portfolio admn 5043 assignment

8/3/2019 Portfolio Admn 5043 Assignment

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Prairie View A&M University Department of Educational Leadership and Counseling

Presents

Final Portfolio Assignment

To

Dr. Deborah Harris, Instructor

ADMN 5043-Z01-13444

By

Alicia L. Mable

2269

Date Due: December 8, 2011

Date Submitted: December 8, 2011


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Hello, my name is Alicia Latrice Mable-Reed. I am a graduate student at Prairie View

A&M University in Prairie View, Texas. I graduated from Prairie View in December 2010

with a Bachelor of Science Degree in Interdisciplinary Studies, with a special concentration in

Special Education. I am a newlywed and am married to the most wonderful man, Reverend

Bobby Reed. Yes, Im a first lady! I have 3 wonderful children (Christian-14, Savannah-11, &

Alexia-9). I am the oldest daughter of Reverend James Mable, Sr. and First Lady Mary

Harvey-Mable. Yes, Im a PK too! I have 3 siblings (James Mable, Jr.(26)-Currently enrolled

in the Doctoral Program in the College of Education at Prairie View A&M University, Crystal

Mable(31)- 2003 Nursing Graduate of Prairie View A&M University and Director of Nursing

at Guardian Healthwise in Hearne, Texas, and Bernecia McGinty(34)-2006 Graduate of

Prairie View A&M University with a Bachelor of Science Degree in Community Health,

Licensed Cosmetologist, and Manager of my mothers beauty salon-Courtneys Hair

Fashions.) Yes, we are all PV Grads! Im so excited to boast that I went back to college, in the

fall of 2006, after a grueling divorce and struggling single-parent of 3 children. I endured

some hardships and trials; however, Im determined to graduate with my masters degree in

Educational Administration in August 2012! I majored in special education because God

blessed me with two special needs children: Christian-born at 5 months, chronic asthma and

severe attention deficit hyperactivity disorder and Savannah who is legally deaf. Im praising

God she has never had speech therapy a day in her life and is now an honor roll student at

Navasota Intermediate School! Alexia was born with a severe case of eczema; however, she is

also a stellar student who loves to help me tutor! I have enjoyed using the internet to complete

my masters degree, though Im a kinesthetic learner. I found myself studying more as well as

learning time management. I love the discussion forums as well because its always

interesting to listen and learn from the opinions of your peers. This type of learning teaches

me to stay diverse and work as a team to form a solution. My ultimate goal is to one day open

my own charter school from the ground up!


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THIS PORTFOLIO INCLUDES:

MY PHILOSOPHY OFEDUCATION


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MY PHILOSOPHY OF

EDUCATION

I believe that each child is a unique individual who

needs a secure, caring, and stimulating atmosphere in which

to grow and mature emotionally, intellectually, physically,

and socially. It is my desire as a educator to help students

meet their fullest potential in these areas by providing an

environment that is safe, supports risk-taking, and invites asharing of ideas. There are three elements that I believe are

conducive to establishing such an environment, (1) the

teacher acting as a guide, (2) allowing the child's natural

curiosity to direct his/her learning, and (3) promoting

respect for all things and all people.


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MY COVER LETTER FOR RESUME

MY RESUME

MY REFERENCE LETTERS

(PERSONAL AND PROFESSIONAL)

ASSIGNMENTS FROM PRINCIPALSHIP CLASS

GOOD TO GREAT i-READ ASSIGNMENT

PRINCIPAL INTERVIEW/REFLECTION

MY OFFICIAL TEACHING CERTIFICATION

FAMILY PHOTO

MY COVER LETTER FOR RESUME

P.O. Box 922


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Navasota, Texas 77868

[email protected]

(979)-412-3182- Cell

(936)-825-3403- Home

To Whom It May Concern:

Enclosed, is my resume for your consideration. My name is Alicia Mable, and I recently

graduated from Prairie View A&M University on December 18, 2010. My credentials

include a Bachelors Degree in Interdisciplinary Studies with a special concentration in

Special Education. I am currently enrolled as a graduate student at Prairie View A&M

University and looking forward to obtaining a degree in Educational Administration. I bring

five total years of instructional assistant experience to your district and will contribute new

and exciting ideas that will enhance student success.

This resume will highlight my commitment to children of all mental capacities, showcase myexpertise in differentiating instruction, and demonstrate my communication and leadership

skills. Being a highly adaptable and versatile educator, I have enjoyed the opportunity to

teach a diverse group of children, including those with mild, moderate, and severe mental

retardation, ADD/ADHD, speech impairments, non-compliant behavior, learning disabilities,

and physical challenges as well while employed as an instructional assistant. These

experiences have helped me blossom into a well-rounded and compassionate individual, who

ultimately takes each students unique goals, needs, and interests into account to create

lesson plans and activities to accommodate them.

My greatest capability is facilitating all styles of learners. I develop multi-sensory lesson

plans to meet the needs of auditory, visual, tactile, and kinesthetic learners. I also

incorporate forms of technology, learning centers, manipulatives, group work, and thematicunits to teach new concepts and materials. Furthermore, I make certain that each child

receives individual praise and encouragement, ensuring that he/she remains motivated and

does not become frustrated to quit.

In closing, I welcome the opportunity to meet with you to discuss how my experience and

skills would benefit your academic program. My contact information is listed above. I can be

reached at any time.

Thanks for your time and consideration. I look forward to hearing from you soon.

MY RESUME

Alicia L. Mable-ReedP.O. BOX 922 NAVASOTA, TX 77868 979-412-3182 [email protected]


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CERTIFIED SPECIAL EDUCATION TEACHER (EC-12)

It is my objective to effectively use my position to develop a climate providing motivation,participation, and opportunities for individuals with mild, moderate, and severe mental disabilities. Itis my goal to use job enrichment to improve student performance. Ultimately, I will thrive onresponsibility, take positive action to meet growing responsibility, and accept job assignment(s)willingly.

Core Competencies

Classroom ManagementCreative Lesson PlanningDiverse Learner InstructionInstructional Best-Practices

Adaptive Behavior AssessmentLearner AssessmentExperiential LearningSpecial Needs Students/IEPs

Experience

BRENHAM INDEPENDENT SCHOOL DISTRICT(EC-12),10/11-Present

Substitute Teacher

Carver Resource Center

Volunteer TAKS Tutor/Mentor (Ages 3-12),06/11-8/11WALLER INDEPENDENT SCHOOL DISTRICT(EC-12),08/10-Present

Substitute Teacher (EC-12)Student Teacher (EC-12)

Hired as a full-time substitute teacher following student teaching practicum, instructing all academicsubject areas. Primarily worked with special needs students exhibiting mild, moderate, and severemental retardation.

