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Annual Goals
This report lists the annual improvement goals reported to ESE in the educator preparation program provider’s state annual report. Providers may report up to three goals for the upcoming year and are asked to report on progress made toward the prior year’s goals. Annual goals are reported in May of the academic year listed.
Data last updated October, 04 2023.
| Annual Goals - 2023 |
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Educator preparation program improvement goals for the upcoming program year |
| Annual Goals - 2022 |
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Educator preparation program improvement goals from the prior year |
| Goal #1 |
Goal: Increase Diversity of Resident Cohort We track the number of candidates of color and subgroups(Latine, Black) throughout the entire program. We respond to our weekly data to reach our targets during recruitment and enrollment. We have a long term goal of diversifying the teacher workforce to better match the student populations of Springfield and Holyoke. |
| Goal #2 |
Goal: New Strategic Plan It is time for TWM to create a new strategic plan. TWM has contracted CoSpero consulting who are focused on supporting organizations for social change and have experience with alternative education programs similar to TWM. One of the goals is to keep equity at the center of all of our work. TWM will also engage with district partners and stakeholders to create our new 3-5 year strategic plan. |
| Goal #3 |
Goal: TWM Alumni Program Create a robust alumni program that enhances the Residency program and increases opportunities for our alumni within our partner schools. Alumni would join our recruitment team as recruiters, especially with Black and Latine representation. This would include incorporating alumni into Residency training(coaches, speakers) enhancing their skills as Alumni and better prepare our candidates for teaching in our school districts. |
| Annual Goals - 2021 |
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Educator preparation program improvement goals from the prior year |
| Goal #1 |
Goal 1: Offer AmeriCorps Professional Corps Program for Residents We are working on obtaining a grant to run this program within TWM. This program would be designed to align and enhance our CRT curriculum by focusing more specifically on community engagement. In addition, Residents would be awarded a Segal Award at the end of their service. This can be used for furthering their education towards a Masters or Professional License. This could increase retention rates and keep Residents in the teaching profession for the long term. There is also an opportunity for loan forbearance which could further lower financial barriers to entry to our program for certain candidates. |
| Goal #2 |
Goal 2: Curriculum Revision/Implementation to increase CRT and Anti-racist teaching practice and training for staff. This year we will review our curriculum and staff training with an equity lens. Specifically , the best practices from Culturally Responsive Teaching and the Brain, our principal text, will continue to be threaded through all elements of Resident preparation and staff training and evaluation. Faculty and Residents will model best practices in every lesson. Coaches will emphasize elements of CRT in Residents' lesson plans and the CAP rubric during observation and feedback sessions. All faculty and coaches will be evaluated according to their ability to model and instruct Residents on CRT best practices. |
| Goal #3 |
Goal 3: Increase Diversity of Resident Cohort with a Specific Focus on Black and Latinx Candidates We track the number of candidates of color and subgroups(LatinX, Black) throughout the entire program. We respond to our weekly data to reach our targets during recruitment and enrollment. We have a long term goal of diversifying the teacher workforce to better match the student populations of Springfield and Holyoke. This year we are intensely focused on increasing our % of Black and Latinx candidates. We have implemented new recruiting strategies which include a Black and Latinx Fellowship. |
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Massachusetts 
