• Complete CCE End-of-Year Performance Evaluations by June 30

    The 2021-22 end-of-year (EOY) evaluation/reflection window for LIFT & CCE eligible team members is May 1 - June 30.  

    See below for EOY processes that have changed and next steps.  

    • All LIFT & CCE reflections will not be utilizing a rating scale for 2021-22.  In other words, no ratings will be provided this year.  Although ratings will not be provided, we recommend completing EOY self-reflections and manager reflections.  
    • Copy this form and use it as a placeholder to draft the reflection. Then submit reflection information using the appropriate link below.  

    Next Steps:

    Employees

    • Work with your manager to establish a timeline.
    • Be prepared with your DPS ID# and your manager’s email address.
    • Submit your self-reflections here
    • After you submit your information, you and your manager will be emailed a copy.

    Resources:  FAQ   Best Practices

    Evaluators/Leaders  

    • Establish a completion timeline with your direct reports.
    • Review self-reflections (as received) and draft EOY reflections.
    • Host the end-of-year conversation and then submit reflections for your direct reports here by June 30.  
    • Be prepared with your own DPS ID# and email address as well as your direct report(s).
    • After you submit your information, you and your direct report will be emailed a copy.

    Resources: FAQ   Best Practices   Screencast or Slidedeck  Conversation StrategiesTemplate & Template Sample

    For additional support, connect with your HR Partner or email CoreCompetenciesEvaluation_HR@dpsk12.org.

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Core Competencies Evaluation (CCE)

  • Denver Public Schools provides a performance-based culture where our mission is to serve our students, and each other. The Core Competencies Evaluation (CCE) was developed to support and align expectations around performance across roles not currently covered under another formalized growth and performance system such as LIFT. CCE competencies were developed in consideration of diverse roles, to define and align the common behaviors that drive district success.

    • The evaluation is based on 5 Competencies with a total of 16 behaviors plus policy compliance
    • The appraisal process utilizes a five-point rating scale
    • Minimum touch points throughout the year:
      1. Aug:  Level Setting and Growth Planning
      2. Feb: Mid-Year Performance Conversations
      3. May/June: Year-end Performance Conversations 

    Who is eligible for the Core Competencies Evaluation?

    The Core Competencies Evaluation is the growth and performance system for centrally managed employees who are hourly/non-exempt (vs. salaried/exempt) and are not in a bargaining unit.  It also includes Food Service Workers, Food Service Kitchen Managers, and employees in Campus Security.

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