Workforce Engagement: A closer look at KPI 3.11d May 24, 2012

1.Highlights of Q3 Progress Summary 2.Overview of Employee Engagement Survey 3.Breakout Sessions – School/Dept. Highlights:  Session 1 – Hollymead and Sutherland  Session 2 – Western Albemarle and Transportation 4.School Board KPI Evaluation Agenda

Q3 Progress Highlights

Board review of KPI’s is a form of study. Operational Measures& Developmental Measures Triangulating KPI 1.11a, KPI 1.11c. – 68% of teachers say they are familiar with LLLS. – 71% say they incorporate them regularly into their classes 5.11c is completed. Building Services has completed their PD plan. Positive movement on two KPI’s for Child Nutrition Page 49 lists KPI’s that have been adjusted or abandoned from KPI updates to the Board.

Engagement Survey Engagement: the level of an employee’s psychological investment in his or her organization. What is the balance? EmployeeOrganization

Engagement Survey Data from Modern Survey suggests 67% of U.S. workforce are under- or disengaged. 28 th Annual MetLife Survey of the American Teacher release in March: the percentage of teachers who are “very satisfied” with their jobs was 59% in 2009; now it’s 44%. Over 90% of our ACPS employees reported on the Engagement Survey as enthusiastic about their work.

Engagement Survey What role do SMART Goals play in this?

Engagement Survey Attitude AffiliationEfficacy I feel like I belong = 83% The vision for the school is shared = 42% neutral Satisfied when I do my job well = 95% Quality work is expected of me 56% Recognized for good work = 63% Believe I can work effectively with low achieving students = 91%

Engagement Survey Five common Drivers of Employee Engagement: 1. Timely recognition and appreciation 2. Sense of personal accomplishment 3. Opportunities for career development 4. Belief in the future of the organization 5. Compensation

Workforce Engagement Highlights Breakout Sessions: #1: Hollymead and Sutherland (COB 235) #2 – Western Albemarle and Transportation (COB 246)

School Board KPI Evaluation Two Key Concepts 1.Is the work strategic? 2.Does the work represent a major focus?

School Board KPI Evaluation Above the Waterline: Strategic -Will impact the Division for multiple years - Is broad in scope and has cross-functional involvement - Is new and will involve some unknowns which will be addressed over time -Requires additional resources or a reallocation of existing resources in order to address things in different ways

School Board KPI Evaluation Below the Waterline: Operational - Day-to-day - Relies on Existing Structures - Is Known and involves few questions about how to proceed - Does not generally need additional resources Saying a KPI is operational doesn’t mean it disappears.

School Board KPI Evaluation Major Focus? - How important is the KPI to the division? - Does the KPI align to and support attainment of the associated goal? - Does the KPI support the Division’s Vision and Mission? Saying a KPI doesn’t have a major focus doesn’t mean it disappears.

School Board KPI Evaluation KPI 3.11d - Establish baseline levels of workforce engagement and satisfaction through the use of an employee climate survey. Let’s try evaluating this KPI using the model.

June 4 School Board Retreat Three Key Topics Proposed Presentation from UVA leadership about future thinking and partnership possibilities Studying / evaluating current Board Priorities and KPI’s within the two-year cycle Studying and aligning our Life-Long Learner Standards with the P21 4 C’s Time to talk / retreat /plan

Workforce Engagement: A closer look at KPI 3.11d May 24, 2012