• The New Performance Year for LIFT Started as of July 1st. 

    Usually, now would be the time to discuss, set goals, and document within Infor.  With the shifts we are making as a district due to Coronavirus, we’re asking you to hold off on inputting goals in Infor HR until we know about our District’s priorities for evaluation for the 2020-21 school year.   

    Your Next Steps: 

    1. Be sure you and your manager complete 2019-20 year-end performance reflection conversations by 7/31/20, and document within Infor.
    2. Plan on setting 2-4 goals, with one of those goals being focused on the Equity Experience (either year 1 or year 2). 
    3. Input your goals into Infor after we learn about our District’s priorities for evaluation. 

    We hope you are taking some time to enjoy the summer!  Stay tuned for more information in the coming weeks. 

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  • The LIFT Year-End Performance Process Has Shifted. 

    As team DPS continues to respond with flexibility to new working environments and/or priorities, the LIFT year-end appraisal process has shifted. LIFT eligible employees and their managers will engage in an end-of-year conversation to identify and reflect on areas of strengths/growths, progress toward goals, and next steps for continued growth and development. Given the time and resources put towards the equity goal, it is important to provide feedback and reflections on the modules and exercises which should also be captured in this conversation. A simplified form, with no ratings, will be utilized within Infor HR.  Employee self-reflections and manager reflections will be documented within this end-of-year form.  

    Next Steps:

    • Complete your self-reflection in Infor HR prior to June 12th (unless your manager has set an alternative date).  Completing a self-reflection is optional, yet strongly recommended.  If you choose to do so, please type your comments directly in the box; do not copy and paste text into your reflection form within Infor.  You can also attach Microsoft Word and pdf documents to your reflection form to support your comments. 
    • Request Other Feedback (currently known as Other Rater) as part of your year-end reflection.  Requesting feedback from 3-5 colleagues, internal customers, and/or indirect supervisors will provide differing perspectives. Other Feedback (Other Rater) is not anonymous, and is an optional step.  
    • Managers will complete an end-of-year reflection in Infor HR (complete throughout June 2020).
    • You and your manager will have a year-end conversation (complete by July 31, 2020).

    Review the resources below to help you with your year-end process.

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Leadership Investment Framework for Talent (LIFT)

  • DPS has established a strong commitment to finding, growing and keeping great leaders across the organization who are committed to helping us achieve our vision that every single one of our students thrives - not by accident, but by design. The Leadership Investment Framework for Talent (LIFT) is a tool that supports team members in their own development.  In LIFT, all team members are leaders, even when not leading people. The framework provides a shared vision and language for leadership across DPS, clarifies expectations and helps team members achieve goals through accountability, and fosters ongoing performance discussions to highlight successes and define growth opportunities. 

    The LIFT framework consists of two main areas (goals and competencies) in which team members are evaluated on each performance year. Each area is weighted equally with goals at 50% and competencies at 50%.  


    Goals are aligned to district and team priorities, provide a road map for the work we are engaged in and set deadlines and milestones for completion.

    Each goal is assigned a weight (to help prioritize work and efforts) and is rated

    The outcome of those ratings determines 50% of the overall appraisal rating. 


    Competencies are the knowledge, skills and abilities, and other requirements that are needed to perform our roles successfully and how we go about doing it. 

    The Framework includes five broad Competency Groups of leadership focus:               

    • Personal and Values Leadership
    • Vision and Strategy Leadership
    • Operational and Organizational Leadership 
    • People and Culture Leadership
    • Community and Equity Leadership          


      Logo        50 50   


    The competency groups are weighted equally and team members are rated on each competency group.  The ratings received for each competency group are averaged and worth 50% of the overall appraisal rating.

    What is your LIFT Level of Leadership?

    Click on the modules below to help you identify your LIFT level.

    Managing Performance with LIFT

    Leader of Self        Leader of Others        Leader of Programs       Leader of Teams

    Leader of Leaders       Leader of Functions        Leader of the Organization



Are you new to your role or to LIFT?

  • Information sessions are held monthly for new hires or those new to LIFT. To register for an information session, login to the Learning Space and register for an upcoming session.

    New employees and those new to their role should set goals within their first 60 days. Make sure to talk to your Manager about your goals during your next one-on-one.  

    If you are new to your role and have a year-end appraisal to complete, reflect on your progress to date and what you want to focus on moving forward. Although you are new, the appraisal process is a great time to check-in and level set on your performance.