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Pre-conditions..................................................................................... 11  \n3.1.2 IIP (Goals, Professional Growth Plan, Applied Practicum) Collaborative, Up to Date & Frequency of Revisiting............................................................................................ 13  \n3.2 CANDIDATE RESULTS FOR CPSEL ...........................................................................15  \n3.3 CANDIDATE RATINGS FOR PROGRAM EFFECTIVENESS ............................................16  \n3.4 QUALITATIVE REMARKS FROM CANDIDATES .........................................................17  \n3.5 COACH/MENTOR TRAINING ....................................................................................21  \n3.5.1 Areas Where Initial Training was Received.............................................................21  \n3.5.2 Training Quality and Thoroughness .........................................................................22  \n3.5.3 Training is Ongoing, Refines Coaching Skills and Gives Updates..........................23  \n3.6 COACH PRACTICE & SUPPORT ASSESSMENT ...........................................................24  \n3.7 COACH SELF-ASSESSMENT .....................................................................................25  \n3.8 QUALITATIVE REMARKS FROM COACH/MENTORS ..................................................26  \n1 EXECUTIVE SUMMARY  \nThe Year-End Surveys of Clear Administrative Services Credential (CASC) candidates and their coaches/mentors was part of the formative and summative program evaluation of the Hanford ESD CASC Program. Its purpose was to both collect evidence for program implementation and effectiveness and to serve as a road map for program improvement. The data collected in these surveys focused on two key questions:  \n1. Is this CASC being implemented in accordance with the require CTC Standards?  \n2. Is this CASC making a positive difference for candidates?  \nResults from the program wide group of candidates and mentors give evidence that:  \n• Generally, standard deviations were within the normal range (meaning that there was general agreement among respondents in their perceptions) . A very few questions have standard deviations higher than 1.0. This is not unusual when there are a small number of respondents.  \n• This program is generally being implemented in accordance with CTC Standards.  \n• This program is making a positive difference for candidates.  \n• All candidates and all coaches rated each question asked at the highest possible level (100% or very strong) .  \nAll rating question responses were designed to use a positively skewed four-point forced choice Likert scale. All questions were developed to collect evidence for the PreConditions, Common and Program Standards. These are explained further in the next section (Survey Design and Methodology) . Program Directors/Coordinators were sent a copyrighted Survey Question and Alignment Matrix that identifies to which Standard each question is aligned in order to aid them in preparing for Leadership Meetings or Commission on Teaching Credentialing examinations.  \nThe participants responding to this survey are shown in Table 1 below. Note that nodisaggregation can be provided for first year candidates as there were only th","cbCail0vErS4XCAe","https://ap.wps.com/l/cbCail0vErS4XCAe","pdf",450522,28,"English","# 1 EXECUTIVE SUMMARY\n# 2 SURVEY DESIGN AND ANALYSIS METHODOLOGY\n# 3 SURVEY RESULTS\n## 3.1 MATCHED RESULTS (CANDIDATES & COACH/MENTORS)\n## 3.2 CANDIDATE RESULTS FOR CPSEL\n## 3.3 CANDIDATE RATINGS FOR PROGRAM EFFECTIVENESS\n## 3.4 QUALITATIVE REMARKS FROM CANDIDATES\n## 3.5 COACH/MENTOR TRAINING\n## 3.6 COACH PRACTICE & SUPPORT ASSESSMENT\n## 3.7 COACH SELF-ASSESSMENT\n## 3.8 QUALITATIVE REMARKS FROM COACH/MENTORS","[{\"question\":\"What is the purpose of the CASC year-end candidate and coach/mentor surveys?\",\"answer\":\"To collect evidence for program implementation and effectiveness, and to guide improvements. The report also addresses whether CASC aligns with required CTC Standards and whether it benefits candidates.\"},{\"question\":\"How do the survey results indicate agreement and implementation quality?\",\"answer\":\"Most questions show standard deviations within the normal range, indicating general agreement among respondents. The program is generally implemented in accordance with CTC Standards, and candidate impact is rated positively.\"},{\"question\":\"How were survey questions structured and analyzed?\",\"answer\":\"Responses used a positively skewed four-point forced-choice Likert scale to gather evidence for pre-conditions, common standards, and program standards. Similar questions were matched across candidates and coaches/mentors to support triangulation and clearer interpretation.\"}]","Clear Administrative Service Credential Program - 2019-2020 - A Report on the Annual Survey of Candidates and Coaches | PDF",1791068090,71]