3 Accountability Measures PillarAreaToolQualityStudent AchievementFCATPeopleEmployee Satisfaction with Work EnvironmentSurveyServiceParent Satisfaction with SchoolsSatisfaction by School Leaders w/ District servicesSupport CardFinanceEffectiveness and efficienciesCost/Revenue
4 Employee Satisfaction Measure - Survey Who completes? All employees except the SuperintendentEmployees complete the survey responding about the department or school in which their direct supervisor residesWhen is it completed?Baseline – September 2010Every December and AprilHow is it analyzed?Top Box LoyaltyBy district and by each school/departmentHow are results shared?Roll out of data to teachersDistrict report
5 Employee Satisfaction Questions I have the materials and supplies to do my job.My principal/supervisor has provided feedback on my strengths as an employee.Principal/supervisor led staff meetings make efficient use of time and are productive.My principal/supervisor recognizes good performance.My principal/supervisor demonstrates a genuine concern for my welfare.
6 (cont.) My principal/supervisor makes the best use of available funds. My principal/supervisor consults me on the decisions that affect my job.The expectations for judging my performance are clear.My principal/supervisor provides the support needed to accomplish my work objectives.My principal/supervisor has provided feedback concerning areas for improving my performance.
7 (cont.)The superintendent is committed to the professional development of school employees.The superintendent manages district finances effectively.The superintendent implements Board policies and procedures.The superintendent uses a variety of methods to promote effective communication throughout the district.
8 (cont.)The superintendent makes informed decisions based on the best interest of the district.The superintendent is clear and effective regarding his role in communicating the vision and mission of the district.The superintendent has integrity and is honest.
9 Parent Satisfaction Measure - Survey Who completes – all parents who have children in schools in Santa Rosa CountyWhen is it administered?Baseline – September 2010Every March/AprilHow is it analyzed?Top Box LoyaltyFor the district and for each schoolHow is it communicated?Roll out of data to teachersDistrict ReportThrough a newsletter to parents by school leaders
10 Parent Satisfaction Survey Questions My child’s learning is a high priority at this school.School rules/discipline plans are enforced consistently at this school.I regularly receive feedback from school staff on how well my child is learning.My family is treated with respect at this school.My child has every opportunity to be successful at this school.
11 (cont.)My child has the necessary classroom supplies and equipment for effective learning.I would recommend this school to other parents.This school provides a safe environment for my child to learn.My child is recognized for good work and behavior at this school.The school is clean and well maintained.
12 (cont.)11. The teachers, staff, and administration at this school demonstrate a genuine concern for my child. 12. I am proud to say I have a student at this school. 13. I receive positive phone calls or notes about my child from the school. 14. The principal at this school is approachable and reachable.
13 (cont.)15. The principal at this school is an effective leader. 16. The Superintendent of the Santa Rosa School District is an effective leader. 17. The Superintendent of the Santa Rosa School District makes decisions that are in the best interest of children and parents of the district.
14 Roll Out of Survey Data Roll Out of Survey Results Remember: Employees respond to questions thinking about their immediate supervisor (person who does their evaluation)Supervisors roll out to department employeesPrincipals roll out to school employeesTraining for this roll out process will occur on September 9 (one group) and September 28 (second group)
15 Satisfaction of School Leaders with District Support Services Who completes? School leaders (principals and assistant principals)When is it administered?Each monthHow is it analyzed?Top Box LoyaltyBy departmentHow is it communicated?Report sent (by superintendent’s office data person) each month to district and school leaders
16 Support Card Sample Accessibility Accuracy Attitude Operations TimelinessRonald J. Doncaster - Newton-Wellesley Hospital - Director, Operations Management Services; Director, PHC PI
17 Definitions of Scale for Support Card Accessibility – Can we reach a live person or use an electronic tool to reach someone?Accuracy – Did we receive the right product/service or was a variation communicated?Attitude – Was it a nice experience? Did you receive a service with a smile?Operations – Do day to day operations run efficiently and effectively?Timeliness – Was the response or solution delivered when promised?
18 Applying Support CardSteps for District Leaders of Departments to Inform StaffExpectations MeetingMeetings to Discuss ResultsUse this to find out how to get better
20 Communicate without We/They Teach leaders not to answer tough questions by throwing another person/leader under the busThe best way to answer tough questions is to be transparent and factual. If difficult, teach leaders to tell employees they need to research it and get back with them.Tough questions need to be answered consistently by leaders.
21 Transparency – Communication Explain why a certain decision was madeConnect back to purpose, worthwhile work and making a differenceValuesSkillRecognitionConsequencesMoneyAlign to goals and measures (helps with cascading and connecting communication in an organization)
23 Transparency – Communication Tools Superintendent’s communication with district employees and communityTown Hall MeetingsWeb castsMonthly Briefs to his direct reportsLeaders’ communication with direct reportsMonthly Brief (see handout)
24 PracticeUsing what you know up to this point, individually begin writing a paragraph that explains to staff what this journey is all about.Share your paragraphs with your group members.Debrief with whole group.
25 Transparency - Communication Effective Meetings – (will provide training in future LDIs)Alignment of meeting agendas to pillar goalsNeed for a linkage grid after each meeting (so that everyone knows what their assignments are and why before coming to the next meeting)
26 PracticeOn or after August 16th what will you include on an agenda at your first meeting?How does what you include align to the district pillar goals?How would you explain that what you are covering helps the district achieve its goals?
