Change and Interdependence Building A World-Class School Division Fourth Annual Classified Professional Development Day August 18, 2009 Rae E. Darlington, Deputy Superintendent

1 Change and Interdependence Building a World-Class School Division Professional Performance Process-The Year Ahead Recognizing The Characteristics Of A WCSD In Action-(Activity) Why The Change? What Can You Expect?-(Activity)

2 School Board Charge The Superintendent by direction of the School Board has been tasked with updating the current Prince William County Schools’ evaluation instrument to a standards-based evaluation.

3 The Task, as Outlined by Dr. Walts in The Revised PPP will be a standards-based system for all employees to include: Alignment with the District strategic plan and initiatives Clearly articulated standards for performance A rubric to provide clear criteria for exceeds standards, meets standards, and does not meet standards will be developed The PPP will not create more work for staff. The PPP will promote continuous improvement. The PPP will include a professional development component.

4 Card Numbers 1-25-PLEASE STAND Card Numbers PLEASE STAND Card Numbers PLEASE STAND Card Numbers PLEASE STAND Card Numbers PLEASE STAND Card Numbers PLEASE STAND PLUSCARD-PLEASE STAND Recognizing World-Class Efforts

5 The Silo Approach Does Not Promote Organizational Interdependence and Common Expectations for the Supervision and Evaluation Process TRANSPORTATION RISK MANAGEMENT FINANCE and SUPPORT SERVICES HUMAN RESOURCES COMMUNICATIONS & TECHNOLOGY STUDENT LEARNING & ACCOUNTABILTY SCHOOL SUPPORT STAFF SCHOOL BOARD SUPERINTENDENT’S STAFF

6 World-Class- There is Connection, Communication, Consistency, and Alignment to Ensure Staff is Supervised and Evaluated Against Standards, Not Just a List of Items TRANSPORTATION RISK MANAGEMENT FINANCE and SUPPORT SERVICES HUMAN RESOURCES COMMUNICATIONS & TECHNOLOGY STUDENT LEARNING & ACCOUNTABILTY SCHOOL SUPPORT STAFF SCHOOL BOARD SUPERINTENDENT’S STAFF

7 A World-Class School Division Promotes Interdependence and Confidence in Employees By developing a growth-producing process to supervise and evaluate classified staff that is: Standards-based Focused on continuous improvement Outcome oriented to improve performance

8 Achieving the Goal of Professional Performance Process Development of a growth-producing process to supervise and evaluate classified staff that is: Opportunities for continuous improvement Collaborative in design to encourage and promote discussions with staff around professional responsibilities Outcome oriented to improve performance A process that will allow us to: Share accomplishments Include professional development Provide ongoing opportunities for growth-producing feedback

9 How Hard Will This Change Be? Note card and pen Write your full name with your opposite hand You must stay in the lines You cannot use more than three lines You cannot ask questions You cannot ask for help You have one minute Audience Feedback-How Hard Was the Change? Why?

10 Now-Try it Again Note card and pen Phase 1-Ask your neighbor to partner with you to complete this exercise Phase 2-Ask your neighbor if they understand how to meet the expectations for this exercise Phase 3-Ask your neighbor to provide support as you write by guiding your hand Phase 4-Take a moment to check your progress and ask your neighbor helper for feedback Phase 5-Complete the exercise and let your neighbor helper take their turn Audience Feedback-How Hard Was The Change This Time? Why?

11 The change is not about throwing out what we currently do. It IS ABOUT Moving from a deficit model to a growth- producing model of supervision and evaluation.

12 The School Year Will be a Year for Gathering Input on the Professional Performance Process (PPP) Discussions with staff introducing common vocabulary Performance Standards Providing multiple opportunities for dialogue at department meetings Gathering a written collection of input from staff regarding the proposed changes to the PPP documents Preparing professional development and training for staff Supervision and evaluation tools and forms Rubrics demonstrating meets standards, does not meet standards, and exceeds standards

13 Achieving the Goals of the Professional Performance Process The PPP will: Result in improved staff performance Provide time for meaningful dialogue Ensure performance standards are being met and implemented Recognize performance that exceeds expectations Identify potential areas for professional growth Improve performance practices Reinforce exemplary performance practices