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.


Get Ready for Mid-Year Performance Conversations!

  • Managers should host mid-year performance conversations with employees in February for the 2019-20 performance year. 

    Mid-year is a time to formally check in on performance:

    • Examine the competencies and discuss demonstration of behaviors and the impact.
    • Discuss progress towards achieving goals and adjust plans and goals as needed.
    • Celebrate and recognize accomplishments.    Address barriers and roadblocks.
    • Target development opportunities for the remainder of the year.

    Employees should come prepared to discuss accomplishments, barriers, solutions, opportunities for improvement and plans moving forward. Remember to comment on goals in Infor HR to document the results of conversations and progress to date.   

    Prepare yourself for conversations using these resources:

    LIFT Mid-Year Checklist

    Employees:  Employee Guide

    Managers:  Manager Guide    Strategies    Template    Template Guide     Performance Conversation Screencast    Performance Conversation Screencast with Script


Have you Set Your Goals in Infor HR?

  • The LIFT framework provides an opportunity to both ensure our most important work moves forward, and to provide valuable growth and development feedback for team members.  To that end, we are making a couple changes and improvements to the LIFT process to align with our Theory of Action of Success by Design:

    • As we work to make equity our core identity across DPS, each team member on the LIFT Performance framework has an Equity goal - Develop an asset-based, culturally and linguistically responsive mindset.  The language of the goal is the same for all DPS team members, and each team member is expected to participate in a district-wide equity study.  Additionally, each division may tailor strategies and metrics for their teams based on their respective areas of work. 
    • All goals will need to align to one of the cornerstones or enabling conditions.  Each team member does not need a goal for each cornerstone, but each goal created must align to a cornerstone or enabling condition.



        What are enabling conditions?  Those bodies of work that fall outside of the cornerstones but are essential to operating a high functioning and efficient organization.  For example, continuous improvement efforts necessary to efficiently and accurately process payroll might be a goal aligned to “enabling conditions”.

    As you are working with your manager to develop your goals for this year, consider this best practice:

    • You should not have more than four goals, including the Equity goal.  Research shows that focusing on fewer goals leads to more success in actually achieving those goals.  Focus your goals on the areas you need to make the greatest change to achieve outcomes.  Note, the system will allow you to have more than four goals should you and your manager deem it necessary.

    What’s next?

    1. Be on the look out for email communications from the DPS Equity team regarding the Equity Experience.
    2. Work with your manager to ensure your goals align with your team’s goals, and ensure your goals are SMART goals.  
    3. Make sure all of your goals are entered and approved by your manager in Infor HR! 


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.