All of the following are emergent burn resuscitation measure…
Questions
All оf the fоllоwing аre emergent burn resuscitаtion meаsures EXCEPT?
Thinking it thrоughIn the weeks tо cоme we'll dive into аpplying MTSS to student leаrning, but before then, it’s importаnt to remember that MTSS is first and foremost a problem-solving framework. It’s designed to help teams analyze challenges, identify root causes, and respond with the right level of support. And while it’s often used in educational settings, the principles of MTSS can be applied to any system or team-based issue.To help build fluency with the framework, let’s look at a scenario that’s not about students—but still requires thoughtful problem-solving. As you read through it, consider how MTSS helps you determine whether the issue is universal (Tier 1), targeted (Tier 2), or individualized (Tier 3). This kind of thinking builds the foundation for using MTSS effectively in any context. Scenario: Low Engagement in Staff MeetingsYour leadership team has noticed that staff engagement during weekly meetings is consistently low. People are distracted, participation is minimal, and follow-through on action items is inconsistent. You want to use the MTSS framework to understand and address the issue.Applying MTSS ThinkingTier 1 Questions (Universal Supports):Are meetings structured clearly and consistently?Are expectations for participation and follow-up communicated effectively?Is the content relevant and engaging for most staff?Are we collecting feedback or data to monitor how meetings are going?If more than 20% of staff are disengaged, this may be a Tier 1 issue—suggesting that the meeting format, communication, or purpose needs to be re-evaluated.Tier 2 Questions (Targeted Supports):Are there specific teams or individuals who consistently struggle with engagement?Could small group check-ins or targeted follow-up help improve participation?Are there patterns (e.g., time of day, topic, facilitator) that affect engagement?If a smaller group is struggling, consider Tier 2 strategies like breakout sessions, rotating facilitators, or targeted coaching.Tier 3 Questions (Individualized Supports):Are there individuals who remain disengaged despite changes to structure and support?What does their individual data (e.g., feedback, attendance, workload) tell us?Could personal factors (stress, burnout, unclear role expectations) be contributing?If only a few individuals are struggling, it may be time for Tier 3 support, such as one-on-one conversations, personalized plans, or deeper exploration of barriers.