Key Contributions:

Earned high marks for the quality of classroom teaching, lesson plans and instructional materials usedin teaching a diverse population of students with special needs.

Developed innovative approaches that were held as the model standard for meeting district goals inareas including technology integration across the curriculum, experiential learning, literacy anddiversity.

Taught general education students and individuals with learning challenges within a mainstreamed,inclusive classroom.

Consistently commended for ability to redirect students exhibiting behavior problems by replacingdisruptive, unproductive patterns with positive behaviors

Quickly became a first-to-call resource in current substitute teaching role, typically working four days perweek. Personally requested by many full-time teachers to take over their classrooms during absences.

Navasota ISD- Instructional Assistant, 08/08-01/09

Assisted with the daily living needs of students with mild, moderate, and severe mental retardation.Assured safety of individuals by performing proper techniques learned in training. Assisted teacherwith daily classroom activities.

Education & Credentials


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PRAIRIE VIEW A&M UNIVERSITY GRADUATE SCHOOL 1/11-Present

Educational Administration, MSEd

PRAIRIE VIEW A&M UNIVERSITY- PRAIRIE VIEW, TXBA in INTERDISCIPLINARY STUDIES (EC-12), 2010Special Education Teacher Certification (Grades EC-12)

Kappa Delta Pi International Honor SocietyTexas Classroom Teachers Association

REFERENCE LETTER FROM FORMER SUPERVISOR/PRINCIPAL


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DON LIGHTFOOT


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MY REFERENCE LETTER FROM ESTELLA STEWART- LIFESKILLS TEACHER

WALLER HIGH SCHOOL


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REFERENCE LETTER FROM FORMER NAVASOTA ISD BOARD MEMBER

JACK HELLINGER-HALL


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THE FOLLOWING ARE JOURNAL ARTICLE REVIEW ASSIGNMENTS FOR

ADMN 5043-THE PRINCIPALSHIP

Unit 1: Article #1 Review

References

http://www.mdk12.org/process/leading/p_indicators.html

Article Summary:

This article focused on key issues that involve a principal being an effective leader and

how it directly impacts student achievement. The article began by discussing key components

that an effective principal must have to get the ball rolling. Some of these indicators involve,

but are not limited to: problem solving, collecting and analyzing data, using data to improve

campus needs, monitoring implementation closely, and able to focus on reaching goals

concerning student achievement. It was also clear that these components had no certain order

they needed to be attained in; according to campus needs. Critical beliefs and knowledge were

also an important part of these components. Performance indicators became a critical part of this

article as a means of explaining (in detail), how each of the components, discussed earlier,

played its individual role. The overall fact remained that a collaborative effort of all stakeholders

(faculty, staff, administration, parents, students, community, etc.), played an important role in

student achievement. I clearly understood that an effective leader must know how to analyze data

and incorporate multiple areas (other than standard testing) to know what direction needs to be

taken as far as student achievement is concerned. Once programs are implemented, its

imperative that an effective leader monitor and adjust as needed.


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Article Implication:

Professionally, this article was well written as well as informative. Effective leaders are

required to know more that basic leadership skills. Its important to know your campus needs,

so that you may know what is critical to student achievement. It is also important to know that

you have to have multiple back-up plans in case of failure. I also learned that the more active

the community and staff are involved in this process; the better the outcome.

Article Critique:

This article was well written, and it was clearly understood. Even if you didnt

understand the jargon, the performance indicators broke down the information to where even a

child could understand. Its important to know that being an effective leader doesnt just involve

you being in charge of others, but looking out for the best interest and success of others.


The Future Is Now: What Leadership Skills Do Principals Really Need?

Reference

The Future Is Now: What Leadership Skills Do Principals Really Need? (1995). American

Association of School Administrators

Article Summary:

This article informed us all of how everyone, even administrators, must be willing to roll

up our sleeves and involve ourselves in some training that will not only benefit ourselves; but the

community as a whole. The article began by giving us information on how a former student of

the Leeland school district was promoted to the job of principal; only to fail because of the lack


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skills and knowledge. The district placed him in this position not because of his particular

success as an administrator but because of his personal success in life. He quickly realized that

success as a person doesnt suffice for administrative success. This article stressed teamwork as a

key tool for success nationwide. Many times, administrators dont solicit the input from all

stakeholders, which leads to a big mess! Teambuilding takes time, and we must all get to know

each other to know what works and what doesnt necessarily work. A successful leader knows

that in order to build a collaborative team; timing is essential. Diversity is also a key player in

this whole process. Everyone is not the same, and the sooner we realize this as administrators;

the better off we will be. Training and coaching is the driving force behind a successful team.

Principals must learn that it takes a vision before taking on the responsibility of leading others. If

there is no vision; the end result is failure. You must know what direction you are going in

before you begin the journey! Many have forgotten how to dream because we are so accustomed

to giving up if something doesnt work for us the first time; however, we need to dream another

dream if this is the situation we find ourselves in. We let lack of resources and petty obstacles to

get in our way of plowing ahead to get the job done; therefore, leaving students, faculty, and the

entire community at a great loss. Strategic planning was another element implicated for success

as an administrator. You cant plan day-by-day; we must plan ahead. The article concluded by

stressing the need for superintendents to collaborate and work with principals to ensure they have

all the necessary tools and skills before going into leadership role.


This is the most interesting article that Ive ever read concerning administrators! I think

this shouldve been the IRead Text!!!!! Because Im a realist; this article sounds like a daily

conversation that must take place in order to remind administrators that our training doesnt stop


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once you are administrative capacity; its just beginning! This article is so well written; however,

the spelling mistakes sort of stun you as you read it; nevertheless, I thoroughly enjoyed it.

Article Critique:

Honestly, the only thing I can say is that this article was awesomely written,

straightforward, and well-received.


