Leadership Investment Framework for Talent (LIFT)

  • With the implementation of The Denver Plan, DPS established a strong commitment to finding, growing and keeping great leaders across the organization and in each role that are committed to helping us achieve our vision, Every Child Succeeds. The Leadership Investment Framework for Talent (LIFT) is the next generation of EPMP; everyone who participates in EPMP aligns to a leadership role in LIFT. LIFT is a tool that will support employees in their own development as a leader while narrowing the scope of leadership to what is meaningful and achievable for DPS today. The program clarifies expectations and helps achieve goals through accountability by fostering ongoing performance discussions to highlight employee successes and define growth opportunities.

    Who is eligible for LIFT?

    Employees that are exempt from overtime, centrally managed (not reporting to a School Leader) and not part of an employee association/bargaining unit are eligible for LIFT. 


It's Time to Set Your Goals!

  • 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 will have an Equity goal - Develop an asset-based, culturally and linguistically responsive mindset.  The language of the goal will be the same for all DPS team members, and each team member will be expected to participate in a district-wide equity study.  Additionally, each division will tailor strategies and metrics for their teams based on their respective areas of work. There is no immediate action needed from you regarding this goal.  More information and guidance will be shared from your division leadership in early September!
    • All goals entered 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.

                          

                    cornerstones

        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 these best practices:

    • 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 about the professional growth goal mentioned in the July 3rd communication?  You can consider the Equity goal to be your professional growth goal.  Or, given your own professional growth plans, you can have a professional growth goal in addition to your Equity goal.  Work with your manager to determine the best plan for you!

    What’s next?

    1. More information regarding the Equity goal will be shared in early September.  Be on the look out for this communication from both LIFT and your manager!
    2. Work with your manager to ensure your goals align with your team’s goals, and ensure your goals are SMART goals.  
    3. All goals must be entered and finalized in Infor by October 11



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.