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. July - Aug:  Level Setting and Growth Planning
      2. Dec - Feb: Mid-Year Performance Conversations
      3. May - Aug: 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 a pilot of school based bargaining unit employees in Campus Safety and at 12 schools (Cole, CEC Middle College, CLA, DCIS at Ford, Denver Green School, Dora Moore, Green Valley, Gust, Isabella Bird, McGlone, Montclair & Oakland.)

     

  • The 2019-20 Performance Year Started July1st

    It’s time for you and your Manager to discuss CCE competencies and behaviors, as well as identify areas of growth and focus for the new performance year.

    Although the CCE program does not have formal goal setting requirements, employees and their leaders are encouraged to set goals for growth and development outside of the Infor HR performance appraisal system.

    If you do set goals, set meaningful SMART goals that align your work for 2018-19 to ensure we are all achieving results with impact.

    All CCE eligible employees should have identified areas of growth and focus for the new performance year, as well as their goals set, if applicable. The earlier areas of focus and goals are set, the better to allow maximum time to achieve results.


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