Site Based Decision Making

References

www.reynolds.k12.or.us/policies/c/cfa-site-based-decision-making.html

Article Summary:

This article primarily focused on how important the site-based decision making

committee is to the function of the districts daily operation. The committee is primarily

composed of parents, teachers, school principals, and community members for a collaborative

effort to promote student success. The rationale for the site based decision making committee

were very apparent in that it affects those most closely related to the involvement of the daily

school function, the school is the location for change, and those who create change share

responsibility for actions taken. It also stressed commitment to the changes being made amongst

those on this particular committee. The key factor involving commitment involves ongoing

collaboration amongst all. I also found it important to make sure that decisions are aligned with

district goals. The article discussed the role of each team member involved (superintendent,


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principal, teacher, and others), and how important that everyone respects the opinion of others

though they may not agree on all issues. The next items discussed the importance of making

decisions and changes at both the district and school level. In that, its important that the board

be very careful in making and implementing decisions concerning the schools as not to lose

credibility, amongst other things.


Professionally, this article shared some interests that I had about how important the site

based decision making committee is to the function of the school. I found that its important to

respect the opinion of others while trying to reach a common goal.

Article Critique:

It was short; however, it was informative.


Is Your School's Culture Toxic or Positive?

References

Cromwell, S. (2005). Is Your School's Culture Toxic or Positive?

Education World.

Article Summary:


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Whether a schools culture is toxic or positive has a profound impact on student success.

The article first began by discussing how the schools culture is its norms and beliefs that make

up the image of the school. It was very clear that student success depends on the faculty and staff

morale. A toxic school culture consists of faculty and staff who have low morale and have low

expectations for all involved as well as students. They also have contradictory relationships,

which dont allow for collaboration. A positive school culture consists of those who believe in

and celebrate the success of all involved. The article focused on a school located in one of the

poorest counties in the United States, which created a positive culture to promote student success

and collaborative communities. The role of the principal is very important concerning the

development of either a positive or toxic school culture. I have learned that the faculty and staff

usually take on the attitude of the leader. Once a negative culture is created, its important for an

effective leader to go in and change the atmosphere by modeling a positive attitude school wide.

If a positive culture is inhabited, its important to continuously celebrate success and underlie

failure with a recovering attitude. Its important for the leader to study its school culture, so

that he will know where change is needed.


Professionally, this article informed me on how important it is as a leader to create a

positive school culture, whether its always been toxic or not. I learned how a leader can impact

the culture by his attitude towards all stakeholders. Its also important to impact the community


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in a positive way in order to yield positive results. As an educator, its important not to create a

toxic environment in the classroom as well because the poison can spread abroad quickly.

Article Critique:

This article didnt explicitly explain how detrimental a toxic culture can affect both the

school and community. I wouldve like to read about how an effective leader can maintain a

positive school culture in the midst of a toxic situation or decision to be made. It was

informative; however, realistically, many schools are stuck in a rut and need to know how to re-

build a positive culture step-by-step. If you are going into a toxic situation, explicit instructions

are helpful in building a positive culture.


What School Principals Need to Know About Curriculum andInstruction

References

www.sreb.org

Article Summary:

This article was short but informative on how important it is as a leader to not just be an

effective leader, but be an informed leader with knowledge of both curriculum and instruction.

The article explained that its not just enough to be able to teach students without knowing which

standards actually need to be met. Many teachers think its just enough to know how to teach,

but one must be knowledgeable of the districts curriculum in order to teach effectively. A


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principal cant effectively evaluate a teacher if hes not aware of what standards arent being

met. The leader must also be knowledgeable about student achievement. He must be aware that

he has to be diverse because not all students grasp concepts in the same way. He must be willing

to be honest with his teacher about how to improve instructional strategies to reach goals. Fine

arts and practical arts must be a part of this process, even though No Child Left Behind has

hacked the time allotted to teach these subject areas. Its important to focus on the overall goal of

the curriculum and instruction to meet the individual needs of each student.


This article explained the leaders role in knowing the curriculum and instruction, not

only being a principal. Its important that the leader if knowledgeable of standards to be met in

order to effectively evaluate and implement strategies to promote student success.

Article Critique:

Though the article was informative, it was way too short to really go into an in-depth

analysis of what the author wanted you to know about curriculum and instruction.


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A Balanced CurriculumStandards and Assessments for High Performance

References

Class Management Guide: CAT5. (1993). Monterey, CA: CTB MacMillan/McGraw-Hill.Cohen, S.A. (1987). Instructional Alignment: Searching for a Magic Bullet. Educational Researcher(Nov), pp. 16-19.English, F.W. (1992).Deciding What to Teach and Test: Developing, Aligning and Auditing the Curriculum. ThousandOaks, CA: Corwin.

National Council of Teachers of English and the Intemational Reading Association. (1996). Standards for the English-Language Arts. Urbana, IL: National Council of Teachers of English.

Squires, D.A. (1998a). A Balanced Curriculum Process: Results So Far. New Haven: Yale Child Study Center.Squires, DA. (1998b). Toward a Balanced Curriculum: Aligning Standards, Curriculum, and Assessments. ERSSpectrum: Journal of School Research and Information, 16, (3), pp. 17-24.Squires, D.A., & Joyner, E. (1996). Time and Alignment: Potent Tools for Improving Achievement. In:Rallying theWhole Village: The Comer Process for Reforming Education. Comer, J.P., Haynes, N.M., Joyner, E., and Ben-Avie, M.

New York: Teachers College Press.Squires, D.A., & Kranyik, R.D. (1995). The Corner Program: Changing School Culture.Educational Leadership,53(4),pp. 29-32.Wishnick, T.K. (1989). Relative Effects on Achievement Scores of SES, Gender, Teachers Effect and Instructional

Alignment: A Study of Alignments Power in Mastery Learning. Unpublished doctoral dissertation, University of SanFrancisco.

Article Summary:

This article begins by speaking of a school development program that decided to sit down

and come up with a way to improve student performance and build collaboration amongst co-

workers. The majority of the article entailed a conversation between teachers that were actually

involved in the process, and how each one voiced their opinion and concerns regarding the goals

to be reached. They decided that they needed to examine curriculum, instruction, and assessment

in all subject areas. The subject areas included: e/la, math, science, & social studies. The team

also discussed how the six pathways of development would play an important role in getting the

goal accomplished successfully. The pathways of development include: physical, cognitive,


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psychological, language, social, and ethical. They all agreed that in order to balance the

curriculum; one must be able to describe, balance, align, and assess the curriculum. First they

came to the conclusion of what is not curriculum: textbooks, state/national standards, or

standardized tests. In order to balance the curriculum, the childs development must be priority in

building relationships, and the identification of the most important content to support the

development of each child is extremely important. The article discussed the steps in balancing

and aligning curriculum, and they include: defining curriculum, aligning and balancing

curriculum, and assessing curriculum. Next, it spoke of why its important to have a balanced

curriculum. Having a balanced curriculum allows planning for the teacher easier because they

are working as a grade-level team to obtain a common curriculum. The team then is able to

divide up the planning according to the content each individual teacher is to cover. It avoids

duplication of learning across the grade levels because each grade level defines what content will

be covered at each level. It allows the teacher time to move forward instead of trying to assess

where each student left off in the previous grade level.

