• NEW PROCESS FOR LIFT AND CCE THIS YEAR! 

    Infor HR will be decommissioned in December 2021.  LIFT and CCE eligible employees will follow a process utilizing google to set goals (as applicable),  track progress throughout the year and complete an end-of-year appraisal. 

    Leaders have been provided with a Growth & Performance Google Sheet Template to guide performance check-ins, document and progress monitor goals and to draft the EOY appraisal. The formal EOY evaluation will be completed via a google form, with detailed instructions provided as that window approaches.  Again, Infor HR will be decommissioned and not utilized for the 2021-2022 performance cycle. 

    What’s next?

    1. If you haven’t already, please connect with your manager to discuss next steps. 
    2. In collaboration with your manager, set 2-4 goals; including one Equity Goal by September 1st.  
      1. Information regarding the Equity Experience will be shared from our Culture, Equity & Leadership Team.
    3. Review LIFT at a Glance for other important activities and timelines. 

    Check out this FAQ for answers to questions about the LIFT process for 2021-22! 

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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. 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. 

    LIFT aligns with LEAD and was built in consideration of the diversity of roles across Central Office/School Support offices. 

    Leaders in Finance, Operations, Facilities, Transportation, DoTS and every other critical role that ensures our kids, schools, teachers and principals have what they need to deliver excellence every day will find what is essential to DPS leadership in this framework.

    The LIFT framework consists of two main areas (goals and competencies) in which team members are evaluated on each performance year. 

    GOALS

    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 rated during the end-of-year evaluation. 

    COMPETENCIES  

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

    The Framework includes five broad Competency Groups of leadership focus.   Each competency group is rated during the end-of-year evaluation.              

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

     

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    Each Competency Group is then further defined through its corresponding Drivers (18 in total).

    These Drivers ensure our shared understanding of leadership is aligned across all levels of leadership. Each driver represents a specific area in which all DPS leaders should strive to display proficiency and consistency based on their level of leadership.

    LEVELS OF LIFT LEADERSHIP    Differentiation Grid

    Leader of Self     Leader of Others     Leader of Programs     Leader of Teams     Leader of Leaders     Leader of Functions     Leader of the Org     Leader of the District

     

     

     

     

     

CONTACT

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.