The LIFT Mid-Year (MY) performance conversation window for the 2023-24 SY is Jan 8 - Feb 16.  In preparation for MY conversations, LIFT eligible team members are asked to complete a self-reflection. Self-reflections enable team members to honestly self-assess progress on goals, areas of strength and areas of growth with opportunities to improve so team members can participate more constructively in the MY evaluation conversation. 

Team Member Next Steps: 

• Review the LIFT Mid-Year Slide Deck
• Draft your self-reflection using the MY Eval tab in your LIFT Tracker.
• Submit your self-reflection using the link in the MY tab in your LIFT Tracker
  • Once submitted, a copy of the evaluation will automatically be emailed to you and your manager.
• Meet for the MY conversation to discuss the evaluation: progress made on goals including  areas of strength and areas for growth for each LIFT competency group. 

Evaluator/Manager Next Steps:

• Schedule time to host MY conversations
• Review the LIFT Mid-Year Slide Deck
• Invite and encourage your direct reports to draft a self-reflection using their LIFT Tracker.
• Draft MY evaluations using your direct report’s LIFT Tracker and ask your direct reports if they would like you to share it with them 24 hours prior to the MY conversation to allow time for them to review it.
• Meet for the MY conversation to discuss the evaluation.  Make adjustments if needed.
• Submit MY Manager Evaluations using the link in the MY tab in the LIFT Tracker

During the 2022-2023 school year, we saw a significant increase in the number of employees not receiving evaluations. Because the purpose of evaluation is to provide feedback and meaningful conversations that allow employees to improve in service to our students, we are putting guardrails in place to reinforce the importance of completing employee evaluations and improve overall implementation of our evaluation systems. 

What’s New?  Starting with the 2023-24 school year:

1. LIFT evaluators who do not complete end-of-year evaluations for their employees will receive no higher than Approaching on the People and Culture competency.   Please review Guardrails for Ensuring Effective Evaluation Implementation for details and to see similar changes to other performance frameworks.  
2. The LIFT end-of-year performance evaluation will utilize a NEW streamlined LIFT Rating Scale. The scale has changed from a 5 point scale to a 4 point scale to align with all other DPS performance frameworks and is to be applied directly to the LIFT competency groups and goals.  
3. LIFT has launched a Fairness Guide that includes the processes that DPS is committed to following when LIFT evaluations are conducted for team members. It also includes best practices that work toward improving the quality of feedback that employees receive.

If you have not attended a New to LIFT session to learn about the LIFT growth and performance system, please sign up in Learning Space.

Core Competencies Evaluation (CCE) Employees Transition to LIFT Framework

We made the strategic decision to implement the LIFT performance framework for all central office team members, as was previously communicated. Signifying a new growth and development within our district, those who were previously evaluated with CCE transitioned to LIFT on July 1, 2023. 

We ask for all team members and leaders who have moved to LIFT to register for an upcoming New to LIFT training session. These sessions provide information and guidance on the LIFT framework, goal setting, and where to find LIFT resources.  

New Rating Scale

LIFT will implement a new four-point rating scale for 2023-2024.  The rating scale aligns with LEAP, SSP-GPS, LEAD and Classified Reimagined and uses consistent language to delineate between rating categories. 

As you may know, DPS paused its pay-for-performance program for the central office during the pandemic. When pay for performance is reintroduced using our new Oracle System, there is even more reason to change to a four-point scale.  It is important to have a fair, clear and consistent/equitable way of rating employees across teams.

2023-24 Office-level Priorities

Through collaborative leadership, offices have named 2023-24 priorities that give deeper meaning to the DPS Strategic Roadmap and the outcomes delineated in the Board of Education Ends Statements. This year, we are committed to reinvigorating our goal-setting process, with a focus on creating clarity and cohesion across the entire organization. By establishing a stronger cascade of goals, we will ensure that individual and teamwork is coherent with the office priorities set by our district leaders. 

We encourage each of you to embrace this period and reflect on the Strategic Roadmap and the Ends Statements to acknowledge the meaningful connections they hold with your unique contributions. 

How Will the Change Impact You?

You will see updates and additional information within the 2023-24 LIFT Tracker that your manager shares with you. You will also receive information about department and team-level priorities to which you will be expected to align your individual contributor goals. Department/team priorities may be determined by leaders on your team or in consultation with you. Your manager will receive training to ensure they are equipped to work with you to set individual goals by October 13, 2023.