Conclusively, I will define each steps individual function. Defining curriculum is the

process of teachers looking back in the past to define what is best of whats already in progress.

Balancing and aligning the curriculum is looking towards the future to build upon the past. This

includes the fact that national and state standards must be aligned with the curriculum in order to

see success on state testing. This particular step also allows the teachers to see if there is content

that is being over/under emphasized or too few/too many activities accompanying the

curriculum. Finally, step 3: assessing the curriculum is the combination of performance

assessment and format assessment. Performance assessment is the conceptual understanding of


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the content covered, and format assessment is an assessment aligned with state tests. The

combination of the assessments allow districts to predict results on the standardized assessment.


This article was very informative regarding the particular process it mandates to balance

and align curriculum. I also noted that each individuals comments about the process played an

important role in obtaining what content is to be covered and at what grade level. Collaboration

seems to be key in everything concerning education because we are all trying to bring out the

best in each student, yet many of these steps to get there involve detailed work that many arent

willing to sacrifice the time for.

Article Critique:

This article was awesome. I actually shared this article with some teachers at the high

school where I mainly substitute. They are having trouble with having too many chiefs and not

enough Indians. Everyone wants to run the show, but if we all learn to work together; student

success is bound to happen. I loved the breakdown of each activity and steps being defined,

since some of the words seem to have similar meanings. After reading this article, I think that

each grade level should sit down as a team on more than a few team meetings to discuss what is

actually being covered in increments and to see if students are grasping the concepts needed to

progress to the next grade level.


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Disciplining Students with Disabilities

References

Dwyer, K.P. (1997). Behavioral Interventions: Creating a Safe Environment inOur Schools. Disciplining Students with Disabilities. National Mental Healthand Education Center.

Article Summary:

This article informed us on how to deal with the discipline measures of students with

disabilities. The key factor in this article was dealing with the fact of whether a students

misbehavior is a result of is disability. This issue can be quickly resolved by performing a

functional behavioral assessment. Another key factor in this article, involves the parental

consent. Students diagnosed with emotional behavior issues, attention deficit disorder, Tourettes

Syndrome, etc. are all afforded the opportunity to receive a free and appropriate education

(FAPE). If a students behavior is not a direct result of his disability, he is to be afforded the

same consequences of students in the general educational environment. Its important to follow a

students IEP (individualized educational plan), especially when it comes to reaching both


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academic and behavioral goals. Parental involvement, as well as student involvement in the

development of the IEP can make all the difference in the world between a smooth school year

and a disaster waiting to happen. There are some violations of the conduct (weapons and drugs),

that automatically result in alternative placement (juvenile detention center, residential treatment

centers. etc) for a student with disabilities. Its the law that an expulsion over 10 days is a

direct violation of a students rights with disabilities. Research has indicated a prolonged

removal from the educational environment usually results in students dropping out of school and

dependent. A manifestation hearing is most necessary when determining the consequences of

inappropriate behavior. Modifications can then be placed in the IEP to address these behaviors

and obtain positive results. When all appropriate rules are followed, collaboration between the

schools and family all together; benefit the student.


Professionally, this article was well written and used common language that anyone

reading it could understand. Its important to know educational laws regarding the discipline of

students with disabilities. As a special education major, Im very partial to this issue. Many

students are labeled, and not accommodated because of personal biases. As an educator, I

commit to follow all rules and regulations regarding the discipline of any student; especially

those with disabilities.

Article Critique:


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This article was awesome. I truly think this article should have included more incidents

where the law was not followed and consequences for those actions. If educators are repeatedly

made aware of the consequences for not accommodating these particular groups; we would be

better off in the schools. I also wish the article expounded more on the drug and weapon

violations, especially since the schools seem to be filled with violence. Nevertheless, this article

was wonderful.


Great Staff Meetings:Pointers from the Principals Who Lead Them

References

Hopkins, G. (2006). Great Staff Meetings: Pointers from the Principals Who Lead Them:The Principal Files: Education World.

Article Summary:

This article informed educators on tips concerning how to conduct great staff meetings.

There were several examples of specific ways that principals actually involved staff to make the

repetitious ritual of a staff meeting more interesting. Several ways to keep your staff interested

in your staff meetings include, but are not limited to: establishing a goal to meet as a team, bring

favorites to share with other staff members (e.g. graphic organizer), offer door prizes, allowing

staff members to award other staff members with awards (Nobel Peace Prize, mother hen, golden

apple, teacher with most school spirit, etc.), allow other staff members (inside/outside) to

conduct the staff meeting, bring food. The common goal is to reach a consensus for a successful


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school year. Its important to get to know your staff and allow staff to work collaboratively to

create a home friendly work environment. The staff learns to bond when activities are

implemented in the staff meetings, and its awesome to share ideas amongst each other.

Allowing staff to reward each other allows staff to appreciate each others gifts as well as

building a team amongst colleagues. Its also important to appreciate older staff members as we

present new ideas.


Professionally, this article was well written as well as informative. There were many

exciting ideas that are to be shared! Many times we, as teachers, are stuck in our old ways of

doing things; so a staff meeting to share ideas is very important. Getting to know your co-

workers is stressed throughout this article, and is of necessity because everyone must be on one

page to achieve success. As an educator, I find it important to keep my students interested; yet

keeping adults interested in their work is just as important. Great advice!

Article Critique:

I really wouldve loved to read about more examples of great staff meeting ideas! I

enjoyed this article; yet it sort of left you hanging. I also wish there were some examples of ideas

that administrators used in staff meetings but didnt get a positive outcome!


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A new day for learning: it's time to look at changing thelength and scope of the school day to help kids succeed.

References

Stedron, J. (2007). A new day for learning: it's time to look at changing thelength and scope of the school day to help kids succeed: State Legislatures.

