

  • Recruitment: Attracting and securing top-tier talent.

  • Igniting and Maintaining Momentum: Retaining talent and paving the way for continuous improvement.

  • Ensuring Accountability: Generating effective matrices of authority and establishing appropriate rules/regulations that can be efficiently implemented.

  • Optimizing Quality of Services: Incentivizing high-levels performers.

  • Long-term Success and Stability: Shadow programs and succession planning.

  • Cultivating Culture: Incorporating the intangible factors into the institution’s operating model to create an environment that drives performance by enhancing employee engagement