Change and InterdependenceBuilding A World-Class School Division

Fourth Annual

Classified Professional

Development Day

August 18, 2009

Rae E. Darlington, Deputy Superintendent

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Change and InterdependenceBuilding 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)

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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.

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The Task, as Outlined by Dr. Walts in 2007-08

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.

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• Card Numbers 1-25- PLEASE STAND• Card Numbers 26-50- PLEASE STAND• Card Numbers 51-90- PLEASE STAND• Card Numbers 91-150- PLEASE STAND• Card Numbers 151-200- PLEASE STAND• Card Numbers 201-300- PLEASE STAND• PLUSCARD- PLEASE STAND

Recognizing World-Class Efforts

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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

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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

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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

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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

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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?

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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?

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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.

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The 2009-10 School Year Will be a Year for GatheringInput 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

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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