Article Summary:

This article focused on ways to improve student learning, increase graduation rates among at-risk students, and bring about an interesting concept of learning other than the traditional way. Itfocused on 3 specific ways to reach these particular goals based on evaluations from variousacademic programs. They include, but are not limited to: summer learning, out-of-school hours,and a longer school day. These were all compensated by positive results such as productive

student learning and increased community involvement. The most successful programs achievedpositive results because everyone pulled together as a community and used all resources to thebenefit of the students. As far as summer learning is concerned, many of the disadvantagedstudents fell behind because of the gap in time before the start and finish of school. In NewMexico, the Kindergarten Pilot program resulted in the reinforcement of both math and literacyskills and behavior expectations to prepare them for first grade. The program sold, so fundswere allocated to expand the project for further success. The out-of-school hours programsyielded positive results as well by way of enrichment programs that were shortened because of


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No Child Left Behind. It was founded that the engagement in other activities (music, arts, crafts,lifeskills), kept many of these at-risk students interested in attending school; however, they wereaware that they couldnt attend these programs without mandatory school attendance. Overall,this program benefited Club TC (teen connection) because ultimately funds are disbursedaccording to school attendance. If students were struggling in a subject area, they were able to

receive the necessary support from both teachers and college tutors. This program helped tosupport professional development for staff involved as well. Expanding the school day seems tobe the most difficult of these because many parents are concerned because their students alreadylack interest in the normal 8 a.m. to 3 p.m. school day. This seems to be an issue that all districtsare concerned about; however, enrichment activities are enhanced in this program as well toensure the essential need to learn lifeskills such as job preparation (cooking or disc jockey).Overall, there are pros and cons to everything when its new. Budget is the primary concernbecause funds are limited in every aspect, but private entities and local resources can play a veryactive role in getting the job done. To suggest its a new day of learning has its good and badpoints; nevertheless, all ideas discussed in this article seem beneficial to all stakeholdersinvolved.


Professionally, this article was well written as well as informative. The idea of extended

summer learning, out-of-school hours, and longer school days may be closer than they appear.

As educators, we know there can never be enough time in the day to get it all in; however, we

can make the most of our time while these students are in our care. We all know that the budget

is tight, but working with what you have requires a real commitment to student learning whether

the district is rich or poor.

Article Critique:

I loved this article because it opened my eyes to other ways of increasing student

learning. As a private tutor, this article really hit home for me, and gave me alternate ways other

than traditional school work to assist in promoting student success. Many of the children I tutor

are from disadvantaged homes, and my teachings arent really enforced at home. I wish this


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article dug more into how you can keep the parents more involved in what the teacher is trying

to help the student maintain.


A Brief History of School Funding in Texas

References

http://www.investintexasschools.org/schoolfunding/history.php

.

Article Summary:

This article spoke to the history of school funding in Texas as we know today. The article

outlined the Gilmer-Aikin act, in which used both state and local funding to fund public

schools. The act resulted in shared revenue funding by allocating 80% funds from the state to

fund public schools and 20% funds from local tax payers of each district to fund its public

school. This act also served as the first structuring of the school finance system in the state of


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Texas over the last half century; however, legislative meetings and bill rejections have

caused this system to evolve into something different as of today. Under Senate Bill 7, the

Robin Hood System occurred. This system allowed for three things to happen: 1). School

districts have access to revenue based on the districts tax effort, 2). Balance exists between

local autonomy and state and local funding responsibility, and 3). State financial aid is

provided to a school district inversely to the school districts wealth. There were some

inadequacies that led to district property taxes being raised; however, to raise them to the

maximum $1.50 but was deemed unconstitutional. There still seems to be arguments today as

to whether the state provides enough public school funding!


Professionally, this article was very vague but did intrigue my curiosity as to how much

the state is actually involved in public school funding. Its apparent that many school districts are

robbed of the opportunity to provide the necessary resources for all stakeholders; however, if we

must collectively stand together and fight for what is rightfully going to shape our future: the

children!

Article Critique:

This article was not particularly interesting; however, its understanding is necessary as an

administrator. There will be many decisions involving school financing and where those

resources will derive, so its important to know a bit of history concerning the financing of Texas

public schools.


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Building a strong community partnership: when it comes to creating effectives school-family-community partnerships, take some advice from veteran districts.

References

Vogel, C. (2006).Building a strong community partnership: when it comes to creatingeffectives school-family-community partnerships, take some advice from veterandistricts.District Administration: Gale Group.

Article Summary:

This journal article discussed Joyce Epsteins six types of involvement and specific ways

to impact student performance in schools. Epstein is a Sociology professor at Johns Hopkins

University as well as director of National Network of Partnership Schools. She was interested in

how to form collaboration amongst the schools, community, local businesses, school staff,

principals, board members, central office employees, and the superintendent in order to achieve

common goals. The six types of involvement include, but are not limited to: Parenting,

Communicating, Volunteering, Learning at Home, Decision Making, and Collaborating with the

Community. Each type of involvement was accompanied with specific ways to accomplish

student achievement. Parenting is a key issue involving workshops or hands-on information

concerning child-rearing, learning what each childs home environment is like and what it takes

to adapt to a structured-school-setting. It also involves informs parents on how their child is

changing from a child to the teen stage as well as how to deal with those particular changes.

Communication is an issue that definitely involves teamwork. Parents need to feel that arent

being bothersome when it comes to the progress or regress of their student. Making sure that

parents are made aware of whats going on at all times is important and can be communicated in


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so many ways. A few examples of those ways may include: parent-teacher conference, e-mail,

letter mailed home, phone call, etc. Volunteering is definitely a way to get all stakeholders

involved in the education world. There arent many parents who know what it takes to maintain

order and teach all day, so its important to key them in on how to teach and the steps involving

teaching their children. Having administrators come in as well as local business owners also

shows collaboration, being that everyone has a hand in making our children successful.

Volunteering just gives everyone an overall feeling of comradry. Learning at home is most

essential; after all, this is where it all begins. Also, attending educational workshops and training

gives them hands-on experience of day-to-day school operation! Some parents arent equipped

to teach their children, so giving timely feedback to both student and parent is most essential. Be

sure to communicate with parents; various ways of getting the job done. Its essential to send

home letters with multiple languages, so that no one is left out of the loop. Internet access is an

excellent way to stream live conversation as well as dvds to ensure that teaching at home and

school is like a revolving door. Decision making can sometimes be stressful for everyone;

however, if everyone is made a part of the process; its more valuable. Allow parents to exercise

their rights through PTO/PTA and other entities to ensure equitable parental involvement. Its

important to make the community feel involved. Joining your local chamber of commerce is an

excellent way to get out school district/campus newsletters to local businesses. If the community

feels involved, the more likely the district is to flourish.