27 Training Leadership Development Institutes (LDI) When – Summer 2010; 2 in fall; 1 in springWhy – to train on how to implement tactics and tools to help leaders achieve goals
29 Tools for Today People - Employee Satisfaction Service Quality Leader RoundingServiceParent Satisfaction3 to 5 positive phone calls home to parents a weekMonthly newsletter to parents QualityStudent AchievementFocusing on student engagement
30 Tools – Employee Satisfaction TEACHER PREFERENCE CARDTeacher Name: What are the three most important things to you when you are teaching? What is one item you would like to have improved?(Adapted from Studer Group, 2001)Wh
31 Wow!!!! Card Name: Date: Today you WOWED me when you Thank You! Submitted by:(Adapted from Studer Group, 2001)
32 Why do we do leader rounding? Process Improvement – execution and consistencyReward and Recognition92% of people respond to reward and recognitionWhat gets rewarded gets repeatedCommunicate things that are rightBe specificSenior leaders write notes; direct supervisors say it personally
33 Leader Rounding 87 percentile – employee rounded on monthly 79 percentile – employee rounded on quarterly55 percentile – every six months (twice a year)50 percentile – never rounded on
35 Different Purpose than a Classroom Walkthrough Purpose of Rounding – to build relationships and improve processesPurpose of Classroom Walkthroughs – to get a pulse check on instructional practices of teachersPage 32 in book
36 3 to 1 3 compliments 1 criticism Positive! 2 to 1 2 compliments Neutral1 to 11 compliment1 criticismNegativeSource: Tom Connellan, “Inside the Magic Kingdom”, pgs 91-95
40 Steps for Validating Rounding Occurs Validate on leaders who are your direct reportsMeet with each leader monthly to reviewRounding LogsStop Light ReportsAnd document ways leaders have recognized good performance and behavior of employees
42 Practice Get a partner and round on your partner by asking What’s working well for you in the district?Do you have the resources, tools, equipment you need to do your job? Probe for specifics.What could we do to help you do your job better? Any barriers that are getting in your way?Is there anyone in particular that has been helpful to you in the district?Then, change rolesIn your groups, use the rounding information to create a Stop Light Report
48 What Excuses Do People Have for Not Complimenting Employees? If I give too many compliments staff will get a big head.I never received a compliment, what should others receive one. They should have to tough it out like I did.I don’t have time to for all this complimenting business.I feel silly doing this.They should be thankful they have a job.
49 PracticeThink of someone in the district who has been very helpful to you.Take your thank you card and write him or her a note being very specific about the action, performance or behavior you are thanking them for.When you get home, mail it to them.
50 Who Rounds on Who?Superintendent rounds on direct reports. When rounding on departments or in schools get scouting report from department leader or principal.Validate direct reports are rounding effectivelyThen tell others why you went to particular areas and what you foundManage up your work
51 (cont.)Senior leaders (assistant superintendents) round on managers and directors and validate that managers and directors are rounding on their direct reports.Managers and Directors round on employees.Principals round on teachers and staff.
52 Rounding - Addressing the Visibility Issue Research shows the key to success is the direct supervisor. They are the ones to be visible to employees more than the need for senior leaders.Are senior leaders Park Rangers?
53 PracticeIn your group, ask each person to determine who they would round on and if applicable, who they are responsible for validating that rounding is occurring.Debrief with whole group.
54 Tools – Communication With Parents (Chapter 5) Make 3 to 5 positive phone calls home to parents each week.Create a monthly newsletter sent to parentsWhat‘s been going on this monthAchievements of studentsRecognition of teachers
55 Tools – Student Achievement – Future Resource More on Student Achievement and Student EngagementWho’s Engaged:Climb the Learning Ladder to SeeAugust 2010
63 Coaching Probe Tool Probes Notes Do you see the learning targets written on the board? Describe.Do you see evidence of instruction aligned to the learning targets? Describe.Do you see students receiving feedback in class on the learning targets? DescribeDo students look like they are taking control of their learning? Describe.Do students seem to understand the classroom procedures? Describe.
65 Connecting Back to Purpose What Are We Doing?Creating a great place for teachers to teach and staff to work so that students learn at their highest levels and parents are satisfied with their child’s educationQuality – Student AchievementPeople – Employee SatisfactionService – Parent Satisfaction and Principals’ Satisfaction with District Services
66 Expectations Robin lead coach to help all leaders with three goals employee satisfactionparent satisfactionsatisfaction of school leaders with district support services
67 ExpectationsWhen We Leave What Will the District Leadership Team Be Expected to DoComplete Leader Evaluation Goals and Measures (by Sept 15)Roll Out Baseline Survey Employee Satisfaction Results to Staff (First week in October with surveys given in Sept)Administer monthly support card to school leaders, analyze results and communicate in a Monthly Brief (last week in Sept)Complete leader rounding process each month (ask questions, record information, complete Stoplight Report, reward and recognize people)Begin rounding in SeptemberBegin validation in October
68 Expectations When We Leave What Will School Leaders Be Expected to Do Roll out baseline survey employee satisfaction results (first week in October)Roll out baseline survey parent satisfaction results (first week in October)Complete leader rounding process (begin in September)Send Monthly Brief to staff (complete first one at end of first week of school to introduce this communication tool – see example)Encouraged to do:Monthly newsletter to parents3 to 5 positive phone calls home a week by leader trying to get teachers to do this in each class
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