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Professionally, this article was very interesting, in that it broke down the specific ways to

involve everyone in the success of the school district/campus. Having everyone on the same

page; makes a district successful. Allowing parents and the rest of the community to become

involved also allows room for accountability, instead of always blaming the school for failure.

Article Critique:

This article was great and very knowledgeable. There are many ways of getting the

community and the school to join forces, and this article only verifies theory further.

THE GOOD TO GREAT i-READ REFLECTION

According to Jim Collins, author of Good to Great, being good is just not good enough;

nevertheless, he gives readers insight as to the best course of action to take when wanting to

make your business great. Collins differentiates good and great firms in this book as well as

addresses management, personnel, and operational practices, behaviors, and attitudes that are

essential to the good-to-great transition. Focusing on all the companys resources to achieve

greatness is also another key element to a successful company. This essay will reflect my

personal reflections as well as the issues raised in each chapter in order to provide an overview

of what Collins has achieved as a successful business leader.

Chapter 1, of this book is entitled, Good is the Enemy of Great. It speaks to going

beyond average in order to outshine other market industries. The companies selected for criteria

analysis were: Abbott, Fannie Mae, Circuit City, Gillette, Kimberly-Clark, Kroger, Nucor,


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Phillip Morris, Pitney Bowes, Walgreens, and Wells Fargo. There were many minor factors that

stood out amongst the rest in evaluating good- to- great success. These factors include, but are

not limited to: CEO compensation, technology, mergers and acquisitions, and change

management initiatives. The major factors indicated in good- to- great success were found in 3

main areas: disciplined people, disciplined action, and disciplined thought. Upon taking the role

of administrator, I will be sure to implement people who are capable of thriving for success,

regardless of the cost. If any of the mentioned factors should play a role in impeding success;

they are to be eliminated and replaced with nothing but the best. I will strive to gather a team

who will thrive on going beyond the normal and consider it a priority to reach the ultimate goal.

Chapter 2, of this book is entitled, Level 5 Leadership. Uniqueness of factors that

differentiate between good-to-great companies were explained explicitly. Both nature and quality

of leadership plays a key role in a companys greatness or mediocrity. Amongst those companies

analyzed, level 5 leadership, was a common characteristic they all shared. Level 5 leadership is

characteristic possessed by the best, and this is the top level of a 5-level hierarchy that ranged

from mediocre supervision to strategic executive decision-making. Collins found that many of

those in this level-5 group had an extreme mixture of determination and humility. These leaders

felt a sense of commitment and longevity concerning these companies. Many of these leaders

climbed the corporate ladder throughout the years and earned their level-5 title. The most

important indicator involving these leaders was the fact that none of these leaders were

concerned with personal gain; only the good-to-great transition. Personally, I believe this was

one of my favorite chapters in the book. It allows me to evaluate my personal goals and be sure

that Im not setting myself up for failure when setting goals for all stakeholders involved. I will


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be sure that I dont let my personal determination and ego impede others from wanting to

contribute to the common goal.

Chapter 3 was entitled First Who, Then What. The nature of the leadership team has to

definitely reflect team commitment. The team must consist of all the right team players!

Collins thoroughly explains that companies usually fail because of management problems. Its

important to spend more time selecting candidates who are highly-qualified and extremely

talented, instead of settling for good enough. Its vital for companies to spend more money and

time on personnel searches and decision-making. He was sure to explain the importance of

keeping a top-of-the-line criteria concerning all personnel issues. He was not quick to get rid

of all employees; however, move them into alternative positions. Collins made it clear to get rid

of those failing employees with no hesitation because it will ultimately save the company time,

effort, and resources. As campus administrator, I will be sure that I dont let personnel issues

become a headache I will ultimately regret. I will be extremely careful when hiring personnel, so

that I wont cost the district or school any irreversible damage.

Chapter 4 was entitled, Confront the Brutal Facts (Yet Never Lose Faith). The inability

to keep pace with the rest of the companies proved to be detrimental to those companies who

failed to identify and assess facts both in the company and the larger business world. Collins

explicitly explained his reasoning by comparing Kroger and A&P. Kroger changed its

modernization of the grocery industry as the grocery industry modernized; however, A&P

resisted changed leading to its demolition. As an administrator, I will be sure to address issues as

they arise, instead of hiding my head under the covers.


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Chapter 5 was entitled, The Hedgehog Concept (Simplicity within the Three Circles).

Using the metaphor of a hedgehog made it clear that sometimes simple is best. He referred to

other predators maybe as being more clever but not necessarily more clever. The hedgehog

concept received repetitive response because of simplicity not complexity. Collins also made it

clear that its not necessary to be the best at what you do; just do them well. The hedgehog

concept didnt reveal itself overnight; however, once identified, it became the most effective way

to transition from good-to-great. The criteria Collins suggests to speed up the process in finding

the simplest, yet best way are as follows: determine what you can be best in the world at and

what you cannot be best in the world at, determine what drives your economic engine, and

determine what you are deeply passionate about. I found this chapter most interesting because I

thrive on simplicity. I tutor many students with learning disabilities, and they often tell me that

the teacher made it hard for me to understand. My solution for this problem is, I find the simplest

way to make learning easiest for them. I have gone as far as teaching on butcher paper in order to

teach my students the concept of coordinate planes, and many instructors found this strategy

effective. My greatest joy was that my simplicity helped them to accomplish their most difficult

task of passing the TAKS assessment. I am passionate about having successful children with

bright futures, and I will keep this concept in mind on my journey.

Chapter 6 is entitled, A Culture of Discipline. An important characteristic of these great

companies is an organized culture of discipline. He was very adamant about making it clear that

disciplined is not to be confused for authority! An organized culture of discipline simply means

that every manager and staff is driven by their self-determination. Everyone simply functions as

an entrepreneur in the business, only to achieve the same success. The hedgehog concept ties

into this chapter as well. When workers are self-disciplined, they are driven to transition from


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good-to-great. Everyone feels a sense of personal empowerment necessary to ensure greatness. I

will definitely be sure to weed out those un-disciplined workers because they only impede the

growing process.

Chapter 7 is entitled, Technology Accelerators. Technology has become the backbone

of the 21st century world! Technology increases efficiency, reduce overhead, and maximize

competitive advantage. Collins quickly points out that technology shouldnt be the only revenue

of success implemented. The reliability of technology proved to be detrimental to the tech bubble

in the early 2000s. Its important to carefully deliberate on technology decisions just as other

business decisions. He referred to the approaching of technology with a very catchy phrase,

Pause--Think--Crawl--WalkRun. I am not the most technology savvy person; however, I

believe technology is a key factor in having a great business. After all, technology is now the

way of the world.

Chapter 8 is entitled, The Flywheel and the Doom Loop. There are two cycles that

business decisions result in- advantageous or disadvantageous. Collins made it clear that either

result is over an accumulation of time. Negative or positive momentum has occurred in business,

and it takes an ultimate makeover to change disadvantageous advantageous. The advantageous

cycle is referred to as the flywheel effect. Positive momentum is created as a result of making

decisions, taking action, and reinforcing decisions made. If this cycle becomes repetitious, good-

to-great is the ultimate result. The doom loop is a result of reactive decision making. These

decisions relate to, but are not limited to: diverse areas of concentration, following short-lived

trends, frequent change in leadership and personnel, loss of morale, and disappointing results. As

a leader, I will aspire to be a part of the flywheel effect. A lot of this can be prevented if we

address the negative momentum, instead of waiting for failure to hit us in the face.


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Chapter 9 is entitled, From Good to Great to Built to Last. In this chapter, Collins

refers to his previous work in relation to this book.Built to Lastinclude the findings of a six-year

study in whether a company can survive in the long-term. Core values are a must to achieve any

kind of success that will ultimately lead to greatness. A company must thrive on success, not

profit, seemed to be the theme of this chapter. Shared values amongst all stakeholders should

also be a characteristic possessed. Collins does not want Good to Greatto be a follow-up toBuilt

to Last. Developing a solid foundation is key to work toward greatness, so that a company is

eventually built to last.

Conclusively, this was not the best book that Ive ready; however, its essential to know

what is needed to make a good school-Great! I will endure as a leader to make sure that all

stakeholders involved know the importance of success as well as allowing the highly-qualified to

function as individuals. I will address issues as they arise, so that I leave no room for negative

momentum to creep in. Overall, I enjoyed the information Collins shared of his business

experience.


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Reference

Collins, J. (2001). Good to Great, Why Some Companies Make the Leap and Others

Dont.New York: Harper Collins Publishers.

PRINCIPAL INTERVIEWS AND REFLECTIONS

To begin this interview, I interviewed two of my former colleagues as well as my former

principal. Because both of these principals are under fire and on paid administrative leave forhaving an unacceptable ratings at both the junior/senior high levels for 3 consecutive years and

allegations of breach of confidentiality concerning student information; they will remain

nameless. They will also remain nameless because the school district is local and has been in the

news sporadically. At this time, the district is being audited by Texas Education Agency, so it is

at their request; this information remains within this interview.

I will refer to them as Tom and Tammy. I interviewed them shortly before these

allegations arose, so all of the information included in this interview is based on their current

experience as administrators. Tom has been in the educational field for a total of 33 years, mostly

at the senior high level. He began his career as a science teacher (grades 8-12 for 4 years) and amath teacher (grades 4-8 for 2 years) and an administrator for 27 years. Tammy has been in the

educational for a total of 17 years. She has been a generalist teacher for 12 years and

administrator for 5 years to date. Both principals received their baccaleurate and post-

baccaleurate degrees from Texas A&M University. Tammy is pursuing her doctorate degree in

education to date. The following questions were asked of each principal and their answers will

follow:


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1). What is your philosophy of education and leadership?

Tom- People dont care how much we know until they know how much we care. Many

years ago, I read this quote and it became a guiding principle for me as an educator. In otherwords, I believe educators must see and care about the child before we view the child as a

student. Once a caring, nurturing relationship between teacher and child is established, we can

begin our primary function to continue the education of each precious child into a capable,

responsible, caring young person. Parents are the childs first and continuing teacher. It is ourresponsibility, as educators, to work closely with parents to build a trusting, cooperative,

collaborative relationship so that, together, we can nurture each child toward his or her

intellectual, emotional, and physical potential. Developing a positive school climate will becreated by all the interactions each of us have with one another. It will be important for us to

build a cohesive sense of community, especially with all students, parents and staff coming from

different schools and backgrounds.

Tammy- I firmly believe that each child should be given the opportunity to realize theirpotentials and work towards their ambitions so that they can be morally, ethically and socially

adaptive to the surrounding forces and that is possible to achieve only through philosophy

education. The teachers are only medium of information because students gather, learn andprocess information on the basis of their own capacity. Teachers only help and reinforce them to

do so. Philosophy education stimulates them intellectually to store and retrieve information

more effectively. Education makes them respectful and disciplined by inculcating patience, self-esteem and sense of competence. They develop adequacy, strength, power, confidence and

freedom as a result that form the base of individuality in children.

2).What leadership or organizational change tools work best for you?

Tom- Promoting collaborative problem solving and open communication,collecting, analyzing, and using data to identify school needs, using data to identify and

plan for needed changes in the instructional program, implementing and monitoring theschool improvement plan, and using systems thinking to establish a clear focus on

attaining student achievement goals are the tools that work best for me.

Tammy- Focus on long-term outcomes rather than short-term returns. Additionally,distributing leadership throughout a school and providing for leadership succession areindispensable to a school's success.

3). Did/do you have a leadership mentor? If so, who was/is that person and how dids/he influence you?


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Tom- My mother is basically my leadership mentor. Though she is now living in anursing home, for health reasons, she has never let anyone detour her from reaching any of her

goals in life as a single mother.

Tammy- I have several mentors in my immediate family who have been entrepreneurs

as well as educators who have influenced me to be the best at whatever I set out to do.

4). What do you do to build a common sense of mission (purposes) and vision amongstakeholders and staff?

Tom- People first become independent, then interdependent. Then they are empoweredto create and complete their responsibilities with the minimum of authoritarian oversight andcontrol. When there is no trust or empowerment in an organization, then the managers must use

control systems, and follow-up and check-up on everybody. This takes an incredible amount of

energy to accomplish. And fear and intimidation become the methods for enforcing company

policy instead of common sense. Managers empower people to be their own leaders and let themdo what they do best.

Tammy- You can make change after change in the organizational structures andprotocols, rules and procedures, guidelines and incentives and not achieve the desire result ofany organization, that is, alignment. When all the people, stakeholders and joint venture

partners in your organization are in alignment, then things just work. Remember, leadership is

about being effective, not just efficient.

5). What do you do to establish norms and shared commitments among your staff andcommunity?

Tom- Team member co-workers, communication, interaction, organization andfunction with other employees, problem solving, conflict resolution, and decision

making.

Tammy- Team norms can encompass as many topics as the team deems necessary forsuccessful functioning. Start with a few team norms and add more norms as needed. Make sure

the team norms are written and posted where team members are reminded of their commitment.

Team norms can encompass as many topics as the team deems necessary for successfulfunctioning. Start with a few team norms and add more norms as needed. Make sure the team

norms are written and posted where team members are reminded of their commitment.

6). Describe how you make decisions in your school?


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Tom- I make decisions collaboratively and include all stakeholders involved to ensurethat everyone has a voice, unless it involves a legal matter.

Tammy-I make my decisions based on team because I quickly realized that there is no

I in team!

7). Describe what systems you have put in place in your school to improve studentsuccess. How did these changes come about? How effective have they been?

Tom-I put what I call a response to the community team in place; however, it has

not been very effective. The purpose of this team to ignite parent involvement in student success;however, Im in the hot seat for implementing (what I thought to be); a positive change!

Tammy- I have begun to resurrect the community involvement project to ensure thatour community is ever so involved in our schools. As a matter of fact, it started out as a

disaster because this is a small town and many are set in their ways! As I put the right

employees in the right places; things are beginning to fall in line.

8). Describe how you empower staff and promote teacher leadership?

Tom-I lead by example, and I often ask my teachers and staff for suggestions topromote student success.

Tammy-I find myself spending time visiting department heads on a daily basis as wellas staff to implement change where needed.


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Reflection on Principal Interviews

Upon interviewing these two principals, I was endowed with both wisdom and

knowledge to help me in making the best decisions as a future administrator. Being that these

two principals are my former colleagues; I promised to respect their privacy as they undergo an

investigation by the Texas Education Agency for allegations of breach of confidentiality

concerning student records. I was unaware until the interview that both received their degrees

from Texas A&M University in College Station, Texas. They also received their post-

baccaleurate degrees from the same university as well. I asked 8 questions concerning leadership

skills as well as organizational tools that have assisted both in getting to the top in

administration. In both interview and reflection; they are referred to as Tom and Tammy.

Both administrators shared their philosophy of education and had very similar thoughts

that each individual determines his destiny. They both agreed that trust must be established first,

so that people dont feel as if someone needs to look over their shoulders to get the job done.

Tom was very passionate in expressing his thoughts concerning parents being their childs first

teacher, and Tammy was not shy about teachers being re-enforcers of a students education. She

believed that once a student has established confidence in himself; he will only push himself

further to succeed.

In determining what leadership or organizational tools work best for each administrator,

their answers were somewhat different. Tom strongly emphasized the need for collaboration

amongst all involved in order to succeed, whereas, Tammy believes that focusing on long-term

goals is more important than focusing on short-term returns. She believes in looking at the entire


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picture and not instant success for it inevitably results in failure. I was intrigued to know that

Tammy was not really big on involving all stakeholders, only those who would benefit from

the goal at-hand.

Family was a very important factor in the influence on the educators lives and careers.

The majority of Tammys family, are educators. They include a long line of principals,

superintendent, master teacher, and a tenure professor at Texas A&M. She has a fierce look in

her eyes when she talks about how she had to struggle to get where she was because her parents

fell on hard times almost immediately after she graduated high school. Toms mother raised him

as a single mother; he was somewhat teary-eyed when responding to this question, so we didnt

dwell on it long. She is now in a local nursing home because she demands round-the-clock-care;

however, he doesnt let a day go by without visiting her.

Both administrators believe in making people responsible for creating a sense of mission

for all stakeholders. They believe that each person is responsible for committing himself to being

the best at their job, so that all may benefit. They made it clear that all are involved in the

decision making process, and Tom explicitly explains that there is no I in teamwork! Tammy

believes that a slow and steady build is beneficial because its not good to expect too much at

one time. Once you see that an individual can be responsible to handle an issue, then it becomes

necessary to add more responsibility slowly. The implementation of new programs for both

administrators has resulted in some rocky roads, but they realize they must continue to push

for overall success. They both agreed that they lead by example and asking for input by those

most involved in the teaching process.

Overall, this interview went very well. I hate that these two administrators are enduring

such hardship, but its always been this way in such a small political town. Many of their


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decisions are put in the line of fire because many of the faculty and staff have been in place for

years and arent ready for change!

MY OFFICIAL TEACHING CERTIFICATE

Texas Educator CertificateThis certifies that

Alicia Latrice Mablehas fulfilled requirements of state law and regulations of the

State Board for Educator Certificationand is hereby authorized to perform duties as designated below:

STANDARD

DescriptionEffective

DateExpiration

DateStatus

Classroom TeacherSpecial Education 03/23/2011 11/30/2016 Valid

Grades (EC-12)

Educational Aide

Educational Aide I 11/27/2005 11/30/2010 Expired
http://www.sbec.state.tx.us/SBECONLINE/terms.asp#VALhttp://www.sbec.state.tx.us/SBECONLINE/terms.asp#EXPhttp://www.sbec.state.tx.us/SBECONLINE/terms.asp#EXPhttp://www.sbec.state.tx.us/SBECONLINE/terms.asp#EXPhttp://www.sbec.state.tx.us/SBECONLINE/terms.asp#VAL


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Official Record of Certification

Thursday, December 08, 2011

THESE PEOPLE ARE WHO I LIVE FOR!

FAMILY IS SUPPORT IS KEY IN ACCOMPLISHING ANY GOAL!
http://www.sbec.state.tx.us/SBECONLINE/virtcert.asp


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LEFT TO RIGHT:

SON(CHRISTIAN), DAUGHTER (SAVANNAH), DAD (JAMES MABLE, SR.), NIECE

(MARKAYLYN), MOM (MARY MABLE), ME, HUSBAND (BOBBY), SISTER

(CRYSTAL), BROTHER (JAMES MABLE, JR.), SISTER (BERNECIA), BROTHER- IN-

LAW(MARK),

FRONT:

NEPHEWS LEFT TO RIGHT:

CAMERON AND MARK, JR., DAUGHTER (ALEXIA)

portfolio admn 5043 assignment

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